Main agreement Finance Norway - NITO

• § 1 Right of association, dispute management, duty of peace
• § 2 Scope of the agreement
• § 3 Establishment of agreements
• § 4 Company groups and union representative work
• § 5 General terms and conditions of employment
• § 6 Cooperation and business development
• § 7 Information, cooperation and co-determination
• § 8 Group provisions
• § 9 Consideration of general salary issues
• § 10 Salary assessment/salary adjustment
• § 11 Special agreements
• § 12 Competence development
• § 13 Local/organizational meetings
• § 14 Matters not regulated in the agreement
• § 15 Duration, collective redundancies
• Protocol Entries 1-8
• The parties' joint comments on the Basic Agreement
• Appendix 1: Agreement on a new AFP scheme
• Appendix 2: Diversity – Equality – Equality
• Appendix 3: The Information and Development Fund
• Appendix 4: The Toil Scheme

§ 1 Right of association, dispute management, duty of peace

a) The right to organize

The parties to the Basic Agreement/Collective Agreement (hereinafter referred to as the "Agreement") mutually recognise the employers' and employees' freedom of association.

b) Dispute handling

Any disagreement on the interpretation of this Basic Agreement shall be resolved through negotiations between the parties, cf. Section 13. Minutes of the negotiations will 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 agreement is not reached between the parties locally, NITO and Finance Norway can agree to continue the negotiations. If an agreement is not reached, the matter can be taken up between NITO and NHO.

It is not possible for the organisations or their sub-organisations to enter into direct contact with the other organisation's members without in agreement with the other organisation.

If an agreement is not reached, either party may bring the case before the Labour Court.

c) The duty of peace

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

§ 2 Scope of the Basic Agreement

At the request of NITO or NHO/Finance Norway, this agreement is made applicable to members of NITO who are employed in salaried positions in companies affiliated to NHO/Finance Norway and to the company in question. On request, the employee representatives for NITO shall be provided with a list of new employees within the Basic Agreement area at the company every quarter.

The general scheme for AFP in force at any given time applies to companies covered by this agreement, cf. APPENDIX 1.

The company's top management and managers who participate in the determination of general pay and working conditions are exempt from the Basic Agreement.

The request for the establishment of an agreement must be submitted to the organisation in question (NHO/Finance Norway/NITO). If the claim comes from NITO, it must be stated whether a company group has been formed (cf. section 4), who has been elected as spokesperson for the group, and a list of names of the members of NITO that the association will have assigned to 
agreement.

If doubt arises at the individual company as to whether a member of NITO should be exempted, the question may be submitted to NHO/Finance Norway and NITO for a decision, if one of the local parties deems this appropriate.

If the company objects to the agreement being made applicable to some of the persons covered by the contract claim, the objections must be submitted within 1 month from receipt of the claim.

In companies where the agreement has been made applicable, and a company group has been formed, the employee representatives of the group are obliged, upon request, to notify the company in writing of any changes in the composition of the group.

In companies where a company group has not been formed, NITO notifies the company of new members that the agreement is to cover. In such cases, objections from the company must also be submitted within 1 month. 

§ 3 Establishment of agreements

NITO and NHO/Finance Norway may otherwise require that the agreement shall apply in companies when NITO has at least 3 members among the permanent employees in the company. In addition, a company group must be established, see section 4.

In companies that join NHO/Finance Norway during a collective agreement period and that have a contractual relationship with NITO, the existing collective agreement runs until the date of expiry. The main agreement between NHO/Finance Norway/NITO will then be applied from the same date. The parties may agree that the NHO/Finance Norway/NITO Basic Agreement will be made applicable from an earlier date.

Requirements for the establishment of agreements for companies that are not bound by a collective agreement with NITO shall apply from the time the claim is received. Confirmation of implementation of the collective agreement on behalf of NHO/Finance Norway or NITO, must be given to the other party as soon as possible, and within 1 month from receipt of the claim.

