GENERAL AGREEMENT between the Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway 2010-2012
GENERAL AGREEMENT between the Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway covering employees in the member companies of the Employers Association of the Norwegian Finance Sector, valid from 1 May 2010 to 30 April 2012 CONTENTS CHAPTER I CHAPTER II CHAPTER III CHAPTER IV CHAPTER V CHAPTER VI ON THE EMPLOYERS ASSOCIATION OF THE NORWEGIAN FINANCE SECTOR AND THE RELATIONSHIP BETWEEN THIS AGREEMENT AND THE INDIVIDUAL COMPANY- LEVEL COLLECTIVE AGREEMENT 1 Scope 3 2 Relation to the individual company-level collective agreement 3 WORKING HOURS AND HOLIDAYS Joint declaration on working hours 3 3 General rules on working hours 4 4 Night work and work on Sundays and public holidays 5 5 General rules on compensation 5 6 Holidays 6 PAY Joint declaration 7 7 Application of the pay scale 8 8 Pay adjustment provision for the 2 nd agreement year 9 9 Pay seniority 9 10 Taking up a higher-paid position 9 11 Overtime pay 9 SOCIAL BENEFITS Joint declaration 10 12 Sick pay 11 13 Pay in connection with the birth or adoption of a child 11 14 Pay in the event of death 11 15 Pay during military service, etc. 12 16 Contractual early-retirement pension (AFP) 12 TRAINING AND EDUCATION/SKILLS DEVELOPMENT Joint declaration 13 17 Supplementary and further training and education skills mapping 14 18 Planning of studies 14 19 Coverage of expenses for training and education 14 TERM 20 Term 15 2
CHAPTER I ON THE EMPLOYERS ASSOCATION OF THE NORWEGIAN FINANCE SECTOR AND THE RELATIONSHIP BETWEEN THIS AGREEMENT AND THE INDIVIDUAL COMPANY-LEVEL COLLECTIVE AGREEMENT 1 Scope 1. The General Agreement shall apply to employees in the member companies of the Employers Association of the Norwegian Finance Sector, unless otherwise expressly stipulated in the present section or in the individual sections. 2. The following employees shall not be covered by the General Agreement: - Any employees with the title of bank manager or director who have responsibility for staff and any other employees at a corresponding level who are regarded as employer representatives. - Employees who are employed in a temporary position, for seasonal work or for other work of a temporary nature for a period of six months or less. 3. Employees who are covered by the General Agreement, but who, in accordance with Sections 10-12 (1) and (2) of the Norwegian Working Environment Act, are exempt from the Chapter on Working Hours (Chapter 10) of the Act, shall also be exempt from the following rules of the present General Agreement: - Joint declaration on working hours. - Section 3 General rules on working hours. - Section 5 General rules on compensation. - Section 11 Overtime pay. 4. Employees paid above pay grade 76 shall be exempt from Chapter III, Pay, of the General Agreement. 2 Relation to the individual company-level collective agreement The individual collective agreement at company level shall expressly stipulate which positions are not covered by the General Agreement. Any positions which are not covered by the General Agreement shall, unless otherwise agreed, also fall outside the scope of the individual company-level collective agreement. CHAPTER II WORKING HOURS AND HOLIDAYS Joint declaration on working hours The Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway agree that the allocation of working hours is of great importance to both the company and the employees. When rules on the allocation of working hours are prepared in the individual collective agreement at company level, the employees needs and social situation, as well as the company s financial circumstances, shall be taken into account. 3
In particular, the fact that employees may need different working hours arrangements, because they are at different stages of their lives and have different work and housing situations, etc. should be taken into account. The parties agree that the planning of working hours in relation to the individual employee s life stage may be an efficient tool for recruiting new employees, reducing absence from work due to sickness and increasing productivity in the company. In the individual company-level collective agreement, the company s need to be able to offer its services and products at times when there is customer demand for them, which, in turn, contributes to securing the company s financial basis, must be weighed against the employees need for predictable working hours and optimal use of their spare time. The availability of the company s products is an important parameter in competing with other players. The parties agree that employees and management have a joint responsibility for ensuring secure jobs. In connection with the evaluation of changes in the allocation of working hours, decisive importance shall be attached to profitability, so that it can contribute to maintaining job security in the company. In negotiations between management and shop stewards on the contents of the individual collective agreement at company level, including rules on the allocation of working hours, it is necessary to ensure that any viewpoints put forward by employees are considered, while, at the same time, ensuring that the individual company is given the possibility of increasing the availability of its services and products. In negotiations on the allocation of working hours where Saturday is included as a working day, importance shall be attached to the individual employee s voluntary acceptance hereof. 