Document 25 - Collective agreements for the City of Oslo

A COMMON PROVISIONS  

• Chapter  1  Scope of application, etc.
• Chapter  2  Appointment, etc. and notice periods  
• Chapter  3   Holidays
• Chapter  4 Salary during sick leave, pregnancy, care leave
• Chapter  5   Personal insurance
• Chapter  6   Wages during military service
• Chapter  7   Pensions
• Chapter  8   Working hours
• Chapter  9  Wages
• Chapter 10  Sundays, weekends and public holidays
• Chapter 11  Overtime
• Chapter 12  Salary seniority
• Chapter 13 Vicarious Service
• Chapter 13A Crisis situations in peacetime
• Chapter 14  Disciplinary measures
• Chapter 15  Decisions on salary placement
• Chapter 16  Adjustments/negotiations
• Chapter 17 Dispute over the understanding of the collective agreement
• Chapter 18 Entry into force, duration and back payment, 2nd agreement year 

B GENERAL SPECIAL PROVISIONS

• 1 The salary cap system
• 2 Part-time positions
• 3 Hourly paid work/extra help
• 4 Working hours, etc. on business trips
• 5 Working hours, etc. in connection with holiday stays with patients/clients
• 6 Apprentices
• 7 Agreement on the use of flexitime in the City of Oslo
• 8 Senior policy
• 9 Local wage formation

C-DEPARTMENTAL/INDIVIDUAL GROUPS' SPECIAL PROVISIONS AND SPECIAL PROVISIONS WITH THE INDIVIDUAL  ORGANIZATIONS

• Special provisions with NITO
• Salary tables for Oslo municipality

Chapter 1 Scope of application, etc.

§ 1.1 Scope of application

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

§ 1.2 Legal basis for agreeing on other terms and conditions

The parties may agree that pay and working conditions for specific groups of employees shall
be determined in a different way than what is stated in the agreement.

Chapter 2 Appointment, etc. and notice periods

§ 2.1 Appointment, promotion and extension of position

Appointments must be made in writing.

When hiring and promotion, the applicants' qualifications must primarily be taken into account
(formal and prior learning as well as suitability for the position). When applicants of both sexes are equal in terms of qualifications, female applicants are preferred when this gender is underrepresented.

The parties have agreed to prioritise the work of recruiting and retaining people with
minority background to positions at all levels.

The parties agree to prioritise the work on full-time culture in the City of Oslo. It should be
As a general rule, advertised and employed in a full-time permanent position, unless the scope of the work or an assessment of the work situation indicates otherwise. If conditions are right, part-time employees are given preferential rights to extend their employment contract up to a full-time position, in the event of vacancy. It is assumed that the part-time employee is qualified for the position.

The local parties shall annually discuss the company's guidelines for how to reduce the use of
part-time positions can be obtained.

The local guidelines must include:

• Principles for exceptions to the main rule on full-time employment
• Part-time employees must be offered a full-time interview every year. Implementation can take place in
  in connection with the annual employee appraisal.
• The employer prepares an overview of employees who wish to extend their position.
• The overview is updated continuously.
• Part-time employees must be encouraged to notify us if they wish to extend their position
• In the event of unemployment, a review of work schedules and division of tasks is carried out to assess the merger of part-time positions
• Assessment of whether and, if so, how relevant employees can be given an extended position
• It should be considered whether part-time employees can be qualified to have their employment extended through skills enhancement

For employment in permanent and temporary positions, reference is made to the provisions of the Working Environment Act in
cf. Chapter 14 as well as the personnel regulations of the City of Oslo. At least once a year, the enterprise shall inform and discuss the principles for the use of hired labour and temporary positions, including the scope and basis for temporary employment.

§ 2.2 Notice periods

§ 2.2.1 General provisions

As a general rule, a notice period of 3 months applies from the first day of the month after the termination took place.

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

If an employee resigns from his or her position, an agreement on resignation may be entered into earlier than the original notice period if the circumstances are right.

§ 2.2.2 Probationary period and engagement with a duration of up to 2 months

For all employees who have been expressly admitted 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, the notice period is 14 days from the date of termination.

§ 2.2.3 Fixed-term employment contract

In the event of termination of fixed-term employment contracts before the end of the specified period, or
Before the specific work has been completed, a mutual written notice period of 1 January applies
month counted from the date of termination.

Chapter 3 Holidays

§ 3.1 Payment of holiday pay, etc.

§ 3.1.1

Holiday pay can be paid in June of the holiday year, cf. Section 11 no. 1 of the Holiday Act. This applies to
also if parts of the holiday are advanced or transferred.

§ 3.1.2

Pay during illness and in connection with maternity, maternity, and parental leave entitles you to:
accrual of holiday pay.

§ 3.1.3

An agreement on the transfer of holiday to the following holiday year and an agreement on advance holiday shall not be
be given an impact on the basis for holiday pay. In the event of a final settlement, corrections must be made in the
Correspondence with actual holiday taken in accrual years and holiday years.

§ 3.1.4

Regarding the increased percentage rate for employees over the age of 60:
Section 10 (3), paragraph 2 of the Holiday Act does not apply in the City of Oslo.

§ 3.2 Contractual holiday

§ 3.2.1

The extended holiday, 5 working days cf. Section 15 of the Holiday Act, is advanced by the remaining
The section is introduced as a contractual arrangement.

Extra holiday for employees over the age of 60 of 6 working days is maintained, cf. Section 5 of the Holiday Act
Nos. 1 and 2.

Employees can claim five working days off each calendar year, cf. Section 5 no. 1 of the Holiday Act. Shared
contractual holiday, the employee can only demand to be given as many days off as
The person in question will normally work within a week.

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

§ 3.2.2

Holiday pay is calculated in accordance with Section 10 of the Holiday Act and amounts to 12% (14.3% for
employees over 60 years of age).

§ 3.2.3

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

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 the take-off, unless special reasons prevent this.

§ 3.2.4

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 holidays, all
Employees affected by the suspension are required to take holiday of the same length regardless of the accrual of holiday pay.

§ 3.2.5

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 parties encourage that the contractual holiday is placed in such a way that requirements for
service production is safeguarded to the greatest extent possible, for example in connection with
Ascension Day, Easter, Christmas and New Year's weekend.

§ 3.2.6

In the event of a written agreement between the employer and the individual, the contractual holiday
is transferred in whole or in part to the next holiday year.

§ 3.2.7

For shift workers, the use of the contractual holiday is adapted locally, so that after full
Completion amounts to 4 shifts worked.

Remark:

In collective agreements where holiday pursuant to Section 15 of the Holiday Act has already been introduced, the number of days shall not be increased
as a result of the introduction of the contractual holiday. Implementation and practicality
The implementation of the contractual holiday for the enterprises in question shall be agreed in more detail between the parties.

Chapter 4 Salary during sick leave, pregnancy, care leave

§ 4.1 Salary during sick leave

§ 4.1.1 Right to pay during illness

An employee with a fixed weekly working time of 15 hours or more is entitled to pay less than
illness for up to 1 consecutive year, but not beyond the time the National Insurance Scheme reimburses
sickness benefit.

It is a prerequisite that the employee has taken up the position. The starting date is
the date of employment from which the person in question could have/has taken up employment.

An employee with a weekly working time of less than 15 hours, but with a fixed agreement to attend certain days of the week, is entitled to pay during illness for up to 1 year in a row after 14 days of service. Seasonal workers and extra help/extra shifts are entitled to pay during illness after 4 weeks of employment.

An employee who receives full National Insurance benefits is not entitled to sick pay under
provision herein.

§ 4.1.2 Right to new salary during illness

When the employee as mentioned in section 4.1.1 has served continuously for at least 1 month
After 1 year of sick leave, the person in question is again entitled to pay during illness for up to 3
Months.

If the employee has served 6 months since the sickness pay entitlement had ceased,
the person in question is again entitled to pay during illness pursuant to the provisions of section 4.1.1.

§ 4.1.3 Termination of employment

If the employee is ill/is on sick leave during the notice period, the right to pay lapses
during illness at the end of the employment relationship.

For temporary employees, the right expires until the time the work for which they were employed ceases.

From the above-mentioned date, the obligations will be transferred to the National Insurance Scheme.

§ 4.1.4 Relocation

An employee who has to move to a lower-paid position due to illness retains his or her
previous position's salary, if the person in question has at least 2 years of previous service in the
higher position.

Sick leave with pay can be counted as service in relation to the requirement of 2 years
service in the higher position.

The employee retains the automatic promotion rules of the higher position as well as personal
supplements and fixed salary supplements, which are pensionable. On the other hand, all supplements that are
compensation for special inconveniences, lapse.

If an employee transfers/is reassigned to a part-time position due to illness
combined with a partial disability pension, the person in question shall receive a proportionate part of the salary in his or her previous position in accordance with the rules above.

The difference between disability pension and the salary of the position for the part of the position that
the person in question cannot take care of due to illness shall not be paid. The same applies in cases where an employee is reinstated after disability retirement.

In the event of redeployment, the pension basis is retained with regard to the regular salary in the
higher position.

§ 4.2 Considering rehabilitation

As soon as possible and no later than within the deadline set out in Section 4-6, third paragraph, of the Working Environment Act,
any rehabilitation measures shall be considered and the statutory follow-up plan shall be
Prepared. If rehabilitation measures are tested in a day job for an employee with
inconvenience supplement, the employee retains his or her salary pursuant to section 4.6.1 during the period the employer
pay sickness benefit.

§ 4.3 Notification of sickness absence

The employee has a duty to identify valid absence. If it is not handed in
satisfactory documentation, deductions must be made from salary.

Absence of illness must be reported as soon as possible and no later than the first day of absence before the end of working hours to the immediate manager with information about the likely duration of the absence. Written self-certification must be submitted on the first working day after the sick leave. Otherwise, the employee will not be paid salary during the sick leave.

§ 4.4 Self-certification and medical certificate

The right to use self-certification only arises after 2 months of employment, and can be exercised
up to three calendar days at a time. Has the employee used self-certification for 3
calendar days, a new self-certification can only be used after he/she has been working for 16
calendar days. Illness on duty that extends over a 24-hour interval shall be considered a
sick leave day.

Sick leave of more than 3 calendar days must be legitimized by a doctor's certificate. In case of longer
sickness absence, the medical certificate must generally be renewed every 14 days, unless
The employee has been admitted to hospital.

In the event of frequent sick leave, any sick leave can be required to be documented by a medical certificate.
In the event of frequent sickness absence, the enterprise may, after discussion with employee representatives, refer
the employee of the municipality's occupational health doctors/chief medical officer with a view to obtaining
mapped any need for working environment/rehabilitation measures. If the employee
If this is opposed, Section 4.6.3 applies.

Protocol input:
In IA enterprises, according to the IA Agreement, other provisions may apply than those set out in Section 4-4

§ 4.5 Documentation

In the event of absence beyond the duration of the employer's period, the necessary
documentation for reimbursement from NAV. If such documentation is not provided, it will be
deductions have been made from the salary.

§ 4.6 Provisions that apply to §§ 4.1 – 4.5 and Chapter 5

§ 4.6.1 Definition of salary

Salary means regular pay, fixed annual salary supplements, as well as salary supplements according to the established service plan, including home watch and piecework earnings, see, however, Section 4.1.4, first and third paragraphs.