If a company bound by a collective agreement withdraws from Finance Norway/NHO during the collective agreement period, Finance Norway must notify NITO of its withdrawal and the timing of its withdrawal as soon as possible. A company that withdraws from Finance Norway/NHO during the collective agreement period is bound by the collective agreements that were in force at the time of the withdrawal (cf. see Section 7 of the Labour Disputes Act).

§ 4 Company groups and union representative work

a) Formation of corporate groups

The parties agree that NITO may be represented by a group of companies in companies where there are at least 3 members of NITO. 

The company group elects 1 to 3 union representatives unless otherwise agreed.

The company must be notified in writing as soon as possible and no later than 8 days after the election of who has been elected and who is the manager. The company group's union representatives are approved as representatives of the organized members.

b) Work as a union representative

The parties assume that the work of union representatives is of great importance and agree that the conditions shall be arranged in the best possible way for union representatives to be able to function in their positions and acquire the necessary knowledge.

The employee representatives must be given the necessary time to perform their duties as union representatives in the company within ordinary working hours. It is assumed that normal salary is paid during this time.

Union representatives must be elected from among the members of NITO with experience and insight into the company's conditions. As far as possible, they shall be elected from among members who have worked in the company for the past two years.

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

If the representatives are unable to take a position immediately, but wish to carry out further investigations, an answer shall be given without undue delay. When the employee representatives have something to say, they must contact the employer or its representative at the workplace directly .

The employee representatives, like the employer and the person who  acts on behalf of the company, have a duty to do their best to maintain good cooperation.

Union representatives in the company and members with positions of trust in NITO shall not be denied leave of absence without compelling reason when they are summoned to meetings and negotiations by their organisation, or shall participate in professional courses or other professional information activities, including professional delegations.

Members of NITO who are trained for positions of trust within NITO, as mentioned above, shall also be granted leave of absence to a reasonable extent when they are to participate in professional courses or other professional information activities.

The key union representatives in NITO are important for the cooperation and agreement system between Finance Norway/NHO and NITO to work. A lack of facilitation and recruitment to these positions can lead to less appropriate forms of cooperation.

c) Member meetings

Member meetings for the election of union representatives and voting on tariff proposals may be held during working hours without deduction from salary, provided that this does not result in significant operational disadvantages.

When the union 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 must be dealt with, member meetings may be held during working hours without deduction from salary. 

§ 5 General terms and conditions of employment

In a company where NITO has a company group, questions regarding general terms and conditions of employment that are not regulated in the employment contract must be resolved between the company and the employee representatives.

In addition, agreements may be established locally between the company and the company group on issues of a general nature for the members of NITO who are covered by this agreement.

The individual member of NITO can himself, possibly with the assistance of a union representative, raise the issue of changing the agreed working arrangement with the company.

If an employee is exempted from Chapter 10 of the Working Environment Act with reference to Section 10-12, Item 1 or Item 2, a written explanation must be provided at the request of the individual member. When hiring new graduates, the reason should be given unsolicited.

The employee representatives can request the company to provide an account of how Section 10-12 of the Working Environment Act is practiced in relation to NITO's members. 

If no report is given or the employee representatives believe there is a discrepancy between the report and practice in the company, NITO can take this up with NHO/Finance Norway. Union representatives must inform the employer at the latest at the same time as this is discussed with NITO.

The content of the report and the local practice are not subject to dispute proceedings.

§ 6 Cooperation and business development

The parties recommend close cooperation locally on internal company matters, the situation for members of NITO and their participation in the company's further development. The parties locally discuss in more detail how the internal cooperation should be organised.

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. Key topics in this regard are:

• Technological development
• Competence development
• Organizational development

In order to identify problems and find appropriate working methods and methods for development work, meetings should be held 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 committees, project or working groups to have the problems analysed and to 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 for restructuring 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.

§ 7 Information, cooperation and co-determination

NITO and Finance Norway/NHO agree on the necessity of a good and trusting relationship between employees, their elected representatives and management, both in individual companies and groups.

