The main agreement NITO - Virke 2022 - 2025

Main agreement between the employers' organisation Virke and NITO. The agreement expires on December 31, 2025.

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This page has been translated by AI. Use it for an overview of rights and obligations, but note that this is not an official translation. For an accurate rendering, refer to the Norwegian version.

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Chapter I - Relationship between the parties, scope and duration
Chapter II - The right of association, the duty of peace, the right to negotiate and legal proceedings
Chapter III – Conflicts
Chapter IV – Special agreements
Chapter V – Provisions concerning employee representatives and company representatives
Chapter VI - Key union representatives
Chapter VII – Layoffs
Chapter VIII - Information, cooperation and co-determination
Chapter IX - Special provisions
Chapter X - Salary via bank and deduction of trade union dues
Chapter XI – Human Capital and Competence Development
Chapter XII – Control and monitoring
Chapter XIII - Application and development of technology in the individual enterprise
Chapter XIV – Teleworking
Chapter XV Diversity – equality – equality

Chapter I - Relationship between the parties, scope and duration

§ 1-1 Relationship between parties

This Main Agreement applies between VIRKE and the Norwegian Association of Engineers and Technologists – NITO.

Section 1-2 Scope of application

The main agreement is the first part of the collective agreement between NITO and VIRKE.

Section 1-3 Duration

This agreement, which comes into force on 1 January 2022, is valid until 31 December 2025 and further 2 years at a time unless one of the parties terminates it in writing with 3 – three – months' notice.

Chapter II - The right of association, the duty of peace, the right to negotiate and legal proceedings

§ 2-1 The right to organise

VIRKE and NITO mutually recognise the employers' and employees' free right to organise.

§ 2-2 Duty of peace

During the collective agreement period, no work stoppage or other industrial action must take place.

§ 2-3 Negotiations

Any disagreement regarding the interpretation of a provision in the Collective Agreement/Basic Agreement or in company-specific special agreements between the company and members of NITO shall be resolved between the local parties. Minutes of the proceedings must be drawn up. The views of the parties shall be stated in the minutes, which shall be signed by both parties as soon as possible.
If no agreement is reached between the parties locally pursuant to section 1, or if such negotiations do not take place, each of the parties has the right to bring the dispute before the organisations VIRKE/NITO.
In companies where no company group has been established, a dispute as mentioned in section 1 may be brought before NITO and VIRKE for processing.
It is not possible for the organizations or their sub-organizations to enter into direct contact with the other organization's members without in agreement with the other organization.
A negotiation meeting must be held no later than 14 days after a written request has been made.

§ 2-4 Legal action

If a dispute cannot be resolved through negotiations between the organisations, it can be brought before the Labour Court if VIRKE and NITO do not agree to allow it to be settled by arbitration. The arbitral tribunal is composed of 2 representatives from each of the parties and an arbitrator appointed by the National Mediator, unless an agreement is reached on a different composition in the individual case. VIRKE and NITO have the right to sue under the agreement.

Chapter III – Conflicts

§ 3-1 Collective redundancies

When revising the Collective Agreement, VIRKE and NITO will accept as a valid notice of termination for members of NITO a notice exchanged between the organisations.

Both parties undertake to give the notice with at least 14 days' notice. The form and content of the notice shall be in accordance with Section 16 of the Labour Disputes Act.

At the latest at the same time as the notice of redundancy is given, the parties shall draw up a record of the proceedings. The minutes must state that the parties have not reached an agreement, and a brief description must be given of the claims that have been made and the topics that have actually been negotiated.

Notice of resignation (the final scope of the resignation) must be given with at least 4 days' notice, and no later than in connection with a claim for termination of the mediation pursuant to Section 25 of the Labour Disputes Act.

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

Section 3-2 Agreements on work in connection with a conflict

VIRKE and NITO will recommend that agreements be concluded at the individual company that regulate matters related to the termination and resumption of operations in a technically sound manner, as well as on work that is necessary to avert danger to human life or significant material damage.
Any local agreements on this must be approved by VIRKE and NITO.

§ 3-3 Overview of companies bound by collective agreements

During the audit year, VIRKE and NITO will exchange overview lists of companies bound by collective agreements. The work of updating the lists will continue during the collective agreement period.

