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Law On The Working Environment, Working Hours And Job Protection, Etc. (The Working Environment Act)

Original Language Title: Lov om arbeidsmiljø, arbeidstid og stillingsvern mv. (arbeidsmiljøloven)

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Law on working environment, working hours and showroom mv. (work environment law).

Date LAW-2005--06-17-62
Ministry of Work and Social Affairs
Last modified LO-2015 -12-18-104 from 01.01.2016
Published In 2005 booklet 8
Istrontrecation 01.01.2006
Changing LAW-1977-02-04-4
Announcement 17.06.2005
Card title Working Environment Act-aml.

Capital overview :

The law is ifg. res. 17 June 2005 # 609 with certain exceptions and precision locations put ikr. from 1 jan 2006, see Section 20-1 with foot note. Jf. The EES deal Attachment XVIII. Jf. former laws 7 des 1956 # 2. 19 des 1958 # 3, 4 Feb 1977 # 4.

Chapter 1. Initial provisions

SECTION 1-1. Law's purpose

The law's purpose is :

a) ensuring a working environment that provides the basis for a health-enhancing and meaningful work situation, which provides full safety on physical and mental damage effects, and with a well-fervenous standard that at any time is in accordance with the technological and social development in society,
b) ensuring safe employment conditions and equilibrium in working life,
c) adding appropriate for adaptations to the working relationship related to the individual work-making prerequisites and life situation,
d) to provide the basis for the employer and the working makers of the businesses themselves can take care and develop their working environment in cooperation with the working-life parties and with necessary guidance and control from public authority,
e) to contribute to an inclusive working life.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 1-2. What the law includes
(1) The law applies to business as employment employment holder, unless otherwise expressly stipuled in the law.
(2) Except from the law is :
a) sea speed, catch and fishing, herding the work of the capture aboard ship,
b) military aerospace as being retaken by the Air Force Act. The Ministry can provide regulation on exceptions from the law for civil aviation and other state-air speed than military aviation and about particular aviation regulations.
(3) The king can give regulation on and in what extent the provisions of Chapter 14, 15, 16 and 17 shall apply to workers who are retaken by law 4. March 1983 # 3 about the state's officials m.or who are civil servants.
(4) The king may give regulation that parts of the public resource management, completely or partly to be exemplitfully from the law when the business is of such a delicate species that it is difficult to adapt to the regulations of the law.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 1-3. Petroleum business to sea
(1) The law applies to business in the context of examination after and exploitation of natural instances on the ocean floor or in its undergrounds, in inner Norwegian waters, Norwegian sea territory and the Norwegian part of the Continental Barenal Barenal.
(2) The law applies to business as mentioned in the first clause of the area outside of the Norwegian part of the continental alsokelle if this follows by special agreement with foreign state or by the fold of the fold of the fold.
(3) The Ministry can at regulation completely or partially exemped business as mentioned in the first and second clause from the law. The Ministry can also give regulation that the law entirely or partly shall apply to business as mentioned in the first clause of areas outside of the Norwegian part of the Continental of the continent if it is conducted examination or exploitation of natural instances on the ocean floor or in its underground from device registered in the Norwegian shipregister or the successful manned underwater operations from the device or vessel registered in the Norwegian shipregister. The Ministry of Justice can also at regulation also determine that the law should apply to the relocation of the device or vessel as mentioned.
(4) In regulation after this paragraph, it can also be determined special rules.
SECTION 1-4. Reality that does not occupy employment holder mv.
(1) The Ministry can give regulation that the rule of law or partly shall apply to business that does not occupy employment.
(2) The Ministry can provide regulation that business in agriculture that no avail other than debit aid should be exemplied from the law.
(3) The Ministry can give regulation that the rule of law or partly shall apply to the construction of the master or dennes representative.
(4) In regulation after this paragraph, special rules can be determined.
SECTION 1-5. Work in the work-makers and work-givers home
(1) The Ministry can provide regulation on and in what extent the law shall apply to work performed in the working staters home.
(2) The Ministry may give regulation that the rules of law or partly shall apply to the working holder that carry out housework, supervision or care in working-givers home.
(3) In regulation after this paragraph, special rules can be determined.
SECTION 1-6. People who are not Workers
(1) The following persons are considered Workers in relation to the rules of health, environment and safety when they carry out work in business that goes into under the law :
a) students at institutions who have teaching or research as purpose,
b) conservation,
c) civil service and service liquidating in the civil defence,
d) inmates in criminal detention facilities,
e) patients in health care institutions, atingestion institutions.,
f) people who in training eye-eye or in connection with working-court measures are deployed in enterprises without being a Workers '
g) people who without being a Workers participate in labor market measures.

The Ministry may in regulation determine exceptions from the determination in the first period.

(2) The Law of Law concerning the employer applies to the person who is allowing people as mentioned in the first clause performing work in his business.
(3) The Ministry can provide regulation on what extent the law of the law shall apply to persons mentioned in the first clause.
0 Modified by laws 19 June 2009 # 83 (ikr. 26 June 2009 ifg res. 26 June 2009 No. 878), 19 des 2008 No. 1 106 (ikr. 1 March 2010 ifg. res. 19 Feb 2010 # 189).
SECTION 1-7. submitted work holder
(1) With the issued work holder, the working holder means that in a limited amount of time working in a different country than the working relationship is usually associated with.
(2) The submission of working holder is considered to be forage when a foreign business in connection with service providers :
a) by appointment with a recipient of service benefits in Norway, sending a working holder to Norway for its own bill and risk and under its own management, or
b) sends a work holder to a business place or business in Norway that is part of the corporation, or
c) in property of being the vicaragency or other business that is running workers at the disposal, sending workers to a business in Norway.
(3) The submission of working holder is also considered to be forage when a Norwegian business in connection with service providers is sending a working holder to another country within the EES area.
(4) The king can give regulation on which provisions of the law shall apply to the submitted workers.
SECTION 1-8. Working holder and employer
(1) With the work holder, in this law, anyone who performs work in the service of others.
(2) With the employer, in this law, anyone who has employed work holder to do work in his service. What in this law is determined whether or not employer should apply to the equivalent of the person in the employer's place of the business.
SECTION 1-9. Ideitability

The law cannot be waived by appointment to the mischief of the labour holder unless it is specifically determined.

Chapter 2. Workgivers and Working-makers duties

SECTION 2-1. Workgivers duties

The employer shall ensure that the provisions given in and in the co-hold of this law are being honored.

SECTION 2-2. Workgivers duties to other than own workers
(1) When other than work-givers own Workers, herunder the hired Workers or Self-employed, perform workloads in association with employer activity or device, employer shall :
a) ensuring that its own business has been targeted and own work-made work has been arranged and is performed in such a way that also other than own workers are secured a fully justifiable working environment,
b) collaborate with other employers to ensure a fully justifiable working environment,
c) ensure that the hire worker's work hours is in compliance with the provisions of Chapter 10.
(2) The main business shall be in charge of the co-operation of the individual enterprises of health, environmental and safety work. If at the same time employment is more than 10 workers and no business can be counted as a major business, it shall be in writing agreement who is to be in charge of the co-operation. Will such agreement not be able, it shall be reported to the work of the SEC who decide who is to be in charge of the co-arrangement.
(3) The Ministry of Law may in regulation give further provisions on the completion of the completion of employer duties after this paragraph.
0 Modified by laws 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 22 June 2012 # 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607).
SECTION 2-3. Working stock's co-virus-liked
(1) Working holder shall co-work at design, review, and follow-up of enterprise systematic health, environmental and safety work. Working holder shall participate in the organized and environmental work of the business and shall actively co-interact by the measures that are put into works to create a good and secure working environment.
(2) Working holder shall :
a) use on-bidding protective gear, show tactic and otherwise co-working to prevent accidents and health damage,
b) immediately inform the employer and the safety bid and in necessary extent other workers when the employee becomes aware of errors or shortcomings that may cause harm to life or health, and the person may not be able to correct on the relationship,
c) disrupt the work if work holder believes that it cannot continue without any danger of life or health,
d) ensure that employer or safety bid is informed as soon as work holder becomes familiar with the fact that it occurs harassment or discrimination in the workplace,
e) reporting from to employer if working holder is injured in the work or earns disease that the working holder believes has its reason in the work or conditions on the work site,
f) co-working and review of follow-up plans by completely or partial absence from work due to accident, disease, wear, or similar,
g) participate in dialog meeting after summons from employer, jf. Section 4-6 fourth joints.
h) correct after the edict of the Work Authority.
(3) Workers who have tasked with the task of leading or controlling other Workers shall impose that regard to safety and health are being looked after during the planning and execution of those workloads that hear under its own liability area.
0 Modified by law 23 Feb 2007 # 10 (ikr. 1 March 2007).
SECTION 2-4. Notification of the criticism worthy of the business
(1) Working holder has the right to notify of the criticism worthy of the business.
(2) The worker's approach at the notification shall be justifiable. Working holder has no matter the right to notify in accordance with the notification of or enterprise procedures for notification. The same applies to the notification of the regulatory authorities or other public authorities.
(3) The employer has the evidence burden that notification has occurred in violation of this determination.
0 Modified by law 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324).
SECTION 2-5. Vern vs. retribution at notification
(1) Retaliation against work holder alerts in accordance with Section 2-4 is prohibited. If employment records provide information that gives reason to believe that it has taken place retribution in action with the first period, it shall be added that such retribution has taken place if not the employer's probabilising something else.
(2) The first clause applies to the equivalent of retaliation against working holder that gives to knowing that the right to notify after Section 2-4 will be used, for example, by providing information.
(3) The person who has been exposed to retaliation in violation of first or second clause may require satisfaction without regard to the sake of labour. The travel is determined to the amount that the court finds reasonable under consideration of the couple's conditions and circumstances of the otherwise. Replacement for financial losses can be required by normal rules.
0 Added by law 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324).

Chapter 3. Viral funds in the work environment work

SECTION 3-1. Requirements of systematic health, environment and safety work
(1) To ensure that the envision of the health, environment and security is being looked after, employer shall ensure that it is executed systematic health, environment and safety work on all plan in business. This is to be done in collaboration with the working-makers and their peer-of-team trust.
(2) Systematic health, environment and safety work implies that employer should :
a) determine target of health, environment and security,
b) have overview of the enterprise organization, herunder how responsibility, tasks and authority for the work of health, environment and security is distributed,
c) map hazards and problems and on this background assess risk conditions in business, devise plans and commit measures to reduce the risk,
d) during planning and review of changes to the business, assess whether the working environment will be in compliance with the requirements of the law, and commit the necessary measures,
e) commit routines to uncover, correct, and prevention violations of the claims stipulation in or in the co-hold of this law,
f) provide systematic work on prevention and follow-up of hospital absence,
g) provide ongoing control with the working environment and work-makers health when the risk conditions in business dictates it, jf. letter c,
h) conduct systematic monitoring and review of the systematic health, environment and safety work to ensure that it serves as provided.
(3) The Ministry of Health may in regulation give further provisions of the review of the requirements in this paragraph, herunder about the requirements of documentation of the systematic health, environment and safety work.
SECTION 3-2. Smost separate precautions to safeguard security
(1) To address the safety of the workplace, employer shall provide :
a) that work holder is made known with accident and health hazards that can be connected with the work, and that working holder is given the training, exercise and instruction necessary,
b) that work holder that has to task to lead or control other workers has the necessary skills to bring control of work being done on a health and safety-wise way,
c) case-savvy assistance when this is necessary to conduct the law of the law.
(2) When it does not otherwise be taken precautions to achieve adequate protection of life or health, employer shall ensure that satisfying personal protective equipment is faced by employment, that working holder is provided training in the use of the equipment and that it is applied.
(3) If it is to be conducted work that can involve particularly danger of life or health, a written instruction shall be issued on how the work is to be carried out and what security measures are to be committed.
(4) The Ministry can provide regulation on the completion of the provisions of this paragraph. The Ministry can also in regulation give closer regulations on personal protective equipment, herunder about :
a) design, marking mv.
b) use, maintenance mv.
c) trial, certification and approval
d) approval of organs to exercise control related to the production of personal protective equipment.

The Ministry of Justice can in regulation determine that the rules of personal protective equipment should also apply to manufacturer, importer, and supplier.

SECTION 3-3. Corporate Health Service
(1) employer duties to associate the business with a Corporate Health Service approved by the Work Authority when the risk conditions in business dictates it. The assessment of whether such duty is due to be taken as clause in the review of the systematic health, environment and safety work.
(2) The Corporate Health Service shall assist employer, work-makers, work environment selection and safety of the company to create healthy and safe working conditions.
(3) The Corporate Health Service shall have a free and independent position in working environment questions.
(4) The Ministry can in regulation give closer regulations on when and in what extent the employer duties to associate with corporate health care, about what professional requirements are to be brought to the service and about what tasks it should perform.
(5) The Ministry can in regulation give regulations that Corporate Health Service after this paragraph must be approved by the Work Authority and about the closer content of such an approval arrangement.
0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 3-4. Assessment of measures for physical activity

The employer shall, in association with the systematic health, environment and safety work, assess measures to promote physical activity among the working staffs.

SECTION 3-5. Pliked for employer to review training in health, environment and safety work
(1) The employer shall review training in health, environment and safety work.
(2) The Ministry of Education can in regulation give closer requirements to the training.
SECTION 3-6. Pliked to put the conditions to the right of notification

Emphaver shall, in association with the systematic health, environment and safety work, devise routines for internal notification or put in work other measures that lay conditions for internal notification of the criticism worthy of the business in accordance with Section 2-4, if the conditions in business suggest it.