3 General rules on working hours 1. Normal weekly working hours shall not exceed 37½ hours net. More detailed rules in this respect shall be laid down in the company-level collective agreement. Rules on working hours during the summertime may also be agreed in the individual collective agreement. The rules of Sections 10-5 (2) of the Norwegian Working Environment Act shall apply to the calculation of average weekly working hours. 2. Full-time employees aged 64 and over shall be entitled to a one-hour reduction in their daily working hours. During periods when the company is operating summertime working hours, full-time employees aged 64 and over shall be entitled to a ½-hour reduction in their daily working hours. Practical implementation of this provision shall be determined by the individual company s management. 3. Working hours for part-time employees shall be agreed in writing, notwithstanding the above provisions of the present section. Every year, the individual company shall provide shop stewards with a statement of how many extra hours have been worked by part-time employees in the previous year. 4
For part-time employees who have worked more than 20% in excess of their agreed working hours over a 12-month period, discussions shall be conducted between management and shop stewards, if the part-time employee himself or herself so desires, on the possibility of changing the official working hours figures for the position in question to bring them in line with the actual working hours put in. 4. If the work is carried out at different times of the day, working plans shall be prepared in accordance with the rules of Sections 10(3) of the Norwegian Working Environment Act. 5. Other rules on the allocation of working hours shall be fixed through negotiation on the contents of the individual collective agreement at company level. If the company s management and shop stewards agree not to make any changes to the existing working hours schemes, these schemes shall be entered as working hours rules in the individual collective agreement at company level. 4 Night work and work on Sundays and public holidays Night work and work on Sundays and public holidays may be carried out in the individual company in accordance with Sections 10-12 (4) of the Norwegian Working Environment Act, provided that the management and shop stewards are in agreement on this. The rules on night work and work on Sundays and public holidays shall be laid down in the collective agreement at company level. The parties in the individual company shall be required to send any rules on night work and work on Sundays and public holidays to the central bargaining parties for written approval. Unless there are very special circumstances, the central bargaining parties will approve the rules agreed by the local parties. 5 General rules on compensation 1. The basis for the rules on calculation of compensation shall be a normal working day with working hours from 8:00 a.m. to 4:00 p.m., unless otherwise agreed in the collective agreement at company level. 2. If some of the normal weekly working hours are moved to a period after the end of normal working day, cf. the first paragraph, but before 6:00 p.m. on one or more of the first five days of the week, a premium of 25% of the normal hourly rate shall be paid as standard compensation. The same shall apply to the period between 6:00 a.m. and the beginning of normal daily working hours. 3. If some of the normal weekly working hours are moved to the period between 6:00 p.m. and 9:00 p.m., a premium of 30% of the normal hourly rate shall be paid as standard compensation. 4. If some of the normal weekly working hours are moved to the period between 9:00 p.m. and 6:00 a.m., a premium of 60% of the normal hourly rate shall be paid as standard compensation. 5
5. If some of the normal weekly working hours are moved to Saturday, between 8:00 a.m. and 3:00 p.m., a premium of 60% of the normal hourly rate shall be paid as standard compensation. Standard compensation of 100% shall be paid for work carried out between 12:00 a.m. and 8:00 a.m. and between 3:00 p.m. and 12:00 a.m. 6. If some of the normal weekly working hours are moved to Sunday, between 12:00 a.m. and 12:00 a.m., a premium of 100% of the hourly rate shall be paid as standard compensation. 7. If some of the normal weekly working hours are moved to public holidays, a premium of 120% of the normal hourly rate shall be paid as standard compensation. In this context, public holidays mean the following days: New Year s Eve after 1:00 p.m., New Year s Day, the Wednesday before Maundy Thursday after 1:00 p.m., Maundy Thursday, Good Friday, Easter Saturday, Easter Sunday, Easter Monday, the day before Ascension Day after 6:00 p.m., Ascension Day, 1 May, 17 May, Whitsun Eve after 1:00 p.m., Whitsun, Whit Monday, Christmas Eve after 1:00 p.m., Christmas Day and Boxing Day. 8. Any deviations from standard compensation may, in exceptional cases, be agreed in the individual collective agreement at company level, if the local parties agree that there are special reasons for this. 9. There is no obligation to pay compensation in excess of the normal monthly pay to employees who fail to avail themselves of the possibilities in Chapter II of the General Agreement on a new working hours system if they only work up to 2½ hours of staggered working hours on one of the first 4 days of the week. 10. No payment for overtime work and compensation in accordance with the present section shall apply cumulatively for the same hours. 11. No compensation for work within the upper flexitime limits shall be paid to employees who are covered by any of the company s flexitime schemes. 12. Alternatively, compensation based on the hourly wage, rather than any amounts of compensation that follow from the present section, may be agreed in the individual collective agreement at company level. 6 Holiday 1. Employees shall be entitled to holiday in accordance with the provisions of the Norwegian Holidays Act and, moreover, in accordance with the rules of the present section. The extended holiday entitlement laid down in Section 15 of the Norwegian Holidays Act shall be granted in advance, with the remaining part (5 working days) being introduced as a contractual scheme. 1.1 If the contractual holiday period is divided up, the employee may demand off 6