1. The company must inform and discuss questions about the current and expected development of the company's activities and financial situation with NITO's employee representatives.
   
   
2. At the earliest possible time, the company must discuss with NITO's employee representatives:
   a) Future prospects and plans for restructuring that may have an impact on NITO's members and their working conditions.
   b) Employment, including plans for expansions, cutbacks and any layoffs, which may have an impact on NITO's members.
   c) Changes in the company's ownership, ownership structure or company form. 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.
   
   
3. Before the company makes decisions on matters that have an impact on employment and working conditions, the employee representatives must 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.
   
   
4. The company's accounts must be submitted to the employee representatives upon request. The annual accounts must be presented to the employee representatives as soon as they are available.
   
   
5. 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.
   
   
6. When changes to pension and insurance schemes are discussed, the financial consequences for the employees shall be the subject of the discussions.
   
   
7. In discussions between the company and employee representatives, union representatives may, if necessary, be assisted by other members of the company. In that case, this must be notified to the company in advance and be able to be adjusted
   with operational conditions.

§ 8 Group provisions

The parties agree that there is a need to discuss matters mentioned in section 7 (1-3) of the Administrative Procedure Act on a group basis. It is assumed that the local parties find appropriate forms of cooperation.

Cooperation at group level can take place by:

a) that it continues to build on established forms of cooperation where the parties agree that the cooperation functions satisfactorily, or

b) that the group management and NITO's employee representatives hold one or more joint meetings per year where the main task is to discuss matters of significant importance to the parties. The meeting may include other groups with similar interests, or

c) that other forms of cooperation are established, such as a group employee representative scheme. The group employee representative shall safeguard the interests of the employees vis-à-vis the group management in matters that are dealt with at group level and that may be of importance to the employees of the group as a whole. The work of the group employee representative shall not interfere with or replace the rights and obligations of the parties at company 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 is done with other employee groups in the company.

If, pursuant to another main agreement within the NHO 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. 

§ 9 Consideration of general salary issues

a. Genuine discussions must be held between the company and the company group's employee representatives about the average salary adjustment before the company determines the annual adjustment.

b. The union representatives shall be given an overview of the members' individual salaries before the discussions begin. At the request of the union representatives after the discussions, they will be sent an overview of the supplements that have been given to NITO's members.

c. The discussions shall be conducted on the basis of the company's profitability, earnings and socio-economic considerations.

During the discussions, both parties must be prepared to present their views and to have these views heard by the other party.    as well as other factors such as competitiveness.

d. Minutes of the meetings must be drawn up. In the event of disagreement, both parties should express a summary of their views in the minutes.

e. A representative of the union representatives is informed of the average result for the group before the result of the salary assessments is communicated to the individual.

f. If NITO's group of companies has objections to the process that has been carried out , NITO may Norway demand that a local meeting be held in the company in which the central parties participate.

§ 10 Salary assessment/salary adjustment

Each company should have a wage policy adapted to internal company conditions.

The company must have a fixed date for the NITO members' annual salary adjustment. In the event of a change of date, the change must be discussed with NITO's employee representatives.

The company shall determine the individual member's salary after an objective assessment of competence, skill, work effort, experience and the position's area of responsibility and work, as well as the individual's development since the previous assessment. Work as a union representative can provide qualifications that are included in this assessment.

Individual salary determination requires dialogue, such as a salary discussion, between manager and employee. The individual member can ask the company for a reason for the salary determination.

In the company's assessment, it must be taken into account that younger members of NITO normally have a rapid growth in competence.

In enterprises where the employer introduces bonus schemes (either in the form of profit sharing, or for results achieved at the individual or group level), the criteria for the scheme must be made known to the employees concerned.

In enterprises where a performance-based salary system is introduced, the local parties must discuss how the salary system is organised in relation to the time spent on employee representative work.

