Part A of the collective agreement between SAN and Spektrum 2024-2026

I – Scope of the agreement

II – Implementation of the local negotiations

1. Generally
2. The local negotiations 
3. Gender equality

III – Pay and working conditions

1. Salary in the event of illness, pregnancy, etc.
2. Group life insurance
3. Probationary period and termination

IV – Relationship to other collective agreements

V – Provisions that shall apply regardless of the content of the undertakings' B parts

1.  Contractual early retirement pension (AFP) and the Struggling Scheme in Spektrum
2. Contractual holiday 
3. Remote work/home office 
4. Life-phase policy 
5. Competence development
6. Adjustment provision for the second contract year 
7. Entry into force and duration of the agreements

Appendix 2: Collective agreements SANs - the areas

To          the extent of the Agreement

The parties locally are responsible for defining who the agreement is to apply to. The collective agreement should not cover the management or employees who are tasked with being the employer's representative in negotiations.

II         Implementation of the local negotiations

1. Generally
2. The local negotiations 
3. Gender equality

1.        General 

Provided that the federation/association affiliated to the SAN satisfies the conditions in section 5 of the main agreement, negotiations may be conducted on the establishment/revision of part B of the agreement.

For the negotiations in area 10 health trusts, reference is made to the "Agreement on negotiation system in the collective agreement area of health trusts", dated 11 November 2021.

2.         The local negotiations 

Wage negotiations and wage formation must take place locally.

Real negotiations must be carried out with the individual parties entitled to negotiate
organisations at the various enterprises, in line with agreed criteria for local
wage formation. Sufficient time shall be set aside during the wage negotiations for the parties to consider the submitted claims.

The employer must ensure that the employee representatives, as early as possible and no later than 14 days before the start of negotiations locally, have access to relevant information/salary data that supports negotiations based on the agreed criteria; including salary data broken down by gender, so that union representatives are given the opportunity to review the salary base for their members. An overview must be provided of wages for the various groups, divided into women and men. For the enterprises in the Spektrum area that are covered by the Freedom of Information Act, reference is also made to this. The information must be made available in a form that allows for processing to the greatest extent possible. 

Local negotiations shall be conducted on the basis of the income policy basis for the negotiations. In addition, the following criteria shall be used:

• The company's finances.
• Productivity.
• Future prospects.
• Competitiveness, including wage market adjustment. 

The parties centrally have not established criteria for the local negotiations in agreement areas 10 and 13. Well in advance of the start of Part B negotiations, the parties shall discuss locally criteria for local wage formation adapted to the enterprises in collective agreement areas 10 and 13. In this context, it is important to take into account:

• Health policy guidelines, including the prioritisation regulations
• Achieve cost-effectiveness, professional goals and quality in the health trusts
• Ensure targeted and efficient use of human and other resources
• Recruit, retain and develop competent and motivated employees

In the individual enterprise, individual salary assessments must be made annually on the basis of salary discussions with the individual and based on, among other things:

• Applied competence
• Job execution
• Work and responsibilities

The employer must take the initiative for an annual salary review with the individual employee.

Pay interviews must also be carried out with employees who are exempt from the collective agreement. 

The parties agree to take into account the importance of both cutting-edge expertise and interdisciplinary teamwork.

Practical implementation and criteria for the assessments will be discussed between the local parties.

In connection with the local wage negotiations, the enterprise must also carry out a salary assessment of employees who are absent due to parental leave.

The collective agreement does not prevent local pay increases from being granted during the collective agreement period.

After real negotiations with and for SAN's unions/associations and SAN groups in the individual enterprises, the salary adjustments will be given from 1 April 2024, unless the parties locally agree otherwise.

3.        Gender equality

The central parties agree that there should be no differentiation of pay due to gender. The local parties shall conduct negotiations in accordance with this principle.

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III         Salary and working conditions

1. Salary in the event of illness, pregnancy, etc.
2. Group life insurance
3. Probationary period and termination
4. Employees exempt from Chapter 10 of the Working Environment Act

1.         Salary in the event of illness, pregnancy, etc.   

The following shall be used as the minimum standard that shall apply in the collective agreements:

a) Salary in the event of illness, etc

When an employee who has taken up a position in the enterprise is absent from work with the right to sickness benefit, pregnancy benefit and parental benefit under the provisions of the National Insurance Act, the person in question must be guaranteed an allowance equivalent to full salary in his or her full-time or part-time position, regardless of the provisions on income limitation (the G limitation).  chronically ill or disabled children, and this leads to a markedly higher risk of absence from work, cf. Section 9-6, second paragraph, of the National Insurance Act. 

Remark: This provision does not entail a change in practice regarding the accrual of holiday pay during absence as mentioned, nor  does it entail a change in practice or agreements regarding the accrual of seniority or rights during the absence. 