0 Added by law 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324).

Chapter 4. The requirements of the working environment

SECTION 4-1. General requirements of the working environment
(1) The working environment of the business shall be fully defensible from a single and overall assessment of factors in the working environment that may enact on working-makers physical and mental health and welfare. The standard for security, health and work environment shall at any time be developed and improved in accordance with the development of society.
(2) At the planning and design of the work, it shall be placed emphasis on prevention of injuries and diseases. The working organization, facilitating and management, work-time arrangements, wage systems, herders use of performance wages, technology mv. should be so that the workers will not be exposed to unfortunate physical or mental charges and thus that security concerns are taking place.
(3) It shall be considered whether it is particularly risk related to alenework in business. The measure necessary to prevent and reduce any risk of alenework shall be committed, so that the legal requirement of a fully defensible work environment is being looked after.
(4) The business shall be addressed for the workers of both genders.
(5) Aways roads, sanitation facilities, work equipment mv. shall as far as possible and reasonably be designed and targeted so that workers with impaired functional ability can work in business.
(6) The Ministry can provide regulation on limitation in the adhall to employment certain groups of workers who in particular may be subject to accident-or health risk and about resettlement of such Workers.
(7) The Ministry can provide regulation that impose the use of HMS cards for Workers within industries where it is necessary or appropriate to address workers ' health, environment and safety and about view lists of who at all times are employment in the workplace. Following the injunction of the ministry duties public authorities without the obstruction of disclosure of the HMS-brief all information from public records necessary for the issuance of HMS cards.
(8) When the envision of health, environment and security dictates it, the ministry of regulation can provide regulations that enterprises that offer sanitation services must be approved by the Work Administration, and about the closer content of such an approval arrangement. When asked for such approval, it will be illegal to take advantage of services from enterprises without approval.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 2 9 June 2007 # 42 (ikr. 1 nov 2007 ifg. res. 12 oct 2007 # 1140), 20 June 2008 No. 42 (ikr. 1 jan 2009 ifg res. 20 June 2008 No. 631), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 16 des 2011 # 58, 18 des 2015 # 103.
SECTION 4-2. Requirements for facilitation, complicity and development
(1) The workers and their peer-reviewed trust shall be kept running informed of systems that are enjoyed by planning and review of the work. They shall be given necessary training to put themselves into the systems, and they shall co-operate at the design of them.
(2) In the design of the single work situation shall :
a) it is added to the right that working holder is given the opportunity for professional and personal development through its work,
b) The work is organized and facilitated under consideration of the individual work-making, cynicism, age and other prerequisites,
c) it is placed emphasis on giving employment ability to self-determination, influence and professional responsibility,
d) work holder as far as possible is given opportunity to variety and to see the context of individual tasks,
e) Sufficient information is provided and training so that working holder is capable of carrying out the work when changes that touch the person's working situation.
(3) Under the transformation processes that involve change of importance to the employment situation, employer shall provide for the information, complicity and competences necessary to uphold the requirements of the law of a fully justifiable work environment.
(4) The Ministry of Law may in regulation give further provisions of the review of the requirements in this paragraph.
SECTION 4-3. Requirements for the psychosocial work environment
(1) The work shall be placed to the right so that the integrity of the labour and dignity of dignity.
(2) The work is to be designed so that it provides the possibility of contact and communication with other Workers in the enterprise.
(3) Working holder shall not be subjected to harassment or other unproper performance.
(4) Working holder shall, as far as it is possible, protected from violence, threats and unfortunate loads as a result of contact with others.
(5) The Ministry of Law may in regulation give further provisions of the review of the requirements in this paragraph.
SECTION 4-4. The requirement of the physical working environment
(1) Physical work environment factors such as building and asset conditions, inequitably, light conditions, noise, radiation o.l. shall be fully defensible from the envision of the labor of health, environment, security and welfare.
(2) The working space shall be remade and designs so that working holder avoids unfortunate physical loads. Necessary aids shall be brought to the employee's disposal. It shall be added to the right of variation in the work and to avoid heavy lifting and enformig recurrence work. By the lineup and use of machinery and other work equipment, it is to be soured for working holder to not be exposed to unfortunate charges by vibration, uncomfortable work position o.l.
(3) Machines and other work equipment should be constructed and have necessary protective devices so that the working holder is protected from injuries.
(4) The accommodation that employer is running at the disposal of work holder is to be justifiable conducted, decorated and maintained. Any domestic order rules shall be determined in co-counsel with the representative of the labour staffs.
(5) The Ministry of Regulations can in regulation give closer regulations on the review of the requirements in this paragraph and can herders determine that the rules should apply to landlords of premises.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 4-5. Especially about chemical and biological health risk
(1) In handling of chemicals or biological material, the working environment should be facilitated so that working stakes are ensured against accidents, health damage and especially discomfort. Chemicals and biological materials are to be presented, packaged, used and retained so that working holder is not exposed to health risk.
(2) Chemicals and biological materials that can involve health risk should not be used if they can be replaced with others or with a different process that is less dangerous for the working-makers.
(3) The business shall have necessary routines and equipment to prevent or counter health damage due to chemicals or biological material.
(4) The business is supposed to bring cartoek over dangerous chemicals and biological material. The cartel is supposed to be among other information about the physics, chemical and health harmful properties, preventive protective measures and first aid treatment. Beholders and packaging for chemicals and biological materials should be clearly marked by name, Assembly, and warning of Norwegian.
(5) The Work Environment can in the individual case completely or partially make exceptions from the rules of this paragraph in relation to research and analysis work e.l.
(6) The Ministry of Regulations can in regulation give further provisions of the review of the requirements in this paragraph, and can herbibe determine that it shall be conveyed register of workers exposed to specific chemicals or biological material.
(7) The Ministry can in regulation provide further regulations on use, registration, assessment, approval, reporting, information, limitation and other treatment of chemicals.
0 Modified by law 5 des 2008 number 82 (ikr. 1 jan 2009 ifg res. 5 des 2008 No. 1 1284).
SECTION 4-6. Especially about facilitation for workers with reduced work ability
(1) If a working holder has been reduced work ability as a result of accident, disease, wear and wear e.l., shall the employer, as far as possible, commit necessary measures for working holder to be able to keep or obtain an appropriate work. Working holder should be given the opportunity to continue in their regular work, optionally after specific facilitation of the work or working hours, changes in work equipment, reviewed work-reviewed measures e.l.
(2) If it in the co-clause of the first clause is applicable to transfer a work holder to other work, employment holder and employee trust will be taken on advice before the case is settled.
(3) The employer is going to be able to interact with the work holder's follow-up plan for backtransfer to work in connection with accident, disease, wear, or similar, unless this is obviously unnecessary. The work of follow-up plan should start as early as possible, and the plan should be worked out at the latest when the working holder has been completely or partially away from work for four weeks. The follow-up plan should include an assessment of working-makers workloads and work ability. The plan should also include appropriate measures in the employer's regi, appropriate measures with assistance from the government and plan for further follow-up. The employer shall ensure that the plan is conveyed to the disease report as soon as it has been worked out, and the latest after four weeks. The employer shall further ensure that updated plan is submitted to the Working and welfare department at the latest a week before dialogue meetings as the Working and welfare department calls for, jf. The Medicaid Act Section 25-2 third clause.
(4) The employer shall convene work holder to dialogues about the content of the follow-up plan at the latest within seven weeks after working holder has been completely absent from work as a result of accident, disease, wear, or similar, unless this is obvious unnecessary. For the working holder that for the same reasons is partly away from work, such a meeting shall be held when employer, employment holder or medical reports consider it appropriate. If both employer and work holder, or the employee alone, wish it, the disease is to be called to the dialogue meeting. If there are extraordinary conditions associated with the Medimelder's work situation, the disease can be released from duty to participate in the dialogue meeting. The Working and welfare department, corporate health service and other relevant tactics can be called if employer or employment holder wishes. The same is true to other relevant editors, nonetheless so that health personnel that treat or have processed work holder cannot be called in if the work holder opposes it.
(5) The employer shall be able to document how the provisions of the follow-up plan and dialogue meeting have been followed up, herunder who has been summoned to and has participated in dialogues.
(6) The Ministry of Law may in regulation give further provisions on the completion of the requirements of this paragraph.
0 Modified by laws 23 Feb 2007 # 10 (ikr. 1 March 2007), 19 des 2008 No. 1 106 (ikr. 1 March 2010 ifg. res. 19 Feb 2010 # 189), 24 June 2011 # 18 (ikr. 1 July 2011), 20 June 2014 # 26 (ikr. 1 July 2014 ifg res. 20 June 2014 # 793).

Chapter 5. Registrait and meltduty, manufacturer requirements mv.

SECTION 5-1. Registration of injuries and diseases
(1) The employer shall provide registration of all personal injuries arising during execution of work. The same goes for disease believed to have its reason in the work or conditions in the workplace.
(2) The registry must not contain medical information of personal character unless that information applies to the consent. The employer is sworn in disclosure of information about personal relationships in the registry.
(3) The registry shall be available for the Work Environment, the conservation, Corporate Health Service and Working Environment Committee.
(4) The employer shall bring statistics over hospital absence and absence at children's disease following further guidelines from the Working and welfare Directorate, jf. The Medicaid Act Section 25-2 first clause.
0 Modified by law 16 June 2006 # 20 (ikr. 1 July 2006 ifg res. 16 June 2006 # 631).
SECTION 5-2. Workgivers notification and eldeduty
(1) If the work holder is recoming or is severely damaged by a work accident, employer shall immediately and in the fast-way alert the work of the SEC and the nearest police authority. The employer shall confirm the notice in writing. The Verneombid shall have a copy of the confirmation.
(2) The Ministry can give regulation that such notice should be provided also in other cases.
(3) The Ministry may give regulation that employer should give message to the Work Commission about :
a) work accident as it is not required notice of after first or second clause, herduring acute poisoning, and ran to such accidents,
b) disease that is or may be caused by the work or conditions in the workplace.
(4) The Ministry of Law can in regulation give closer regulations on the scope and review of the notification and meldeduty of this paragraph.
SECTION 5-3. Legit's meldduty
(1) Any doctor through his work gets knowledge that labour holder is suffering from an occupational disease that is equal to occupational injury by the Medicaid Act Section 13-4, or other disease that the doctor assumes the employment situation shall give in writing message about it to the Work Authority.
(2) If the work holder gives his consent, employer shall be underfixed about the disease.
(3) The Ministry of Regulations can in regulation provide further regulations on the scope and the completion of the flour duty, herders that it shall include closer to indicated diseases that can be assumed to be caused by the working species or conditions in the workplace.
SECTION 5-4. Manufacturers and importers of chemicals and biological material
(1) The one that produces or imports chemicals or biological material to be used or venilable will be used in business that goes in under this law shall :
a) obtaining to weigh the details of the chemical or material Assembly and properties,
b) hit the measures necessary to prevent accidents and health damage or particularly discomfort or disadvantage for the working staffs,
c) give message to the ministry determines whether the chemical or material name, compound, physics and chemical properties, as well as supplementary information needed to determine the drug's paternity degree,
d) ensure defensible packaging so that accidents and health damage prevention,
e) mark the packaging with the chemical or material name, the manufacturer or import of the master's name and clearly warning in Norwegian. Label for marking should be sent along with message after letter c.
(2) Except from the meldduty and the brand of the brand after these regulations are nutrients and substances that go into the food law as well as drugs.
(3) The Ministry of Regulations can in regulation give closer regulations on the manufacturer's and importer duties following this paragraph, herunder about the exception in cases where importers the imported chemicals or biological material. The Ministry may in regulation determine that the provisions of or in the co-hold of this Article or partly shall apply to the negotiators, or that the manufacturer or import of the manufacturer's duties after the paragrafen here instead shall be on the dealership.
(4) The Ministry can in regulation provide further regulations on representation, import, registration, assessment, approval, reporting, information, limitation and other treatment of chemicals.
0 Modified by law 5 des 2008 number 82 (ikr. 1 jan 2009 ifg res. 5 des 2008 No. 1 1284).
SECTION 5-5. Manufacturers, suppliers and importers of machinery and other work assets
(1) The producing, importer, seller, or borrower out machinery and other work equipment to be used or venilable will be used in business that goes into law, shall before the work equipment is delivered to use, ensure that it is constructed and provided with protective devices in accordance with the requirements of the law.
(2) Machines and other work assets that are outset in sale or advertising eye, or are presented for demonstration purposes, and that are not supplied with necessary protective devices shall be visible parted ways with information that the work equipment does not meet The requirements determined in or in the co-hold of this law and cannot be delivered to use until the manufacturer, the provider or importer has ensured that the requirements are met. At demonstrations, it shall meet necessary measures to prevent persons, animals and property exposed to danger.
(3) By construction of machinery and other work assets as mentioned in this paragraph, it shall be stated that it can be used for its purpose without any subject to the level of honest disadvantages or discomfort.
(4) With machinery and other work equipment as mentioned in the first clause, it shall follow necessary and easily understandable written instruction on Norwegian about transport, lineup, servicing and maintenance.
(5) The person who claims to mount machinery and other work assets as mentioned in this paragraph shall ensure that they are being put in stand and lined up compliance with the requirements of the law.
(6) Machines and other work equipment as mentioned in the first clause should, before being dragged or outset, be supplied with the manufacturer's name and address, or with other marking making it easy to identify the manufacturer or importer.
(7) The Ministry can in regulation provide further regulations on machinery and other work equipment, herunder about :
a) construction, execution, lineup, marking mv.,
b) approval,
c) approval of organs to exercise control related to production,
d) examination or betigation.
(8) Expenses of examination or betigation that is placed in the co-held of the seventh clause, worn by the person who has the duty to conduct the examination or the bedritigation.

Chapter 6. Verneombud

SECTION 6-1. Pliked to select hazmat bid
(1) At every business that goes in under the law, the safety of the conservation shall be selected. By business with less than 10 Workers, the parties can in writing agreement a different arrangement, herunder that it should not be conservation of the business. Unless, of course, is determined if the time for the appointment of the appointment is deemed to be the one that quit for 2 years, the rain from the day it was signed. The Directorate of the Department of Work Administration can, after a concrete assessment of the conditions in the business, determine that it is still going to have protective delivery. By business with more than 10 workers, more protective delivery can be selected.
(2) The number of conservation bid is determined in relation to the enterprise size, the work of the work and working conditions for the otherwise. If the business consists of several separate departments, or work is going on on shift, it shall in general, in general, be selected at least one protective order for each department or shift layer. Each protective area should be clearly bounded and must not be greater than that the conservation bid can have full overview and protect their tasks in the defensible manner.
(3) Reality with more than one protective order shall have at least one main safety conservation, which has the responsibility of conservation the safety of the conservation of the military. The main conservation bid is to be selected among the safety of the conservation offerings or others who have or have had the peer-office of the business.
(4) Who who at all times works as a protective bid by the business shall be announced at the lookup of the workplace.
(5) The Ministry can provide regulation with closer rules about the number of conservation, whether elections, herding about the terms of voting and electoral ability, about local union's right to designate the safety of the conservation, and about the safety of the conservation of the National Security Agency.
0 Modified by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 6-2. The Vernenet's tasks
(1) The Verneomoffer shall address the interests of the labor interests in matters that concern the working environment. The Verneomoffer shall see that the business has been targeted and maintained, and that work is being carried out in such a way that the regard to the safety of employment, health and welfare is being looked after in accordance with the provisions of this law.
(2) The Verneomoffer shall particularly impose :
a) that machinery, technical devices, chemical substances and work processes do not suspend the working-makers of danger,
b) that protective devices and personal protective equipment are present in appropriate numbers, that it is easily accessible and in the tenable condition,
c) that the labour makers receive the necessary instruction, exercise and training,
d) that the work else is facilitated so that the working-makers can carry out the work on health and safety-wise,
e) that messages of work accidents mv. according to Section 5-2 are sent.
(3) Be a conconservation known with conditions that can cause accident-and health risk, the conservation shall immediately notify the working-makers on the site, and the employer or dennes representative shall be made aware of the relationship if the conservation bid itself cannot avert the danger. The employer shall provide the conscription response to the inquiry. Is it not within reasonable time taken into account the message, the conservation bid shall inform the Working Environment or Working Environment Committee.
(4) The Verneomoffer shall be taken on advice during planning and review of measures that have meaning to the working environment within the ombudding area, herding establishing, exercise and maintenance of enterprise systematic health, environment-and safety work, jf. SECTION 3-1.
(5) The Verneombid shall be made known with all occupational diseases, work accidents and ran to accidents within its territory, about occupational reports and measurements, and about any errors and shortcomings that are on-show.
(6) The Verneombid shall make itself known with current verneregler, instruction, raise and management positions provided by the Work Committee or the employer.
(7) The Verneombid is to participate at the Emplovision inspections of the business.
(8) The Ministry of Justice can in regulation give closer rules about the conservation of the military, and about the ombudsman of the ombudsman. In the rules, the conservation bid shall carry out tasks that are attributed to the work environment selection according to Section 7-2, when the business does not have such assortment. The authority to hit the ordinance after Section 7-2 fourth-clause third period and fifth clause cannot be accessory to the conservation bid.
SECTION 6-3. Vernenet's right to halt dangerous work
(1) If the safety bid believes that there has been immediate danger of labor or health, and the father cannot immediately be averted otherwise, the work can be stopped until the work of the SEC has taken position on whether the work can continue. The work must only be stopped in the scope of the scope of the conservation, it considers it necessary to avert danger.
(2) The stench and reason for it shall promptly be reported to the employer or dennes representative.
(3) The Verneombid is not the replacement responsible for damage that incurred the business as a result of the work being stopped in accordance with the determination of the first clause.
SECTION 6-4. Smost separate local or regional conservation bid
(1) Within building and construction, at load and lossework and otherwise when honest conditions make it necessary, the ministry can give regulation that it should be particularly separate local protective delivery. Such protective orders can get tasks, duties and rights as mentioned in Section 6-2 and 6-3 facing employers in the workplace.
(2) The Ministry can give regulation that there should be regional conservation arrangements that should include more businesses within one geographical area.
(3) The writings of this paragraph may include rules about how the safety of the safety offerings are mentioned, what tasks they should have, and how the expenses of their business should be distributed.
SECTION 6-5. Expenses, training mv.
(1) The employer shall ensure that the safety of the conservation will receive the training that is necessary in order to be able to do the enlisted in the defensible manner. Verneombud has the right to take the necessary training at courses as the labor-makers organizations arrange. The Ministry of Education can in regulation further requirements for the training.
(2) The Verneombud shall be required time to perform the conservation work in the defensible manner. In general, the tasks should be performed within regular working hours.
(3) The employer is responsible for the expenses of training, and other expenses related to the safety of the conservation of the National Association. Vernework needs to be carried out over the normal working hours after Section 10-4, allowance as for overtime work.
(4) The employer shall ensure that the office of the safety of the safety of the Department of Preservation, or otherwise leads to the safety of the conservation of the conservation, or otherwise causes the safety of the safety of the conservation.
0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).