To the extent that the company deems it necessary in each year to correct the imbalances that have arisen, it shall be able to make an additional adjustment at a time other than that determined above.

§ 11 Special agreements

The parties agree that this agreement is a framework agreement. It is the intention of the parties that the agreement is supplemented by the use of special agreements.

Claims for the conclusion or revision of special agreements must be dealt with in a negotiation meeting between the parties at the company. Minutes of the meetings are drawn up in which the parties express their views.

Termination of special agreements:

1. The local parties must negotiate special agreements before dismissal takes place. Termination may nevertheless take place if negotiations have been demanded and not reached within 14 days.
2. Special agreements with a specific term may be terminated in writing with at least 3 months' notice before the expiry date, unless otherwise agreed.
3. Special agreements that have been decided or assumed to apply until further notice, may be terminated at any time with 3 months' notice, unless otherwise agreed.

§ 12 Competence development

The parties recognise the great importance of increased training and education for the individual, the company and society. They would therefore like to emphasise the value of the company's employees increasing their knowledge and strengthening their skills, and that the companies therefore place great emphasis on systematic training of members of NITO.

The central parties would like to emphasise the importance of a comprehensive personnel policy that, among other things, facilitates the maintenance and development of senior employees' resources and expertise. It is a goal that as many people as possible should be able to participate actively and be a sought-after workforce throughout their careers.

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

Also in connection with other education that is of importance for the employee's further development, the company should be accommodating if it should be appropriate to apply for full or partial leave, if this can be done without any significant disadvantage to the company.

Education also means qualification positions such as post docs and research fellows.

Measures and instruments:

Each company must present its goals for future development as a basis for mapping the need for expertise. It is the company's responsibility, in collaboration with the employees, to carry out the mapping and initiate any measures in relation to the individual. The survey is updated once a year. Where there is a gap between the company's current skills and future needs, this is assumed to be covered by relevant
training measures or other instruments.

Costs for continuing and further education in accordance with the company's needs are the company's responsibility. The company and the employees are all responsible for ensuring that any skills gap is satisfactorily covered.

The employee representatives and the company discuss in more detail how the company's competence development can best be safeguarded in accordance with the above.

§ 13 Local/organisational meetings

When local or organisational meetings are to be held in connection with this Basic Agreement, either Party may require the meeting to take place within 14 days.

§ 14. Matters not regulated in the main agreement

During the agreement period, NHO and NITO may raise issues concerning the conclusion of agreements in areas other than those regulated by this Basic Agreement.

§ 15. Duration, collective redundancies

a) The main agreement enters into force on 1 July 2026 and is valid until 30 June 2028 and further 1 year at a time, unless one of the parties terminates it in writing with at least 2 – two – months' notice.

b) In the case of collective redundancies, the parties undertake to give notice with at least 14 days' notice. The form and content of the notification must be in accordance with Section 16 of the Labour Disputes Act.

c) 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.

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.

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

Protocol inputs:

1. Competence development

The parties have agreed to continue discussions on issues related to competence development.

2. Covered by the Agreement

NITO will send Finance Norway/NHO an overview of how many people the agreement applies to in each company by the end of the first quarter.

3. Deduction of trade union dues

In companies with more than 25 employees, the company must ensure that association fees are deducted for NITO's members in the company if the employee representatives so request. If the company uses bank payroll, this also applies to companies with less than 25 employees. Even if such companies do not use payment via a bank, it is possible to enter into an agreement at the individual company that the association fee is to be deducted from the company.

The employee representatives for members of NITO must submit to the company a statement of the organised employees to whom the deduction scheme is to apply. The union representatives and NITO are responsible for ensuring that the information is correct at all times. Deductions can be made either by the company's bank or directly by the company.

4. Remote work

The parties acknowledge that technological developments, particularly in the fields of information, 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 should discuss how this can be facilitated in a good way. An agreement on remote work is entered into with the individual and is established in writing.