The employee shall be paid the salary to which he or she is entitled at any time in his or her
employment conditions, however, such that if the calculation basis based on the 4 preceding weeks or according to the established service plan results in a higher salary, this shall be paid.

§ 4.6.2 Other work

An employee who, due to illness, is unable to perform his or her normal work may, with the doctor's approval, instead of full medical leave, be given all or part of the work while retaining the salary of the previous position, but not beyond the periods that salary may be given pursuant to section 4.1.1, first and second paragraphs.

§ 4.6.3 No entitlement to sick pay

An employee who, against his or her better knowledge, conceals or provides incorrect information of importance to the
rights under these provisions, are not entitled to pay during the sick leave. It
The same applies if an employee fails to comply with the doctor's instructions without reasonable cause
advice, refuses to undergo rehabilitation or is guilty of gross negligence with regard to his health.

The right to sick pay lapses during serving a sentence also for the employer's period.

§ 4.6.4 Chronic illness

If an employee suffers from a long-term or chronic illness or defect that results in
risk of large overall sickness absence, the person in question is obliged to submit an application to NAV for
exemption from liability during the employer's period. This does not apply in the case of sick leave due to
occupational injury.

§ 4.6.5 Application for work assessment allowance and/or pension

The employee must apply for work assessment allowance when the right to sickness benefit from the
The National Insurance Scheme is discontinued.

If the employee cannot be paid a salary pursuant to Sections 4.1 – 4.5 and is still unable to work,
apply for a disability pension, provided that the person in question is not expected to be able to resume work or be transferred to another position within a reasonable time.

In the event of a transition to old-age, disability or disability pension, the salary accrues until the end of the
calendar month in question.

§ 4.6.6 Reimbursement of public benefits

When the municipality pays salary in accordance with the provisions of Chapter 4, it may demand payment to:
the public pension and social security benefits to which the employee is entitled
The person in question has a salary.

If such pension or social security benefits are granted for a period back in which salary
during illness or occupational injury has already been paid, the municipality may request that it be transferred to it
as large a part of the pension or social security benefits as is needed to cover the salary payments made.

§ 4.6.7 Recourse

The municipality has the right to make its loss in the form of paid wages, etc., during sick leave
applicable directly against the offender or the insurance company concerned.

§ 4.7 Rights in connection with maternity, care and parental leave

§ 4.7.1 General

Provisions of the National Insurance Act and regulations and the Working Environment Act apply to:
employees if this provides a better scheme.

§ 4.7.2 Leave of absence with pay

Pregnancy and childbirth entitle the employee to paid leave of absence for the period authorised by Section 14-9 of the National Insurance Act if the employee has been in gainful employment for 6 of the last 10 months prior to the birth.

When calculating 6 months of service, only sick leave with the right to sickness benefit from the National Insurance Scheme and paid leave, etc., which in total does not exceed 4 months, is included.

In the case of multiple births, the benefit period is extended in accordance with the provisions of the Act on
cf. Section 14-9 of the National Insurance Scheme.

The leave of absence shall be added to the period during which benefit is granted (parental benefit);
cf. the provisions of Section 14-10 of the National Insurance Act. Salary is given from the time she leaves
work, but no more than 12 weeks before birth and at least 6 weeks after birth.

§ 4.7.3 Retention of rights

Employees who have earned the right to paid leave in the public service during
pregnancy and in the event of adoption, this right will be retained upon transfer to a position in the municipality. It is assumed that the employee has taken up the position.

§ 4.7.4 Notification of/taking leave of absence

The employee must give notice in good time of when the leave is intended to be taken, or submit
medical certificate with probable date of delivery.

If the service cannot be performed satisfactorily due to the pregnancy,
The employer shall discuss with the employee in question and his/her elected representative that up to 1 1/2 months of the leave shall be taken before the date of childbirth if redeployment is not possible. The employee's wishes must be given considerable weight.

§ 4.7.5 Illness during pregnancy

If illness occurs during pregnancy, the employee will receive pay during illness pursuant to sections 4.1 - 4.5 until the time of birth, provided that the illness is legitimised by a medical certificate.

§ 4.7.6 Redeployment to other work, etc.

Pregnant workers who are reassigned to a lower-paid position as a result of risky
work or working environment, the higher position's regular salary, fixed annual
salary supplements as well as salary supplements according to the established service plan, including
Home Guard and Piecework Profit.

Arrangements should be made for pregnant workers after the 28th week of pregnancy to have a
work situation that does not entail unnecessary strain.

Pregnant employees who, according to laws or regulations, are required to quit work due to:
risky working environment, and which cannot be reassigned, will be given an extended right to pay that corresponds to
to the period from the resignation until the birth. This leave does not affect
the statutory weeks she is entitled to as ordinary maternity leave.

§ 4.7.7 Father's/co-mother's right to leave

If the employee resumes work after the birth before the end of the benefit period, see section
4.7.2, the father/co-mother is granted, in accordance with Sections 3 and 4 of the Children and Parents Act, when the person in question
fulfils the conditions in section 4.7.2 on length of service, leave of absence with pay for the remainder of the period pursuant to the provisions of the National Insurance Act, provided that the person in question is caring for the child.

The mother will take 6 weeks of leave after the birth. The remaining benefit period that
the mother has not taken out before or after the birth, the father/co-mother can take out if he/she
otherwise meet the conditions.

§ 4.7.8 New maternity leave

A person who has been absent with pay pursuant to section 4.7.2 must have re-entered the employment relationship in order to:
receive a salary during a new leave.

§ 4.7.9 Breastfeeding

An employee who works a full working day is granted paid leave of absence during the child's first year of life
up to 2 hours per working day to breastfeed your child. In case of special needs, leave of absence with
salary beyond the child's first year of life is assessed. For part-time employees with a reduced working day
a proportionate calculation of paid leave of absence, but with the right to leave of absence after
cf. the provisions of Section 12-8 of the Working Environment Act.

§ 4.7.10 Care leave

In connection with the employee's right to 2 weeks of care leave in the event of childbirth after
Section 12-3 of the Working Environment Act, is given the right to pay during leave if the person in question takes over
care for other children under the age of 10 or taking care of the mother and child after birth.

If the parents do not live together, the employee's right may be exercised by another employee who:
assists the mother during pregnancy/birth.

§ 4.7.11 Leave without pay

In connection with paid leave pursuant to section 4.7, each parent has an additional right to:
Up to 1 year of leave without pay. Leave pursuant to section 4.7.10 is in addition.

If both parents do not have custody of the child, the right to the person who does not have custody can be exercised by someone else who has custody of the child.

If the conditions for receiving salary pursuant to Sections 4.7.2 – 4.7.7 and 4.7.10 are not met, leave of absence without pay is granted pursuant to Sections 12-2 to 12-5 and Section 12-7 of the Working Environment Act.

§ 4.7.12 Adoption

In the case of adoption of children under the age of 15, adoptive parents who have 6 months prior
service, the right to leave with pay for the period provided for in the National Insurance Act, from
the time they take over the care of the child. It is assumed that both parents
work outside the home and that the person who is granted leave takes care of the child.

This provision applies correspondingly to adoption pursuant to Section 14-5 of the National Insurance Act.
cf. the third paragraph.

The employee is given the right to 2 weeks of paid leave in connection with the care takeover.

§ 4.7.13 Sick child

Employees who care for children under the age of 12 are entitled to up to 10 days' leave
(15 days if the person in question is caring for three or more children) with salary per month.
calendar year for necessary supervision of the child when it is ill. The right is valid until that year
The child turns 12 years old.

An employee who is the sole carer of a child under the age of 12 is entitled to pay for up to 20
calendar days (30 days if the person in question is caring for three or more children) per calendar day.
calendar year for supervision of the child when it is ill.

Employees who care for chronically or long-term sick or disabled people
children, will have an extended right to pay for up to 20 days, or 40 days if the employee
are alone in caring for the child. In order to extend the right to paid leave on this
basis, the case must be submitted to the Norwegian Labour and Welfare Administration (NAV) for prior approval, cf. the provisions of the National Insurance Act. The age limit in the first and second paragraphs does not apply to chronically or long-term ill or disabled children.

Absence pursuant to this provision shall be legitimised as stipulated in section 4.3.

§ 4.7.14 Chronically ill/disabled children

An employee who is caring for long-term ill or disabled children and who must participate in courses or training in some other way at an approved health institution in order to be able to take care of and treat the child, is entitled to pay during such course or training absence.
The necessity of participating in such a course must be legitimized by a medical certificate.

Employees who have long-term ill or disabled children who must live in an institution are entitled to paid leave of up to 10 days per year in order to be able to care for children in their own home.

Salary is paid according to the same rules as in the case of one's own illness, cf. sections 4.1-4.6.

§ 4.7.15 Salary in connection with childbirth and care leave

Salary in connection with maternity and care leave is paid in accordance with section 4.6.1.

When the municipality pays salary pursuant to section 4.7, it may claim reimbursement of benefits (parental benefit) in accordance with the provisions of the National Insurance Act.

Chapter 5 Personal insurance

§ 5.1 Benefits in the event of occupational injury/illness

5.1.1 Occupational injury/illness

(1) In the event of an occupational injury (approved by NAV as an occupational injury/illness equivalent to
occupational injury) during work in the City of Oslo, a lump-sum compensation calculated according to
National Insurance basic amount at the time of the injury report.

(2) The provision shall also apply in the case of telework and when an employee is injured as a
a consequence of violence from the client/user in their spare time and which results in total or partial incapacity for work
or death.

(3) The compensation, including interest pursuant to the Insurance Contracts Act, shall nevertheless be at least equal to:
compensation calculated on the basis of the basic amount at the time of settlement.

(4) In the event of an occupational injury pursuant to the first subsection, the municipality shall bear reasonable and necessary expenses in connection with medical treatment to the extent that these are not covered by public benefits.

5.1.2 Damage while travelling

One-off compensation pursuant to Section 5.1.3, compensation for permanent injury pursuant to Section 5.1.4 and compensation in the event of death
Pursuant to Section 5.1.5, payment is also made when the employee is injured in an accident on direct travel between
home and place of work and on business trips.

5.1.3 Losses in future acquisitions

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

5.1.4 Compensation for permanent injury

(1) In the event of permanent medical disability of at least 15 %, compensation for permanent injury shall also be paid in the following
manner:

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

(2) The right to compensation for permanent injury pursuant to this provision lapses if the employee
compensation for permanent injury pursuant to section 5.5 (collective accident), and compensation for permanent injury pursuant to section 5.5 is
at least as high.

5.1.5 Death

When an occupational injury results in death, an amount of 15 G is paid to the spouse/registered partner,
cohabitant or persons who were substantially supported by the deceased.

5.1.6 Coordination of the rules with the Occupational Injury Insurance Act

(1) In cases where the Occupational Injury Insurance Act entails higher compensation than pursuant to Section 5.1.1
– 5.1.5 only compensation is paid in accordance with the Act.

(2) In cases where the injured party or survivor will receive a higher total compensation under
§§ 5.1.1 – 5.1.5 than under the Occupational Injury Insurance Act, the difference is paid in addition to
compensation under the Occupational Injury Insurance Act.

§ 5.2 Relocation

In the event of a transfer to another job due to an occupational injury/illness, the
the person's previous position's salary if he/she has 1 year of previous service.