Chapter 7. Working Environment Committee

0 The headline changed by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 7-1. Pliked to create work environment selection
(1) In business where regular employment is placed at least 50 Workers, there shall be work environment selection, in which the employer, the workers and corporate health service are represented. Working Environment Committee should also be created in business with between 20 and 50 Workers, when one of the parties at the business requires it. Where the work conditions, the Work Authority can decide that it should be created work-environment selection in business with fewer than 50 Workers.
(2) Working Environment Committee can create sub-selection.
(3) What people who at all times are members of the selection shall be announced at the lookup of the workplace.
(4) The employer and the labour staffs shall have as many representative members in the selection. The leader of the selection is chosen to be selected by the employment donor and the labor of employment. The representative of the Corporate Health Service does not have the voting rights in the selection. By voice resemblance, the leader's voice is making the battle.
(5) The Ministry can provide regulation with closer rules on the work environment selection, herduring about Assembly, election, and function time. The Ministry can give rules that other cooperation organ in business, on closer terms, can serve as work environment selection.
0 Modified by laws 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 15 June 2007 # 21, 20 June 2014 # 25.
SECTION 7-2. Working Environment Selection Tasks
(1) The Working Environment Committee shall work for the completion of a fully-defensible working environment in the enterprise. The selection is to participate in the planning of the servers and environmental work, and carefully follow the development in question that concerns the safety of employment, health and welfare.
(2) Working Environment Committee shall process :
a) questions that concern corporate health service and the internal vernetservice,
b) questions about training, instruction, and information business in the enterprise, which have significance for the working environment,
c) plans that require the work of the Workers ' consent in accordance with Section 18-9,
d) other plans that may significantly matter to the working environment, so as plans for construction work, purchases of machinery, rationalization, work processes, and preventive safety measures,
e) Establisation and maintenance of enterprise systematic health, environmental and safety work, jf. SECTION 3-1,
f) health and well-ferveny questions related to work time arrangements.
(3) The selection can also process questions about workers with reduced work ability, jf. SECTION 4-6.
(4) The selection shall review all reports of occupational diseases, work accidents and ran to accidents, seeking to determine the cause of the accident or the disease, and see that the employer hits measures to prevent recurrence. The selection is supposed to be in general, in general, access to the work of the Workers ' and Police Investigation documents. When the selection finds it necessary, it can be acknowledged that investigations should be taken by the plaintiv or audit commission that the selection mentions. The employer can without the undue stay of the residence of the Work Authority of the Board of the Commission. The selection should review all reports of occupational examinations and target results. Before the selection process reports as mentioned in this clause, medical records of personal character shall be taken out of the reports, unless that information applies, consent in that they are presented to the selection.
(5) If the work environment selection finds it required to protect the lives of labor or health, the selection can be acknowledged that the employer shall conduct concrete measures to the recovery of the working environment, within the frame of the provisions given in or in co-hold of this law. To clarify if there is any health risk, the selection can also be acknowledged that the employer should carry out measurements or investigations of the working environment. The selection should set a deadline for the completion of the ordinance. If the employer can't find to be able to conduct the selection of the election, the question should without undue stay lecges for the Work Committee to the decision.
(6) Working Environment Committee shall each year bear report on its business to enterprise governing organs and labor organizations. The Directorate of the Department of Work Administration can give closer rules about the year's content and design.
(7) The Ministry can provide regulation with closer rules about the selection of the election, herunder rules about the case treatment and about the secrecy of the election members.
0 Modified by laws 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 15 June 2007 # 21.
SECTION 7-3. Smost separate local work environment selection
(1) Within building and construction, at load and lossework and otherwise when honest conditions make it necessary, the ministry can give regulation that it should be distinctive local work environment selection. Such assortment can obtain tasks, duties and rights as mentioned in Section 7-1 and 7-3 opposite all employers in the workplace.
(2) The writings of this paragraph may include rules about how the work environment choices are appointed, what tasks they should have and how the expenses of their business are distributed.
SECTION 7-4. Expenses, training mv.

The rules of Section 6-5 apply to the equivalent of members of the Working Environment Committee.

0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).

Chapter 8. Information and dream

SECTION 8-1. Pliked to information and dream
(1) In business that regularly employed at least 50 Workers shall employer inform on and discuss issues of importance for the working-day working conditions with the workers ' trust of workers.
(2) The Ministry can provide regulation on the calculation of the number of workers in the enterprise.
SECTION 8-2. Transparency of the duty of information and dream
(1) Duty to information and dream after Section 8-1 includes :
a) information on the appropriate and anticipated development of enterprise activities and financial situation,
b) information on and dream of the appropriate and anticipated staffing situation in the business, including any narrowing and the measures employer is considering in the connection,
c) information on and dream of decisions that may lead to significantly change in working-organization or employment conditions.
(2) Information after the first clause letter a must happen at an appropriate time. Information and dream items after the first clause of the letters b and c should happen as early as possible.
(3) The information shall be provided so that it is possible for those of the peer-elect to put into the case, conduct an appropriate examination, assess the case and prepare any dream of the matter. The dream is to build on information from employer, take place at the level of leadership and representation as the case dictates and happen in a way and with a content that is appropriate. The dream is to be carried out so that it is possible for those trusting to meet the employer and get a foundation response to statements they had to make. Dreamstuff after first clause letter c is supposed to take aim at achieving an agreement.
(4) The provisions of this paragraph can be waived by tariffagreement.
SECTION 8-3. Amazing information
(1) If enterprise needs dictates that specific information should not be given further, employer can impose trust and any advisers-patient confidentiality. Tausheme's work also applies after the expiration of the person's mandate period.
(2) The employer can in very honest cases neglected to provide information or to conduct discussion if this at the appropriate time obviously will be of significant damage to the business.
(3) The business of trust selected or a fifth of the working staffs may bring dispute over the work-givers decision after the first and second clause of the Corporate Democratic Board. The Tvist may not be brought in after the details of the decision have been publicly known. The Ministry of Justice can in regulation give closer regulations on the Board of the Board of the Board of the Board and case management in disputes following this paragraph.

Chapter 9. control measures in the enterprise

SECTION 9-1. Conditions of control measures in the enterprise
(1) The employer can only commit control measures to work holder when the intake has mainly due to enterprise conditions and it does not imply an unsustainable strain for the working stapper.
(2) The Privacy Act applies to the employer's treatment of information on Workers in the context of control measures unless otherwise determined in this or other law.
SECTION 9-2. Dreamstuff, information and evaluation of control measures
(1) employer duties as early as possible to discuss needs, design, review and significantly change of control measures in the business of the work-makers trust.
(2) Before the ceiling is committed, employer shall provide the affected work-makers information about :
a) purpose of the control ceiling,
b) practical consequences of the control intake, herunder how the control intake will be implemented,
c) control measures assumed duration.
(3) The employer is going to be joined by the work-makers of the labour system regularly evaluating the need for the control measures that are committed.
SECTION 9-3. acquisition of health information by employment
(1) The employer must not in the outset after new Workers or otherwise request that the applicant should provide other health information than those who are necessary to carry out the work of duties linking to the position. The employer must also not commit measures to obtain health information differently.
(2) The Ministry of Justice can in regulation give further regulations on what information can be obtained after this paragraph.
SECTION 9-4. Medical examinations of working applicants and Workers
(1) The employer may only require medical examinations to be taken :
a) when it follows by law or regulation,
b) by positions that imply particularly risks,
c) when employer finds it necessary to protect lives or health.
(2) The Ministry can provide regulation on the terms of requiring medical examinations following this paragraph.
SECTION 9-5. Invision in the work-maker's email mv.

Empgivers the right to visibility of the employee email mv. regulated in regulation given in co-disclosure law Section 3 fourth clause first period.

0 Added by law 9 jan 2009 # 3.

Chapter 10. Working hours

SECTION 10-1. Definitions
(1) With working hours, the time of employment is at the disposal of employer.
(2) With work-free, the time working holder does not stand at the disposal of employer.
SECTION 10-2. Work time arrangements
(1) Work-time arrangements should be so that the workers will not be exposed to unfortunate physical or mental charges, and so that it is possible to safeguard security concerns.
(2) Working holder who regularly works at night has the right to exemption from the work-time arrangement that applies to the employment group, if the person of health, social or other weighty welfare reasons have the need for it and the exemption can go ahead without significantly disadvantage for your business.
(3) Working holder has the right to flexible work hours if this can be performed without significantly disadvantage for your business.
(4) Workers who have filled 62 years or as of health care, social or other weighty welfare reasons have the right to decrease their working hours if the work-time reduction can be carried out without significantly disadvantage for the business. When the agreed period of reduced work time is over, the working holder has the right to return to previous work hours. Under otherwise, the working holder has reduced working hours to increase its working hours when the position becomes available in the enterprise, provided that the position entirely or in the essential is attributed to the same work tasks. Step-right after Section 14-2 and 14-3 go ahead of the front-step right after the determination here.
0 Changed by laws 13 June 2008 No. 40 (ikr. 1 July 2008 ifg res. 13 June 2008 No. 585), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 10-3. Work Plan

If the workers work at different times on the clock, it will be worked out a work schedule that shows what weeks, days and times the individual work holder is to work. The work schedule is to be worked out in cooperation with the workers ' trust of the workers. Unless otherwise set forth by tariffagreement, the work plan is to be dreamed with the work-makers of the labor trust as early as possible and at the latest two weeks prior to the commit. The work schedule should be readily available for the working staffs.

SECTION 10-4. Almemorial working time
(1) The normal working hours must not exceed nine hours within 24 hours and 40 hours within seven days.
(2) For work that hero or in the essential is of passive character, working hours can be extended by up to half of the passive periods, but not with more than two hours over the course of 24 hours and ten hours over seven days. The work of the E.C. can when the work is particularly passively, giving consent to the working period extensions beyond what has been set in the first period, but so that working hours did not exceed 13 hours within 24 hours. The normal working hours must not exceed 48 hours in the seven-day period.
(3) For prepared guard outside of the work site, which the main rule of at least 1/7 of the guard is counted on in the normal working time, depending on how the charge of the accounting arrangement is. The employer and the labor of labor trust in business that are bound by tariffagreement can by written agreement absence the determination in the first period. The work of the SEC can by claims from employer or employee trust-selected determining a different calculation way if the calculation of working hours after the first period will seem unreasonable.
(4) The normal working hours must not exceed nine hours within 24 hours and 38 hours within seven days for :
a) 24-hour continuous shift work and comparnart tournament work,
b) work on two shifts that regularly are powered on the sweetness and weekend days, and comparable tournament work that regularly operates on the sweetness and weekend days,
c) work that involves the individual working holder must work at least every three Sunday,
d) work that primarily is driven at night.
(5) The normal working hours must not exceed nine hours within 24 hours and 36 hours within seven days for :
a) health-continuous shift work and comparart tournament work,
b) work under soil in mining, tunnel operation and the demolition of the bergron under soil.
(6) For the three-part shift and tournament work that does not fall in under the fourth or fifth clause and that involves the individual working holder to work at least every three Sunday, the normal working hours are reduced after the first clause of each session of the on the sweetness and weekend day, jf. Section 10-10 first joints, counted equal to 1 hour and 10 minutes, and every hour worked at night, jf. Section 10-11 first joints, counted equal to 1 hour and 15 minutes, down to 36 hours in seven days. The normal working hours must not exceed nine hours within 24 hours and 38 hours over the course of seven days.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 15 June 2007 # 21, 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 24 apr 2015 number 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 10-5. Average calculation of the normal working time
(1) The employer and work holder can in writing agreement that the normal working time can be arranged so that within a period of 52 weeks on average will no longer be longer than prescribed in Section 10-4, but so that the normal working time does not exceeds ten hours in 24 hours and 48 hours over the course of seven days. The limit of 48 hours in seven days can be averaged over a period of eight weeks, nonetheless so that the normal working time does not exceed 50 hours in a few simple week. Agreement after this clause cannot be made with the work holder which is temporarily employed with the basis in Section 14-9 first clause letter f.
(2) The employer and work-makers of trust in business that are bound by tariffagreement can be written that the normal working time shall be fixed so that within a period of 52 weeks on average will no longer be longer than prescribed in Section 10-4, but so that the normal working time does not exceed 12.5 hours in 24 hours and 48 hours within seven days. The limit of 48 hours in seven days can be averaged over a period of eight weeks, nonetheless so that the normal working time does not exceed 54 hours in a few simple week. Upon the acquisition of agreement that implies that the normal working hours exceeds 10 hours within 24 hours, it shall be placed especially emphasis on the regard to the health of the labour and welfare.
(3) The work of the SEC can consent that the normal working period during a period of 26 weeks on average will no longer be longer than prescribed in Section 10-4, but so that overall working hours did not exceed 13 hours in 24 hours and 48 hours over the course of seven days. The limit of 48 hours can be averaged over a period of eight weeks. Prior to the work of the SEC, the arrangement shall be made by the work of the work-makers of the workers ' trust. Referencing from the dream items as well as draft work plan to pass the application. The work of the SEC should by its decision put very much emphasis on the regard to the health of workers and welfare.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 24 apr 2015 # 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 10-6. Overtime
(1) Work beyond agreed hours must not be carried out without the fact that there is a particularly and time-limit need for it.
(2) Varis the work of some work holder over the limit of the law of the average working hours is considered excess as overtime work.
(3) Before work as mentioned in this paragraph is committed to employer, if possible, the necessity of the necessity of the work-making trust has been selected.
(4) Overtime work must not exceed ten hours in seven days, 25 hours in four consecutive weeks and 200 hours within a period of 52 weeks.
(5) The employer and employee trust in business that are bound by tariffagreement can be written overtime work until 20 hours over the course of seven days, but so that overall overtime work does not exceed 50 hours in four consecutive weeks. Overtime work must not exceed 300 hours within a period of 52 weeks.
(6) The work of the SEC can after application in the very frank cases allow overall overtime work up to 25 hours within seven days and 200 hours over a period of 26 weeks. Referencing from the dreams of the dream, jf. third clause, shall be passed the application. Freems the business application for overtime within the frame of the fifth clause shall cause the case to be resolved by agreement with those of trust always be specified. The work of the SEC should by its decision put very much emphasis on the regard to the health of workers and welfare.
(7) Overtime work beyond the frame in the fourth clause can only be placed on workers as in the individual case has said willing to it.
(8) Overall working hours must not exceed 13 hours within 24 hours or 48 hours within seven days. The limit of 48 hours in seven days can be averaged over a period of eight weeks, nonetheless so that overall working hours after Section 10-5 other joints and Section 10-6 joints did not exceed 69 hours for a few simple week.
(9) The employer and employee trust in business that are bound by tariffagreement can be written exceptions from the limit of 13 hours in the eighth clause, but so that the overall working time does not exceed 16 hours within 24 hours. Working holder should then be secured accordingly compensated rest periods or, where this is not possible, other appropriate protection.
(10) Working holder has the right to be exempt from carrying out work beyond agreed hours when the person of health care or weighty social reasons are asking for it. Working donor duties also otherwise to free work holder who request it, when the work without damage can be postponed or performed by others.
(11) For overtime work, an amendment to the salary of the employee has for the corresponding work in the normal working hours. The amendment should be at least 40 percent.
(12) The employer and work holder can in writing agreement that overtime hours are completely or partly to be taken out in terms of work-free at an agreed time.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 24 apr 2015 # 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 10-7. Overview of the hours

It is supposed to be foregoing an overview that shows how much the individual work holder has worked. The overview shall be available for the Work and Working People's Trust Trust.