Section 3-4 Exchange of information

The parties agree that in connection with the exercise of the right to give notice and conduct industrial action, it may in some cases be necessary to exchange lists of names, including information on trade union membership.

Chapter IV – Special agreements

§ 4-1 Validity of special agreements

Written special agreements on pay or working conditions entered into between the company management and the employees' representatives bind the parties until they have been brought to an end by written notice. However, this does not apply if the special agreement is in conflict with the Collective Agreement/Main Agreement that has been established for the company in an organisational manner.

Section 4-2 Termination of special agreements

1. Negotiations before dismissal

The local parties must negotiate special agreements before dismissal takes place. Termination can still take place if the negotiations are demanded and not reached within 8 days.

2. Special agreements with a fixed term

Special agreements with a specific term can be terminated with at least 1 month's notice before the expiry period, unless otherwise agreed.

3. Special agreements that apply until further notice

A special agreement that has been decided or assumed to apply until further notice, can be terminated at any time with at least 1 month's notice, unless otherwise agreed.

4. Special agreements that follow the time period of the Agreement

A special agreement that has been agreed or assumed to apply for the duration of the Agreement shall continue to apply for the next collective agreement period, unless it has been agreed that the special agreement shall lapse or be amended.

If the special agreement has the same duration as the Collective Agreement, local negotiations on the revision of the special agreement may be required during the collective agreement period.

If an agreement is not reached, the matter may be brought before the organisations pursuant to Section 2-3 of the Basic Agreement. If an agreement is still not reached, each of the local parties may, with the same notice period as for the Agreement, terminate the Special Agreement at the expiry of the Agreement.

5. Right to Negotiation and Arbitration

The preceding provisions are in addition to the right the parties may have under the applicable collective agreement provisions to demand negotiations; Section 2-3.

Section 4-3 Effect of the expiry of a special agreement

When a special agreement expires after termination while the Agreement still exists between the parties, the matters covered by the special agreement shall be arranged on the basis of the provisions of the Agreement.

Section 8 no. 3, last paragraph, of the Labour Disputes Act applies correspondingly to the termination of special agreements that follow the Collective Agreement. The pay and working conditions that follow from the special agreement therefore apply as long as negotiations and mediation on a new collective agreement are ongoing.

Chapter V – Provisions concerning employee representatives and company representatives

A – Enterprises with a company group

§ 5-1 Representation

In the case of companies where NITO has a company group, cf. Clause 1-2 of the collective agreement, this elects 1-3 employee representatives, unless otherwise agreed with the company.

If the size of the company, division into larger business units or significant reorganisation makes it natural, other representation may be stipulated through a special agreement. If no agreement is reached on such a local agreement, the matter can be brought before the organisations.

When considering such additional representation, the structure of the business organisation shall also be taken into account.

Union representatives elected in such a separate/individual business unit are expected to deal with issues related to the company/place of business in question.

Group groups

Where NITO has 2 or more business groups that are covered by this Agreement, the need to improve the working conditions/information methodology can be implemented by, for example, forming a group group, cf. Section 8 – 4.

§ 5-2 Election rules

Union representatives must be elected from among NITO's members at the company, with experience and insight into its working conditions. As far as possible, they will be chosen from among recognized skilled NITO members who have worked in the company for the past two years.

NITO members who have a position as a senior manager in the company or who have a position in the human resources function may be requested by the company not to be elected as a union representative in NITO's company group. If the person in question does not accept the company's request, the case must be brought before the organizations pursuant to Section 2-3 of the Basic Agreement.

Employees during a notice period cannot be elected. This does not apply to re-election.

§ 5-3 Notification of election

The company must as soon as possible and no later than 8 days after the election receive written notification of who has been elected as a union representative and who is the manager.

B – Enterprises without an enterprise group

§ 5-4 Contact person

If it is deemed appropriate for the individual company, the NITO members may agree among themselves that one of them shall act as a representative in relation to the company.

The company must be informed of who has been elected as a representative, and the person in question shall be considered to represent NITO's members in all matters concerning the company's employees, or NITO's members in particular.

C - Representatives of the Parties

§ 5-5 Employees' representatives

The business group's employee representatives are approved as representatives of the NITO members; cf. clauses 1-1 of the Collective Agreement.

Union representatives have the right to deal with and seek to be resolved amicably any complaints that the individual NITO member believes it has against the company, or that the company believes it has against the individual NITO member.