only the number of days which he/she is supposed to work during a normal working week, cf. Section 5(1)(3 and 4) of the Norwegian Holidays Act. 1.2 If the public authorities decide to implement the remaining part of the fifth holiday week, these days shall be deducted from the contractual scheme. 1.3 Holiday pay shall be calculated in accordance with Section 10 of the Norwegian Holidays Act. However, the standard percentage for holiday pay shall be 12% of the holiday pay basis, cf. Section 10(2 and 3) of the Norwegian Holidays Act. If the public authorities decide to increase the amount of holiday entitlement in the Norwegian Holidays Act, cf. paragraph 1.2 above, the parties shall assume that the above shall apply as the basis for holiday pay for the period in question. 1.4 The employer shall determine the dates of the contractual part of the holiday, following discussions with the shop stewards or with the individual employee, while at the same time determining normal holiday. The employee may demand that he/she is informed of the dates that have been determined for his/her holiday as early as possible and no later than 2 months before the holiday is to be taken, unless special circumstances prevent this. 1.5 The employee may demand that he/she receive the contractual part of his/her holiday entitlement, irrespective of any holiday pay he/she has earned. The employee may also demand that the contractual part of his/her holiday be granted as one continuous period within the holiday year, cf. Section 7(2) of the Norwegian Holidays Act, so that 1 week of consecutive holiday is achieved. The bargaining parties are urged to implement the allocation of the contractual holiday with the highest possible regard for the productivity requirement, for example in connection with Ascension Day, Easter and the Christmas and New Year s holidays. 1.6 The contractual holiday may be carried over to the following holiday year, in part or in full, by written agreement between the company and the individual employee. 2. The company shall pay holiday pay from full wages for up to 52 weeks for each holiday-earning year in the event of illness, as well as holiday pay from full wages for up to 52 weeks for each birth and/or adoption of a child. In both cases, a deduction will be made for that part of the wages from which the National Insurance is to disburse holiday pay, in accordance with Section 10(4) of the Norwegian Holidays Act. 3. In connection with the calculation of the holiday pay basis, holiday pay in the holiday-earning year shall always be fixed at holiday pay for full holiday, in accordance with Section 5(1, 2 or 6)(2) of the Norwegian Holidays Act, as well as for full contractual holiday, in accordance with the first paragraph above, regardless of the number of days of holiday actually taken in the holiday earning year. 4. Employees who turn 60 in the course of the holiday year shall be entitled to 6 working days extra holiday, cf. Section 5(2) of the Norwegian Holidays Act. The 7
employee s wishes as to when the extra holiday should be taken shall be granted, insofar as this is practically and legally possible. 5. Employees who have better holiday conditions shall retain these conditions. CHAPTER III PAY Joint declaration The Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway agree that the individual company s pay system shall be flexible and be adjusted to the individual company s requirements and organisation. In this connection, the parties wish to stress the importance of ensuring that companies keep their pay systems up-to-date as part of their pay policy, so that they support the basis and the principles to which the company adheres in its activities. The company s profitability and earnings must, together with socio-economic considerations, be normative for pay formation. Employees are an important factor in value creation. This is a factor that must be taken into consideration when determining employees remuneration. The pay table in the Appendix to this General Agreement shall be used in the determination of pay and shall be a guide in the application of any pay provisions agreed in the individual collective agreement at company level. The individual company may, if it so desires, use pay systems other than those which take the form of fixed-pay systems. Performance-related pay may therefore be agreed for specific groups of employees in the collective agreement at company level. Such pay shall be based on sales results or other performance targets. Performance-related pay may be paid to individual employees or groups of employees, even if the group includes individuals who are not directly covered by the type of performance targets used. When introducing any type of performance-related pay, the parties recommend that the fixed pay shall constitute a large enough share of the total pay to ensure that any