SECTION 10-8. Daily and weekly work-free
(1) Working holder shall have at least 11 hours coherent work-free within 24 hours. The working-free period shall be placed between two main work periods.
(2) Working holder shall have a coherent work-free period of 35 hours within seven days.
(3) The employer and the labor of labour trust in business that are bound by tariffagreement can be written exceptions from the provisions of the first and second clause. Such agreement can only be made if the work holder is comparable to compensated rest periods or, where this is not possible, other appropriate protection. It cannot be agreements shorter work-free period than 8 hours within 24 hours or 28 hours over the course of seven days. The limit of 8 hours does not apply when work beyond agreed hours (jf. Section 10-6 first joints) or work on the callout during prepared outside the work site is required to avoid serious operating disorders. By business that is not bound by tariffagreement, employer and labor officials can on the same terms of written agreement work in the working-free period, when this is necessary to avoid serious operating disorders.
(4) Working-free as mentioned in the second clause should as wide as possible include Sunday. Working holder that has performed sweepstakes and weekend work, shall have work-free the following sweetness and weekend day. The employer and work holder can in writing agreement a work-time arrangement that on average provides employment-free every two-year-old and weekend day over a period of 26 weeks, nonetheless so that the weekly free-run at least every four weeks falls on a cun- or weekend day.
(5) The Ministry of Justice may in regulation determine a dispatch of the frisns that deviate from the rules of the fourth clause.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 24 apr 2015 # 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 10-9. Pauser
(1) Working holder shall have at least one break if the daily working hours exceeds five and a half hours. The breaks are due to be at least half an hour if the daily work hours are at least eight hours. If the work holder is not free to leave the workplace during the break or where there is no satisfactory break room, the break should be counted as part of the working hours. When conditions make it necessary, the break can be shifted.
(2) When working holder works more than two hours after the average working time has been discontinued, employment holder should be given a break of at least half an hour. The break count is considered as part of the working hours. Pause that is placed after ordinary work hours, allowance is made as overtime work, but does not count on the number of hours it is allowed to work overtime after Section 10-6. When conditions make it necessary, the break can be shortcoming down or shifted.
SECTION 10-10. Sunday's work
(1) It shall be work-free from the 1800 the day before a sweetness or weekend day and until 9 a.m. 2200 the day before the next reality day. Jul-, Easter and pinseevenings it will be work-free from the 1500 to 10:00 pm 2200 the day before the next reality day. Work within these range of time counts as a sweepback and weekend work.
(2) Work on the sweetness and weekend days are not permitted unless the species of work makes it necessary.
(3) The employer shall discuss the need for the sweetness and weekend-day work with the labor of labor trust before it is committed.
(4) In business that is bound by tariffagreement, employer and employee's peer-worker's peer-picked deal can be made in written agreement on the sweetness of work on the sweetness and weekend days if there is a particularly and time-limit need for this.
(5) The employer and work holder can end written agreement on work on the sweetness and weekend days beyond the cases mentioned in this paragraph, against the equivalent of free on other days as per the employee's religion is weekend-or holiday. Such agreement can be made without consideration of the provisions of Section 10-8 fourth joints.
SECTION 10-11. Night Work
(1) Work between at 2,100 and 2 pm 0600 is night work. Employer and work-makers of the company 1 by business that is bound by tariffagreement can be in writing a different amount of time of at least eight hours that include the time between 10:00 pm 40,000 and at 2 pm 0600. As night work, work does not count on two shifts that are placed between 10:00 a.m. 0600 and 10:00 pm 0000.
(2) Night work is not permitted unless the species of work makes it necessary.
(3) The employer shall discuss the necessity of night work with the worker's trust of work before it is committed.
(4) By business that is bound by tariffagreement, employer and employee's peer-to-work agreement will be made in written agreement on night work if there is a particularly and time-limit need for this.
(5) The normal working hours for the working holder who regularly work more than three hours at night, on average will not exceed eight hours in the 24 hours period. The average is to be calculated over four weeks. The minimum period of weekly work-free in Section 10-8 other clauses should not be included by the calculation of the average.
(6) Working hours of working holder working more than three hours at night should not exceed eight hours in 24 hours if the work involves a particularly risk or significant physical or mental charge.
(7) Working holder who primarily performs work at night shall be given offer of health check before the inauguration and then periodically.
(8) The employer and employee trust of enterprises who are bound by tariffagreement can be made in writing that the provisions of the fifth and sixth clause shall be deikes. The working-makers should then be secured the corresponding compensated rest periods or, where this is not possible, other appropriate protection.
1 Should be "peer-elected".
SECTION 10-12. Exceptions
(1) The provisions of this chapter are not going to the Applicability of the employment holder in leading position, with the exception of Section 10-2 first, second and fourth joints.
(2) The provisions of this chapter do not come to the Applicability of Workers in particularly independent position, with the exception of Section 10-2 first, second and fourth joints.
(3) The provisions of this chapter can be waived for work as due to natural events, accident or other unforeseen events must be taken to avert danger of or damage to life or property. In that case, the labour makers shall be secured accordingly compensated for rest periods or, where this is not possible, other appropriate protection.
(4) Fagunion of setting right after the labor law or service law can, with the exception of Section 10-2 first, second and fourth joints and Section 10-11 seventh joints, strike tariff agreement as the absence of the provisions of this chapter. Exceptions from Section 10-8 first and second joints and Section 10-11 fifth and sixth clause assume the work-makers can be secured accordingly compensated for rest periods, or where this is not possible, other appropriate protection. For use of overtime after such tariffagreement applies to the terms of Section 10-6 first clauses. Working holder must in the individual case of consent to the overtime work. The requirement of individual consent applies to the equivalent of which the incomes tariff agreement on an overall average working time of over 48 hours over the course of seven days in one year.
(5) If reached agreement as mentioned in Section 10-5 other clauses, 10-6, 10-8 third clause, 10-10, 10-11 or 10-12 fourth joints and a majority of the employment staffs are bound by the agreement, the employer can make the appointment of working hours current for all of the Workers performing work of the art of the art agreement include.
(6) The work of the SEC can give consent to work time arrangements as the absence of Section 10-8 and Section 10-10 other clauses when there is a long distance between the working place and the working stagers. Such consent can only be given if it has any security-wise meaning to add right for a holistic regulation of the working-time orders in the workplace. Fravik from Section 10-8 first and second clause assumes that the working staffs are compensated for rest or, where this is not possible, other appropriate protection.
(7) The Work Environment can give consent to work time arrangements as the absence of Section 10-8 first and second joints and the limit of 13 hours in Section 10-5 third joints for health and care work as well as guard and surveillance work in which work completely or partially is of passive character (jf. Section 10-4 other clauses). Such consent can only be given if the work-makers of Sikres are compensated for rest or, where this is not possible, other appropriate protection.
(8) If the work is of so distinctive that it is difficult to allow to adapt the provisions of the chapter here, the ministry can in regulation give shonest rules and determine exceptions from these regulations.

Sixth (now eighth) clause ir. 1 July 2005, first, second and fourth clause ir. 1 jan 2006.

0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 24 apr 2015 number 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 10-13 Tvistelsolution Solution

The dispute between employer and work holder on the applicability of the provisions of Section 10-2 second, third and fourth joints and Section 10-6 tenth clause is decided by the tweet topic, jf. SECTION 17-2

0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).

Chapter 11. Work of children and youth

SECTION 11. Offers against child labour
(1) Children who are under 15 years or school liquidate shall not carry out work that goes into under this law except
a) culturally or similar work,
b) easy work and the child has filled 13 years,
c) work as clause of the child's schooling or in practical occupational orientation that has been approved by the school authorities and the child has turned 14 years.
(2) The Ministry of Justice can in regulation give closer regulations on what kind of work should be allowed after the first clause. It can be determined closer to terms of such work.
(3) People under 18 years must not carry out work that may be of damage to their safety, health, development or schooling. The Ministry of Justice can in regulation determine what kind of work has been reauthored by this prohibition and about list of workers under the age of 18.
SECTION 11-2. Working hours
(1) The working time for people under 18 years should be placed so that it does not prevent schooling, or prevent them from taking advantage of the teaching.
(2) For children who are under 15 years or are school liquidate should not exceed :
a) 2 hours a day of lessons with teaching and 12 hours a week in weeks of teaching,
b) 7 hours a day of underviewing free days and 35 hours in teaching-free weeks,
c) 8 hours a day and 40 hours a week for overall labor and school hours where the work is clause in an arrangement with weighting theoretical and practical education.
(3) For youth between 15 and 18 years that are not school liquidate, working hours should not exceed 8 hours a day and 40 hours a week.
(4) At the hiring of several employers, the working hours are to be calculated. Working adviser duties to acquire knowledge of the working hours of any other employers.
(5) The Ministry may in regulation determine exceptions from
a) second clause letter a for culturally or similar work, and
b) second clause of the letter c and third clause, if for honest reasons are present.

The scripture after this clause may contain terms.

SECTION 11-3. Offers against night work
(1) Children who are under 15 years or are school-like are not supposed to work between 10:00 pm 2000 and 2 pm 0600.
(2) Youth between 15 and 18 years that are not school liquidate shall have a work-free period of at least 8 hours that include the time between 10:00 pm 2300 and at 0600. Work between 10:00 pm 2,100 and 2 pm 2300 is night work and is not permitted unless the species of work makes it necessary or there is a particularly and time-limit need for night work.
(3) Other clauses do not apply to work as due to natural events, accident or other unforeseen events must be taken to avert danger of or damage to life or property, and it is strictly necessary to benefit the youth in the work. Youth taking part in this work is supposed to have a trailing compensating rest period.
(4) The Ministry of Justice may in regulation determine that the working-free period can be shorter for certain types of work, and determine closer rules about this, herunder terms.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 11-4. Health Control
(1) The employer shall ensure that youth set to night work according to Section 11-3 fourth clause shall be provided for health check before inauguration and then periodically.
(2) The Ministry can provide regulation on the completion of health control, and determine rules on health control in other cases where the work is asking the occupational requirements of the labor health or physical properties.
SECTION 11-5. Pauser and leisure
(1) People during the age of 18 shall have the resting break for at least half an hour, if possible coherent, if the daily working hours exceeds four and a half hours.
(2) Within each period of 24 hours, it shall be a coherent work-free period of at least :
a) 14 hours for children who are under 15 years or are school-like,
b) 12 hours for youth between 15 and 18 years that are not school body-like.
(3) People under the age of 18 shall have a coherent work-free period of at least 48 hours over the course of seven days. The working-free period shall barely be added to the sweetness or weekend day.
(4) People under the age of 18 who attend school should have at least four weeks of vacation time of the year, of which at least two weeks during the summer break.
(5) The Ministry can in very frank cases in regulation determine exceptions from the rules of second, third and fourth clauses.

Chapter 12. Right to leave

SECTION 12-1. Svangerlocker Check

Workers who are pregnant have the right to free from the work of salary in relation to pregnancy check if such investigations are not with the equitable can take place outside of business hours.

SECTION 12-2. Svangerlocker

Workers who are pregnant have the right to leave for up to twelve weeks during pregnancy.

SECTION 12-3. Care-Remission
(1) In connection with birth, the father has the right to two weeks of leave to assist the mother. If the parents don't live together, the right to leave can be paid off by someone else who is assisting the mother.
(2) Adoption parents and foster parents have the right to two weeks of leave in connection with the custody of the child over-taken. This does not apply to the stepchildren's adoption or if the child is over 15 years.
SECTION 12-4. Birth of birth

After birth, mom is going to have a leave of the first six weeks, unless she presented her medical certificate that it is better for her to get to work.

SECTION 12-5. Preliminary leave
(1) The parents are entitled to leave by the rules of the paragrafen here and in Section 12-2 and 12-4 in until together twelve months. The parents, however, have the right to leave when it comes to the rate of parental money from the census.
(2) Each of the parents has in addition to leave after the first clause, straight to leave for up to twelve months for each birth. This permission must be taken out immediately after his parents ' leave of absence after the first clause. Working holder that has partial leave after Section 12-6 still does not have the right to leave after the clause here.
(3) Unless both parents have custody of the child, the right to leave may be left to leave after the first clause of the athlete by someone else who has care for the child. Working holder that is solely on custody of the child has the right to until two years of leave after others laughed.
(4) Adactment parents and foster parents have the right to leave of absence after the paractment here when custody of the child is overtaken. The same applies to working holder who have or assigned parental responsibility when the other of her parents die and who has had less than normal relations with the child. The court to leave does not apply to stepchildren's adoption or if the child is over 15 years.
0 Modified by laws 21 apr 2006 # 10 (ikr. 1 jan 2007 ifg res. 21 apr 2006 # 428), 15 June 2007 # 22 (ikr. 15 June 2007 ifg res. 15 June 2007 # 629).
SECTION 12-6. Partial leave
(1) Permission after Section 12-2, 12-4 and 12-5 first clauses can be taken out as partial leave.
(2) Partial leave is based on agreement between employer and employment holder. Workers ' desire for how the Draft of partial leave should be fulfilled should be met unless this entails the key disadvantages of the business. Working holder has the right to let the aid of a peer-elected or other representative. Agreement on partial leave may be changed or cease when candid reasons make it necessary.
(3) Partial leave must be taken out within a time frame of three years.
SECTION 12-7. Heat-like

Permission after Section 12-2 to 12-6 should be notified employer as soon as possible and later a week ahead of absence beyond two weeks, only four weeks ahead of absence beyond twelve weeks and last twelve weeks ahead of absence beyond one year. Overwork of the frianists does not entail that working holder must delay leave if leave is necessary because of conditions that the worker had no knowledge of at the deadline of the state.

SECTION 12-8 Acme-free
(1) Woman that breastfeeding her child can claim the free she of that reason needs. For example, the free time can be taken out for at least half an hour two times daily or that reduced hours of time with up to one hour every day.
(2) Woman who has framework-free after the first clause has in the child's first life-year straight to salary until one hour on working days of agreed hours seven hours or more.
0 Modified by law 7 June 2013 # 27 (ikr. 1 jan 2014 ifg. res. 7 June 2013 # 590.
SECTION 12-9. Barns and child-passer's disease
(1) Working holder who has care for children has the right to leave :
a) for necessary supervision with the child when it is sick,
b) if the child is to be accompanied to medical examination or other follow-up in connection with disease, or
c) if the person who has the daily child protection is ill or has a leave of absence after this paragraph due to a second child.
(2) The court to leave after the paractment here applies to and with the calendar year the child turns 12 years. Working holder is entitled to leave until 10 days each calendar year or up to 15 days if work holder has care for more than two children. Working holder has no matter the right to leave when it comes to the care of care, nursing money or training money from the census.
(3) If the child has chronic disease, long-term disease, or has impaired functional ability and that is therefore a marked increase of the risk of working holder's absence from work, work holder has the right to free after first clause of up to 20 days each calendar year. The court to leave applies to and with the calendar year the child turns 18. Working holder has in addition the right to leave to participate in training at approved health institution or public skill sets in order to take care of and treat the child.
(4) Working holder who has care for children has the right to leave if :
a) The child is admitted to health institution and employment holder is staying at the health institution,
b) The child has been discharged from health institution and work holder must be at home because the child needs continuous supervision and care, or
c) The child has life threatening or other very serious illness or injury.

On leave of absence after the letters a and b applies to age limits in second and third joints. Right to leave of absence after letter c applies to and with the calendar year the child turns 18, but without regard to age if the child is mentally challenged.