§ 5.3 Collective business travel insurance

The City of Oslo takes out business travel insurance.

§ 5.4 Collective group life insurance

(1) The municipality takes out group life insurance for employees who are employed by the municipality,
including employees who are on rehabilitation or disability benefit. In the event of death, a
lump sum to spouse/registered partner/cohabitant/others who for a significant part were
supported by the deceased.

(2) The amount is determined as follows (G is the basic amount in the National Insurance Scheme):

Full-time employees:
Not yet 51 years old:	10 g
At least 51 years old:	9.5 g
At least 52 years old:	9 g
At least 53 years old:	8.5 g
At least 54 years old:	8 g
At least 55 years old:	7.5 g
Aged 56 or over:	7 g
At least 57 years old:	6.5 g
Aged 58 or over:	6 g
At least 59 years old:	5.5 g
From the age of 60:	5 g

Part-time employees:
For part-time employees, an amount is paid proportionately according to the
the FTE fraction - however, so that the minimum payment is 2 G, and for employees with 32
hour week or more, the full amount will be paid. Such a reduction is not made when:
working hours for up to 1 year are reduced pursuant to Section 10-2 fourth of the Working Environment Act
joint.

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

   A. The deceased's spouse or registered partner (see, however, letter C)
   B. Cohabitant (see, however, letter C)
   C. Children under 20 years of age. They must have paid at least 40% of the compensation amount, even if
       it is a spouse, registered partner or cohabitant entitled to compensation.
   D. Other persons who were substantially supported by the deceased.

A spouse or registered partner is considered to be a survivor unless it was before the death
judgment for or permission for separation or divorce, or dissolution of
partnership, even if the decision is not enforceable or final.

A cohabitant is considered to be a survivor when he or she has a joint residence and children with
employee or has lived in a marriage-like relationship, if it is apparent from the
National Registry that the person in question has had the same domicile as the insured in the last two years before
Death.

If there are no survivors as mentioned above, benefits are paid from the insurance scheme
equivalent to 1.5 G to the deceased's estate.

(4) The compensation is calculated in accordance with G at the time of notification, with the addition of interest in accordance with
cf. the Insurance Contracts Act. The compensation, including interest pursuant to the Insurance Contracts Act, shall:
nevertheless, at least correspond to compensation calculated in accordance with G at the time of settlement.

§ 5.5 Collective accident insurance during leisure time

(1) The municipality takes out insurance for accidents during leisure time for all employees.

(2) In the event of death, the sum insured is paid in the following order (irrevocably favoured in the
the order in which they are named):

   A. The deceased's spouse or registered partner (see, however, letter C)
   B. Cohabitant (see, however, letter C)
   C. Children under 20 years of age. They must have paid at least 40% of the compensation amount, even if
        it is a spouse, registered partner or cohabitant entitled to compensation.
   D. Other persons who were substantially supported by the deceased.

A spouse or registered partner is considered to be a survivor unless it was before the death
judgment for or permission for separation or divorce, or dissolution of
partnership, even if the decision is not enforceable or final.

A cohabitant is considered to be a survivor when he or she has a joint residence and children with
employee or who has lived in a marriage-like relationship, if it is apparent from the
National Registry that the person in question has had the same domicile as the insured in the last two years before
Death.

If there are no survivors as mentioned above, no insurance is paid.

(3) The compensation is calculated in accordance with G at the time of notification, with the addition of interest in accordance with the
cf. the Insurance Contracts Act. The compensation, including interest pursuant to the Insurance Contracts Act, shall:
nevertheless, at least correspond to compensation calculated in accordance with G at the time of settlement.

5.6. Coordination

The insurance policies of the City of Oslo must be coordinated, so that total compensation as a result of
death, permanent medical disability and loss of future income cannot exceed 18 G.

Common protocol supply:
Insurance cases that occur before 01.05.2016 are processed according to the terms and conditions set out in
previous collective agreement.

Chapter 6 Wages during military service

§ 6.1 Salary during statutory military service

Employees with at least 6 months of prior continuous service in Oslo
During the service of statutory military service, the municipality is entitled to a salary to the extent that:
appears in section 6.2 for up to 18 months.

§ 6.2 Amount of salary

§ 6.2.1 Provider

Employees with dependents are paid full salary less allowances from:
military authorities. If the employee is paid a subsistence supplement instead of food,
this is not deducted.

Dependency means that the employee either provides for children under the age of 17 or has
spouse/cohabitant with an income of less than 3.5 G. A cohabitant is considered to be a person who has
joint residence and children with the employee, or who can document that
The cohabiting relationship has lasted for the past 2 years.

§ 6.2.2 Employees without dependents

Employees without dependents are paid 1/3 of full salary less remuneration
from military authorities. If the employee is paid a subsistence supplement instead of food,
this is not deducted. No deduction is made for any spousal supplement or any
housing supplement.

In the case of refresher exercises, home guard service, etc., full salary is paid less
allowances from military authorities.

§ 6.3 Service on days off

In the case of refresher training exercises, Home Guard service, etc., no deductions are made for the military
benefits the employee receives for service on their days off.

§ 6.4 Reduction of holiday

Holiday is earned during statutory military service as if the employee were in ordinary work,
if the employee is paid salary pursuant to section 6.1 above.

Deployment to ordinary conscription in the period from 1 June to 30 September entails
corresponding reduction of vacation.

Chapter 7 Pensions

§ 7 Pensions

Employees are entitled to a pension without payment of pension premiums under it at any time
current agreement on pension schemes for employees in the City of Oslo.

Chapter 8 Working hours

§ 8.1 Definition

Working hours means the time the employee is at the disposal of the employer;
cf. Chapter 10 of the Working Environment Act.

§ 8.1.1 Ordinary working hours

The ordinary working hours shall not exceed 37 hours 30 minutes per week on average.

Working hours shall, to the extent possible, be arranged in the period between 07:00 and
17.00 and is spread over 5 days per week.

Ordinary working hours on days before weekends, as well as on days between Christmas and New Year, are 6 hours.

The working hours on Christmas and New Year's Eve are four hours in the period between 07:00 and 12:00.
The lunch break is not included in the working hours on Christmas and New Year's Eve.

If, out of consideration for the public, opening hours and/or service hours are set beyond noon.
07.00 and 17.00, the administration shall, after discussions with the person concerned:
organisations' union representatives determine the working hours scheme within the framework of the
cf. the collective agreement and the Working Environment Act, Chapter 10. In addition, any agreements are entered into in
compliance with the provisions of the Working Environment Act.

For rest and meal breaks, Section 10-9 of the Working Environment Act applies. The lunch break is determined locally in
activities after discussions with the relevant organisations' representatives within the
framework and the prerequisites that follow from the Act.

Within the framework of Section 8.1.1, the following applies to employees in the office administration:

The ordinary working hours for employees in the office administration shall not exceed
average 37 hours 55 minutes per week, including lunch break, unless otherwise
is stated in the collective agreement.

§ 8.2 Ordinary working hours for shift staff

§ 8.2.1 35.5 hours per week

For the following groups, working hours shall not exceed 35.5 hours per week on average:

• Employees on rotation duty that includes work between 20:00 and 06:00.
• Employees with Sunday duty at least every 3rd Sunday according to the established shift schedule.
• Employees on permanent night duty and employees on permanent evening duty who are part
  of a rotation scheme when parts of the service fall in the period from 20:00 to 06:00.

§ 8.2.2 Three-part shift work

For three-part shift work that does not fall under section 8.2.3, and which entails that:
individual employee must work at least every third Sunday, the ordinary
working hours, 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,
  Counted 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
weekend day. Working hours may be reduced to a maximum of 33.6 hours per week, and shall not
exceed 35.5 hours per week.

§ 8.2.3 33.6 hours per week

In the case of continuous shift work and comparable shift arrangements, working hours shall not
exceed 33.6 hours per week on average.

Fully continuous shift means:
Working time arrangements that run around the clock and around the week and where the work is distributed equally
of 2 day shifts and 1 night shift.

Shift work, which can be compared to full-time shift work, is understood as work
where the ordinary working hours of the individual employee in accordance with the
work schedule is set aside at different times of the day, so that the working hours for the person in question
includes at least 539 hours of night work per year and at least 231 hours of work on Sundays per year. In this context, night work is understood to mean the period between 20:00 and 06:00 and the Sunday day is counted from Saturday at 22:00 to Sunday at 22:00.

If the work plan covers a period of less than 1 year, the figures that apply to requirements for
Night work and Sunday work are regulated accordingly.

Work of less than 4 weeks is not considered shift work under this
determination.

§ 8.3 Individual agreements at the employee's request

Within the framework of Sections 8.1 and 8.2 and the provisions of the Working Environment Act, employees and employers may enter into agreements on working time arrangements that are adapted to the employee's needs in different phases of life.

The agreements can be entered into for up to one year at a time.

When such agreements are entered into for employees whose working hours are regulated by Section 8.1.,
The employee does not receive a supplement pursuant to sections 9 and 10 of the joint provisions.

§ 8.4 Alternative working hours arrangements

The administration may, in agreement with the organisation's elected representatives, within the framework of Chapter 8, stipulate other working hours and holiday arrangements;
cf. Chapter 10 of the Working Environment Act.

§ 8.5 Exemption from night shifts

Employees over the age of 55 can be exempted from night shifts if they so wish, and
The rest of the conditions are conducive to this.

§ 8.6 Staggered working hours

Under special conditions for shorter periods of time, or where the work makes it necessary,
employer when the employee representatives agree, shift the working hours.

A 50% supplement is then paid for the time that falls outside ordinary working hours.
Remuneration is paid with the same limitations as follow from the common provisions
chap. 11.

Notice of staggered working hours must be given as far as possible 3 days in advance and never less than 1 day in advance. If an employee is required to stagger working hours on the same day or
the night after the person in question has had ordinary working hours, is paid as for overtime up to
the beginning of working hours the next day.

Staggered working hours do not exist where, due to the conditions following negotiations,
stipulated a special division of working hours for certain employees.

If no agreement is reached on staggered working hours, the work shall be initiated, and the dispute may
be submitted to the City Council Department with superior employer authority or the person who
is authorised and the relevant employee organisation.

§ 8.6.1 Rotation staff

In the event of changes to the shift plan of shorter duration due to, among other things, illness and other
Absence applies to the following:

   a) Notification deadline
The provision of one day's notice is understood for shift staff as meaning that notice must be given no later than 12.00 noon in the day before the shift of working hours is to take place.

   b) Remuneration
Supplements for staggered working hours are paid for the actual (staggered) working hours.

If the (staggered) working hours performed are shorter than the working hours after
shift plan, there is no incorporation or deduction from salary.
If the (staggered) working hours performed are longer than the working hours according to the shift schedule, the extended working hours are compensated as overtime. 

If the postponement of several work periods (shifts) is notified at the same time, payment will be made
overtime pay only when the sum of the (staggered) working hours performed exceeds
the sum of the working hours that should have been carried out according to the shift schedule.

   c) Day off
The provision on staggered working hours also applies in the event of shifting working hours to day
which is a day off in the original shift plan, however, so that a new day off is given later. The new
The day off is granted within seven days from the previous day off, cf. Section 10-8 (2) of the Working Environment Act.