variation in pay disbursements does not result in any employee experiencing insecurity in his/her private finances. The principles according to which pay formation is determined and broken down in the company shall be stipulated in the individual collective agreement at company level. This shall also apply to the breakdown of total pay formation across different elements. Such principles may be a pure fixed pay system with position categories based on a standard rate system. By written agreement, the local parties to the collective agreement may replace the pay review described in Section 14(5) of the Principal Agreement with a system establishing an annual pay interview between management and employee. Any individual pay increases must be determined through the pay interview. By agreement between management and shop stewards, the individual company may, by written agreement and on a trial basis, set aside further pay-related elements contained in the General Agreement and in the Principal Agreement. 8
The parties shall be committed to ensuring equal pay. It is important to focus on this issue, both centrally and locally. Annual pay statistics broken down by gender shall be prepared to provide the local parties with an overview of the development in equal pay in the company, and the statistics shall be made available to the shop stewards. If the parties locally find specific instances of pay discrimination on the grounds of gender, such issues shall be rectified. When they are carrying out local pay reviews, the company shall also carry out a salary review for employees who are absent due to parental leave. 7 Application of the pay scale 1. Each employee shall be entitled to be paid in accordance with the rates set out in the pay table in Appendix 1 from the date he/she takes up his or her position in the company. Starting pay must not be lower than pay grade 1. 2. Part-time employees shall be paid in accordance with the rates set out in the pay table and shall receive monthly pay determined in accordance with the agreed working hours in relation to the weekly working hours for full-time employees in the individual company. 3. Employees shall be moved up one pay grade every year, until they reach pay grade 18. 4. The difference between total pay per annum and pay scale pay shall constitute half the monthly pay. This difference corresponds to extra pay disbursed in December. The total December pay shall therefore amount to 1½ times the normal monthly pay. The management and shop stewards may instead agree, in the collective agreement at company level or by special agreement, cf. Section 7(4e) or Section 8 of the Principal Agreement, that the half a month s extra pay shall be added in equal parts to normal monthly pay, i.e. without any change to total pay per annum. If this scheme is terminated, the company shall again move back to the 12½ month s pay scheme, also in this case without any change to total pay per annum. Any transition from one system to the other must always be implemented with effect from the beginning of a calendar year. 5. The rules of the present section shall not apply to insurance sales representatives who are paid in accordance with a separate pay system for such sales representatives (formerly known as insurance agents in the insurance sector, cf. Section 7(6) of the Principal Agreement). 8 Pay adjustment provision for the second agreement year The Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway shall negotiate any pay adjustments for the second agreement year before the end of the first agreement year. The parties agree that the bargaining process shall be conducted on the basis of the financial and economic situation prevalent at the 9
time of the bargaining session, on the basis of the outlook for the second agreement year and the development of prices and wages in the first agreement year. If the parties fail to agree, the organisation from whom the demand for pay adjustments has originated may terminate the agreement within 14 days of the end date of the bargaining session (however, not before 30 April 2011) by giving one month s notice. 9 Pay seniority 1. Pay seniority means the number of years the employee has been in the company s employment. Pay seniority shall be calculated from 1 January if employment began between 1 January and 30 June, and from 1 July if employment began between 1 July and 31 December. 2. In connection with the automatic advancement of pay grades set out in Section 7(3), or on the basis of any rules governing such automatic advancement in the individual collective agreement at company level, permanent employees shall earn pay seniority during leave as follows: a) In the case of sickness leave, limited to a maximum of 2 years. b) In the case of leave in connection with the birth or adoption of a child, for up to 2 years. c) In the case of military service, including alternative civil service, limited to a maximum of the fixed period for serving ordinary first-time service. d) In the case of leave in connection with education/studies, limited to a maximum of 3 years. 3. If the employee fails to return to his/her position after leave, he/she shall not be entitled to have the period of leave credited to his/her pay seniority in the event of any subsequent employment with the same company or with another company covered by the General Agreement. 10 Taking up a higher-paid position Employees who temporarily take up a higher paid position shall be given an allowance in relation to the pay table or a one-off allowance. Enforcement of this provision shall be laid down in the individual collective agreement at company level. 11 Overtime pay 1. Compensation for overtime work shall be paid at the relevant hourly rate + 50%. 2. Full-time employees and part-time employees shall be paid an overtime premium of 100% for overtime work on Saturdays, the days before public holidays and on Sundays and public holidays, as well as between 21.00 and 06.00 hours on normal working days,. 3. When calculating overtime pay, one month shall be considered to consist of 155 hours. 4. Any work imposed outside agreed working hours shall be compensated with an 10
