Discussion meeting in the event of dismissal: Five important tips for employees
The discussion meeting is an important right for employees when the employer is considering dismissal. Good preparation can be crucial to the outcome. Here you will receive expert advice from NITO on how you can secure your rights under Section 15-1 of the Working Environment Act and strengthen your position in the meeting with your employer.
Have you been called to a discussion meeting?
What is a discussion meeting?
If an employer is to dismiss one or more employees, the procedural rules must be followed. One of these rules is the discussion meeting, also called a 15-1 meeting, pursuant to Section 15-1 (lovdata.no) of the Working Environment Act .
- Section 15-1 of the Working Environment Act states that the employer must discuss a possible dismissal with the employee in question before a final decision is made.
- A discussion meeting is a meeting between the employer and the employee where downsizing, dismissal or dismissal is discussed. It is not required by law, but it is common for you as an employee to receive a written summons explaining what the meeting is about.
- You have the right to have a union representative with you at a discussion meeting.
Section 15-1 of the Working Environment Act stipulates that the following shall be discussed at the meeting:
- The basis for why the employer is considering dismissal
- Possible selection between several employees (in case of downsizing and reorganization). This means which criteria the employer should use as a basis for selecting employees and how the individual is assessed and compared with others.
Please note that other relevant matters may also be addressed in such a discussion meeting. This could be, for example, alternative solutions to dismissal, such as a severance package or a change of position. In many cases, such alternatives will also be returned to after the discussion meeting has been held.
The purpose of a discussion meeting is to ensure that any decision on dismissal, dismissal or suspension is based on a well-considered, complete and correct factual basis. Here, factors such as seniority and competence can come into play.
In a discussion meeting, it is important that both the employer and you as an employee have the opportunity to clarify misunderstandings and errors that may have arisen.
Make thorough preparations for the discussion meeting
If there is a downsizing in the company and you receive a summons to a discussion meeting, you should start preparations as early as possible.
Thorough preparations for a discussion meeting can have an impact on whether you receive a dismissal, keep your job or negotiate a severance package.
You can demand to be sent relevant documentation before the meeting, so that you can prepare as well as possible.
The NITO lawyer's 5 tips for those who are going to a discussion meeting in connection with downsizing
-
Skaff relevant informasjon
Be om å få oversendt all relevant informasjon i forkant av drøftelsesmøtet, slik at du har muligheten til å forberede deg.
Dette kan for eksempel være:
- Protokoll fra drøftelser med de tillitsvalgte
- Hvilke kriterier arbeidsgiver har besluttet å bruke ved utvelgelsen
- Hvordan du er vurdert opp mot de fastsatte utvelgelseskriteriene
- Hvem du er sammenliknet med og hvordan disse er vurdert opp mot deg
-
Ta med deg tillitsvalgt
Vi anbefaler at du tar med en tillitsvalgt i dette møtet. Han kan både være en støtte for deg, og et ekstra sett ører i møtet.
Det lønner seg at dere tar et møte først og går gjennom det som er viktig for deg å få fram i saken. Dette kan for eksempel være påstander du er uenig i eller mener arbeidsgiver har vurdert feil.
Se hvem som er din tillitsvalgt (logg inn)
-
Lytt før du snakker
Lytt til arbeidsgivers forklaring av bakgrunnen for oppsigelsen og eventuelt hvorfor du er valgt ut, før du fremmer dine synspunkter.
På denne måten sikrer du i større grad at du får fram det som er relevant for arbeidsgiver.
-
Vis din kompetanse
Pass på at arbeidsgiver vet hvilken kompetanse du har:
- Pek på arbeidsområder eller stillinger du har kompetanse til å utføre
- Vær villig til å flytte på deg både organisatorisk og geografisk
- Fortell om sosiale forhold som vil gjøre at du rammes hardere av en oppsigelse enn andre
-
Ikke signer noe i møtet
Dersom du får tilbud om en sluttpakke eller blir forelagt et referat, be om å få det skriftlig. Da kan du gå gjennom det i ro og fred i etterkant før du signerer. Ta gjerne kontakt med NITO-advokatene for råd før du signerer.
Are you obliged to attend a discussion meeting?
As an employee, you are not obliged to attend or to carry out the meeting, but you should definitely participate.
If you do not show up, the employer can make a decision to dismiss without hearing your input and views.
What happens after a discussion meeting?
After the discussion meeting is over, and the parties have aired their different views, the employer must consider whether the employee should be dismissed, or whether other measures should be taken.
NITO is here when it matters
Many people do not know where to start when uncertainty arises in working life. As a trade union, we are here to give you security, support and concrete advice – when you need it most.