Section 5-6 Employer's representatives

The employer must have a responsible representative present on a daily basis to whom the employee representatives can turn. The employer must notify the employee representatives in writing of the name of the representative and his/her deputy.

If the representative is unable to make a decision on the enquiry immediately, but wishes to carry out further investigations, a response shall be given without undue delay.

§ 5-7 Parties' representatives in negotiations

The company's representatives and employee representatives must be authorised to conduct genuine negotiations/discussions.

Section 5-8 Joint responsibility of the parties

The union representatives and the company's representatives have a duty to do their best to maintain a calm and good working relationship.

§ 5-9 Employee representatives' working conditions

The organisations agree that the union representatives shall be given the necessary time to carry out their tasks in accordance with the Basic Agreement/Collective Agreement. If one of the parties so wishes, local negotiations shall be conducted on an agreement on the time that the union representative needs to carry out the work within ordinary working hours. It is assumed that normal salary is paid during this time. If an agreement is not reached, the dispute will be dealt with in accordance with Section 2-3.

The total time is adjusted according to the scope of the work. When determining performance requirements, etc., in the elected representative's ordinary position, the workload entailed by the position of union representative must be taken into account.

Local discussions may be held on whether necessary equipment should be made available to facilitate the work of union representatives. The discussions shall take into account the company's size, structure, form of operation, technical nature, the wage form of the collective agreement or similar.

For the time spent at locally agreed negotiation meetings, the union representatives shall be compensated for lost earnings when the meetings take place within their ordinary working hours.

The local parties can seek guidance from their organisations.

§ 5-10 Member meetings

Member meetings for the election of union representatives may, as far as practicable, be held during working hours without deduction from salary.

When the employee representatives, in agreement with the company management, are of the opinion that a decision on matters must be made immediately, or that matters of particular importance should be dealt with, the parties may agree that member meetings will be held during working hours without deduction from salary.

§ 5-11 Training and leave of absence for union representatives

Union representatives in the company and NITO members with positions of trust within NITO shall not be denied leave of absence without compelling reason when they are summoned to meetings and negotiations by their organisation or are to participate in professional courses or other professional information activities, including professional delegations. NITO members who are to be trained for positions of trust as mentioned above shall also be given leave of absence to a reasonable extent when they are to participate in professional courses or other professional information activities.

A similar right to time off applies to training of up to one week's duration of employees' representatives in the company's governing bodies. The elected representative must have covered lost earnings in connection with courses approved by the company.

§ 5-12 Dismissal or dismissal of elected representatives

Dismissal or dismissal of union representatives cannot take place without reasonable cause. In addition to seniority and other reasons that are reasonable to take into account, emphasis must be placed on the special position of the employee representatives in the company.

In the event of individual dismissal of a union representative, a 3-month deadline must be given unless the Working Environment Act or employment contract gives the right to a longer deadline. This special deadline does not apply if the dismissal is due to the employee representative's own circumstances.

The provisions of Sections 15-17 of the Working Environment Act apply correspondingly, except that if NITO claims that the dismissal is unjustified, the resignation shall not take place until the Labour Court's judgment has been delivered. In that case, the summons must be issued no later than 8 weeks after the notice of termination has been received.

If the enterprise is closed, it is important that affected employees retain a union representative for as long as possible. The same applies when a bankrupt business continues to be run by the bankruptcy board with a view to winding up.

Before dismissal or dismissal of a union representative is made, the issue must be discussed with the board of directors of the company group unless the person in question objects to it, or this would be offensive to others.

If union representatives or other employees have been dismissed or dismissed in the last 3 months prior to joining VIRKE, and it is claimed that this is due to a requirement for a collective agreement, the dispute shall be dealt with in accordance with the rules of the Basic Agreement.

The same applies to disputes concerning the dismissal or dismissal of employee representatives in connection with a transfer or reorganisation of a company under company law, when NITO claims that the dismissal or dismissal is contrary to Section 2-1 of the Basic Agreement.

The above provisions apply correspondingly to safety representatives, members of working environment committees, board and company assemblies.

Chapter VI - Key union representatives

§ 6 Key union representatives

The conditions must be arranged in the best possible way for the central union representatives to be able to perform their duties in the best possible way, and that reasonable career considerations are taken into account when re-entering the company after the end of their term of office as a union representative.