overtime payment. However, overtime pay shall not be paid for any work carried out within the staggered working hours scheme or for work voluntarily carried out within the upper limit of any flexitime scheme. Part-time employees who work outside their agreed working hours shall not be entitled to any overtime premium for any period which falls within normal working hours, as defined in Section 5(1). 5. Only whole and half hours shall be used for the calculation of overtime pay. Any sporadic overtime periods lasting less than half an hour shall be unpaid. 6. If the company and the employee so desire, the employee may be remunerated for any overtime work carried out by subsequently being granted the same number of hours of time off in lieu of payment, receiving only the overtime premium. 7. Overtime pay for compulsory participation in training and information measures which are organised by the company, which fall outside the individual employee s normal working hours and of which written notice has been provided, shall be paid only for the time actually taken up by the measures. Employees shall not be paid for any free time on that day. If participation is voluntary, this shall be stated in the written invitation. More detailed rules on the enforcement of this provision shall be laid down in the collective agreement at company level. 8. Any overtime work which the company orders the employee to carry out shall, moreover, be governed by existing legislation. CHAPTER IV SOCIAL BENEFITS Joint declaration The Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway agree that welfare considerations are important to the individual employee s well-being and to the maintenance of a good working environment in the workplace. The company should therefore strive to arrange working conditions in such a way that the different life stages of the employees are taken into account. In this Chapter, the parties have regulated various conditions which may contribute to consideration of the different needs of different employees, based on their life stages. The provisions of this Chapter must be considered in connection with the provisions of the collective agreement at company level and the individual company s staff policy. The parties agree that any means and measures which take account of the individual employee s stage of life could be an efficient means of recruiting new employees and reducing absence from work due to illness. They will also contribute to an inclusive working life. 11
12 Sick pay 1. Pay during absence due to illness (on the part of the employee himself/herself or their child or childminder) shall be paid in accordance with the provisions of the Norwegian National Insurance Act. Where national insurance sickness benefits do not cover the total amount of the employee s actual pay, cf. Section 8-10 (2) of the Norwegian National Insurance Act, the employee shall be entitled to be paid the difference between the sickness benefits and full pay. Record of objection: The parties are aware that any partial absence from work (for example, 50% sick leave and time account absence ) shall mean that application of the rules will be problematic for employees who have flexible pay elements. Schemes may be negotiated at the individual company level whereby the employee receives fixed pay during any such absence and whereby the rules on flexible pay do not then apply. 2. Employees shall, if so required and if this is stipulated in Section 9(4) of the Norwegian Working Environment Act, submit to an examination by the company s occupational doctor. This examination shall be paid for by the company. 13 Pay in connection with the birth or adoption of a child 1. Public benefits in connection with the birth or adoption of a child shall be paid in accordance with the provisions of the Norwegian National Insurance Act. Any difference between full pay and childbirth/adoption benefits in accordance with the Norwegian National Insurance Act shall be covered by the company. The right to be paid the difference between birth/adoption benefits and full pay shall be extended by a further 5 weeks for each further child who is born/adopted after the first. Where 80% compensation is the option chosen, the right to be paid the difference between full pay and national insurance benefits shall be extended by 7 weeks for each child born/adopted. 2. In the case of the birth of a child, cf. Section 12-3 (1) of the Norwegian Working Environment Act, the child s father shall be entitled to paid leave for up to 10 days (2 weeks). Such compensation shall be subject to the father taking over domestic care of any other children under 10 years of age or taking care of the mother and child after birth. Adoptive parents shall be entitled to 10 days (2 weeks ) paid leave when they take over care of the child, cf. Section 12-3 (2) of the Norwegian Working Environment Act. 14 Pay in the event of death 1. In the event of the death of a permanent employee or an employee with at least 6 months continuous service with the company, wages shall continue to be paid for 1 month from the date of death. If the deceased leaves any dependant relatives or a spouse, full pay shall be paid for 6 months. 12