Supplements for inconvenient working hours are paid for the actual working hours performed in accordance with the
Common Provisions, rules and limitations.

If it is not possible to give notice as foreseen above, the rules on overtime in
cf. Chapter 11 of the Joint Provisions.

   d) Time off in lieu
If the employer and employee in the individual case agree that the employee
are given time off for all or part of the working hours that should have been performed, such time off shall be counted as
such as time off in lieu of overtime hour against hour, so that only the overtime supplement is paid for the time in lieu in lieu.

If notice is given immediately after attendance, compensation will be paid as for 2 hours of work even if the employee leaves the workplace immediately. If the work has begun, an additional
compensation as for shared day's work.

Supplements for inconvenient working hours are paid for the actual working hours performed in accordance with the
cf. the rules and limitations of the joint provisions for this during overtime.

§ 8.7 Shared man's work

Shared day's work is only used in cases where it is necessary to maintain proper operations based on the staffing situation.

If a shared day's work is exceptionally necessary, NOK 160 is paid per working day.

If the employee has to appear more than 2 times each working day, an additional NOK will be given
100 per attendance. The prerequisite is that the working day, including the breaks and
The meal breaks extend over 10 hours or more.

§ 8.8 On-call duty outside the workplace

On-call duty outside the workplace means an on-call arrangement that consists of:
The employee is available and can be notified in the manner that the municipality deems appropriate.

The employee is obliged to participate in the arrangement of on-call duty outside the workplace that
is established. The need for and scope of the on-call scheme must be discussed with the employee's
union representatives before the on-call scheme is determined. The on-call schedule is incorporated into a plan;
cf. Section 10-3 of the Working Environment Act. 

§ 8.8.1 Conversion factor

The duty officer must be available for call-outs at any time, but can otherwise arrange
to their own liking. However, the duty officer must sleep in a place where the person without
difficulty can be aroused by fixed notification. On-call duty outside the workplace
As a general rule, the working hours are included in the ratio of 1:5.

Where the calculation of working hours according to the ratio of 1:5 seems unreasonable, the municipality or
the organisations raise the issue of other conversion factors, cf. the Working Environment Act
Section 10-4 third paragraph.

The local parties may agree that the estimated time may be taken out as an hourly wage plus 50% or
100% depending on the time of day the emergency watch is performed, instead of
be counted in working hours. Where conditions are right, a
combination of these forms of compensation.

§ 8.8.2 Round-the-clock watch/weekend shift

Round-the-clock duty is defined as a shift from the end of working hours on one day until the end of working hours
beginning the next day. A weekend shift is defined as a shift from the end of working hours the day before
the weekend day until the beginning of working hours the day after the weekend day.

§ 8.8.3 Call-outs

In the case of call-outs on duty, ordinary overtime pay is paid according to
overtime provisions, however, so that payment is made for actual time spent.

§ 8.8.4 Miscellaneous supplements

Supplement for evening and night duty as well as Saturday, Sunday and public holiday allowance
is paid in accordance with the common provisions, for the calculated number of hours, cf. section 8.8.1, and
will not change if call-outs occur that result in active work. Supplement for evening and evening
Night work is not paid to employees who are not entitled to overtime pay.

§ 8.9 Resting watch

The service must be performed at the place of work, or at another place that the employer has
definite.

The number of hours for resting shifts in the ward is converted according to a ratio of 1:3. Night supplements, Saturday and Sunday supplements and weekend supplements are paid for the converted number of hours. Called out
An employee with a resting shift in a department for active duty is paid as overtime.

Extension of working hours for duty in the guard room beyond what is permitted under the
Section 10-4, second paragraph, first sentence of the Working Environment Act, must be approved by the Labour Inspection Authority before such an on-call scheme is implemented, cf. Section 10-4, second paragraph, second sentence of the Working Environment Act.

§ 8.10 Accrued time

The employer may, if the operation permits, consent to the enterprise or parts of it,
incorporates "squeezed working days", provided that the incorporation takes place in advance,
for the hour. The individual enterprise may consent to the incorporation of Christmas Eve and New Year's Eve
if operations allow it. The incorporation takes place in advance, hour by hour and after discussion with
the union representatives.

This provision does not apply to employees with a flexitime scheme.

§ 8.11 Flexible working hours

Flexible working hours and the conditions for this are laid down in Part B General special provisions.

§ 8.12 Courses etc.

The administration may, when operations allow, consent to pupils at schools/courses that have
importance for the work in question, is given the opportunity to shorten the working hours without deduction from salary
fully or partially with the same number of hours the school/course lasts. Consent must be given before
school/course begins.

All employees are obliged to participate in courses etc. within the framework of ordinary working hours. like
employer is sufficient to increase the employees' qualifications.

Chapter 9 Wages

§ 9.1 The pay scale 

 

Ltr.	Annual salary	Ltr.	Annual salary
1	429 250	41	661 600
2	432 550	42	673 500
3	435 950	43	686 100
4	439 450	44	697 400
5	442 950	45	711 100
6	446 550	46	725 200
7	450 250	47	739 500
8	454 050	48	753 700
9	457 850	49	767 400
10	461 350	50	781 900
11	464 950	51	796 200
12	468 450	52	810 500
13	472 150	53	826 000
14	476 250	54	842 200
15	480 250	55	861 800
16	484 450	56	881 400
17	488 450	57	898 000
18	492 650	58	915 600
19	496 850	59	933 700
20	501 050	60	952 800
21	505 950	61	971 400
22	510 650	62	990 800
23	515 250	63	1 011 100
24	522 500	64	1 029 400
25	526 900	65	1 050 100
26	531 900	66	1 071 000
27	537 100	67	1 091 800
28	542 700	68	1 113 500
29	548 600	69	1 135 400
30	555 000	70	1 157 500
31	561 600	71	1 180 500
32	569 400	72	1 203 600
33	577 500	73	1 227 400
34	586 600	74	1 251 700
35	595 700	75	1 276 400
36	606 000	76	1 301 900
37	617 400	77	1 327 200
38	627 700	78	1 353 600
39	638 600	79	1 380 600
40	650 600	80	1 407 800

1. The above rates are net wage rates excluding the employee's share of the tax on
   NOK 180 per year to the Training and Development Fund (OU-fundet).
2. For employees in part-time positions with an estimated working hours of less than 15 hours per week
   the tax is deducted by 50%.

§ 9.2 Payment of wages

The municipality makes payments in arrears once a month, and variable supplements
the following month, unless otherwise agreed in the individual special provision.

If the payday falls on a Saturday, Sunday, weekend or official holiday, the salary must be paid on the last working day before such days.

§ 9.3 The time for accrual of service supplements

Employees who meet the conditions for obtaining a service supplement in the first half of a
pay period, is deemed to have earned the supplement from the beginning of the period in question.
Employees who meet the conditions in the second half of a pay period are first considered to have
earned the supplement from the beginning of the next pay period. A similar rule applies where an employee is entitled to automatic promotion in salary grade or similar.

§ 9.4 Deductions from salary for trade union fees

Deductions may be made from salary for trade union dues. The individual organization is itself
responsible to the individual member and to report the salary deduction to the enterprise.

The municipality is not responsible for the members' payment of union dues.

§ 9.5 Interest on late payment

Act No. 100 of 17 December 1976 on interest on late payment, etc.
apply to monetary claims in connection with salary adjustments, salary increases, etc. Municipality
will seek to make such payments as quickly as possible.

§ 9.6 Miscellaneous provisions on salary

§ 9.6.1 Under 18 years of age

Young workers are paid according to the following scale:

Up to 16.5 years:	80% of ltr. 1
Between 16.5-17 years:	82% of ltr. 1
Between 17-17.5 years:	84% of ltr. 1
Between 17.5-18 years:	86% of ltr. 1

§ 9.6.2 Apprentices

For apprentices, separately stipulated rates apply.

§ 9.6.3 Part-time

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

§ 9.6.4 Divisor for hourly wage

The hourly wage rate for employees in office administration and employees with 37.5
hours per week are calculated according to 1950 hours per year and for employees with 35.5 hours per week
after 1846 hours per year. For employees covered by section 8.2.2, the hourly wage rate is calculated
after 1846 hours per year. Hourly wage rate for employees with 33.6 hours per week
calculated according to 1747 hours per year.

§ 9.6.5 Security provisions

As of 1 May 2008, employees with a minimum of 20 years' salary seniority shall not have a lower
basic salary than NOK 290,000 in a 100% position.

As of 1 May 2009, employees with a minimum of 20 years' salary seniority shall not have a lower
basic salary than NOK. 300 000.

Thereafter, this amount will be adjusted with the percentage change as of 1 May of
National Insurance basic amount (G) based on the previous year's G regulation.
The provision applies proportionately to part-time employees, cf. section 9.6.3.

§ 9.7 Remuneration for shift/shift work/work according to the service plan

§ 9.7.1 40% evening and night supplement

Employees who work according to a service plan of 37.5, 35.5 or 33.6 hours per week, and
An employee covered by section 8.2.2 receives 40% for ordinary service between 17:00 and 06:00
in addition to ordinary salary.

The supplement is paid with the same restrictions as are laid down for Saturday and
Sunday supplement and with the same access for the City Council Department with superior
employer authority to replace it with an annual amount. The supplement is paid even if it
At the same time, weekend/public holiday supplements and Saturday and Sunday supplements are given. The supplement is not paid
during overtime.

§ 9.7.2 Fixed night duty

Employees on permanent night duty (35.5 hours per week, cf. § 8.2) will be paid hours from 20.00 to 10.00 p.m.
06.00 a night supplement of 40% in addition to ordinary salary.

§ 9.7.3 Other employees

Employees who are not covered by sections 9.7.1 and 9.7.2 are granted NOK 25 per hour worked
for ordinary work between 17:00 and 06:00 unless other amounts are stated in the
special provisions.

§ 9.7.4 Changed work schedule

If an employee with Saturday off is transferred to a continuous shift, overtime pay is given in the
to the extent that the ordinary working hours in the transfer or reversal week exceed 37.5
hours per week calculated from Monday at 00:00 to Sunday at 24:00.

If the overtime hours fall after Saturday at 13:00, a 100% supplement will be given, otherwise 50%. In addition,
No compensation for any lost Saturdays off.

Chapter 10 Sundays, weekends and public holidays

§ 10.1 Employees who have Sundays and weekends off

Easter Eve, 1 and 17 May are days off without deductions from ordinary salary. Work is required on these
days, 1 1/3 hourly wages are paid in addition to the ordinary hourly wage.

Unauthorised absence the day before or after a paid day off will result in loss of the salary for the
previous or subsequent day off. Unauthorised absence both the day before and the day after
More paid days off result in loss of salary for all of these.

Temporary employees who have been hired for a maximum of 12 weeks' work do not receive pay for weekend days.

After 12 weeks of continuous work, seasonal workers receive ordinary pay on weekend days
between Sundays. The same applies from the beginning of the season if they have worked
at least 12 consecutive weeks in one of the last 2 seasons.

Unpaid leave both before and after paid days off will result in loss of pay for these
if the absence exceeds 14 calendar days.

§ 10.2 Employees who are on ordinary duty on Saturdays and Sundays

Employees with ordinary service on Saturdays and/or Sundays receive a supplement of 22%.
Minimum DKK 70 per hour in the period Saturday at 00.00 to Sunday at 24.00.