(5) Workers who are left alone about custody of children have the right to double the permision days as after second and third joints. The same is true if there are two about custody, but one of them is long-term cut off from the Department of Health with the child due to impaired functional, admission in health institution as long-term patient or equivalent ratio. The court to leave can be transferred with up until half of the days each calendar year to mother or father with contemporary or to the person working together with and who do not have care for their own children.
0 Modified by law 20 June 2008 No. 42 (ikr. 1 jan 2009 ifg res. 20 June 2008 No. 631).
SECTION 12-10. Care for and nurturing of close-up

Workers who tend to close in the home of life's end stage have the right to leave for 60 days for the care of the individual close-up.

Working holder is entitled to leave of absence for up to 10 days each calendar year to provide necessary care to parents, spouse, roommate, or registered partner. The same applies when necessary care for disability or chronic sick children from and with the calendar year after the child turned 18 when the worker has had such care for the child as mentioned in Section 12-9 third clause. The Ministry can provide regulation on documentation of necessary care.

0 Modified by law 9 apr 2010 # 11 (ikr. 1 July 2010 ifg. res. 9 apr 2010 # 499), 19 oct 2012 No. 1 68 (ikr. 1 jan 2013 ifg. res. 19 oct 2012 No. 1 978).
SECTION 12-11. Educational sperm
(1) Workers who have been in labour life for at least three years and who have been employed with the employer for the past two years, have the right to whole or partial leave of absence for up to three years to participate in organized education offerings. Education out over elementary school or high school training level must be occupational-related to giving the right to leave. Occupational related education includes all types of job market relevant after-and reeducation.
(2) Permission may still not be required when there will be an obstacle to the work-givers defensible planning of operations and personnel management.
(3) Working holder who has had education leave has no right to new education sperm until it has gone
a) double as long as the duration of the preceding permission and
b) At least one year from the preceding permission took to, except at the education perspective for courses during one month's duration.
(4) Working holder who will use the right to education sperm must give employer written notice of this. Varrilet shall contain information on education's professional content, duration and optionally recording at educational institution. If it comes to education out over elementary school or high school training levels, occupational relevance must be justifies.
(5) The employer that will make the current that the terms of education sperm are not met, should as soon as possible and the latest within six months in writing inform the working holder of this. If notified leave is shorter than six months, such subdirection shall be forebearing within three months after notice has been received, but within two months when notified leave is shorter than one month. The employer is going forward to answers is given, on request orient work holder on what is being made for if possible to add right for the permission. Viewed about the terms after the first, second and third joints are met, can be brought in for the tweet topic, jf. Section 12-14, after the employer's response deadline has expired.
(6) The Ministry of Justice can in regulation completely or partially exemptes enterprises from the provisions of this paragraph.
SECTION 12-12. Military service mv.
(1) Working holder is entitled to leave of duty of duty or voluntary military service or similar public service. 1 The same applies to voluntary service cleaning of up to the 24-month duration in forces organized by Norwegian authorities for participation in international peace operations, whose work holder immediately possible after making binding agreement on Service cleaning in such forces notifies the employer of this.
(2) Working holder who wish to continue in the position of the service announcement shall notify employer before the service begins. employer duties not to take employment holder back in work before a month after receipt of notice from what day the working holder can resume work.
1 Jf. law 19 March 1965 # 3 kep. III (oph. by law 20 apr 2012 number 19).
SECTION 12-13 Public stice

Working holder is entitled to leave from work in the scope it is necessary to fulfill the legislant meeting of public organs.

SECTION 12-14 Tvistelsolution Solution

Tshown about the right to leave of absence after this chapter is decided by the tweets of the tweet, jf. SECTION 17-2

SECTION 12-15. Religious holidays

Right to leave of absence at religious holidays for the working holder that does not belong to the Norwegian Church, are regulated by law 13. June 1969 No. 1 25 about tradroom communities and ymist anna Section 27 a

0 Added by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).

Chapter 13 Vern vs. discrimination

SECTION 13-1. Offers against discrimination
(1) Direct and indirect discrimination due to political vision, membership of employment organization or age is prohibited.
(2) Tramasation and instruction of discriminating persons for reasons mentioned in the first clause are considered discrimination.
(3) The provisions of this chapter apply to the equivalent of the discrimination of working holder working part time or are temporarily employed.
(4) By discrimination due to gender applies to the gender equality Act.
(5) By discrimination due to ethnicity, religion and life vision applies to the discriminatory law of ethnicity.
(6) By discrimination due to impaired functional concerns regarding the discrimination and accessibility law.
(7) By discrimination due to sexual orientation, gender identity and gender expressions apply to the discriminatory law of sexual orientation.
0 Modified by laws 20 June 2008 No. 42 (ikr. 1 jan 2009 ifg res. 20 June 2008 No. 631), 21 June 2013 # 61 (ikr. 1 jan 2014 ifg. res. 21 June 2013 # 707).
SECTION 13-2. What the chapter includes
(1) The provisions of this chapter apply to all aspects of the working relationship, herunder :
a) cancellation of position, employment, resettlement and promotion,
b) training and other competency development,
c) pay and work terms,
d) Cancellation.
(2) The provisions of this chapter shall apply to the equivalent of the employer's choice and treatment of self-employed and hired Workers.
(3) The provisions of this chapter are applicable to the corresponding message in and participation in a working holder, employer or occupational organization. This also applies to the benefits that such organizations provide their members.
(4) The provisions of this chapter do not get the Applicability of the difference processing that is due to membership in the employment organization for barely applicable pay and employment terms in tariffagreements.
SECTION 13-3. Exceptions from the ban on discrimination
(1) Difference management that has a predominately purpose, is not unsustainable to the or those that difference-treated and necessary for the exercise of work or profession, is not considered discrimination by the law here.
(2) Differences that are necessary to achieve a mainly purpose and which are not unsustainable to it or those who offset the prohibition of the ban against indirect discrimination, discrimination due to age or discrimination of working holder working part time or is temporarily employed.
(3) The Ministry of Law may in regulation give closer regulations about the range of the exception from the ban on age discrimination in other clauses.
0 Modified by law 9 apr 2010 # 12 (ikr. 9 apr 2010 ifg. res. 9 apr 2010 # 501).
SECTION 13-4. acquisition of information by employment
(1) The employer must not in the outlining of new Workers or otherwise request that the applicant should provide information on how they ask for political questions or whether they are members of employment organizations. The employer must also not commit measures to overtake such information differently.
(2) The bid in the first clause does not apply if the acquisition of details of how the applicant is asking political questions or whether they are members of the employment organization are due to the position of the standoff or it is part of the purpose of The business to promote specific political views and the employee's position will be of significance for the completion of the purpose. If such information will be required, this must be specified in the outlight of the position.
(3) The employer also cannot obtain information as indicated in the equality Act Section 18, the discrimination law on ethnicity Section 17 and the discrimination law on sexual orientation Section 16.
0 Modified by law 9 apr 2010 # 12 (ikr. 9 apr 2010 ifg. res. 9 apr 2010 # 501), 21 June 2013 # 61 (ikr. 1 jan 2014 ifg. res. 21 June 2013 # 707).
Section 13-5. (Raised by law 20 June 2008 No. 42 (ikr. 1 jan 2009 ifg res. 20 June 2008 No. 631).) SECTION 13-6. Positive special treatment

Sary treatment that contributes to promoting equilibrium is not in violation of the provisions of this chapter. The honor treatment shall cease when the purpose of it is achieved.

SECTION 13-7. Illumination alike

Worksearches who believe themselves passed in violation of the provisions of this chapter may require that employer in writing the details of which education, practices and other clear qualifications for the work that was employed has.

SECTION 13-8. Exhibit

If work holder or work-seeking information that gives reason to believe that it has taken place discrimination in violation of provision in this chapter, employer must be truer that it still has not taken place such discrimination or retribution.

0 Modified by law 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324).
SECTION 13-9. The effect of the violation of the discrimination ban
(1) The person who has been discriminated in violation of Section 13-1 may require reparations and damages regardless of whether the employer can be rebides for the discrimination. The replacement should cover economic losses as a result of the discrimination. The rise of non-economic damage is determined to what is reasonable from the scope of its scope and species, the couple's conditions and circumstances of the otherwise.
(2) Decisions in tariff agreements, work agreements, regulations, ordinance mv. who are in violation of this chapter, are invalid.
0 Changed by law 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324), 21 June 2013 # 61 (ikr. 1 jan 2014 ifg. res. 21 June 2013 # 707).
SECTION 13-10. Organizers access to act as deputy

As a deputy in the management case of this chapter, an organization that has been completely or partly has for purposes of working against discrimination for reasons mentioned in Section 13-1 first clause.

Chapter 14 Andelay mv.

SECTION 14-1. Information about free positions in the enterprise

The employer shall inform the working makers of free positions in the enterprise. Inhired work holder is to be informed in the corresponding manner.

0 Modified by law 22 June 2012 # 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607).
Section 14-1 a. Drefting about the use of part-time

Working donor should at least once per year discuss the use of part-time with those of trust.

0 Added by law 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617).
SECTION 14-2. Step-right to new employment
(1) Workers who have been said up due to enterprise conditions have been due to new employment in the same business, unless it comes to a position the employment holder is not eligible for.
(2) The step court also applies to the employment holder who is temporarily employed and as due to enterprise conditions do not still receive employment. This still does not apply to the employment holder in the temp. Moreover, the step trial is applicable to the employment holder that has accepted offer of reduced position instead of termination.
(3) The step trial applies to the working holder who has been employed in the business of together at least 12 months in the last two years.
(4) The step trial applies from the termination of the termination point and for one year from the termination of the notice of the resignation.
(5) The step court falls away if the employment holder has not accepted an offer of employment in a suitable position only 14 days after the offer was received.
(6) Is there several prestage entitlements to a position, duties employer to follow the same rules of selection as those concerning layoffs due to operating limit, or rationalization measures.
(7) The rules of this paragraph apply to the equivalent of the work holder who are said in connection with the business going bankrupt. This applies only when the business continues or resumed and it under consideration to place, species, scope and similar must be considered a continuation of the original business.
(8) Sixth clause does not apply to bankruptcy, public change of insolvent estate or by over-transfer of business after it is opened debt negotiations.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 14-3. The step right of part-time employees
(1) Part-time employees have been stepping down to expanded position over that employer is conducting new employment in the business.
(2) The step court is conditioned by the employment holder of the position and that exercise of the pretrial courts will not involve the key inconvenience of the enterprise.
(3) Prior to employer, the decision of employment in the position of employment requires prestep to, the question is to be asked as far as practical dream of working holder, unless working holder even does not wish it.
(4) First-stage right after Section 14-2, with the exception of Section 14-2 second paragraph first period, runs ahead of the front-step basis for part-time employees.
(5) Tshown on the forestage of part-time employees after Section 14-3 is decided by the tweet-only topic, jf. SECTION 17-2
0 Modified by law 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617).
SECTION 14-4. Effect of violations of the rules of the forestage
(1) If the court is due to be employed in a specific position, the court shall be due to claim from the foregone-based deductible sentence for employment in the position, unless this exists unreasonable.
(2) By violation of the regulation of the due process, the working holder can require damages. The replacement is determined in accordance with Section 15-12 other clauses.
Section 14-4 a. Right to position of part-time employees, the equivalent of actual working time
(1) Part-time employees who the last 12 months periodically have worked beyond agreed hours, have the right to position equivalent to actual working hours in this period, unless employer can document that the need for the merwork no longer has been issued. The Tolvmoon derby period is to be calculated with the starting point of the time working holder was promoting its claim.
(2) Tshown about right after this determination is decided by the subject-level of the dispute, jf. SECTION 17-2
0 Added by law 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617 See its WE no 3).
Section 14-4 b. Effect of violation of part-time certificates entitled to position equivalent actual working time
(1) If the court comes that a part-time employee has the right to position equivalent to actual work hours after the determination in Section 14-4 a, the court shall be due to claim from the part-time employee sentencing judgment for employment in such position.
(2) Upon violation of the determination of the right to position accordingly, in fact, working hours after Section 14-4 a can work holder compensation.
0 Added by law 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617 See its WE no 3).
SECTION 14-5. The requirement of written work agreement
(1) It shall be made in writing work agreement in all working conditions. The employer shall design a draft work agreement in accordance with Section 14-6. Working holder has the right to assist by a peer-worker or other representative both at the issue of employment and by changes to the employment agreement.
(2) In working conditions with an overall duration of more than a month, the written work agreement will be foraking as soon as possible and later a month after the working relationship began.
(3) In working conditions with shorter duration than a month or by the lease of labor, it shall immediately be made in written work agreement.
! 14-6. Minimum requirements of the content of the written agreement
(1) The work agreement shall contain information on the relation of significant importance in the working relationship, herunder :
a) the couple's identity,
b) workplace. If there does not exist any fixed workplace or capital workplace, the work agreement shall provide enlightenment that the working holder is working at various locations, and provide the business address or optionally the home site of employer,
c) a description of the work or worker title, position or work category,
d) the time of the work relationship's start,
e) expected duration if the working relationship is temporary, as well as the basis of employment, jf. SECTION 14-9,
f) any test regulations, jf. Section 15-3 seventh joints and Section 15 -6,
g) the employee's right to vacation and vacation money and the rules of determining the holiday time,
h) the employee and employer's notice deadlines,
in) the current or agreed salary at work relationship's start, any additions and other allowance that are not part of the salary, such as pension payments and broom or overnight allowance, the payment method, and time of salary payment,
j) length and location of the agreed daily and weekly work hours,
k) length of breaks,
l) deal on particularly working time arrangement, jf. Section 10-2 second, third and fourth joints,
m) information about any tariff agreements that regulate the working relationship. If agreement is reached by parties outside of the business, the employment agreement shall contain information on whom the tariff parties are.
(2) Information mentioned in the first clause letters g to k can be given by referring to laws, regulations or tariff agreements that regulate these conditions.
0 Modified by law 24 apr 2015 # 20 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 399).
SECTION 14-7. Foreign-based work holder
(1) If the employment holder is to work abroad for more than a month, the written work agreement shall be made before departure. In addition to information mentioned in Section 14-6, the agreement should at least regulate the following :
a) the duration of the work to be carried out abroad,
b) The currency of the currency shall be paid in,
c) any cash and natural performance associated with the overseas work,
d) optionally the terms of the employee's home journey.
(2) Information as mentioned in the first clause of the letters b and c can be provided in the form of a referral to laws, regulations and / or tariffagreements that regulate these conditions.
SECTION 14-8. Changes in the working relationship

Changes to the working relationship as mentioned in Section 14-6 and 14-7 shall be taken into the employment agreement at the earliest possible and later a month after the change stepped into effect. This still does not apply if the changes to the working relationship are due to changes in laws, regulations or tariff agreements, jf. Section 14-6 second joints and Section 14-7 others laughed.

SECTION 14-9. Temporary employment
(1) Working holder shall be fixed. The appointment of temporary employment can still be accepted :
a) when the work is of temporary character,
b) for work instead of another or second (substitute),
c) for the specimen work,
d) with participant in labor market measures in regi of or in cooperation with the employment and welfare department,
e) with athletes, sports encers, judges and other leaders within the organized sports or
f) for a period of up to twelve months. Such agreements may include up to 15 percent of the working-makers of the business, rounded up, nonetheless so that it can be entered into agreement with at least one working holder.

The employer shall at least once per year discuss the use of temporary employment by the provisions of this clause with those of trust, including the basis of and extent of such employment, as well as consequences for the working environment.