A partner who is in a registered partnership with the deceased under the Norwegian Registered Partnerships for Homosexual Couples Act of 31 April 1993 shall be treated as a spouse. A live-in partner who can demonstrate that he/she has been cohabiting with the deceased in a marriage-like relationship of at least 2 years duration or a person who had a joint place of residence and a joint child with the deceased shall also be treated as a spouse. 2. Any rights in accordance with the present Clause shall lapse to the extent to which cover is provided by the company s group life assurance policy. 15 Pay during military service, etc. 1. During compulsory ordinary military service, permanent employees shall be entitled to full pay for a total of up to 90 days (3 months). Disbursement of full pay shall be subject to the employee returning to his/her position in the company after the period of military service is over and remaining in his/her position for at least 6 months. Compulsory service in the Home Guard, the Civil Defence Corps, the Police Reserve Corps (Norwegian Act of 21 November 1952) and alternative civil service shall also be regarded as military service. 2. During refresher training, employees shall be paid an allowance on the same terms as in the first paragraph, on top of any applicable public benefits, which means that they may receive full pay for up to 1 month in any calendar year. Service in the Home Guard which forms part of the ordinary first-time service shall not be regarded as refresher training in this connection. 3. The soldier s service allowance (benefits) shall accrue to the soldier. Other public financial benefits which the soldier receives, such as family allowance, child benefit, housing benefit, etc. shall be deducted from the pay provided by the company. For conscripts and discharged officers, an amount corresponding to the principal pay scale for the military rank/position shall be deducted from the employee s civilian pay. If the pay for the military position is higher than the pay for the civilian position, the civilian pay shall lapse completely. 4. When undertaking any compulsory exercise in the Home Guard, the Civil Defence Corps or the Police Reserve Corps which the employee has been ordered to take and which lasts for 6 days or less, including Saturday and Sunday, as well as any other public holidays or bank holidays on which he/she is not working, the employee shall be entitled to keep all allowances paid out for Saturday and Sunday, as well as for any public holiday or bank holiday. 16 Contractual early retirement pension (AFP) a) Provisions applicable to employees taking contractual early retirement pension (AFP) before 1 January 2011. 13
A scheme with contractual early retirement pension has been introduced in the finance sector. The scheme is open to employees who have reached the age of 62 and applies until they reach the age of 67. More detailed conditions for contractual early retirement pension in the finance sector are laid down in the scheme statute drawn up by the Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway, and approved by the Ministry of Health and Social Affairs. Under the agreement on early retirement pension in the finance sector, the Norwegian State pays 40% of the expenses for pension benefits under the pension scheme for pension payable from the age of 64. The parties recommend that the introduction of the contractual early retirement pension scheme should not be at the expense of ordinary retirement pensions, payable by the individual company after the employee has turned 67. b) Provisions applicable to employees taking contractual early retirement pension (AFP) on 1 January 2011 or later. Employees who have reached the age of 62 may claim the contractual early retirement pension. From 1 January 2011, the contractual early retirement pension will be merged with the AFP scheme in other tariff areas, thus representing a joint AFP scheme in the private sector. CHAPTER V TRAINING AND EDUCATION/SKILLS DEVELOPMENT Joint declaration The Employers Association of the Norwegian Finance Sector and the Finance Sector Union of Norway acknowledge that training, education and skills development are of great importance to the development of the individual employee, the company and society in general. This applies to all relevant training, education and skills development in the public education system. It also applies to training, education and skills development measures implemented in the individual company. The parties stress the importance of ensuring that employees are motivated to improve their knowledge and hone their skills, and they themselves take an active part in and responsibility for achieving this goal. Therefore, the parties attach great importance to ensuring that external and/or internal measures are planned and organised through internal guidelines, in accordance with the company s demands. Only a small proportion of management positions in the finance sector are occupied by women. The parties recommend that individual companies should implement training and education measures and make other arrangements to ensure that the number of women in management positions increases. In this connection, it is recommended that management and shop stewards discuss the correlation between the company s recruitment policy for various position categories and its training and education policy, 14