Employees who, in accordance with the established service plan, perform ordinary service on Saturdays
and/or Sundays 19 or more weekends, or for at least 285 hours, in a year, receive a supplement
of 30%, minimum DKK 105 per hour in the period Saturday at 00.00 to Sunday at 24.00. Employee
which falls under Doc. 25, Part A, § 8.2, and who, in accordance with the established service plan, carry out
ordinary service on Saturdays and/or Sundays for at least 345 hours during a year,
supplement of 35%, minimum NOK 130 per hour in the period Saturday at 00:00 to Sunday at 24:00.

The employee is only remunerated with one of the supplements in the first or second subsection. The add-ons
is not regulated during the collective agreement period For hourly paid employees/extra assistance, see Part B, no. 3.

The supplements are not paid:

• During absences of any kind (cf. however, Chapter 4), including holidays and days off
• To an employee who receives a fixed remuneration for irregular working hours and/or
  Work on Saturday/Sunday
• For work that, according to other provisions, is paid with more than a 50% supplement to ordinary
  salary or according to the pay rate determined separately for work on Sundays and weekends and days before
  these.
• The same applies to those who have received special compensation in some form of
  Saturday work.

§ 10.3 Annual remuneration

Instead of Saturday and Sunday supplements paid per hour worked, the central
wage authorities, after negotiations with the trade unions, for some
employees or for groups of employees, determine an annual remuneration. This
The remuneration shall correspond to what the person in question would have earned on average in Saturday and
Sunday supplement in accordance with the above provisions.

§ 10.4 Weekend and holiday supplement/full-time shift (33.6 hours per week)

Employees in full-time shifts receive 1 1/3 hourly wages per hour worked in addition for:
ordinary service on weekends between Sundays, Christmas Eve, 1st and 2nd Christmas Day, New Year's Eve,
New Year's Day, Easter Eve, Easter Sunday, Pentecost Eve, 1st Pentecost and 1st and 17th of May. Add
to be paid on weekends for service in the period from 13.00 the day before until 07.00 the following day,
on Christmas, New Year's Eve and Pentecost from 12:00 and on 1 and 17 May from 00:00 to 24:00.

Compensation for lost day off:
If a day off falls on a weekend between Sundays, Christmas, New Year's, Easter and Pentecost Eve, 1 and 17 May, a shift pay is given in addition. For Christmas, New Year's and Pentecost Eve, however, only one hourly wage is given for each hour the person would have been on duty after 12:00 on these days.

§ 10.5 Weekend and public holiday supplement (35.5/37.5 hours per week, and employees included
of § 8.2.2)

Employees in general receive for ordinary service on weekends between Sundays, Christmas Eve,
1st and 2nd Christmas Day, New Year's Eve, New Year's Day, Easter Eve, 1st Easter Sunday, Pentecost Eve and 1.
Whitsunday, 1 and 17 May 1 1/3 hourly wage in addition per hour worked or, if the parties agree, free the number of hours worked later with payment of 1/3 hourly wage

The supplement is paid for the weekend days, Easter Eve, 1 and 17 May for service between 00:00 and
at 24.00. For Christmas, New Year's Eve and Pentecost in the period from 12:00 to 24:00.

If a day off falls on one of these days, no corresponding time off is granted.

Compensation for planned day off:
As compensation for planned days off that fall on a weekend/public holiday between Sundays, 1.5/313 of the annual salary is given

The amount is paid in June or at the same time as the holiday allowance to everyone who has had such a
service since 1 January of the same year.

These provisions in § 10.5 do not apply to caretakers and caretaker's assistants with
unless otherwise stipulated in the special provisions.

Chapter 11 Overtime

§ 11.1 Overtime work

Mandatory work in excess of the ordinary working hours for a full-time position is considered overtime work and shall:
be restricted as much as possible. Reference is also made to Section 10-6 of the Working Environment Act.

When consideration for the municipality's interest requires it, overtime work may be ordered to be performed.

The individual employee must be notified as early as possible of the overtime work.

For mandatory overtime work, overtime pay is paid in accordance with the provisions of this chapter.

The provisions of this Chapter shall apply unless otherwise stipulated in the
collective agreement.

§ 11.2 50% and 100% surcharge

For overtime work in the period from 07:00 to 20:00, a 50% supplement is paid. Between 20:00 and kl.
07.00, on Sundays and weekends and days before these after the end of ordinary working hours, a 100% supplement is paid.

The percentage supplement is calculated on the basis of the ordinary salary also in the case of piecework.

§ 11.3 Calculation basis

For employees in the office administrations, 1925 hours a year are expected. For
other employees with annual or monthly salary, the overtime pay is calculated according to the same
divisor as for hourly wages, cf. section 9.6.4.

§ 11.4 Overtime pay – by call

An employee who shows up at a certain time after being summoned, but who has to leave again because
The person's assistance is not needed, receives overtime pay for 3 hours.

If work has commenced after such a call-out, the employee shall be provided with work for up to 4 hours
or be paid for this time. If, after this, wages are paid for a period during which no work is performed,
The overtime supplement is to be calculated by the percentage that applied at the cessation of work.

In the case of overtime work in the immediate continuation of ordinary working hours, no payment is made for:
summoning or attending.

§ 11.5 Lunch break

In the case of overtime work in the immediate continuation of ordinary working hours, a shorter
Lunch break as ongoing working hours. Payment is made for this and the time overtime worked
goods.

§ 11.6 Started 1/2 hour

The overtime supplement is paid for each half hour that has begun.

§ 11.7 On-call duty outside the workplace, resting watch

Overtime in connection with on-call duty outside the workplace or resting shift at the
department is paid according to actual time spent.

§ 11.8 Subsistence allowance

In the case of an order for overtime work immediately after the end of working hours and which lasts longer
than 2 hours, and who have not been notified no later than the day before, a subsistence allowance of NOK 40 is paid.

§ 11.9 Staggered working hours

In the event of overtime during staggered working hours, the date of payment of the 100% supplement is postponed
equivalent.

§ 11.10 Travel allowance

Employees who attend or terminate overtime work or staggered working hours
outside the normal operating hours of the city's means of communication, is paid a travel allowance of NOK 70. The payment will lapse if the employer holds transport
(this also includes an official car), pays transport expenses or maintains official housing.

§ 11.11 Part-time

Part-time employees are 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 the working hours vary from day to day) or week.

§ 11.12 Special provisions for certain groups

§ 11.12.1 Shift worker/employee in rotation

Shift worker/employee in shift duty receives for overtime work on a weekly day off
100% supplement, cf. § 8.2. If the person in question has to work a full overtime shift in connection with his or her own, he or she will receive a 100% supplement after 3 1/2 hours, provided that he or she does not receive a 100% supplement for more of the time according to section 11.2 above.

Does the employee in continuous shifts have to work overtime after the night shift and in connection with
this, the person in question receives a 100% supplement.

Employees in continuous shifts who are called in to overtime after a night shift before the end of the
The following shift, receives a 100% supplement for the time worked.

§ 11.12.2 Employees on permanent night duty

Must an employee on permanent night duty (cf. section 9.7.2) be ordered to
overtime work immediately after the end of the night work, the person in question receives a 50% supplement
for the first 3 1/2 hours, then 100% unless the employee pursuant to section 11.2 above
should have 100%.

§ 11.12.3 Employees who are on ordinary duty on Sundays and public holidays

Employees who are on ordinary duty on Sundays and public holidays are paid for overtime work on
weekend days between Sundays, Christmas Eve, 1st and 2nd Christmas Day, New Year's Eve, 1st New Year's Day,
Easter Eve, Easter Sunday, Pentecost Eve, 1st Pentecost, 1 and 17 May an overtime supplement of 133
1/3 %.

§ 11.12.4 Office administration

The provisions under § 9.7 and § 10.1 do not apply to employees in the office administration.

Lasts overtime work in the immediate continuation of the ordinary working hours of more than 2 hours,
the staff in the office administration must have a meal break of 20 minutes at the end of ordinary working hours. The lunch break is paid as overtime. If the overtime work lasts more than 3 hours, the staff should have a meal break of at least 1 hour that is not paid.

§ 11.12.5 Uncontrollable overtime

For employees with uncontrollable overtime or who can decide for themselves when overtime is
necessary for them (supervisors/women etc.), the central wage authorities may, according to
negotiations with the trade unions, determine an annual sum that
overtime pay instead of overtime pay in accordance with the provisions of this chapter.

§ 11.12.6 Limitation

Employees who have work of a managerial nature or have a particularly independent position are entitled to
For overtime pay, these employees either:

1. follow those they are assigned to lead or
2. enters a set service list (roster) or
3. overtime work is required by a superior manager who can control the performance of the work.

§ 11.13 Time off in lieu

Mandatory overtime work can be taken in lieu if the best interests of the service allow it and the employer and
The employee in question agrees on time off in lieu. Time off in lieu takes place hour by hour and the overtime supplement is paid. The overtime is taken in lieu over a 12-month period. In
On the other hand, ordinary hourly wages are paid.

An employee who, according to his or her work instructions or according to the terms of employment, is obliged to
meetings of political committees, including district committees, outside ordinary working hours and who do not have
The right to overtime pay pursuant to section 11.12.6 may be granted up to 7 days off per year
compensation for meetings of this nature. Such days off should preferably be
is taken in connection with ordinary holidays.

Chapter 12 Salary seniority

§ 12.1 Determination of salary seniority in connection with employment in the City of Oslo

Salary seniority is determined at the time of appointment and is calculated from the age of 18 at the earliest.

All public and private services with fixed agreed working hours are credited in full in
salary seniority.

Extra help/hourly paid work that amounts to at least 700 hours per year is credited as 1 year
salary seniority.

For employment before 01.01.2021, see § 12.5.

When employed as a skilled worker/craftsman after passing the trade examination, 2 years of
the apprenticeship in a company/enterprise in the salary seniority.

Care services are credited with up to 2 years. Care services mean the care of children, the elderly and the sick. Care services are credited with an additional 4 years in salary seniority for employees in a position that is specifically assigned to care functions.

Conscription is credited in the salary seniority.

§ 12.2 Accrual of salary seniority during employment in the City of Oslo

Work with fixed agreed working hours is credited in full in the salary seniority.
The employee retains his or her salary seniority when transferring from one position to another position in the municipality.

Extra help/hourly paid work that amounts to at least 700 hours per year is credited as 1 year
salary seniority.

For employment before 01.01.2021, see § 12.5.

§ 12.3 Absence during employment in the City of Oslo

Absence included in salary seniority:

   a) Absence with full or partial pay

   b) Absence in connection with assignments in an employee organisation and public office

   c) Leave without pay is included with up to one year

   d) Absence during care service together with any care service credited
In the case of employment pursuant to section 12.1, 6th paragraph, shall be included for up to 2 years or an additional 4 years
for an employee in a position specifically assigned to care functions

   e) Leave without pay in connection with continuing and further education is credited with
up to 3 years

   f) Absence during military service

§ 12.4 Further information on the calculation of salary seniority, etc. during employment in the City of Oslo 

The seniority date is set at the 1st of the month of appointment on the basis of the credit
salary seniority.

Salary seniority is not granted under several provisions for the same period.

Employment of less than 1 month is not credited. Hiring of shorter
duration of more than 1 month is nevertheless credited if several such appointments together may be
together with hourly paid work over 1 year amounts to at least 700 hours.