The key union representatives on NITO's Executive Board and the Collective Bargaining Committee in private agreement areas are important for the cooperation and the agreement system between VIRKE and NITO to function. A lack of facilitation for recruitment to these positions may lead to less appropriate forms of cooperation.

Expertise in a broad sense, acquired through the employee representative function, should be sought to be safeguarded and applied within the companies.

Resources made available to key union representatives are expected to provide the best possible total return.

For members in key positions as described above, discussions shall be carried out in the company concerned based on the aforementioned intentions.

In the event of disagreement locally, it is possible to bring the matter before the central collective bargaining parties (VIRKE/NITO).

Chapter VII – Layoffs

§ 7-1 Conditions for layoffs

Layoffs can be made when there is a factual reason that makes it necessary for the company.
In the event of layoffs beyond 6 months, the necessity of continued layoffs must be discussed with the employee representatives.
In the event of layoffs, seniority may be waived when there is a factual reason. This provision does not prevent the use of rolling layoffs.
When assessing who is to be laid off, emphasis shall be placed on the special tasks of the board of directors of the company group in the company.

§ 7-2 Duty to confer before giving notice

Before notice is given, the employee representatives shall be consulted in accordance with Chapter VIII. Minutes of the conference are drawn up and signed by the parties. The notice period in section 7-3, subsection 1 and subsection 2 does not run until after the conference has been held. A requirement for a negotiation meeting because the seniority has been deviated from or because the company follows different rules than at the time of implementation does not mean that layoffs or reinstatement are postponed.

§ 7-3 Notice of lay-off

Layoffs are given with 14 days' notice.
In the event of layoffs due to such unforeseen events as mentioned in section 15-3 (10) of the Act, the notice is 2 days, in the event of a fire 14 days.
The notice runs from the end of working hours on the day it is given.
The deadlines do not apply when a conflict in another company or a collective bargaining dispute in one's own company or unauthorised absence results in the employee not being able to be employed in a rational manner. However, the company is obliged to give the notice that is possible.
The deadlines do not apply if a collective agreement allows for shorter notice.
If the company lays off employees without meeting the notice deadline, the employees must be paid ordinary profits until the deadline expires. In the event of layoffs as mentioned in section 2, ordinary hourly wages are paid.
If a lay-off period is interrupted and the employee is taken to work for more than 4 weeks, a new lay-off period shall be considered a new lay-off in relation to the provisions on conditions, discussions, notifications, etc. This does not apply to intake due to temporary employment for other employees who are legally absent, but in such cases, notice must be given to the employee as early as possible and no later than three days before the end of the work period.

Section 7-4 Form and content of the notification

The notice is given in writing to the individual employee unless the local parties agree otherwise.
In the event of conditional layoffs pursuant to Section 7-5, the notice may be given by posting notices in the company. Employees who are temporarily absent are notified in an appropriate manner.
The notice must state the likely length of the layoff. If this is not possible, continued layoffs must be discussed with the union representatives within 1 month at the latest, and then every month if nothing else is agreed. This includes an ongoing assessment of whether the conditions for layoffs are met or whether redundancies must be carried out.
Employees who are laid off must receive written proof from their employer. The certificate must state the reason for the layoff and the likely length of the layoff.
If an unconditional written notice has been given that meets the above requirements for content, this also applies as a layoff certificate.

Section 7-5 Conditional notice

In the event of a conflict in one's own company, the notice shall, as far as possible, state which employees may be laid off, and the individual must be notified as far in advance as possible.

§ 7-6 Termination during layoff

Laid-off employees are still linked to the company with the right and obligation to start again as long as they have not been formally dismissed. If the employment relationship is terminated during the layoff period, the employees are obliged to perform work during the notice period unless a new employment contract prevents this. If the duty to work lapses for this reason, payment for the notice period will lapse.

Employees who are laid off for more than 3 months and until further notice, who resign to move to another job, can resign without a notice period.

Employees who have not been dismissed and who are not reinstated at the end of the layoff period are entitled to pay during the notice period.

Section 7-7 Special provisions

In typical seasonal industry, Chapter VIII applies unless otherwise stipulated in collective agreements or established practice. In that case, Section 7-6 also applies correspondingly.
When an employee is laid off, the obligation to receive sickness insurance continues for as long as it exists under the Act, but only as long as the employee is not in other work.
Section 7-3 does not entail any change in the customary right to lay off due to weather obstacles.