5. Diversity – equality – equality

At the negotiation in 2000, the parties agreed on objectives, etc., in connection with diversity, equality and equality, which are included as Appendix 2 to the Basic Agreement.

6. Liaison Committee

The parties have agreed to establish a joint cooperation committee that will take action as soon as possible. It consists of 4 members from each side, appointed by the organizations' negotiators. The Committee's area of work is related to cooperation and competence development and other relevant topics of interest to the members of the two organisations.

7. Care leave

The company covers ordinary salary during the leave period for employees who are granted care leave in accordance with Section 12-3 of the Working Environment Act.

8. DNB

The parties agree that DNB and NITO's employee representatives shall enter into an agreement similar to the already current group agreement in DNB with underlying agreements. The salary provisions in the Group Agreement shall not be covered by the Agreement, in which case Sections 9 and 10 of the Agreement are used. The parties further agree that the parties may locally agree on other divergent provisions. Section 13-4 of the Group Agreement replaces Section 11 of the Agreement. Until the local parties agree on a new agreement, the rules in the terminated/expired group agreement apply. The parties also agree to discuss similar solutions where other companies have similar needs.

The parties' joint comments on the NITO – NHO Basic Agreement

Re § 2

The threshold for what «senior management» encompasses may depend on the business organisation and, in some cases, on the size of the company.

It is not the title/job title that determines whether a position falls under the agreement or not.

Members of NITO who are the company's representatives in negotiation meetings with the company group are excluded.

"Participates" means that the person in question has a decisive influence on the determination of general pay and working conditions.

If delimitation problems should arise, these must be resolved through local discussions. The parties agree that emphasis should be placed on the position holder's opinion.

Re section 4 b) 7th paragraph

If the other conditions are met, there must be very weighty business or production reasons for refusing a union representative to participate in such meetings and courses as mentioned.

Re § 9

Minutes of the meetings must be drawn up. The purpose of this is to give both parties in a protocol the opportunity to express a summary of their views in writing.

On the basis of section 10, second paragraph, the time limits for dispute resolution may be waived.

The local parties are recommended to jointly evaluate the conduct of the annual wage negotiations.

Re § 10

When introducing a performance-based salary system, the parties believe it is important to ensure that union representatives do not come out worse in terms of pay than they would otherwise have done.

The parties agree that the explanation pursuant to section 10 fourth paragraph may be given orally.

Appendix 1. Agreement on a new AFP scheme

I. Introduction

In connection with the 1988 wage settlement, the contractual early retirement pension (AFP) scheme was established. The purpose was to give employees in companies bound by a collective agreement the opportunity, subject to further rules, to retire with early retirement before reaching retirement age under the National Insurance Scheme.

The Storting's decision on a new retirement pension in the National Insurance Scheme from 2010 (postponed to 2011) assumed that other parts of the pension system would be adapted to the new reform.

Against this background, the Norwegian Confederation of Trade Unions (LO) and the Confederation of Norwegian Enterprise (NHO) agreed in the 2008 collective agreement that the old AFP scheme should be replaced by a new AFP scheme adapted to the regulations of the new retirement pension in the National Insurance Scheme.

The parties have taken as their basis the Government's position that AFP early retirement pension should be continued in the form of a neutral lifelong supplement to the retirement pension in the National Insurance Scheme. The optional withdrawal date is generally from the age of 62, and the monthly pension payments are reduced in the event of early withdrawal and increase in the event of later withdrawal. The new AFP scheme can be combined with employment income without reducing the AFP pension. With such a design, AFP, together with the new retirement pension in the National Insurance Scheme, will contribute to achieving the key objectives of the pension reform.

The state provides ongoing subsidies related to the AFP scheme to employees/pensioners corresponding to half of the benefit from the employers, excluding expenses for the compensation supplement, which is fully financed by the state.

II. Articles of Association

This agreement does not regulate in detail all conditions, rights and obligations related to AFP. This is determined through the scheme's articles of association, which are laid down by the Board of the Joint Scheme for Contractual Pensions (AFP) and approved by the Ministry of Labour pursuant to the AFP Supplementary Pension Act of 2010.