When the employee in connection with birth and adoption has extended leave and reduced benefits in accordance with the National Insurance Act, the remuneration is reduced accordingly.

b) Salary in connection with care leave

Employees who take care leave pursuant to the provisions of the Working Environment Act

Section 12-3 no. (1) shall ensure 2 weeks (10 days) off with pay, which  is normally taken during the first two weeks after returning home.

c) Pay for time off for breastfeeding

An employee who works a full day and who takes time off in accordance with Section 12-8 of the Working Environment Act (breastfeeding) shall, during the child's first year of life, be guaranteed leave of absence with pay for up to 2 hours per day.

d) Salary for refresher practice

An employee with more than 6 months of continuous service in the enterprise shall be guaranteed a salary during a refresher training exercise. When the refresher exercise lasts more than a week (7 days), a deduction must be made from the civilian salary for salary and other remuneration from the public sector.

e) Welfare leave

The practice of welfare leave is determined in the individual enterprise.

2.         Group Life Insurance 

Employees must be guaranteed membership in a collective group life insurance.

3.         Probationary period and termination

A probationary period of 6 months can be agreed upon upon employment. During the probationary period, a 1-month mutual notice period normally applies.

For permanent employees, the mutual notice period shall normally be at least 3 months.

4. Employees exempt from Chapter 10 of the Working Environment Act

If an employee is exempted from Chapter 10 of the Working Environment Act with reference to Section 10-12, first or second paragraph, a written explanation shall be provided at the request of the individual member.

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       IV Relationship to other collective agreements

In Part B of the agreement, the local parties may make collective agreements from other sectors applicable to special groups of employees in accordance with Section 4 of the Basic Agreement.  In such cases, the provisions agreed by the central parties for employees in the Spekter area do not apply to the group of employees in question. 

 

V         Provisions that shall apply regardless of the content of the undertakings' B parts

1. Contractual early retirement pension (AFP) and the Struggling Scheme in Spektrum
2. Contractual holiday 
3. Remote work/home office 
4. Life-phase policy 
5. Competence development
6. Adjustment provision for the second contract year 
7. Entry into force and duration of the agreements

1.         Contractual early retirement pension (AFP) and the Struggling Scheme in Spektrum

Employees who have reached the age of 62 can retire on a contractual pension. 

The enterprises shall be affiliated to this scheme unless they are or will be affiliated to another scheme that provides equivalent or better terms. 

The hardship scheme in Spekter, which was agreed in the main settlement in 2018, will be continued.

2.         Contractual holiday 

The parties have advanced the fifth week of holiday; cf. Section 15 of the Holiday Act, so that holiday pursuant to the Holiday Act and contractual holiday together amount to 30 working days. Of this, the contractual holiday amounts to 5 working days.

Extra holiday for employees over the age of 60 of 6 working days is maintained; cf. Section 5 no. 1 and 2 of the Holiday Act.

An employee can claim five working days off each calendar year; cf. Section 5 no. 1 of the Holiday Act. If the contractual holiday is shared, the employee can only demand to be given as many days off as he or she normally has to work in a week.

If the authorities decide to introduce the fifth holiday week in the Holiday Act, the contractual holiday must be reduced accordingly.

Holiday pay is calculated in accordance with Section 10 of the Holiday Act. 

The general percentage rate for holiday pay shall be 12 % of the basis for holiday pay, cf. section 10 nos. 2 and 3 of the Holiday Act.

If the authorities decide to extend the number of holiday days in the Holiday Act, it is the parties' assumption that the above figures are used as holiday allowance for the corresponding period.

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

The employee may request to be notified of the determination of the contractual part of the holiday as early as possible and no later than two months before the take-off, unless special reasons prevent this.

An employee may claim to be granted holiday time pursuant to this provision regardless of the accrual of holiday pay. 

If operations are wholly or partially suspended in connection with the taking of holiday, all employees affected by the suspension may be ordered to take holiday of the same length regardless of the accrual of holiday pay.

The employee may demand that the contractual part of the holiday is granted as a whole within the holiday year; cf. Section 7 no. 2 of the Holiday Act, so that 1 week of continuous holiday is achieved. This means that a day of holiday under the Holiday Act is granted together with the contractual holiday, so that the remaining holiday under the Holiday Act, cf.

Section 7 no. 2, and contractual holiday constitutes 2 periods of 6 working days each. The main organisations encourage the parties to arrange the contractual holiday so that the requirement for productivity is met to the greatest extent possible, for example in connection with Ascension Day, Easter, Christmas and New Year's weekend.

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

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

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3.         Remote work/home office 

Remote work/home office must be voluntary and agreed in writing. The parties assume that insurance schemes regarding remote work/home office are clarified.

If necessary, the local parties can have a dialogue about the practice of remote work/home office.

4.         Life-Phase Policy 

The parties agree that each enterprise shall facilitate an adapted work situation in different phases of working life. 

Against the background of the increasing proportion of older employees and against the background of the IA agreement's emphasis on facilitating conditions for older employees to stay in work longer, it is important that the parties locally discuss relevant instruments that will contribute in this regard.