Chapter VIII - Information, cooperation and co-determination

§ 8-1 Objective

NITO and VIRKE agree on the necessity of a good and trusting relationship between the company and the employees, their elected representatives and the company, both in individual companies and groups. The parties agree that it is important to contribute to knowledge about the Norwegian labour market model, both locally and centrally.

Through participation and cooperation, the employees shall, with their experience and insight, help to ensure the financial conditions for efficient operations, sustainable development, and for safe and good working conditions for the benefit of both the company and the employees.

The conditions must be facilitated so that the individual employees, possibly through their elected representatives, can have a real influence on the company's general work by, among other things, increasing efficiency, reducing production costs, improving the company's competitiveness, exploiting new technology and facilitating necessary restructuring.

The objective of this section is binding when it comes to cooperation within the company and shall also serve as a guide for the parties at the individual company in the organisation of the cooperation.

§ 8-2 Organisation and implementation

It is a common duty for the company's management, the employees and their elected representatives, to take the initiative and actively support and contribute to cooperation. In this connection, it is pointed out that it is necessary for the company management to devote sufficient time, resources and attention to information and discussions.

It is important to promote understanding of and insight into the company's finances.

In companies where the cooperation works satisfactorily, the established forms of cooperation will continue to be built. In cases where there may be a need to improve the cooperation conditions/information methodology, the parties will recommend that consideration be given to how this can be done. This can be done, for example, by the company management and representatives of NITO's members holding one or more meetings per year, where the main task is to discuss matters of significant importance to the parties.

The company convenes such meetings well in advance so that the parties are given the opportunity to submit matters to the agenda. It can also be formalised that, for example, once every quarter, the company's situation is discussed in areas such as finances, production, sales, business cycles, projects, etc.

When establishing work, project and management groups within the company, which are not a permanent part of the company organisation, the affected employees should, as a general rule, be ensured real influence.

The employee representatives must be ensured real influence on the composition and mandate of the group, and appoint the employees' representatives from among the affected employees.

§ 8-3 Discussions

1. The company must discuss with NITO's employee representatives at the earliest possible time:

a)    Issues relating to the economic and production status and development of the enterprise.

b)    Changes that will have an impact on NITO's members and their working conditions, including important changes in production arrangements and production methods.

c)    Employment, including plans for expansions and reductions.

d)    Changes in the company's ownership, ownership structure or company form.
In the event of a change of ownership in a private limited company, the management shall, as soon as it has certain knowledge of it, inform the employee representatives if the acquirer:
-     takes over more than 1/10 of the share capital or shares representing more than 1/10 of the votes in the company, or
-     becomes the owner of more than 1/3 of the share capital or shares representing more than 1/3 of the votes.
The management shall help to ensure that new owners inform the employees of their plans as quickly as possible.

In such cases, the employee representatives must be informed of the reason for the disposition and the legal, financial and work-related consequences the disposition is assumed to entail for the employees.

2. Before the company makes decisions on matters that have an impact on employment and working conditions, the employee representatives shall have the opportunity to present their views.

If the company finds that it cannot take into account the statements of the employee representatives, it must justify its view. Minutes of the discussion meetings must be drawn up.

3. The company's accounts must be submitted to the employee representatives upon request.
The annual settlement must be submitted to the employee representatives as soon as it is available.

4. In the event of the introduction of payroll systems in the company that require knowledge of financial matters of importance to the system, the employee representatives shall have the right to access that enables this.

§ 8-4 Discussions within a group

The parties agree that there is a need to discuss matters mentioned in this chapter on a group basis.

In groups where the cooperation works satisfactorily, the established forms of cooperation will continue to be built.

In those groups where there may be a need to improve the cooperation conditions/information methodology, the parties will recommend that consideration be given to how this can be done.

This can be done, for example, by the corporate management and NITO's employee representatives and other groups of employees with similar interests holding one or more joint meetings per year, where the main task is to discuss matters of significant importance to the parties.

In companies where an agreement on cooperation has been established at group level, plans for expansions, reductions or restructuring that may have a significant impact on employment in several companies within the same group shall be discussed as early as possible in joint meetings between the group management and NITO's employee representatives and other groups of employees with similar interests from the companies concerned. in the same way as it is done with other employee groups in the company.