Detailed rules for both the original AFP early retirement pension and the new AFP early retirement pension are laid down in these statutes. Relevant companies must at all times keep up to date with regard to the obligations incumbent on the company. The articles of association also contain certain special rules that may mean that the individual employee is not entitled to AFP.

The articles of association in force at any given time can be found on www.afp.no

III. Original AFP scheme

The original AFP early retirement pension is granted to employees who have submitted an application for such a pension before 31 December 2010 and who meet the conditions at the time of effect. The latest effective date for the original AFP early retirement pension is 1 December 2010. The original AFP early retirement pension runs up to and including the month in which the pension recipient turns 67.

A person who has started to take out the original AFP early retirement pension (in whole or in part) cannot later claim to take out a new AFP early retirement pension.

IV. New AFP scheme

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

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

V. Conditions for obtaining a new AFP early retirement pension (Main points, see also the articles of association)

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

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

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

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

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

VI. The pension level in the new AFP scheme

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

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

AFP early retirement pension is designed neutrally so that it increases at a later date. AFP is not increased further when drawing after 70 years. The same life expectancy adjustment as for retirement pension from the National Insurance Scheme is used when calculating AFP.

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

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

VII. The new AFP scheme is financed in the following way:

The costs of AFP early retirement pension are financed by the enterprises, or parts of the enterprises, that are or have been members of the Joint Scheme, and the state makes a contribution related to the individual pensioner.

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

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

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

In the period 2011 to 2015, there will be people who receive original AFP, and during this period, companies that were part of the original AFP scheme will have to pay premiums to this, as well as a user fee for their own employees who have taken out original AFP. Premiums and user fees are determined by the Board of the Joint Scheme.

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

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

VIII.

In addition to collective bargaining companies in NHO, the agreement must also be made applicable to companies outside NHO that have a collective agreement with unions affiliated to LO or YS.

Appendix 2. Diversity – Equality – 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. Efforts must be made to bring out the entirety of the issues.

Leadership anchoring

The work on diversity, equality and equality 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 leadership teams leads to better decisions and better outcomes.

Working life – 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, NHO 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 a sought-after workforce right up to normal retirement age.

Active action – Project-oriented measures

NHO 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 and equality are key values.

Appendix 3. The Enlightenment and Development Fund

I Purpose

1. The purpose of the fund is to implement or support measures to promote training of NITO's employee representatives.

2. The measures shall aim, inter alia, to:
a) Training with particular emphasis on organisational work, agreements, planning, case management, cooperation issues, organisational development, gender equality, information technology, economics and safety work.
b) Preparation, facilitation and development of training measures.
c) Promotion of healthy and correct rationalization with a view to increased efficiency.

II Financing

1. The expenses for the training are distributed with 50% among the companies that are affiliated with Finance Norway, however, so that the subsidy from the companies is limited upwards to NOK 277 per year for each member of NITO. The size of the subsidy is adjusted annually with the Consumer Price Index (CPI).

2. It is a prerequisite for the companies' subsidy scheme that the remaining part of the expenses (50%) is provided by NITO.

3. The funds received are included in a fund that is entirely disposed of by NITO in accordance with the purpose set out in I(1). Expenses for employee representatives or representatives of the union representatives who participate in courses, conferences, etc. arranged jointly by NITO and Finance Norway are covered by the Fund's assets.

4. The companies' grants are collected by Finance Norway based on the number of members of NITO in Finance Norway's member companies as of 1 January each year. The grant amount is transferred once every six months, the first time before 1 July to a special account managed by NITO.

5. NITO is responsible for ensuring that the union's share of the fund is filled.

III Accounting

1. At the end of each financial year, NITO prepares annual accounts that are to be audited by a state-authorised or registered auditor.

2. The accounts are sent to Finance Norway together with an itemised statement of the measures implemented during the year, including a statement of the number of participants and the duration of the individual courses/conferences.

