Hi! I will send you some information about the Collective bargainings work in Norway. This is from the website of LO, the Confederation of Trade Unions in Norway: http://www.lo.no/ ************************************************************** Collective Agreements and Basic Agreements Wage and income developments within the Norwegian society are largely determined in negotiations between LO and the employers during the national and central collective bargaining settlements, and through local negotiations. Collective Agreements Set the Tone A collective agreement is an agreement between a national union and an employers' organisation. It contains provisions determining pay, working hours, holidays, and other conditions concerning the rights of workers in an employment relationship. Most nation-wide collective agreements in Norway are concluded between national unions affiliated to LO and employers' organisations affiliated to NHO. Large groups of wage-earners are, moreover, covered by agreements where the state or the municipalities are the employers. In such agreements, the Department of Employers' Affairs of the Ministry of Labour and Government Administration constitutes the state's "employers' organisation", while the Norwegian Association of Local Authorities (KS) is the corresponding employers' organisation at the municipal level. For wage-earners employed in public-owned enterprises such as limited or joint- stock companies, the employer is the Norwegian Association of Public-Owned Enterprises. Collective agreements are concluded directly between the employer and the national union, should the enterprise stand without affiliation to an employers' organisation. Comprehensive Agreements Norwegian collective agreements cover wages, working hours, holidays and other obligations and rights in the employment relationship. As a rule, agreements last for two years, allowing for wage renegotiations for the second year, dependent on cost developments the first year. If notice to terminate an agreement is not given within the due date, it will apply for a further year. If notice of termination is given, a new bargaining round must be initiated. The procedure for negotiated wage settlements is described in further detail on page 16. Solidarity in Wage Policies It is an important objective for LO to iron out income differences in the Norwegian society. The trade union movement's main wage negotiation strategy is therefore founded on collective sense and on the principle of solidarity in wage policies, that is, a wage policy which gives most to the lowest paid and which evens out pay differences between men and women. (Cfr. page 17 - the Renewed Solidarity Alternative). Basic Agreements Negotiations and conciliation in Norwegian collective settlements proceed according to rules laid down in the Labour Disputes Act, the Government Service Disputes Act, and in the Basic Agreements in the state, municipal and private sectors. The Basic Agreement has been called the "Labour Charter" and is valid for up to four years at a time. The first Basic Agreement was concluded in 1935. The Basic Agreements have worked to ensure industrial peace and to develop a good relationship between the social partners in Norway. It defines the rules which both parties have to respect and by which they have to abide. Rights and Obligations The Basic Agreements have absolute validity in relation to subordinated collective agreements and draw up guidelines for the relationship between the social partners. It states, i.a., the obligation of the parties to maintain industrial peace as long as a collective agreement is in force. Neither strike nor lockout shall occur in the period the agreement is in force. Sympathy strikes and political strikes are not affected by this obligation to observe industrial peace. The agreement describes the rights and obligations of the employers and the elected union representatives. It contains provisions on safety work and occupational health services, and on information, cooperation and co-determination at work. It specifies the various committees, meetings and conferences developed to ensure worker influence. The Basic Agreements contain a number of supplementary agreements dealing with current working life matters. The most important are the framework agreements on technological developments and computer-based systems, on equality between men and women, and on training in safety and environmental work. Disputes on the interpretation of the Basic Agreements and the collective agreements (lawsuits) must be resolved by negotiation. If negotiations break down, one of the parties may bring the dispute before the Labour Court. Wage and Incomes Negotiations Wage settlements between workers' and employers' organisations play a key role in determining incomes and the standard of living in the Norwegian society. Collective settlements in Norway follow a similar pattern year after year while allowing room for modification and deviation when situations so dictate. Five Collective Bargaining Structures Norwegian collective settlements are mainly developed in one of the below described five ways. The three first ones are relevant for the private sector. The fourth is the general rule for public employees. The fifth is applied when the state is an active participant in the bargaining round. 1. Industry-level bargaining for each sector. Each national union presents its claims to its employer counterpart. Common negotiations are not conducted. 2. Common bargaining by and for several national unions. Negotiations are conducted jointly by the national unions. A joint ballot is held on the results of the negotiations. Negotiations where the state is the employer counterpart are alway conducted as a common bargaining. 3. Coordinated bargaining. Common negotiations are conducted on general claims. These are generally followed by a joint ballot on the results of the negotiations. In parallel with this, the national unions conduct negotiations on their more technical and specific claims. 4. Common bargaining followed by a separate ballot for each national union. The public sector unions present their common claims to the employers (state and municipalities). They bargain jointly through a common bargaining committee. A ballot is held in each national union on the results of the bargaining in order to determine whether the individual national union chooses to recommend the proposal. 5. Combined and coordinated common bargaining. The state is third party to the negotiations. Pay increases are considered in relation to changes in taxation and duties and other reforms which the trade union movement supports or demands, and which require public participation. Claims In the collective bargaining process, the trade union movement forwards claims for a new agreement. Claims are discussed within the whole movement months before they are presented to the other side. Guidelines for the settlement are discussed in local trade union branches, in local trade unions, within the national unions, and in LO's decision-making bodies. In addition to the claims which LO puts forward for settlement discussions, the individual national unions may come up with special claims, on behalf of their members. When a collective agreement is terminated, negotiations for a new agreement start. If the negotiations are successful, LO sends the new proposal out for balloting among its members. If the trade union movement and the employers fail to reach agreement, the negotiations break down (conflict of interests). The workers may give notice of strike action. The employers may give notice of lockout. However, first the dispute goes to mediation. Mediation and Arbitration Norway has an officially laid down system of mediation. If mediation is successful, the result will be a proposal for an agreement which the parties recommend to their members. If mediation is unsuccessful within fourteen days, the parties may call a strike or lockout. All strikes must be authorised by LO's Executive Committee. Parliament may by way of legislation, and the government by way of a Royal decree, decide that a dispute in working life shall be settled by compulsory arbitration. The wages arbitration board is appointed by the government. Both the trade union movement and the employers participate. The decision of the wages arbitration board is final. The Conventions of the ILO establish limitations on the use of compulsory arbitration. Industrial Conflicts If the parties fail to reach agreement in negotiations or by way of mediation, or if the ballot shows that the members reject the proposed new agreement, this will generally lead to conflict. If the workers reject the proposal, they will call a strike. If the employers reject the proposal, they will launch a lockout. Landsorganisasjonen i Norge - LO, Youngs gate 11, 0181 Oslo Telefon 23 06 10 50 - Telefax: 23 06 17 43 -- All the best Tor F�rde email: [EMAIL PROTECTED]