In the case of salary during an apprenticeship in the municipality, cf. Part B item 6, seniority supplement is not granted.

§ 12.5 Entry into force of amended provisions and effect in the event of transition to another
Position in the municipality after 01.01.2021

The above-mentioned provisions on salary seniority are given effect from 01.01.2021.
Salary seniority for employees in the municipality employed before 01.01.2021 and which applies
period of service prior to this time, is retained. This also applies when transferring to another position in the municipality after 01.01.2021.

Chapter 13 Vicarious Service

§ 13.1 Order - proxy service

Every employee is obliged, by order, to perform proxy service when he:
ordinary working hours are not thereby significantly increased.

§ 13.2 Remuneration

During such service in a higher paid position where the person in question performs the work
which is ordinarily assigned to the position, the salary that belongs to it is paid after 1 week
position, calculated as if the person in question had moved up in the position permanently. When the salary is available, the salary is paid according to the above rule from the first day, and the same applies in the
cases where the position holder is on educational leave with full or partial pay of at least 1
month duration.

The salary shall be determined so that the employee does not reduce his salary, cf. section 4.6.1, as a result of:
order.

Partial salary may be determined by order to serve partially in a higher position.

Employees who have served for a total of 1 week in the last 12 months
higher salary step, shall, at a later temporary position, have the higher position's salary from the first
day of service in the higher position.

Proxy remuneration is not normally paid to permanent deputies where this is
salary compensation in the person's salary placement.

Chapter 13A Crisis situations in peacetime

In crisis situations in peacetime, the municipality can
control over, order employees in the municipality to other work or place of work in the
the municipality's service. As a general rule, the employee organisations must be informed before the municipality makes such a decision. Discussions in accordance with the main agreement must be carried out as soon as possible.

To the extent that the order leads to more demanding and qualified work than the
the person in question otherwise performs, compensation shall be given for this, possibly according to
negotiations with the trade unions.

Chapter 14 Disciplinary measures

§ 14.1 Written service reprimand

When a matter is reprimanded in writing, the employee representative may, with the consent of the employee in question, be notified by way of a rejoinder. The person in question may himself or through the person he/she gives power of attorney demand negotiations on the case with the person who has issued the reprimand. This then decides whether the prosecution should stand. Demands for negotiations must be made within 1 week.

A written reprimand cannot be used for the employee's injury, when the person in question for 3 years after
The prosecution has shown correct conditions in the service.

Chapter 15 Decisions on salary placement

§ 15 Administrative decisions

The local organisations shall be informed of decisions made on the allocation of salaries. If a local organisation disagrees with the salary allocation of positions, a claim for the salary placement may be made to the enterprise in question. If no agreement is reached between the local parties, the relevant central organisation may submit a claim for the salary placement to the City Council's Department of Finance.

Chapter 16 Adjustments/negotiations

§ 16.1 Adjustments

During the collective agreement period, changes to the current salary placements can be negotiated. That
The financial framework for the negotiations as well as the date of effect are agreed in connection with the revision of the collective agreement here.

If no agreement is reached during the adjustment settlement, the matter shall be presented to a
appeals board, which decides the dispute with binding effect from the agreed time, and
within the agreed financial framework.

§ 16.2 Negotiations

The local organisations may, regardless of what is mentioned under § 16.1, submit claims
to the relevant enterprise regarding a change in the location of individual positions and groups of
Positions covered by the collective agreement:

   a. when the scope of work and responsibilities of the position(s) has been significantly changed

   b. when the municipality has particular difficulties in recruiting and retaining qualified
manpower

   c. when the competence requirements for a position have been changed

   d. when organisational changes are made as a result of:
Restructuring processes in the municipality

   e. in connection with the competence development of the employee that is relevant to the employee's
Workspace

In such cases, the relevant enterprise and the relevant local organisation may be included
Agreement on:

   a. change of job code and salary framework within a centrally determined job register, and
Code structure

   b. Change of alternative in the salary framework (salary step)

   c. supplements to regular pay, e.g. use of krone supplements, T-steps as a personal scheme.

In the event of disagreement in local negotiations, the local organizations send the matter to their central organizations.

The central organisations can within 14 days of local negotiations in accordance with the agreement.
The above has been concluded to require central negotiations in connection with local disagreement.

If the central parties do not reach an agreement in central negotiations, the dispute
be brought before the appeals board, cf. Chapter 16, Section 16.3 of the Joint Provisions.

Protocol input:
The above amendments to section 16 do not entail any change in the municipality's access, inter alia in
according to previous practice, has to implement salary measures on its own.

Note to § 16.2 Negotiations
It is the local union representatives who represent the employee side. In exceptional cases, another local organisation in the enterprise or in another enterprise or key union representatives may act on behalf of an employee/employee group. Relevant organization
Notify the company management.

act on behalf of an employee/group of employees. Relevant organization
Notify the company management.

§ 16.3 Dispute resolution - appeals board

The Appeals Board as mentioned in Sections 16.1 and 16.2 shall be established consisting of 5 members, of which each of the parties shall elect 2 and the fifth member - the Chairperson - shall be appointed by the National Mediator if the parties do not agree on the election.

When processing adjustment settlements pursuant to section 16.1, the
the 2 members of the negotiating association, and when processing claims
Pursuant to § 16.2, the 2 members of the person's organization are appointed.

The Appeals Board decides disputes by a simple majority of votes. It lays down the rules for
Proceedings.

The Appeals Board itself decides the effective date for salary changes pursuant to section 16.2.

If the municipality's preparation of a claim has taken an unreasonably long time, the Appeals Board
determine retroactivity.

The parties will each cover the costs of the appeals board.

§ 16.4 Salary-related measures to recruit and retain qualified personnel

If the municipality has particular difficulties in recruiting or retaining qualified personnel,
the municipality and the relevant employee organisation enter into an agreement on:

   a. Change of job code/salary cap placement

   b. Change of salary step placement

   c. special remuneration, such as the use of the krone supplement as a personal arrangement

This does not entail any changes in the municipality's access under the
previous practice to implement salary-related measures on their own.

Chapter 17 Dispute over the understanding of the collective agreement

§ 17.1 Dispute provisions

If a dispute arises about the interpretation of the agreement, the dispute shall be resolved by
negotiations, which shall take place as soon as possible, and no later than 14 days after the
is demanded by one of the parties.

If no agreement is reached, the case will be settled as an employment court case, insofar as the parties do not agree to refer the case to arbitration for a decision. This consists of 3 members, of which the employees elect 1 and the municipality 1. These 2 jointly elect the umpire. If no agreement is reached on the arbitrator, he or she is appointed by the National Mediator.

Chapter 18 Entry into force, duration, back payment, 2nd year of agreement

§ 18.1 Entry into force, duration

The agreement is valid from 01.05.2024 to 30.04.2026. 

§ 18.2 Simplified back payment

The municipality has the right to simplify the back payment by paying a percentage supplement
corresponding to the average for the group in question. For overtime and other
Additional remuneration is based on the pay period that begins closest to 1 May.

§ 18.3 2nd contract year

Before the end of the 1st year of the agreement, negotiations must begin between the City of Oslo and
negotiating associations on any salary adjustment for the 2nd year of the agreement. The parties are
agreed that the negotiations shall be conducted on the basis of the general economic situation at the time of the negotiations and the prospects for the 2nd year of the agreement, as well as wage developments for workers and salaried employees in the manufacturing sector in the LO/NHO area and other comparable collective bargaining areas.

If the parties agree, negotiations shall be conducted on any changes to the Doc. 25, cf. To the mediation protocol: Item 2) Participatory work - Full-time culture.

If the parties do not reach an agreement in negotiations, the parties can terminate the collective agreement by 14 June
days after the negotiations have ended with 14-fourteen-day notice – with expiration
1 May 2025 at the earliest.

Elected bodies of the trade unions (Board of Representatives, National Board, Executive Board)
shall have the authority to approve a negotiation result or mediation proposal.

Dispute resolution (conflict of interest) includes salary adjustment pursuant to the first paragraph above, and
other individual issues relating to pay and working conditions that the parties agree to address during the negotiations. Other pay and working conditions may not be brought in before the collective agreement has been terminated, cf. Section 18.1.

1 The salary cap system

The salary cap system, including placement in the job register, is part of the
agreement.

Appendix to the salary framework system:

CRITERIA FOR SALARY DETERMINATION AND EQUAL PAY

1.1 Introduction

1.1.1

As a general rule, positions in the City of Oslo will be placed in the salary framework system.

1.1.2.

The criteria in section 1.3 below apply to the use of the salary cap system in an administrative and negotiation context.

1.1.3.

The salary framework system in the City of Oslo will mainly apply in the following cases:

   a) when assigning new and converted positions

   b) in the event of a transfer of a position/position holder from one alternative to another within a
salary range or when moving from one salary range to another

   c) when converting a position from one job category to another

1.1.4.

The salary framework system is assumed to provide opportunities to advance in terms of salary on a professional basis without changing positions.

1.1.5

It is assumed that the enterprises have a local wage policy that has been discussed with the
local union representatives. To contribute to predictability, the local wage policy should be made known
for all employees in the enterprise.

1.1.6 Pay review

The individual employee can request a salary review. Implementation can take place in connection with the annual performance appraisal. In the conversation, the employer and employee must jointly discuss measures that may affect the employee's salary development.

For employees who have re-entered after parental leave, the salary development in
The period of leave will be a topic in the conversation.

Minutes of the conversation must be kept if one of the parties requests it.

1.2 Use of the salary framework system

1.2.1 Central and local negotiations

The collective bargaining aspects of the wage framework system are handled between the central
contracting parties. Central adjustment negotiations, cf. section 16.1 of the joint provisions, may
deal with systemic changes and salary changes for job groups, or
changes in specific areas.

It is the central contracting parties who, either in connection with tariff revisions or in the
Connection to salary adjustment for the 2nd year of the agreement determines the size of any provision
adjustment negotiations and whether this provision should be used centrally or locally
or as a combination of these options.

It is the central contracting parties who, either in connection with tariff revisions or in the
Connection to salary adjustment for the 2nd year of the agreement determines the size of any provision
for local negotiations in the individual enterprise. Guidelines for local negotiations
be discussed with the bargaining associations after the tariff revision, and well in advance of the
implementation of the negotiations in the individual enterprise.

1.2.2 Local use of the salary framework system

The agencies in the City of Oslo assign salaries to positions according to the current
authorisations, and within the limits set out in the salary cap system.

1.2.3 Recycled funds

If the central parties allocate funds to local negotiations, recycled
to 0.1% of the wage base, unless the central parties agree otherwise.
Recycled funds are added to the pot in local negotiations.

1.2.4 Relationship to the code structure

The code structure in the municipality is determined centrally.

To the extent that the central collective bargaining parties find it necessary to create new job codes, it may be possible to
be done if the parties agree to this. A claim may also be made for the creation of new job codes in connection with the wage settlements. The claim must be raised by the collective bargaining party that wishes to do so. This arrangement does not prevent the City of Oslo from centrally establishing new job codes in connection with administrative salary determination; Section 15 of the Joint Provisions.

1.2.5 Conduct of local negotiations

The City of Oslo, through the City Council Department with overall employer authority,
the distribution among the individual enterprises within the allocated framework. The distribution is made
rather than the calculation committee and the result, the organisations are notified.