cf. Section 17 of the Principal Agreement. Supplementary and further training and education are particularly important means to develop the company s competitiveness. Skills development through supplementary and further training and education is a prerequisite for the company being able to utilise new knowledge and it must be based on the company s current and future requirements. This must be based on the targets and objectives of the company s operations. Supplementary training and education involve the maintenance of skills within the employee s current area of responsibility, while further training and education comprise qualification for new tasks and assignments in the company. Both supplementary training and education and further training and education are in the interests of both the company and the individual employee, and they must, therefore, both assume responsibility for the development of such skills. The financial sector is constantly changing. Recent authorisation schemes must be implemented at company level, with arrangements and an implementation plan for all employees covered. Union representatives and management shall discuss specific measures for the implementation of authorisations. Corporate and employee attitudes to authorisations should be characterised by understanding, patience and cooperation. 17 Supplementary and Further Training and Education skills mapping 1. The individual company shall present its objectives and ambitions for future development as a basis for the company s skills demands. The company shall be responsible for mapping its skills demands and initiating measures. The mapping of the company s skills demands should be updated once every year. Where there is a gap between the company s current and future skills, it is assumed that this will be addressed by current training measures or by other means aimed at improving the company s and employees skills. 2. The management and shop stewards of the individual company shall discuss matters relating to training and education and skills development in the company, with a view to establishing internal guidelines in the company for implementation and follow-up of skills mapping, as well as implementation of relevant measures. 3. The main objective of the company s internal guidelines is to prepare procedures for meeting its training, education and skills demands. The company shall be responsible for implementing any measures which have been initiated in accordance with the guidelines. The shop stewards shall have a responsibility to support the measures being implemented in accordance with the guidelines. The individual employee shall be responsible for participating in any training, education and skills improvement measures planned by the company. 18 Planning of studies 1. Regarding the right to leave for the purposes of training and education, reference is made to the statutory rules in force at any given time. 2. As a general rule, examination days shall be regarded as days off. Guidelines shall 15
be agreed on which types of examinations merit examination days being regarded as days off. 3. The management of the individual company shall, in consultation with the shop stewards, prepare guidelines for time off for preparation for examinations for employees who have responsibility for parental care of children under 12 years of age and who are undergoing supplementary and further training and education. This shall be subject to the studies being concluded within the normal study period for the course in question. 4. The scheme of time off for preparation for an examination, cf. the third paragraph, shall form part of normal working hours and shall primarily be spent on the company s premises and be arranged at times which cause as little inconvenience as possible to the company s operations. The number of hours for part-time employees shall be adjusted proportionately. 5. In the event of any disagreement, the matter shall be decided by the company s management. 19 Coverage of expenses for training and education 1. In connection with supplementary and further training and education, the company shall, together with the shop stewards, prepare the following: a) Guidelines for the coverage of college fees and other course expenses. Such guidelines may, for example, comprise provisions on the extent to which expenses will be covered, the way in which the expenses will be covered (grant, loan, contribution, etc.), the period of commitment and general administrative rules. b) Guidelines for routines for processing applications on financial support for training and education. 2. If the management and shop stewards are in agreement on this, questions about the coverage of expenses for the individual employee may be dealt with by the joint consultation committee. 3. In the event of any disagreement, the matter shall be decided by the company s management. 16
CHAPTER VI TERM 20 Term The General Agreement shall come into force on 1 May 2010 and shall remain in force until 30 April 2012. The Agreement shall subsequently be renewed for a term of one year at a time, unless it is terminated in writing three months or more before the Agreement s expiry date. If the Agreement is terminated, the parties must present their proposals for amendments to the text of the Agreement no later than one month prior to the Agreement s expiry date. for THE EMPLOYERS ASSOCIATION OF THE NORWEGIAN FINANCE SECTOR Jan Asker (signature) for THE FINANCE SECTOR UNION OF NORWAY Jorunn Berland (signature) 17