(2) The Ministry of Justice can in regulation give closer regulations on temporary employment for the employment of the specimen work and about what types of labor market measures are retaken by the first clause of the letter.
(3) LandsExtensive employment organization can reach tariffagreement with an employer or employer association of admission to temporary employment within a further specified employee group that will perform artistic work, research work or work in connection with sports. If the tariff agreement is binding for a majority of the working staffs within a further specified employment group in the business, employer can on the same terms of the same terms of temporary work agreement with other Workers who will carry out corresponding work.
(4) Working holder who has been employed for more than one year has claims in written notice of the time of the fretanger at the time of a month prior to the fratreddit. This still does not apply to participant in job market measures that are retaken by other clauses, jf. first clause letter d. The alert shall be deemed to be given when it has been reached out to the employee. If the deadline is not overheld, the employer may not require the employment staunter until a month after notice has been issued. The term in the fourth period still does not provide the basis for employment beyond twelve months of employment after the first clause of the letter f.
(5) Temporary work agreements cease at the agreed time room's expiry, or when the specific work has been concluded, unless otherwise written agreed or determined in tariffagreement. In the term, the law applies to the rules of termination of working conditions.
(6) Working holder who has been coherent temporarily employed for more than four years after first clause letter a or for more than three years after first clause letter b and f, shall be deemed fixed employee so that the rules of termination of working conditions come to Applicability. By calculation of employment time after second period 1 shall not be made deductions for the absence of employment.
(7) The rules of this clause apply to employment after the first clause letter f for workloads of the same species within the enterprise. The employer can count units with at least 50 employees as a separate business. When a working holder who is temporarily employed after the first clause of the letter f, does not receive further employment at the term of the appointment, starts a quarantine period of twelve months for the employer. The employer can in the quarantine period do not make new hires as mentioned in the first period.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 16 June 2006 # 20 (ikr. 1 July 2006 ifg res. 16 June 2006 # 631), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 25 June 2010 # 31 (ikr. 1 July 2010 ifg. res. 25 June 2010 # 976), 24 apr 2015 # 20 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 399).
1 Should be the first period of time.
SECTION 14-10. Aretarget
(1) Top leader in a business can be placed on varian.
(2) Andelay on varian measures can be agreements when this is deemed necessary as a result of the agreement with foreign state or international organization.
0 Modified by law 21 des 2005 # 121 (ikr. 1 jan 2006).
SECTION 14-11. Effects of illegal temporary employment
(1) If there is a violation of the provisions of Section 14-9 or 14-10, the court following the claim from the working holder verdict that it has been a fixed working relationship or that the working relationship continues. In honest cases, the court may yet, after allegation from employer, decide that the working relationship should cease if it after a vevining of the couple's interests finds that it will be obviously unreasonable that the working relationship continues. By violation of the determination of quota in Section 14-9 first clause letter f, the court may dismiss verdict after the first period when the very honest reasons indicate it.
(2) At violation of the provisions of Section 14-9 or 14-10, the worker can claim compensation. The replacement is determined in accordance with Section 15-12 other clauses.
0 Modified by law 24 apr 2015 # 20 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 399).
SECTION 14-12. Inrent from business that has for purpose to drive the rental (staffing enterprise)
(1) Inrent of working holder from business that has for purpose to drive outrent is permitted in the same extent as it can be agreements temporarily hiring after Section 14-9 first clause letter a to e.
(2) In business that is bound by tariffagreement, employer and peer-to-peer-elect to together represent a majority of the work-making category of the lease shall apply, in writing agreement on time-limited inrent without the hurdle of what is decided in first clause. The business is due to request from the work of the Work Authority, adding documentation that it is bound by tariffagreement and that there is agreement with those of trust as mentioned in the first period.
(3) The employer shall at least once per. The year discuss the use of hired labor after the first and second clause, herduring the practice of the requirement of equilibrium, with those of trust.
(4) Upon the lease of this paragraph, the rules apply in Section 14-9 sixth clauses accordingly.
(5) The Ministry of Justice can in regulation ban the hire of certain work-making groups or in certain areas when important civic consideration dictates it.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 22 June 2012 # 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607), 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617), 24 apr 2015 number 20 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 399).
Section 14-12 a. Equities of profics and work terms by rental from staffing enterprises
(1) The Bonding Company shall ensure that the contracted employment holder at least saferes those terms that would come to the Applicability if the working holder had been employed with the hire of hires to carry out the same work, when it comes to :
a) the length of work and location,
b) overtime work,
c) duration and placement of breaks and resting periods,
d) night work,
e) holiday leisure, vacation money, holidays and allowance on such days, and
f) salary and expense coverage.
(2) Working holder being rented out shall have the same access to public benefits and services at inrents as enterprise own workers, unless objective reasons suggest otherwise.
(3) The Ministry of Justice can in regulation determine whether and in what extent the provisions of equilibrium can be waived at tariffagreement. The general protection of the working-makers must in all case of respect.
0 Added by law 22 June 2012 # 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607).
Section 14-12 b. Enlightenment and envision right at the lease of working holder from staffing enterprises
(1) At the rent of working holder, the staffing shall provide the staffing information that is necessary for the staffing enterprise to be able to maintain the requirement of equilibrium in Section 14-12 a.
(2) The Bonding Company shall, when work holder requests it, provide the information necessary for working holder to be able to assess whether their own pay terms and work terms meet the requirement of equilibrium in Section 14-12 a.
(3) The Bonding Company shall, when leases ask for it, document which pay and work terms are agreed with the working holder that rents out to the leases.
(4) Inrents shall, when the peer-elect of the landlord asks for it, documenting which pay and work terms are agreed between hired worker and dennes employer.
(5) Duty to provide information after the third and fourth clause only applies to terms as mentioned in Section 14-12 a first clause. Bonding enterprises, inrents and peer-to-peer-elect who receive information in co-hold of the determination here, are sworn to secrecy about the information. The information can only be used to secure or examine compliance with the requirement of equilibrium in Section 14-12 a or to fulfill duties after the determination here.
(6) The Ministry of Justice can in regulation give closer rules on the disclosure, the Enlightenment and secrecy of this paragraph, as well as about the secrecy of the hired Workers ' Workers. The Ministry of Justice can also give rules about any use of advisers and secrecy for these.
0 Added by law 22 June 2012 # 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607).
Section 14-12 c. Solidarity Responsibility for Inrents
(1) Reality that leases employment holder after Section 14-12, bookts in the same way as a self-guilt guarantor for pay-offs, vacation money and any other allowance following the claim of equilibrium in Section 14-12 a, including claims following by tariffagreement as mentioned in Section 14-12 a third clause. By solodars after the first period, solidari is also responsible for vacation money earned in association with the claim.
(2) Working holder must promote written requirements across the lease of the rental business by the end of three months after the claim of the claim. Solidarity shall pay the claim within three weeks after the claim has come forward.
(3) Solidarity can refuse to cover the claim if the employee knew that the prerequisite for the employment mission was that wages mv. completely or partially shall be covered by the solidarin.
(4) The Solidarity charge does not apply when it is opened bankruptcy in the staffing enterprise.
0 Added by law 22 June 2012 # 33 (ikr. 1 July 2013 ifg. res. 22 June 2012 No. 1 607), modified by law 24 apr 2015 # 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
! 14-13 Inrent from business that does not have for purpose to drive the rental
(1) Inrent from business that does not have for purpose to run outrent is permitted when the hired worker is fixed employee with the landlord. In order for the business to be said not to have for purpose to run outrent, there is a provision that rentals happen within the same craft areas that make up the landlord's main occupation and that the rental activity does not include more than 50 percent of the fixed employees at the landlord. Inrent shall conduct the discussion of the trust of which to together represent a majority of the working-level category the lease applies, before decision on the hire of the hire.
(2) For hire that exceeds 10 percent of the employees at inrent, nonetheless not fewer than three people, or who have a duration of over one year, it shall be made in written agreement with peer-based trust which to together represent a majority of it The working-level category of the lease applies. This does not apply to inrent within the same corporation.
(3) After claims from peer-to-peer-based trust, the employer shall document that the terms of lease after the first clause are met.
(4) The Ministry of Justice can in regulation ban the hire of certain work-making groups or in certain areas when important civic consideration dictates it.
0 Modified by law 29 June 2007 # 42 (ikr. 1 July 2008 ifg res. 29 Feb 2008 No. 1 200) that changed by law 21 des 2007 # 118.
SECTION 14-14. Effects of illegal inrent of working holder
(1) If the provisions of the provisions of Section 14-12 shall be the court following the claim from the hired employee, deductor verdict that the rented has a fixed working relationship with inrents. In candid cases, the court may yet, after claims from inrent, determine that the hired worker does not have a fixed working relationship if it after a vevining of the couple's interests finds that this will be obviously unreasonable.
(2) Upon violation of the provisions of Section 14-12, the hired worker can claim compensation from inrents. The replacement is determined in accordance with Section 15-12 other clauses.
SECTION 14-15. Payment of salary and vacation money
(1) If not otherwise agreed, wage payment shall be made at least twice a month. The pay time for holiday money is regulated by the holiday law.
(2) The draw in salary and vacation money cannot be made except :
a) when it is home-led in law,
b) for the employee's self-share to service policy arrangements that are co-authored by the venture pension law, the acquisition of the acquisition law or public service arrangements.
c) when it in advance is determined by written agreement,
d) when that at tariffagreement is set rules on wage trade, herding prize to collective insurance related to membership in union, or tax to the Enlightenment and development fund, or to low-wage fund,
e) when it comes to damages for damage or loss as work holder in connection with the work intentional or by gross negligence has inflicted on the business, and work holder acknowledges liability, or this is determined by judgment, or Working holder court-resistant freatis his position,
f) when due to the current routines for calculation and payout of wages have not been practical possible to take into account absence due to work closure or work shutdown in the relegation period.
(3) Pull in salary or vacation money after second clause of the letter c, e and f shall be restricted to the share of the requirement that exceeds the working holder of the provision of provision for them and its household.
(4) Before the draw after second clause letter e be taken, the employer shall discuss the basis of the move and the amounts of employment holder and with the work-holder trust with less work holder even does not wish it.
(5) At the payout or immediately after this, work holder shall have written task over the calculation way of salary, the calculation basis for vacation money and moves that have been made.
0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 14-16. Workregulations
(1) By industrial business and by trading and office business, which employment places more than 10 Workers, it shall for those Workers who do not have a leading or controlling position, be work regulations. The Ministry may decide that work regulations should be worked out in other enterprises for other workers than mentioned in front. The regulations shall contain the order rules that are needed and rules of the work arrangement. The regulations must not contain regulations that are in violation of the law.
(2) In the work regulations cannot be determined fines for misdemeanors against the regulations. By business that does not come in during the first clause it can be determined work regulations. Section 14-17 to 14-20 should in case apply accordingly.
SECTION 14-17 Determining of work regulations
(1) At business that is bound by tariffagreement, the employer and the employee's peer-worker can determine the work regulations by written agreement. Is the agreement binding for a majority of the working staffs, the employer can make the regulations applicable to all Workers within the workspaces agreement applies to.
(2) When the provisions of the first clause shall be given the Applicability, the work regulations must be approved, approved by the Work Authority. Draft of the regulations shall be worked out by the employer to negotiate with the representative of the labour regulations on the regulations of the law. Is the business bound by tariffagreement, the employer is supposed to negotiate with the labor-of-the-worker trust. Otherwise, the workmakers will select five delegates that the employer is to negotiate with. Sets the labor-makers of the government's decision to bring out anomalous proposals for regulations, this is to be passed when the employer sends the draft approval for approval. Conceived the work of the officials to negotiate the regulations, the employer should illuminate this when the draft is submitted for approval.
(3) The regulations should be turned up on one or more conspicuous places in the business and is divided out to each working holder that the regulations apply to.
0 Modified by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 14-18. Deadline for the submission of work regulations

The employer shall take the initiative to obtain the rules of settlement by appointment after Section 14-17 first joints or ensure draft draft after Section 14-17 second joints as soon as possible. Regulations draft after Section 14-17 second clause shall be submitted the Work Authority at the latest three months after the business has been set in motion.

0 Modified by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 14-19 The study's validity of the
(1) The regulations are valid only when it is istantro in legal manner and when it does not contain regulations that contrasting the law.
(2) If the draft after Section 14-17 second clause contains regulations that contrasting the law or are unaffordable to the labor-makers, or if the draft is not legally permitted, the Work Authority shall refuse to approve it.
(3) If a regulations determined by appointment after Section 14-17 first clauses contain regulations that contravenes the law, the Work Authority shall make the parties in the agreement aware of this, and see that the regulations are being directed.
0 Modified by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 14-20. Changes in Work Regulations

The rules of Section 14-16 to 14-19 apply accordingly when it should be made change in or additions to work regulations.

Chapter 14 A. Conpetitions Exclusive Agreements in Working conditions

0 The headline added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578).
SECTION 14 A-1. Competitive clauses
(1) With competitive clause in this chapter agreement between employer and working holder that limits work-makers access to any other employer or start, drive or participate in other business after working relationship Cancellation.
(2) A competitive clause can only be made current so far it is necessary to safeguard the working-level honest need for protection against competition. The clause cannot in any event be made current longer than one year from termination of the working relationship.
(3) Competitive clause must be entered in writing to be valid.
(4) A competitive clause cannot be made current by termination from employer, unless the resignation is mainly being due in the working-staters relationship. The same is true for if employer due to the breach of obligations in the working relationship has given work holder reasonable reason to end the working relationship.
(5) The employer can at any point while the working relationship consists, in writing, in writing up a competitive clause. Termination may still not happen in that period employer is bound by the statement after Section 14 A-2 fifth clause. Following the work relationship's termination, employer and work holder can be made in written agreement that a competitive clause should no longer apply.
(6) A competitive clause falls away if the claim to the statement after Section 14 A-2 is not being met.
0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.
SECTION 14-2. Redecision at competitive clauses
(1) By written request from the work holder, employer should within four weeks give a written statement of whether and to what extent a competitive clause will be made current. Emplovers the straight-up need for protection against competition should in case of the progress of the statement.
(2) If the employee says up, and it has not already been a binding statement, the resignation shall have the same effect as a written request after the first clause.
(3) If the employer says up the employment holder, and it has not already been a binding statement, it shall be given the statement at the same time with the resignation of the letter.
(4) If the employer dismay the firing worker, and it has not already been a binding statement, it shall be given the statement within a week after the firing.
(5) Rededecision after this paractment is binding on employer for three months. By termination, the statement is regardless of binding the notice period.
0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.
SECTION 14-3. Compensation if competitive clauses are made current
(1) If a competitive clause is made current, the employer shall pay the employee compensation equivalent 100 percent of the employee's work welding layer up to 8 G, and then at least 70 percent of the employee's work welding layer over 8 G. The Compensation is calculated on the basis of the earned work welding team in the last 12 months prior to layoffs or farewell time. The Compensation can be limited to 12 times the Medicaid basis.
(2) It can be made deductions with up until half of the compensation for work-income team or work income that work holder receives or upearn in the period competitive clause has effect.
(3) The employer may require employment to be informed of employment and employment revenue in the period. If the work holder is not the descendant requirement, employer can withhold compensation until the information is presented.
0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.
SECTION 14-4. Customer Clauses
(1) With customer clause meaning in this chapter agreement between employer and working holder that limits the work-makers access to work-ers customers after working relationship's termination.
(2) A customer clause can only include customers that work holder has had contact with or liability for the past year before the statement mentioned in the third clause. The clause cannot in any event be made current longer than one year from termination of the working relationship. Section 14 A-1 third to sixth clause applies to equivalent.
(3) By written request from the work holder, employer should within four weeks give a written statement of whether and to what extent a customer clause will be made current. The redecision should in case indicate which customers are to be retaken by the customer clause. Section 14 A-2 second to the fifth clause applies to the equivalent.
0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.
SECTION 14-5. Business Supreme Leader Exceptions

The rules of competition and customer clauses in this chapter do not apply to the top of the company if the person in the written agreement has said from such rights against the post-salary before the fragrant.