The central parties, in turn, carry out the necessary training in formal, procedural and negotiation issues.

The implementation of the negotiations is planned jointly by the local parties. The locals
The parties also conduct wage policy discussions prior to the negotiations.

All claims/offers must be costed.

When the employer's last and final offer has been presented, an agreement must be entered into with the
organizations that accept the offer. The minutes shall state which
organisations that may not accept the offer.

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

1.3 Criteria for salary determination and equal pay

The parties agree on the following with regard to the criteria for salary determination and equal pay
within the salary framework system in the City of Oslo:

1.3.1 Prerequisites/basis

The following factors shall be considered and used as a basis for the application of the criteria:

• The goal of the service
• User focus
• Gender equality and equal pay
• Diversity
• Alternative Career Paths

The requirements of the Equality and Anti-Discrimination Act must be made visible in the application of the
salary criteria.

1.3.2 Criteria

The following criteria are applied separately or in combination.

   A    Area of work and responsibility

The criterion relates to the content of the work in relation to tasks, responsibilities, complexity and
working conditions, including responsibility for people and material assets. Significant changes
(beyond what is foreseeable) of the area of work and responsibility is assessed.

   B   Management responsibility

The criterion covers all forms of management responsibility/management tasks, and will mainly be related to
to scope, people, finances, subjects and material conditions.

   C   Competence

The criterion includes the overall competence (formal and prior learning) that is relevant
to carry out the work. Changes to competence requirements and/or competence development
Considered.

   D   Objectives and results

The criterion concerns requirements for the quality of the service and the degree of goal and result attainment in relation to
available resources at all levels of the organisation, including implementation and
development of the work.

   E   Recruit and retain

The criterion can be used as a tool to keep qualified, motivated and stable
manpower, as well as to recruit new employees to the municipality.

1.3.3 Competence, learning and development

Both the employer and the individual employee have an interest in the employees
further develop their expertise and collaborate on how this is to be implemented.
Competence development that is aimed at strategically important areas can help to
The municipality at all times has sufficient expertise to carry out its tasks. There is
Furthermore, it is important that arrangements are made for the employees to use their expertise. This
can contribute to maintaining and developing the quality of the services to which the City of Oslo is to provide
the city's residents. Furthermore, it can help the municipality appear as an attractive
employer. For the individual employee, competence development can contribute to both well-being,
motivation and self-development.

The local parties in the enterprises shall have a systematic focus on competence development,
in accordance with the provisions of the Training and Development Agreement and by stimulating
own initiatives from the employees. Furthermore, the annual performance appraisals will be a
instrument for both employer and employee to focus on the individual
skills, and opportunities and needs to benefit from and further develop the employees'
competence.

In connection with individual competence development planned between the employer and the
employee jointly, it is recommended that close dialogue be exercised both before and during the implementation of the
competence development. In this dialogue, the employer must facilitate a
clarification of expectations at an early stage about the importance of competence development
may have for work tasks, job code and salary development. After
competence development has been completed, the employer shall ensure a systematic assessment of the
the nature, scope and significance of competence development for work tasks, salary development and
possible placement in a new job code that reflects the competence development.

To the extent that the employer and employee in cooperation deem it necessary to:
the employee completes training/education/further education in order to be able to carry out their
duties, the necessary leave of absence with pay and coverage of licensed
expenditure. Also in connection with other skills development that is of value to both the employee and the
employer, the enterprise must consider appropriate facilitation, including
opportunities for paid leave.

2 Part-time positions

Part-time employees are employees who have a permanent binding employment relationship
with a predetermined working time (possibly on average per week), which is less than
the one that applies to full-time employees in the same work area.

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

3 Hourly paid work/extra help

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

Unless otherwise stipulated in the joint provisions or special provisions, the
extra help (guards) who show up after being summoned, but who have to leave again because their
assistance is no longer needed, for 3 hours. Those who have started the work, but whose
service becomes superfluous, paid for at least 4 hours. In either case, they can be imposed
other work during the same period.

Supplements for shared day's work (cf. Section 8, Section 8.7), evening and night work (cf. Section 9, Section 9.7),
Saturday and Sunday work, as well as for work on weekends and public holidays (cf. Section 10)
paid to these employees regardless of the duration and scope of the employment.

Hourly paid employees/extra shifts who perform ordinary duty on Saturdays
and/or Sundays receive a supplement of 22%, a minimum of NOK 70 per hour in the time
Saturday at 00:00 to Sunday at 24:00.

4 Working hours, etc. on business trips

4. 1 Business travel

4.1.1

   a. Travel time during ordinary working hours is fully considered working time.

   b. Documented travel time outside ordinary working hours is reimbursed with ordinary
Hourly rate.

   c. If the trip is not announced the day before or earlier, up to 2 hours of the travel time is paid
as overtime when it is required to be performed outside ordinary working hours, and possibly
Excess travel time is paid with ordinary hourly wages.

4.1.2

Time worked in excess of ordinary working hours is considered overtime. This applies to
also necessary preparatory and follow-up work that must be taken during the trip and which is related to the
travel assignment.

4.1.3

Travel time is the time spent on the journey between the place of work/place of residence and the
place of assignment, including necessary waiting time along the way. If the trip includes several
places of assignment, time for travel between the places of assignment is counted as travel time. Time as
Spending in hotels etc. is not counted as travel time.

4.1.4

The above provisions do not apply to employees who are covered by an agreement on
pay and working conditions for senior managers in the City of Oslo.

Unless otherwise agreed, the above provisions also apply to imposed
business trips abroad. Reference is also made to the Special Agreement on Coverage of Expenses for
travel, board and accommodation in connection with business travel for employees in the City of Oslo.

Other provisions
Where there are provisions on the coverage of expenses in connection with travel, these
in front of this point.

4. 2 Temporarily established workplace in building and construction

The provision applies to employees related to building and construction activities and who must attend
at a temporarily established workplace/rig site established for a time-limited
work assignments. Direct meeting point at the beginning of working hours is at the
temporarily created the workplace.

The basis for payment is coverage of travel time, travel money and walking time related to:
temporary workplace for travel that takes place outside ordinary working hours.

The supplement is paid in the form of a T-step, which is determined after negotiations between the
affected parties in the business. If no agreement is reached in the enterprise,
the case to the central parties in the City of Oslo, who decide the case after negotiations.

Out-of-town
In special cases where the temporarily established workplace is located outside Oslo's
limits, terms are agreed between the parties locally in the individual enterprise based on other
travel regulations in the City of Oslo/the State.

If no agreement is reached in the enterprise, the case is sent to the central parties in Oslo
municipality that decides the case after negotiations.

Regarding the specific calculation and payment of the supplements/T-steps, reference is made to
Minutes of 25.05.2002.

5 Working hours and leisure time during holiday stays with patients/clients

Working hours and leisure time for staff at health and social care institutions participating in the
patients/clients' holiday stays in Norway or abroad:

Working hours for holiday stays with patients and clients are working hours according to
The Working Environment Act and the collective agreement, with the adaptations as follows:

5.1 Day trips

These rules do not apply to day trips. Nor can the rules be applied in the event of any
hiking and biking trips. In such cases, it is assumed that the parties locally agree on issues of:
working hours and other conditions during the trip before the trip begins.

5.2 Work plan (shift plan)

Before the trip begins, a work plan (shift plan) must be drawn up that shows the individual
the employee's working hours and free time during the trip/stay.

The number of employees who will participate in travel/accommodation is assessed and determined in relation to
to the number and type of patients/clients.

5.3 Average calculation of working hours

The work plan (shift plan) as mentioned above can - in addition to the time period
the trip/stay lasts - include the period before or after the trip/stay, however limited
for a total period of maximum 8 weeks. In that case, it can be used for the total period of time
average calculation of working hours in accordance with Section 10-5, paragraph 2 of the Working Environment Act.

5.4 Emergency response service

If it is not possible to make an average calculation according to
Section 10-5, paragraph 2 of the Working Environment Act, cf. above, is agreed on the basis of Section 10-5 of the Working Environment Act
10-4, 2nd paragraph, that a work plan (shift plan) of up to
48 hours per week during the trip/stay. The extended working hours are compensated by
hourly wage + 50%.

5.5 Rest period between day's work and weekly time off

The rules in Section 10-8 (1) and (2) of the Working Environment Act on rest periods between day's work and weekly
Leisure time is waived by agreement with the employee representatives. This assumes that the employees are safeguarded
corresponding compensatory rest periods or, where this is not possible, other appropriate
protection.

5.6 Travel time

Travel time (stops on trains, planes, etc. with necessary waiting time) is counted as working time in the
period of time the employee actively supervises the patients/clients. Travel time between kl.
23:00 and 07:00 are calculated as passive duty when the employee is allowed to sleep.
The working hours are calculated in a ratio of 1:3.

5.7 Active work

During your stay at the resort, the night watchman between 23:00 and 07:00 must normally
be set up as a passive service. The working hours are calculated in a ratio of 1:3.

In the event of active work on duty (including any certain supervision arrangements), hourly wages are paid
+ 50% for the total actual time spent per shift rounded to the nearest half hour
(14 min. or less ironed, 15 min. or more increased to 1/2 hour).

If the situation (clients, local conditions) does not make it possible to arrange the night shift
As passive service, it is counted in working hours in full.

5.8 Food during travel and accommodation

Employees have free accommodation and free board during travel/stay. If an employee
chooses to eat their meals outside their place of residence in their spare time, the person in question must:
bear the costs of this himself.

5.9 Remuneration

For the duration of the trip/stay, the employee is given an allowance of NOK 110 per day.
A day that has started for more than 6 hours from the beginning of the journey is reimbursed as a full day. For
Less than 6 hours are not remunerated.

6 Apprentices

6.1

The training of apprentices in the City of Oslo is authorised by the Act relating to primary and lower secondary schools and the
The Education Act of 17 July 1998, effective from 1 August 1999.

6.2 For apprentices, the following rules are laid down for pay:

The apprenticeship consists of training time and value creation time. Salary is only paid for:
the time of value creation. The salary is determined as a percentage of the starting salary for:
craftsman/skilled worker (currently position code 67) excluding supplements.
If the parties locally agree, a different percentage distribution of salary
agreed within the given framework described below.

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. In this
The apprentice is remunerated as follows:

1.	2.	3.	4.	Half
30%	40%	50%	80%	PST

6.3 Subjects that do not follow the main model
 

   a) 1 year's apprenticeship in the enterprise:
 

1st half of the year:	50%
2nd half of the year:	80%

   b) 1 1/2 years of apprenticeship in the enterprise:

1st half of the year:	45%
2nd half of the year:	55%
3rd half of the year:	80%

    c) 2 1/2 years of apprenticeship in the enterprise:

1st half of the year:	30%
2nd half of the year:	35%
3rd half of the year:	40%
4th half of the year:	65%
5th half of the year:	80%

    d) 3 years of apprenticeship in the enterprise:

1st half of the year:	0%
2nd half of the year:	15%
3rd half of the year:	25%
4th half of the year:	35%
5th half of the year:	45%
6th half of the year:	80%

   e) Apprentices in vocational and university admissions qualifications (YSK apprentices)

Apprentices at the YSK line take a four-year course of study in a combination of school and
working life. When they have the status of trainees and are placed in a company, they are paid per year.
hours they work in the enterprise with 30 per cent of the starting salary (excluding all
supplement) for a skilled worker with a trade certificate. When they have signed an apprenticeship contract, and have
status as apprentices, they must receive a percentage payment per hour in which they work
business, according to the percentages for apprentices that follow the main model.