5.         Competence development

The parties acknowledge the great importance of increased education for the individual, the development of the enterprise and society, cf. Section 44 of the Employment Act. The development of competence through continuing and further education must be based on the company's current and future needs. 

In view of the needs for change that the labour market is characterised by today, the parties consider it important that employees increase their knowledge and strengthen their skills, and that the enterprise attaches great importance to systematic training of its employees in order for them to be able to meet the company's future needs.

6.         Adjustment provision for the second contract year 

Before the end of the first year of the agreement, negotiations must begin between Spektrum and SAN on any salary adjustments for the 2nd year of the agreement. The negotiations shall be conducted on the basis of the criteria in clause II 2, and the general financial situation at the time of the negotiations and the prospects for the 2nd year of the agreement. 

The negotiations are conducted on the basis of the rules in Section 7 of the Basic Agreement.

If the central contracting parties do not reach agreement during the negotiations, the SAN may terminate the agreements within 14 days of the conclusion of the negotiations with 14 days' notice.

SAN's decision-making bodies and the board of directors of Spektrum shall have the authority to approve a negotiation result or a mediation proposal.

7.         Entry into force and duration of the agreements

The collective agreements apply from 1 April 2024 to 31 March 2026, and further for 1 – one – year at a time unless one of the main organisations terminates them with 3 – three – months' notice. 

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Appendix 2: Collective agreements SAN

Collective agreements shall be entered into with the following enterprises in accordance with Section 5 of the Basic Agreement, as long as the conditions for this are met:

Agreement area 1:

The Norwegian National Opera & Ballet AS
Viken Filmsenter AS

Agreement area 2:

Norges Bank

Agreement area 3:

Avinor AS
Avinor Air Navigation AS

Agreement area 4:

BaneNOR SF
Electronic Chart Centre AS, ECC
AtB AS
Entur AS
Enova SF
The Finnmark property, Fefo
Gassnova SF
Innovation Norway
KBN AS
NKVTS, Norwegian Centre for Violence and Trauma Studies
Nordic Institute for Dental Materials AS
The Research Council of Norway
Norsk Helsenett SF
Norsk Tipping AS
Norske Tog AS
NUBU - National Development Centre for Children and Young People
Nye Veier AS
Ruter AS
SIVA, The Company for Industrial Growth SF
Statskog SF
The Student Welfare Organisation in Oslo and Akershus, SiO
The Student Welfare Organisation in Western Norway
The Ecolabelling Foundation in Norway
The Student Welfare Organisation in South-Eastern Norway

Agreement area 6:

NRK AS

Agreement area 7:

CargoNet AS
Vygruppen AS

Agreement area 8:

Posten Bring AS

Agreement area 9:

NORSØK, Norwegian Centre for Organic Agriculture
MantenaAS
Baneservice AS
European Market Coupling Operator AS
Nasdaq Oslo ASA
Nord Pool AS
The Norwegian Farmers' Association
Norsk Medisinaldepot AS
OneCo Networks AS
Sporveien AS
Akasia Kirke og Gravplass AS
Veterinary Medical Mission Center AS, VESO
TianAS
BORI Ututvikling AS
Norsk Landbrukssamvirke Servicekontor AS
Bompengselskapet NOR AS

Agreement area 10:

Akershus University Hospital HF
Finnmark Hospital Trust
Helgeland Hospital Trust
Bergen Regional Health Authority
Helse Fonna HF
Helse Førde HF
Helse Møre og Romsdal HF
Nord Trøndelag Regional Health Authority
Helse Stavanger HF
Nordland Hospital Trust
Oslo University Hospital HF
St. Olavs Hospital HF
Sunnaas Hospital HF
Vestfold Hospital Trust
Innlandet Hospital Trust
Telemark Hospital Trust
Østfold Hospital Trust
Sørlandet Hospital HF
University Hospital of North Norway HF
Vestre Viken HF

Agreement area 11:

Central Norway Regional Health Authority
Northern Norway Regional Health Authority ICT
Northern Norway Regional Health Authority
Western Norway Regional Health Authority ICT AS
The health service's operating organisation for Nødnett HF
Pasientreiser HF
Sjukehusapoteka Vest HF
Sykehusapotek Nord HF
Hospital Pharmacies HF
Hospital pharmacies in Central Norway HF
Sykehuspartner HF
Sykehusbygg HF
Sykehusinnkjøp HF
Helseplattformen AS
Hemit HF
Air Ambulance Service HF

Agreement area 12:

4H Norway
Prince (AS Med-Lab)
AND Orthopedics AS
Sophies Minde Ortopedi AS
Trøndelag Orthopedic Workshop AS, TOV
Unilabs Laboratoriemedisin AS
Unicare Norway AS
Tyrili Klatresystemer AS, Tyrilistiftelsen, Tyrili Development and Project Foundation
Lovisenberg Rehabilitation AS
The Foundation Diakonissehuset Lovisenberg

Agreement area 13:

Lovisenberg Diaconal Hospital AS
Martina Hansens Hospital AS