0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.
SECTION 14-6. Recruit clauses
(1) With the recruiting clause in this chapter agreement between employer and other enterprises that prevent or limit work-makers opportunities to take employment in other business.
(2) The employer cannot make the recruiting clause clause. A recruiting clause can still be conjoined by negotiations on enterprise transfer, and be made current during the negotiations and for up to six months after the negotiations are concluded, if these do not bring forward. A recruiting clause can also be made from the time of the enterprise takeover and be made current for up to six months, if employer in writing has informed all affected workers.
0 Added by law 18 des 2015 # 104 (ikr. 1 jan 2016 ifg. res. 18 des 2015 # 1578), see its III.

Chapter 15. Termination of working conditions

SECTION 15 -1. Dream before decision on termination

Prior to employer's decision on termination, the question shall be as far as practical dream of work holder and with the work-makers of the trust, unless the work holder itself does not want it. Both the basis of the resignation and any selection between several employees of whom to be said should be dreamed up.

0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 15 -2. Information and dream of mass layoffs
(1) With mass layoffs, layoffs are made to at least 10 workers within a period of 30 days, without the resignations being due in the individual working conditions. Other forms of termination of labour contracts that are not due to the individual working conditions shall be included in the calculation provided at least five people are said.
(2) The employer who is considering going to mass layoffs should as early as possible initiate the dream of work-makers with the aim of aiming to come forward to an agreement to avoid mass layoffs or to reduce the number of upsations. Considering employer to lay down the business or a sovereign part of this, and the closure involves a mass termination, also the possibility of further operation is dreamed, herunder about the opportunities for the employee takeover of the business. If layoffs cannot be avoided, the unfortunate sides of them shall be sought reduced. The Dreamers should include possible social measures with aim at among other support for resettlement or reeducation of the uptake. The workers ' trust of the workers can let themselves assist in the sake of the plainer. The employer has the duty to initiate the dream-ups even though the planned resignations are due to other than employer and who have decision authority across this one, e.g. a concert management.
(3) The employer has the obligation to provide trust-selected all relevant information, herunder written message of :
a) the reasons for any layoffs,
b) number of workers who will be able to be laid off,
c) what work groups they belong to,
d) number of workers normally employed,
e) what employment groups that normally are employed,
f) over what period the resignations will be able to be made,
g) proposal for criteria for selection of those who may be said to be said,
h) proposal for criteria for the calculation of any extraordinary end-payment.

The message is to be given at the earliest possible and latest at the same time that employer calls for the dream-ups. Corresponding message is also to be given to the Work and welfare department, jf. The job market Act Section 8.

(4) Workers ' trust-selected can comment on the message directly to the Work and welfare department.
(5) Planned mass layoffs are given the earliest impact 30 days after the Working and welfare department is informed. The Working and welfare department can extend the deadline according to the labour market Act Section 8 third clause.
0 Modified by laws 16 June 2006 # 20 (ikr. 1 July 2006 ifg res. 16 June 2006 # 631), 6 June 2008 No. 38 (ikr. 1 July 2008 ifg res. 6 June 2008 No. 542).
SECTION 15 -3. Endictation deadlines
(1) If nothing else is written agreed or determined in tariffagreement, a mutual termination deadline applies in one month. Prior to termination has taken place, agreement can be made for shorter layoffs only incomes between the employer and peer-reviewed by business that is bound by tariffagreement. The Ministry can provide regulation for shorter layoffs for participants in job market measures.
(2) For the working holder who has been employed for at least five years coherent in the same business when the resignation is given, a mutual termination deadline applies at least two months. Has the employment holder been employed for at least 10 years coherent in the same business, the reciprotional termination deadline is at least three months.
(3) Being employed after at least 10 years of continuous employment in the same business, the termination deadline should be at least four months if it takes place after the employee is filled 50 years, at least five months after filling 55 years and at least six months after the 60-year period. The worker can say up the work agreement with a termination deadline of at least three months.
(4) Termination deadlines determined in the first to third clause run from and with the first day of the month after the resignation took place.
(5) The coherent employment required in the second and third clause is not canceled at temporary freatrev according to termination due to legal labour combat. The time the employee is absent should still not be co-count, unless otherwise agreements at the job-end of the labor.
(6) By calculating employment time after this paragraph, the time employee shall be employed in other business within the corporation that employer belongs to or within the other group of businesses connected through the ownership interests or public leadership in such a way that it is natural to see employment conditions in context. Has the business or part of it been overhauled or rented out to new employer, also co-count the time the employee has been employed with the former employer or in business within the corporation or group of enterprises as it former employer belonged to.
(7) At work agreements in which work holder is employed on a specific probation period, a mutual termination deadline applies to 14 days, unless otherwise written in agreement or stipulative in tariffagreement.
(8) The parties cannot at tariffagreement or other agreement absence the resignations of the second or third clause prior to termination has taken place, or decide that the termination deadline of the employee's side should be longer than by termination from the employer's side.
(9) Working holder that is perdischarged without pay in connection with operating increase or operating shutdown can go to termination with a termination deadline of 14 days the rain from the day of resignation is received by employer. This applies regardless of the termination deadline as follows by the law or agreement.
(10) If accidents, natural events, or other unforeseen events make it necessary completely or partly to silence the operation, and work holder is said, the notice of the termination of workers can be placed down to the 14 days rained from the event. Is the current termination deadline shorter than 14 days, applies to this one. The signing deadline cannot be set down after this clause at work-givers death or bankruptcy, nor at work outages caused by working rooms, machinery, tools, work materials, or other aids that employer should run to disposal, cannot be used, unless the worker's self is to blame for the work-freeze.
0 Modified by law 15 June 2007 # 21.
SECTION 15 -4. Formal claim by termination
(1) Termination shall happen in writing.
(2) Termination from the employer's page shall be delivered to work holder personal or sent in recommanded letters to the employee's specified address. The resolution shall be deemed to have taken place when it has come forward to the working holder. The Termination shall contain details of
a) work-makers the right to demand negotiation and travel lawsuits,
b) The right to continue in the position of the provisions of Section 17-3, 17-4 and 15 -11,
c) the deadlines that apply to require negotiation, travel lawsuits and to continue in the position, and
d) who is the employer and the right sued in any dispute.

Is the resignation due in enterprise conditions, it shall also contain information on the forestage shortly after Section 14-2.

(3) If the working holder requires it, employer shall specify the circumstances that invoke as reason for the resignation. Working holder may require to obtain the information in writing.
0 Modified by law 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406).
SECTION 15 -5. Effect of formations on termination
(1) If the employer's resignation has not been issued in writing or does not contain information mentioned in Section 15-4 and workholder goes to lawsuits within 4 months after the resignation took place, the resignation should be felt invalid, with less shonest circumstances make this obviously unreasonable.
(2) Is the resignation invalid, the working holder may require damages. The same goes for if the resignation is lacking, but work holder does not require judgment for invalidity or it is not being said to be judged for invalidity because the very honest circumstances make this obvious unreasonable, jf. first clause. The replacement is determined in accordance with Section 15-12 other clauses.
SECTION 15 -6. Ensuring protection in working agreements with specific probation
(1) Being employed as written is employed on a specific probation, said up, the resignation must be due in the work-holder adapts to the work, professional skill, or reliability.
(2) The provisions of the paractment here are not cutting work givers the right to say up working holder after Section 15 -7.
(3) The provisions of the paragrafen here apply only if the resignation is given within the expiration of the agreed trial time. Trial can be agreements for a period of up to six months, jf. still fourth joints.
(4) If working holder has been absent from work in the trial, employer can extend the agreed test time with a period corresponding to the length of the absence. Prevention can only happen when the employment holder at employment is in writing oriented about the advent of this and employer in writing has oriented work holder on the extension within the expiration of the trial. It is not access to extension by absence that has been caused by employer.
(5) The Ministry can provide regulation on admission to deal longer probation than six months for certain work-making groups.
SECTION 15-7. Vern versus unaccentable termination
(1) Working holder cannot be said without the fact that it is mainly due in the enterprise, work-givers or work-making relationships.
(2) Skypool's resignation or rationalization measures, it is not mainly due to if employer has a different appropriate work in the enterprise to offer working stakes. By the decision of whether a termination has mainly due to operating growth or rationalisation measures, a vevining between enterprise needs and the disadvantages of the individual work is due to the individual working holder.
(3) A termination that is due to employer sets out or taking aim to put out enterprise operation on missions by using self-employed parenting, is not mainly unless necessary for consideration of the enterprise continued operation.
0 Modified by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 15 -8. Ensuring protection on disease
(1) Working holder that completely or partially is away from work due to accident or disease cannot of this reason be said for the first 12 months after the work of the work of employment.
(2) Termination that takes place within the period of time work holder is deemed to have its cause in the hospital absence if nothing else is being considered likely.
(3) Working holder who invoke notice protection after this paragraph must by medical reference or otherwise within reasonable time give notice of the reason for the absence. Whether employer demands it, the overall medical absence must be made at medical records.
SECTION 15 -9. Endictation protection at pregnancy, and after birth or adoption
(1) The working holder that is pregnant cannot of that reason be said. The termination that takes place in this period shall be deemed to have its reason in this relationship if nothing else is being considered likely. Pregnancy must be documented at medical certificate if employer demands it.
(2) Working holder that has leave after Section 12-2, 12-3, 12-4 or 12-5 first joints in until one year, must not be said with effect in the absence period when employer is aware that the absence is due to these reasons or work holder without unnecessary stays note that this is the reason for the absence. Are workholder legal said up to the frakanger at a time that falls within this period of time, the resignation is valid, but the resignation extension is extended with an equivalent amount of time.
(3) For work holder that has leave after Section 12-5 other clauses or 12-6 outward one year, first clause applies first and second period accordingly.
SECTION 15 -10 Ensuring protection at military service mv.
(1) Working holder cannot be said up due to leave after Section 12-12. Upon leave after Section 12-12 first clause second period, the termination of the notice also includes periods of time where work holder is absent from work.
(2) Termination that takes place immediately before or within the amount of time work holder is absent from work due to leave after Section 12-12, shall be deemed to have its reason in this relationship, if nothing else is being considered likely.
SECTION 15 -11. The court to continue in the position
(1) At the dispute of a working relationship legal is brought to termination by the rules of Section 15-7, work holder can continue in the position as long as negotiations are ongoing after Section 17-3.
(2) If the lawsuit is raised within the deadlines that follow by Section 17-4, work holder can continue in the position. Following claims from employer, the court may still decide that labour rates should resign during the case of the case if the court finds it unreasonable that the working relationship is maintained during the case of the case. This also applies at whole or partial closure of the business. The court determines the same time the deadline for the labor of the labour law.
(3) The court to proceed in the position does not apply to the dispute of farewell, resignation in the trial, for hired employment holder or temporary employee. Following claims from employment, the court may still decide that the working relationship should continue until the case is judicial settled, if lawsuits be raised by the friists of Section 17-4.
(4) The right to proceed in the position does not apply to participants in labour market measures in regi of or in collaboration with the Working and welfare department that is said because the person's ordinationally is transferred to other measures or tifs ends.
(5) The court may decide that working holder who are unjustly barred from the workplace after the termination deadline or the time of the work agreement has expired, has the right to reentry in the position if working holder calls for this within four weeks from The lockout.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 16 June 2006 # 20 (ikr. 1 July 2006 ifg res. 16 June 2006 # 631), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 15 -12. Viruses of unacceable termination mv.
(1) If the resignation is in violation of Section 15-6 to 15 -10, the court shall, following the claim from the working holder, knowing the resignation invalid. In honest cases, the court may, after claims from employer, decide that the working relationship should cease if it after the veveining of the couple's interests finds that it will be obviously unreasonable that the working relationship continues.
(2) Working holder may require compensation if the resignation is in violation of Section 15-6 to 15 -11. The replacement is determined to the amount that the court finds reasonable under consideration for the financial loss, the employer's and employee relationships and circumstances of the otherwise.
SECTION 15 -13 Suspension
(1) If there is reason to assume that a working holder has been guilty of circumstances that may be dismissed after Section 15-14 and enterprise needs it, employer can impose employment charges to resign the working relationship while the case is being investigated.
(2) It shall be assessed on the terms of the terms after the first clause is met. If this is not the case, the suspension shall immediately be repealifted. Suspension beyond three months must be due to the relationship's very honest species.
(3) The worker holder the salary that the person had on suspension time until the suspension cease.
(4) Upon suspension applies to the provisions of Section 15 -1, 15-4 and 15-12 equivalent as far as they fit.
Section 15-13 a. Termination of working conditions due to age
(1) The working relationship can be brought to termination when working holder turns 72 years.
(2) Lower age limit can be determined in which it is necessary for consideration of health or safety.
(3) Lower age limit, but not under 70 years, can be determined if the limit is made known to the working staffs, the practitioners consistent by employer and work holder have the right to a satisfactory service arrangement. The employer shall discuss lower age limit with those of trust.
(4) Lower age limit stipulated in co-hold of second or third clauses must be mainly due and not unsustainable, jf. Section 13-3 other joints.
(5) Working holder requirements on written notice of the time of the frakanger. The Fratreden can be at the earliest required six months after the first day of the month after warning has been reached out to the working holder.
(6) Before notice, employer shall be provided as far as possible call work holder to a conversation, unless working-holder even does not wish it.
(7) Working holder who wish to resign has an equivalent notification deadline in a month, nonetheless so that the requirement of confessions does not apply.
0 Added by law 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), modified by law 24 apr 2015 number 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 15 -14. Disted
(1) The employer can dismiss a working holder with the edict of instant fretanger if this one has made guilty of felony duty or other significantly the breach of the employment agreement.
(2) Upon farewell applies to the provisions of Section 15-1 and 15-4 equivalent.
(3) If the resignation is wrongful, the court shall know the invalid following the claim from the working holder. In honest cases, the court may yet, after allegation from employer, determine that the working relationship should cease if it after the vevining of the couple's interests finds that it will be obviously unreasonable that the working relationship continues. The court may also decide that the working relationship should cease when it finds that the terms of mainly termination are present.
(4) Working holder may require compensation if the resignation is wrongful. The replacement is determined in accordance with Section 15-12 other clauses.
0 Modified by law 15 June 2007 # 21.
SECTION 15 -15. Attest
(1) The working holder that fras after legal termination has claims in written reference by employer. The Attence shall contain the details of the work-holder's name, date of birth, what the work has passed in and about the duration of the work relationship.
(2) This provision does not limit the work holder's right to demand a more execution of a reference in working conditions where this is the vice habit and nothing else is determined in tariffagreement.
(3) Workers who are being dismissed also claim the reference, but employer can without any further indication of the reason, the state of the attest that the worker is dismissed.
SECTION 15 -16. The business of the Enterprise
(1) The employer can make in writing agreement with the Enterprise Supreme Leader that disputes in connection with the termination of the working relationship shall be resolved by arbitration.
(2) The rules of termination in this chapter shall not apply to the Supreme Leader if the person in pre-agreement has said from such rights against the aftermath of the resignation of the fragrant.
SECTION 15 -17. Termination of Working Conflict

The provisions of this chapter do not apply to the termination of the labor law Section 15 or the Service of the Service Section Section 22.