Subjects with 4 years of practical training/apprenticeship in an enterprise:

1st half of the year:	30%
2nd half of the year:	30%
3rd half of the year:	30%
4th half of the year:	30%
5th half of the year:	30%
6th half of the year:	40%
7th half of the year:	50%
8th half of the year:	80%

   (f)
If the parties agree locally, a different percentage distribution of salary than the
as stated in section 6.3 is agreed, within the given overall framework for each individual
apprenticeships.

6.4 Apprentices with full practical training in the enterprise

Apprentices without basic course (GK) and upper secondary course (VK1) in upper secondary school by
Reform-94 shall have a total salary during the apprenticeship period, which corresponds to the total
apprentice salary following the main model (1 annual salary)

6.5 Special measures

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

6.6 Apprentices in need of specially adapted training

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

6.7 Inconvenience supplement

The apprentice is paid an inconvenience supplement in accordance with the common provisions Chapters 9 and 10.

6.8 Overtime

The working hours for apprentices under the age of 18 are determined within the framework set out in the
cf. Sections 11-2 and 11-3 of the Working Environment Act. Overtime must be avoided. Apprentices over the age of 18
should not normally be required to work overtime. If apprentices are nevertheless required
overtime work, the apprentice is paid overtime pay in accordance with the common provisions
Chapter 11 as for employees in full-time positions, based on the starting salary in the salary bracket
101.

6.9 Sick pay and parental benefit

The apprentice is entitled to sick pay and parental benefit in accordance with Chapter 4 of the Joint Provisions
with a calculation basis in the relevant salary percentage when the case arises. Such absences can
cause the apprenticeship to be postponed.

6.10 Group life insurance

The apprentice is covered by group life insurance in Chapter 5 of the Joint Provisions, with
rights corresponding to 50% of the amount set out in the Common Provisions
Chapter 5, Section 5.3 for full-time employees.

6.11 Gross salary

The apprentice is not covered by the employer's occupational pension scheme and the salary must be
is therefore paid as gross salary.

6.12

For apprentices, the Education Act's provision in Section 4-4 applies to the right to have time off to
carry out theory training outside the teacher company.

The enterprise covers the expenses for teaching materials, salary for examinations and
the theoretical part of the trade test.

6.13

Apprentice candidates are paid in accordance with the salary regulations for apprentices.

6.14

After passing and passing the vocational examination in subjects relevant to the position,
the employee's remuneration as a skilled worker.

7 Agreement on the use of flexitime in the City of Oslo

7.1

This agreement has been entered into pursuant to Section 10-12, paragraph 4 of the Working Environment Act. Furthermore
Reference is made to Chapter 8 of the Joint Provisions.

7.2

The introduction and practice of flexitime in the enterprise shall not lead to a deterioration of the
level of service to the public.

7.3

Union representatives pursuant to the main agreement and the administration may demand discussions on
introduction and practice of flexible working hours.

If the enterprise and/or employee representatives consider that flexible working hours should be introduced
for all or part of the business, the administration presents the case to
co-determination committee for a decision.

7.4

If an employer requires an employee to work beyond ordinary
working hours, this must be compensated by overtime pay in accordance with the common provisions
chap. 11. An employee cannot be ordered to work flexitime beyond ordinary working hours.

Mandatory overtime work that, by agreement, must be time off in lieu and plus hours in
the flexitime accounts, must be kept separate.

The employee can choose overtime hours as agreed with the employer
can be taken in lieu hour by hour, cf. Chapter 11 of the Joint Provisions, instead shall be transferred
the flexitime accounts at the end of the settlement period to avoid the negative hours being
deducted from salary. In such cases, the overtime supplement must be paid.

7.5

The agreement applies to all employees within the enterprise in question.
The City Council departments are considered enterprises in relation to these provisions.

Exceptions to the right to use flexitime apply to those employees who, by
reasons cannot be covered by the scheme. After prior discussions,
individual enterprise which employees/groups of employees are
reasons must be excluded.

7.6

Part-time employees who work full days are covered by the flexible
working hours, provided that this does not create problems for the performance of the work.
A similar scheme may also apply to part-time employees who work in a
less number of hours per day. In that case, part-time employees will also have the opportunity to take
out/flex earned plus hours. However, the individual enterprise may decide that:
Part-time employees who work part of the day may be exempt from the flexitime scheme
if the person in question is employed on a part-time basis to cover a specific part of the
Workday.

7.7

Employees who are covered by the flexible working hours scheme must be:
subject to control of working hours. The control scheme is determined by the enterprise's
manager after discussions with the union representatives.

7.8

Working time provisions conditional on the flexible working hours scheme are as follows:
Follow:

   a. Working hours and core time

 Core time refers to the period of time when everyone must be in service.

 External working hours means the period during which employees may be on duty and where
 Arrival and end times may vary from day to day.

 Employees with flexible working hours have a core time from 09:00 – 14:30.

 The external working hours beyond the core hours are from 07.00 – 09.00 and from 14.30 –
 20.00 Monday to Friday all year round.

 However, no more than 12 hours per day or 48 hours per week may be worked.

 By individual agreement between the employer and the employee, it may also be
 Flexitime is accrued on free Saturdays with up to 5 hours in the period from 07:00 to
 18.00.

 For flexitime between 17:00 and 20:00 and on free Saturdays, no payment shall be made
 remuneration pursuant to Chapter 9 of the Joint Provisions.

 For employees who have different working hours, the employer and the employee representatives can:
 agree on other times for core time and external working hours within the framework of daily
 and weekly working hours in this agreement under the conditions otherwise set out in the
 of this Agreement.

   b. The settlement period may not exceed 12 months. Length of settlement period
 is decided by the relevant administration, after discussion with the employee representatives.

   c. It is allowed to transfer 45 plus hours or up to 10 minus hours to the next
settlement period. Plus time over 45 hours will be cancelled without compensation. Plus hours
and minus hours are taken during the notice period. Termination of flexitime in the settlement period
must be approved by the employer in advance in each individual case. In a reasonable time before
end of the settlement period, the employer and employee must plan how to
Accumulated plus hours that cannot be transferred must be able to be taken in lieu before
the end of the settlement period. In the event of absence that leads to more than 10 minus hours at
At the end of each month, deductions are made from salary.

   d. Employees with flexible working hours may, with the approval of their nearest
superiors take out/flex earned plus hours.

For full-time employees, the use of flexitime shall be limited upwards to a maximum of 24 full
days per calendar year. Part-time employees have the limitation in relation to their
full-time equivalent. Instead of full days, the employee may be given the opportunity to take
out/flex a corresponding number of hours. With a combination of hours and days, it can be
not be taken out/flexed more than a total of 24 full days per calendar year in a full-time position.
Section 8.10 of the Joint Provisions does not apply to employees with a flexitime scheme.
Christmas Eve/New Year's Eve can be taken out/flexed according to the flexitime scheme, and will be
in addition to the 24 days per year.

It is only possible to agree on withdrawal/flexion of accumulated plus time from time to time
time. It is not possible to enter into fixed, binding agreements on withdrawal/flexion of
plus time.

It is possible to take out/flex plus time in connection with holidays by agreement with
superiors and as far as operational considerations permit.

Take/flexion of plus time must not be an obstacle to the ordinary holiday period.
Implementation of the provisions of 7.8 d. is decided by the head of the enterprise.

8 Senior policy

The City of Oslo will establish measures to motivate senior employees to stay longer
work.

Relevant measures may include a senior perspective in career planning,
retreat position, facilitation of work tasks and working hours as well as training during working hours.
Co-determination in the enterprises' local action plans for senior policy is safeguarded within the
applicable agreements. The local action plans must be made known among the enterprise's
employees.

9 Local wage formation

This chapter applies to positions within the LOK agreement area, cf. the Register of Job Positions.
Salary determination for these groups takes place entirely locally in the enterprise.

The local parties shall conduct negotiations pursuant to this provision as soon as possible after
1 May and no later than 1 December each year. During the negotiations, both general and individual supplements may be granted. The negotiations take into account wage developments in the City of Oslo in general, as well as the company's overall situation, including finances and
recruitment situation. The effective date for the salary changes is 1 May unless the parties
Locally comes to an agreement on another date.

When assessing individual supplements in the annual negotiations and when determining salaries
outside of the annual negotiations, criteria for wage formation are used, see General
Special provisions section 1.3.2.

If no agreement is reached between the local parties, the organisation in question may demand central negotiations. Claims for central negotiations must be submitted within 14 days after local negotiations in accordance with the above have been concluded.

If no agreement is reached between the central parties, the case may be brought before an appeals board, cf. section 16.3 of the joint provisions. A request for board proceedings must be submitted within 14 days after the conclusion of central negotiations in accordance with the above. The organisation in question appoints the two members of the employees. The Tribunal may not determine salary increases in excess of the financial framework in the collective agreement in the rest of the City of Oslo.

Outside of the annual negotiations, salary adjustments can be made if one has arisen
special needs for retaining and recruiting workers. Salary adjustment according to this
The provision is made after discussions between the parties concerned. If the parties do not come to
agreement, the disagreement cannot be appealed. The employer's most recent offer must then apply.

Addition to the minutes: This provision does not restrict the employer's right to make decisions
administrative decisions, cf. Section 15 of the Joint Provisions.

The salary cap system does not apply, except where otherwise stated.
The joint provisions § 9.1 and chapter 16 also do not apply, except where otherwise stated.
Contributions to the Training and Development Fund (OU-fundet) are calculated in the same way as for other positions.

Negotiations in accordance with the common provisions § 11.12.5 Uncontrollable overtime
be carried out locally in the enterprise.

Special provisions are in addition to/replace the common provisions and/or the general
special provisions.

Entry of minutes regarding C:
In cases where the municipality and an organisation have established special provisions for a specific
enterprise or a specific group of employees, another organisation may require
established similar special provisions with the municipality. Right to create and negotiate
on special provisions pursuant to this provision are subject to the condition that the person in question:
organisation organises 17.5% or more of the employees to whom the provision applies.

If a special provision has been entered into between the municipality and an organisation and the terms and conditions
are no longer present based on documented membership numbers as of 1 January, will cease to be
special provision as an agreement between the municipality and the organisation concerned.

§ 1

In cases where employees organised in NITO perform work in line with or together with
employees covered by other special provisions are the responsibility of NITO's members
corresponding remuneration.

§ 2

Senior staff - home guard

For senior staff in the Fire and Rescue Service and the Water and Sewerage Agency who do not
If overtime pay is paid in accordance with the overtime provisions, NOK 158.84 is paid per on-call day in
compensation for call-outs and work on duty.

In cases where civil engineers, engineers, technicians, fitters, etc. participate on an equal footing in one and
the same on-call arrangement, they shall receive the same compensation as the other on-call participants.

The remuneration is increased by 100% for on-call duty on Sundays and weekends and days before these, as well as 1 and 17 May. The same applies to shifts from Friday to Saturday when the person in question does not have ordinary work on Saturday.