IV Resolution

1. If the funds are not used according to their prerequisites, the grant scheme shall be suspended after the matter has been discussed between the parties.

2. If the grant scheme is terminated, any unallocated funds must be divided equally between NITO and Finance Norway.

Appendix 4. The hardship scheme between the Norwegian Confederation of Trade Unions in Norway and the Confederation of Professional Organisations

§ 1. Background and purpose

In the 2018 collective agreement, the Confederation of Norwegian Enterprise (NHO), the Norwegian Confederation of Trade Unions (LO) and the Confederation of Vocational Unions (YS) agreed that the Severance Pay Agreement between the Confederation of Norwegian Enterprise (NHO) and the Confederation of Trade Unions (LO) should be terminated and that the available capital in the Severance Pay Scheme should be transferred to a new Severance Pay Scheme established by the Norwegian Confederation of Trade Unions (LO) and the Confederation of Labour (YS).

The purpose of the Struggling Scheme is to provide an extra benefit to those who retire with AFP at the age of 62, 63 or 64 without employment income on the side.

This protocol (the Struggle Appendix) replaces the minutes from the 2018 settlement.

§ 2. Establishment

The hardship scheme is established between the LO and YS as a separate legal entity. The hardship scheme is only liable for one's own obligations. Through the establishment of the Struggle Scheme, the LO and YS will fulfil their tariff obligation pursuant to section 3.

The Norwegian Confederation of Trade Unions (LO) and the Confederation of Labour (YS) agree, within the framework of this appendix, on the specific rights and obligations of the individual employee in relation to the Hardship Scheme.

The current regulations for hardship supplement are available on the Struggling Scheme's website, see www.sliterordningen.no.

The hardship scheme will be established with effect from 01.01.2019. The hardship scheme can leave the administration in whole or in part to the Joint Scheme for Contractual Pensions.

From the same date, the Severance Pay Scheme will be closed for the granting of new payments and the obligation to pay premiums will cease. The severance pay scheme will remain in place until obligations incurred up to 31.12.2018 have been paid.

The hardship scheme is intended to inform NHO of the changes made to the regulations related to the scheme.

§ 3. Collective agreements with Sliterbilag

The Norwegian Confederation of Trade Unions (LO) and the Confederation of Labour (YS) must include the Sliter Supplement in all collective agreements with AFP entered into with the Confederation of Norwegian Enterprise (NHO). For all collective agreements with AFP they have with Virke, the Labour Movement's Employers' Association (AAF), the Employers' Organisation for Co-operatives (SAMFO), the National Association of Labour Cooperatives (ASVL), the Glass and Façade Association (GF), the Norwegian Association of Machine Contractors (MEF), the Norwegian Truck Owners' Association (NLF), the Norwegian Shipowners' Association (NR) and the KA Employers' Organisation for Church Activities, the Norwegian Confederation of Trade Unions (LO) and the Confederation of Norwegian Employers for Church Activities (LO) and the Confederation of Norwegian Employers (YS) must offer the Slite Supplement unchanged.

With the consent of the Struggling Scheme, the Hardship Voucher may be included unchanged in collective agreements entered into between collective agreements between collective agreements other than in the first paragraph, when the agreement is listed on the AFP list. If the collective agreement had AFP vouchers as of 31.12.2018, consent must be given.

In the private sector, the LO and YS unions will include the Sliterbilaget unchanged in all direct agreements with AFP. This does not apply if another similar hardship scheme has already been applied in the company. A company that has been affiliated to another hardship scheme by direct agreement cannot subsequently join the Hardship Scheme.

The exceptions for AFP coverage and coverage apply correspondingly to the Struggling Scheme.

§ 4. Individual requirements

Hardship supplement is paid to an employee born in 1957 or later, and is conditional on the employee

- have been granted AFP early retirement pension from the Joint Scheme for Contractual Pensions,
- at the time of the AFP withdrawal, was employed by a company affiliated to the Struggling Scheme, and
- have had an average income in the last three calendar years prior to receipt of the benefit that does not exceed 7.1 G.