If, pursuant to another main agreement within the VIRKE area, a meeting is held regarding issues relating to the Group's financial and production position and development, a corresponding meeting may be required to be held with NITO.

The parties are expected to find appropriate representation arrangements for such a meeting.

The meeting may include other groups with similar interests.

When designing the forms of cooperation pursuant to this chapter, the local parties should also clarify the working conditions for the group representative, including the coverage of costs internally in the group.

Chapter IX - Special provisions

§ 9-1 Shifting of working hours in the event of a general failure in the supply of electric power

Unless otherwise agreed, the following applies to shifting working hours as a result of a general restriction on the supply of electric power:

In cases where the working hours are shifted at a company for such a reason, no extra remuneration shall be paid for work in the period from 06:00 to 18:00. For work on staggered hours outside this period, a 20% supplement must be paid to the ordinary salary.
The company is obliged to shift working hours to other times of the day if it is thereby possible to maintain operations of no less than an average of 30 hours per week, of which at least 4 hours per day. The company's duty can be terminated with 1 week's written notice.

Remark:
These rules do not apply directly to work in shifts. With regard to the staggering of working hours for such work, an agreement is sought between the individual enterprises and their salaried employees. However, the organisations assume that the guidelines in sections 1 and 2 will also be used as a basis for shift work.

Chapter X - Salary via bank and deduction of trade union dues

§ 10-1

a) The company makes statutory deductions such as tax, social security benefits, etc. and deductions that the employee/company agrees on by written agreement.

b) On the payday, the employee receives a slip from the employer stating the salary calculation, gross amount, deductions made and net salary amount transferred to the employee's bank.

c) The employer's bank connection makes common features or other deductions on the basis of information provided by the company or by the employee himself.

The net salary amount minus deductions made by the bank is deposited into the employee's salary account and must be available to the employee on the payday.

If the employee wants this salary account to be opened in a bank other than the employer's bank, this is arranged by the company or employee notifying the bank that such a transfer is to be made.

d) The details of payment via bank are laid down in a special agreement established between the individual company and his/her bank connection.

§ 10-2

Where the company has chosen to allow payment to be made via a bank, union representatives can demand that the membership fee to NITO be deducted from the members' salary either by the company's bank connection or directly by the company. The deduction must be based on a written authorisation from the individual.

Chapter XI – Human capital and competence development

VIRKE and NITO acknowledge the great importance of increased education for the individual, the company and society, both in general education, vocational education, adult education, continuing education and retraining. Competence development is a necessity for companies and must be seen as a real investment for profitability and competitiveness.

The parties would therefore like to emphasise the value of encouraging employees to increase their knowledge and strengthen their skills, and that companies place great emphasis on systematic training of their employees through external or internal offers. The employee representatives and the company must annually discuss in more detail how the company's competence development can best be safeguarded.

The individual company must have a responsibility to map and analyse the company's competence needs based on the company's business idea and strategy. The implementation of this work shall, to the greatest extent possible, take place in cooperation between the parties.

On the basis of the survey, competence-enhancing measures are planned and implemented, for example through daily work, through the use of internal and external courses, self-study and conferences. The company and the individual thus have a responsibility individually and jointly to safeguard competence development.

Based on the identified needs, the company will cover the costs associated with the implementation of such training measures (salary, leave, etc.).

Where the parties agree locally, the scope of training may be defined in the company, with reference to the individual company's circumstances.

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

In connection with other education that is of importance to the person's further development, the company should show accommodation when applying for full or partial leave, if this can be done without significant disadvantage for the company.

To the extent that, in the company's view, it is necessary to raise the level of knowledge and strengthen competence in order to perform assigned tasks/work functions, costs in connection with this must be covered by the employer.

VIRKE and NITO see the value of developing documentation schemes in working life, and that such work is done in collaboration with the social partners, including NITO.

Chapter XII – Control and monitoring

Technological developments are constantly providing new opportunities for advanced control and monitoring systems for employees.

Measures that are implemented must not go beyond the scope that is necessary, and must be objectively justified by the individual company's activities and needs. If control and monitoring are deemed necessary, the framework set out in Act No. 38 of 15 June 2018 on the Processing of Personal Data (Personal Data Act) and associated Regulations No. 876 of 15 June 2018 on the Processing of Personal Data must be followed.