After the withdrawal of the hardship supplement, a gross annual income of up to NOK 15,000 is allowed. Higher income means that the Hardship Supplement lapses in its entirety, and that a new Hardship Supplement cannot be granted.

The hardship scheme can adopt rules on what is meant by average income and what is meant by gross annual income, as well as regulate the income limit of NOK 15,000.

For the rules in force at any given time for entitlement to the Struggle Supplement, see the Struggle Scheme's website www.sliterordningen.no.

§ 5. Performance

Full benefit corresponds to 0.25 G (basic amount in the National Insurance Scheme) per year for persons born in 1963 or later. The performance is graded as follows:

- When withdrawn at the age of 62, you get full benefit.
- When withdrawn at the age of 63, you get 2/3 of the full benefit.
- When withdrawn at the age of 64, you get 1/3 of the full benefit.

In the event of retirement after the age of 65, no benefit is given.

Persons born in 1957 receive 1/7 of the benefits mentioned in the first paragraph, and those born later receive an additional 1/7 of the benefits for each cohort up to the 1963 cohort.

The benefit ceases upon death or at the age of 80.

The benefits are regulated in the same way as ongoing payments from the National Insurance Scheme and AFP.

§ 6. Financing

The Hardship Scheme is financed by capital transferred to the scheme from the Severance Pay Scheme, premiums from the companies and returns on the funds.

The companies must pay premiums from 01.01.2019 to 31.12.2023. The premium rates shall be the same as the rates that applied to the Severance Pay Scheme as of 31.12.2018. As of 01.01.2019, premiums no longer accrue to the Severance Pay Scheme.

The premium is calculated on the basis of the number of employees in the company who are covered by the Hardship Scheme. The premium rates per month are:

Working hours per week	Premium rates per month (13–67 years)
0-19 hours	Kr 12
20-29 hours	Kr 16
More than 30 hours	Kr 20

The hardship scheme stipulates more detailed rules on the calculation and collection of premiums. The parties agree that the quarterly premium is sought to be reversed so that it is calculated on the basis of the number of employees at the end of each month in the previous quarter.

The companies or the Confederation of Norwegian Enterprise (NHO) are not responsible for the obligations of the Struggling Scheme.

§ 7. Change and decommissioning

If the AFP scheme is changed and it has an impact on the right to take out the hardship supplement, the Hardship Scheme will consider necessary changes, including the requirement for long-term membership of the Norwegian National Insurance Scheme.

The Norwegian Confederation of Trade Unions (LO) and the Confederation of Labour (YS) will continuously evaluate the Struggling Scheme and assess the scheme's financial viability. If it should prove necessary to safeguard the solvency of the Struggle Scheme, the LO and YS may, by agreement between themselves, make necessary changes that deviate from the provisions of the appendix on the right to benefit and the amount of the benefit.

From the time when the economy indicates that the scheme should not be subject to further obligations, the LO and YS can decide that new hardship supplements are no longer to be granted.

The hardship scheme will be discontinued after the last payment of the hardship supplement.

Funds that remain after all obligations have been covered shall be returned to the parties to the Severance Pay Scheme (NHO and LO) and used for a related purpose determined jointly by these parties. It is assumed that the Confederation of Norwegian Enterprise (NHO) and the Norwegian Confederation of Trade Unions (LO), in consultation with the Confederation of Labour (YS), will find solutions for the use of the funds that take into account the fact that other collective bargaining areas have also contributed to the finances of the Severance Pay Scheme and the Hardship Scheme.

If the agreement between LO and YS pursuant to section 2, second paragraph, is terminated, the preceding paragraph shall apply correspondingly.

 

Oslo, May 2026

For NHO: Jørgen Wille (digitally signed)
For NITO: Øyvind Kyrkjebø (digitally signed)