Before control or monitoring systems can be introduced, it must be discussed with the employee representatives in accordance with Chapter 9. Before any measures can be implemented, all employees must have been informed about the purpose and consequences of the measures. Individual consent from the individual employee must be obtained to the extent required in accordance with the Personal Data Act and associated regulations.

It is a prerequisite that control and monitoring systems are not introduced and practiced arbitrarily.

Chapter XIII - Application and development of technology in the individual enterprise

The parties will seek closer cooperation on internal company matters, the situation for the members of NITO and their participation in the company's further development.

It is in the interest of employees, companies and society that companies improve their ability to acquire, use and develop technology to promote the company's competitiveness.

The parties agree that the development of the company's technological environment must take place through cooperation between the employees and the company.

- Technological development
- Competence development
- organizational development

In order to identify problems and find appropriate working methods and methods for the development work, it may be useful to hold meetings between the company management and representatives of the employees in different departments and functional areas in the company. Once any problem areas have been mapped, it may be appropriate to organise further work in project or working groups in order to analyse the problems and present proposals for action plans or concrete measures that can be implemented.

The development measures will vary from company to company adapted to the individual company's situation and needs.

The company management and the employees in the individual company must jointly identify the areas that should be prioritised. The parties to this agreement will be able to provide advice and guidance in this work.

On the basis of the demands that will be placed on the employees as a result of new technology, it is recommended that the parties at the local level find appropriate forms of cooperation with particular emphasis on issues related to training and development opportunities for the members of NITO.

Chapter XIV – Teleworking

The parties acknowledge that technological developments, particularly in information and telecommunications and computer technology, have provided new opportunities for regular performance of tasks outside of what has traditionally been defined as a place of work. This is often referred to as remote work.

In companies where remote work is relevant, the local parties must find appropriate solutions in terms of regulating the relationship. It is recommended that the agreement on remote work is reduced in writing.

Chapter XV Diversity – Equality – Gender equality

The concept of diversity is new in Norway. Norwegian gender equality policy reflects a time when Norwegian society was considerably more homogeneous than today and when gender equality was only linked to women. The situation has now changed significantly. Against this background, it is necessary to extend the concept of gender equality to apply to all groups, regardless of gender, age, ethnic origin, sexual orientation, different family situation, etc.

Diversity – equality and equality have to do with culture and tradition. Bringing about change requires painstaking development work where the focus must be directed towards cultural change through active action. The work must be carried out at all levels and within all areas, and efforts must be made to bring out the entirety of the issues.

Leadership anchoring

The work on diversity, equality and non-discrimination must be anchored in the company's top management and followed up by the rest of the management. Managers must also be measured on the results achieved in this area.

Integration

The work on diversity – equality and non-discrimination must be integrated into both the company's daily work and development work, and must be expressed in the company's strategy and action plans. This must be taken care of through appointments, promotions, training, skills development and placement in job and salary systems.

Diversity in the labour market

The supply of qualified labour is crucial for companies' competitiveness. It is therefore a challenge for the business sector to also gain access to the labour resource represented by women and minority groups. This can be done, among other things, by making the companies appear as interesting workplaces for these groups.
Diversity in the workforce and management teams leads to better decisions and better results.

Workinglife - Family life

It is important to maintain a good work-life balance in all phases of life. The use of flexible working time arrangements is one instrument in this regard. Different working time arrangements should therefore be discussed locally.

Competence - Senior employees

In an ever-changing working life, continuous skills development is crucial.
In today's working life, we see a tendency for older workers in particular to be exposed to exclusion from working life. In this connection, VIRKE and NITO would like to emphasise the need for a comprehensive personnel policy that facilitates the maintenance and development of older employees' resources and skills. It must be a goal that as many people as possible can participate actively and be in demand right up to normal retirement age.

Active action - Project-oriented measures

VIRKE and NITO have agreed to collaborate on activities in the form of project-oriented measures that can contribute to a working life where diversity – equality – equality are key values.

Oslo, 17 August 2022

NITO by Tom Helmer Christoffersen /s/
The Norwegian Confederation of Trade Unions (Virke) by Astrid Flesland /s/