0 Modified by law 27 jan 2012 # 9 (ikr. 1 March 2012 ifg res. 27 jan 2012 # 71).

Chapter 16 Workers ' rights at the enterprise transfer

SECTION 16-1. What the chapter includes
(1) This chapter comes to the Applicability of the transfer of a business or part of business to a different employer. With the transfer of the transfer, the transfer of a sovereign entity is keeping its identity after the transfer.
(2) Section 16-2 and 16-4 do not receive the Applicability of the transfer from a bankruptcy living.
SECTION 16-2 Lats and employment terms
(1) Previous employer's rights and duties as follows by work agreement or working conditions that have been preceded by the time the takeover takes place, transferred to the new employer. Requirement after the first period can still be made current to the former employer.
(2) New employer is bound by tariffagreement that former employer was bound by ; this does not apply if new employer was later within three weeks after the takeover of the union that new employer does not wish to be tied up. The transferred employment makers still have the right to retain individual work terms as follows by tariffagreement that the former employer was bound by ; this applies until this tariff agreement expires or until the incomes of new tariff deal that is binding on the new employer and the transferred Workers.
(3) The workers ' right to further uptake of the alders, the aftermath and unbirth pension in accordance with collective service, is transferred to new employer by the rules in the first and second clause. New employer can choose to make already existing pension arrangements current for the transferred employment staffs. If the labor-state pension arrangements cannot be conveyed after the takeover, new employer is to ensure that the transferred work-makers secured the right to further earnings after a different collective retirement plan.
SECTION 16-3. Reservation dish mv.
(1) Working holder can counter that the working relationship is transmitted to new employer.
(2) Workers who oppose the working relationship are transmitted to new employer, must in writing inform former employer about this within the due date that this one has determined. The deadline cannot be shorter than 14 days after information after Section 16-6 has been granted.
(3) Working holder who has been employed in the business of together at least 12 months in the past two years prior to the attraction point, and which makes current reservation right after this paragraph, has been stepping down to new employment at former employer in the one year from the over-course of the attraction point, unless it comes to a position work holder is not eligible for. The step court is falling away if the employment holder has not accepted an offer of employment in a suitable position only 14 days after the offer was received. Step-right after Section 10-2 fourth joints, 14-2 and 14-3 go ahead of the front-stage right after the paragrafen here.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822).
SECTION 16-4. Vern vs. termination
(1) The assignment of business to other employer is not in itself due to termination or farewell from previous or new employer.
(2) If work agreement or work conditions cease because change of employer entails significant changes in the work terms of damage for working holder, the termination is considered a result of working-givers relationships.
(3) At disputes after this paragraph applies the provisions of Section 15-11 and 15-12 equivalent, with the exception of the Section 15-12 first clause last period. The provisions of chapter 17 apply to the equivalent of as far as they fit.
SECTION 16-5. Information and dream of trust-selected
(1) Previous and new employer shall be as early as possible to provide information on and discuss the attraction with the work-makers ' trust.
(2) It shall be given special information about :
a) the reason for the takeover,
b) set or proposed date of the takeover,
c) the judicial, economic and social repercussions of the takeover of the labour staffs,
d) changes in tariff-term relationships,
e) planned measures to the labour staffs,
f) reserve and prestage right, and the deadline for exercising such rights.
(3) If earlier or new employer plans measures against the labour makers, this will be as early as possible dream of peer-selected with aim to achieve an agreement.
SECTION 16-6. Information to the working staffs

Earlier and new employer is due to as early as possible inform the affected workers about the transfer as mentioned in Section 16-1. The special information is to be given specific information about conditions mentioned in Section 16-5 second clause letters a to f.

SECTION 16-7. Representation
(1) If the business preserves its independence, the peer-to-peer trust shall be selected as enriched by the transfer as mentioned in Section 16-1, retain its judicial position and function.
(2) If the business does not preserve its independence, the transferred of workers who were represented before the outpass, still be represented in a suitable way forward until newly election can take place.
(3) The first clause is not going to the Applicability if the outdragon entails that the basis of the labor representation cease. In such cases, the peer of trust shall still be secured protection in accordance with agreements that protect peer-made trust in this area.

Chapter 17. Activists about working conditions

SECTION 17-1. Activists about working conditions
(1) In lawsuits of rights or duties after this law applies to the judiciary law and the dispute law, with the special rules that step forward by this chapter.
(2) In connection with the lawsuit, the court can also process claims of settlement of wages and vacation money. The same applies to other requirements that stand in the context of or come instead of claims by the first clause, if it will not be at any significant disadvantage for the treatment of the case. The court's decision after the previous period cannot be attacked.
(3) Mekling in settlement advice does not take place for claims that are subject to negotiations after Section 17-3, requirements as mentioned in Section 17-1 other clauses or claims that have been tried for the tweet of the Section 17-2.
(4) At lawsuits that are retaken by Section 17-4 first joints, the court shall hasten the matter most possible and if necessary berme the case beyond the turn.
0 Changed by laws 17 June 2005 # 90 (ikr. 1 jan 2008 ifg res. 26 jan 2007 # 88) that changed by law 26 jan 2007 # 3. 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 14 June 2013 # 32 (ikr. 1 July 2013 ifg. res. 14 June 2013 # 617), 24 apr 2015 number 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 17-2 Tvistellation-end of the
(1) Viewed as mentioned in Section 10-13, 12-14, 14-3 and 14-4 a can be brought in for a tweet-end for decision.
(2) The Tvist cannot be brought in for the courts until it has been tried for the Board of the Board and the decision from the Board of the Board. At the court trial of the dispute, the conclusion of the Board shall have come to stand by team while the case is for treatment at the courts. If this will seem unreasonable, the court can after claims from one of the parties determine a different temporary arrangement.
(3) Deadline to bring the dispute in for the courts is eight weeks from the time the Board's decision has been issued.
(4) The Ministry of Law may in regulation give closer regulations on the provision of Board of Board members, about its Assembly, about deadlines to promote the issue of the Board of the Board and on the other rules of the case treatment.
0 Modified by laws 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617).
SECTION 17-3. Right to demand negotiations
(1) Working holder that will make current that a termination or farewell is illegal, that there are violations of law enforcement or that it has occurred on an illegal temporary employment, hire, or suspension, may require negotiations with employer. The same applies if work holder will require compensation due to conditions as mentioned in the first period.
(2) Working holder that will require negotiations must be written to inform the employer of this within two weeks. The deadline to demand negotiations are counted from :
a) The resignation or parting took place,
b) employer declined claims from work holder on the forestage rights to new position,
c) work holder waiver at dispute whether it has been resettlement illegal inrent or temporary employment, or
d) The suspension of the suspension.

At the dispute of the present legal inrent, temporary employment or suspension does not apply to any deadline for demanding negotiations.

(3) The employer shall ensure that the negotiation meeting is held at the earliest and the latest within two weeks after the claim has been received.
(4) If working holder raises lawsuits or underrights employer that lawsuits will be erected without negotiations have been held, employer may require negotiations with employment holder. Demand for negotiations should be induced in writing as soon as possible and later two weeks after employer is informed that lawsuits are or will be erected. The employer shall ensure that the negotiation meeting is held in accordance with the rule in the preceding clause. If lawsuits have been erected, employer shall be in writing the court on the issue that negotiations will be held. Working holder duties to meet with the negotiations.
(5) Working holder and employer has the right to assist with counsel during the negotiations. The negotiations must be end-led last two weeks after the date of the first negotiation meeting, unless the parties agree to continue the negotiations. From the negotiations, it shall be set up protocol, which shall be underwritten by the parties and their advisers.
(6) In the dispute of the inrent correction requirements for negotiations against inrents. What it says about employer in the paragrafen here applies to the equivalent of inrents.
SECTION 17-4. Search petty deadlines in disputes about termination, farewell, suspension mv.
(1) At the dispute of termination, farewell, violation of law enforcement regulations on the settlement of the settlement or whether it has been relegated for illegal temporary employment, inrent, or suspension, the search is due to eight weeks. If the work holder only requires damages, the search is the deadline six months. The parties can in the individual case can agree on a longer-term search term.
(2) The Search Meter deadline after the first clause is counted from the negotiating closure. Are negotiations not held, the deadline is counted from the times mentioned in Section 17-3 other clauses.
(3) If the employer's resignation or farewell did not meet the formalrequirements in Section 15-4 first and second clause, no search term applies.
(4) At dispute whether it has been unlawful temporary employment, inrent, or suspension applies no applicant due date.
(5) The court to proceed in the position after Section 15-11 applies if lawsuits are raised within the expiration of the termination deadline, and within eight weeks from the negotiating closure or from the resignation took place. The same applies if the work holder within the expiration of the termination deadline in writing undercourses that lawsuits will be erected within the eight-week deadline. The Tempers do not apply if the employer's resignation does not meet the formatrequirements in Section 15-4 first and second clause, jf. third clause of the paragrafen here. The court can decide that the working relationship should continue, jf. Section 15-11 third joints, if lawsuits filed with claims of this rise within eight weeks from the time of the labor-level of labor, or from the negotiating closure.
0 Modified by laws 15 des 2006 # 69 (ikr. 1 jan 2007 ifg res. 15 des 2006 # 1406), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 14 June 2013 # 32 (ikr. 1 July 2013 ifg. res. 14 June 2013 # 617), 24 apr 2015 number 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 17-5. Temptation extension and refresher of termination during disease, pregnancy, parental leave, military service mv.
(1) At the dispute of a notice correction after Section 15-8 runs the friansts to demand negotiation or go to lawsuits from the time the ban on termination after Section 15-8 first joints cease.
(2) Upon termination during absence due to children's or child-passer's disease after Section 12-9 or absence due to the care of the close after Section 12-10, extended the deadline for demanding negotiations or going to lawsuits with the number of days working stakes were absent after the resignation took place.
(3) Upon termination during leave of pregnancy, birth, adoption or care for small children after Section 12-1 to 12-6 or under leave of military service mv. after Section 12-12 the court could provide refresher for the overtures of the friansts to demand negotiations or for lawsuits, if working holder demands it and the court find it affordable.
0 Changed by laws 17 June 2005 # 90 (ikr. 1 jan 2008 ifg res. 26 jan 2007 # 88) that changed by law 26 jan 2007 # 3. 19 oct 2012 # 68 (ikr. 1 jan 2013 ifg. res. 19 oct 2012 No. 1 978).
SECTION 17-6. Co-judge Committee

The court administration brings up one or more distinctive work-cut-up co-court selection for each county. At least two-fifties of the co-judges of each selection are mentioned after proposals from the employer organization and at least two five-share are mentioned after suggestions from the employment organization.

SECTION 17-7. The resolution of co-judges
(1) Under the main negotiation and under the appellate court of the team-male, the court is set with two co-judges.
(2) The co-judges are appointed by suggestions from the parties from the particularly divorced work-based assortment of the parties named after Section 17-6. In team-male court cases, the co-judges of the committee are appointed by the appointed within the team's borders.
(3) The parties suggest each one's half of the number of co-judges the court is set with in the individual case. Didn't the couple's proposal by the time the judge has decided, the judge could name the co-judges after the sentencing law Section 94. The same applies if multiple plaintiffs or sued do not agree on any joint proposal.
(4) The court can still be set without the co-judges if the parties and the court agree that co-judges are unnecessary.
0 Modified by laws 15 June 2007 # 38 (ikr. 1 July 2007 ifg res. 15 June 2007 # 654), 17 June 2005 # 90 (ikr. 1 jan 2008 ifg res. 26 jan 2007 # 88) that changed by law 26 jan 2007 # 3.

Chapter 18. The vision of the law

SECTION 18-1. The Work Authority
(1) The work of the SEC is supervising that the provisions of and in the co-hold of this law are being honored. When it is necessary with special expertise to conduct supervision of this law, the work of the Work Authority can bring up the case-savvy to carry out control and conduct investigations mv. on the Work of Work Style. The Ministry can determine the provisions of the Working-style Organising Organization and business.
(2) The Ministry may decide that the Board of Parts of the Public Management and Transport companies that are driven by the state shall be arranged differently than what follows by law. The Ministry may decide that other public authority than the Work Authority shall be supervising the provisions of the provisions of or in the co-held of this law.
SECTION 18-2. Protection of sources

When the Work Authority is getting message of relationships that are in violation of the law, the milk's name should be kept secret. Tausheme's duties also apply to the report of the reported.

SECTION 18-3. Fees
(1) The business that goes into under this law can be imposed to pay to the treasury an annual probation fee or fees to coverage of expenses for control, approval, certification or to imposed examinations or samples, herduring pie tax to coverage of expenses by other follow-up tasks that align with the whole or part of the petroleum business.
(2) The Ministry of Justice can in regulation give closer rules about such fees and secsecency fees. The fees and sector tax are compulimposed on the issue of the outlay.
(3) The Ministry of Law may in regulation allow admission of the Work Authority to require reimbursed expenses for investigations and samples that the employer of the law has the duty to carry out.
0 Modified by law 14 des 2012 # 80 (ikr. 1 jan 2013).
SECTION 18-4. Working style access to the business
(1) The work of the SEC shall at all times have unhindered access to any place that is retaken by the law. The parole officer shall be legitimized in accordance with the Management Act Section 15 and if possible make contact with the employer and the conservation bid. The Verneomoffer may require that also other representative of the working staffs participate under the control. In enterprises where there is no conservation bid, the probation personnel shall be able to contact other representative of the working staffs.
(2) The employer or representative of this one has the right to, and can be placed, to be present under the control. The parole officer may decide that the court should not apply to the interview of employment or if such presence cannot be carried out without significantly disadvantage or without the purpose of the control to be placed at risk.
(3) With less heavy heavy consideration, the work of the SEC shall provide written report to employer about the result of the control. Copy of the report shall be given the conservation bid, and if necessary to the Corporate Health Service.
SECTION 18-5. Details
(1) Any person subject to supervision of this law shall when the Work of the SEC requires it and without the obstruction of disclosure of disclosure deemed necessary for the exercise of the Department of Health. The work of the SEC can determine in what form the information should be given.
(2) Details mentioned in the first clause can also be required from other public regulatory authorities without the obstacle of the secrecy that otherwise applies. Enlightenment, only the information that is necessary for the regulatory authority shall be able to perform their tasks by the law.
SECTION 18-6. Enlay and other individual ordinance
(1) The E.C. provides those cuts and hits the single-ordinance otherwise necessary for the review of the provisions of the provisions of the provisions of Chapter 2 to Chapter 11 as well as Section 14-1 a, 14-5 to 14-8, 14-9 first clause letter f second period and first clause final period, 14-12 others laughed at second period, 14-12 third joints, 15-2 and 15-15. This still does not apply Section 2-4, 2-5, 10-2 second to fourth joints and Section 10-6 tenth joints.
(2) The arrest shall be given in writing, and shall be a due date for when it should be done. At imminent danger, the Work Authority may require necessary measures to be committed immediately. In the injunction, it shall be disclosed about the clavise admission, the agagedeadline and the closer approach of complaint, as well as the right to see the case documents, jf. Management Act Section 27.
(3) The work of the SEC can ban that dangerous chemicals or biological material profiled, packaged, used or retained in business that goes into under the law. Moreover, the work of the SEC may require the employer to conduct special investigations or deliver samples for examination. Expenses in this connection are worn by employer.
(4) The work of the E.C. may require that manufacturer or importer of chemicals or biological material conduct investigations or provide sample to the examination to obtain the chemical or material's fareage. Expenses of such investigations are worn by the person who has the obligation to conduct the examination or deliver the sample. The work of the SEC can ban the turnover of a chemical or biological material if a manufacturer or importer is neglecting its report or marker duty, or does not provide supplementary information required after Section 5-4 first clause letter c.
(5) The work of the E.C. may provide the injunction that whoever delivers or market leads a product that even if it is used in accordance with those requirements that face risk of life or health shall hit necessary measures to ward off the danger. It can be among other required that :
a) delivery or marketing stop,
b) products recalled.
(6) In connection with permission, consent, dispensation, or other individual ordinance, the work of the SEC can put closer specific terms.
(7) The Directorate of the Work Environment, the Department of the Department of the Department of the Department of the Department of the Department of the Department of the Department. The Ministry of Justice is the subject of an individual ordinance hit by the Board of Directorate.
(8) The worker's trust-selected trust shall be made known with the injunction and other individual ordinance as the work of the SEC is hitting.
0 Modified by laws 21 des 2005 # 121 (ikr. 1 jan 2006), 1 des 2006 # 64 (ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324), 19 June 2009 # 39 (ikr. 1 jan 2010 ifg. res. 19 June 2009 # 822), 25 June 2010 # 31 (ikr. 1 July 2010 ifg. res. 25 June 2010 # 976), 22 June 2012 No. 33 (ikr. 1 jan 2013 ifg. res. 22 June 2012 No. 1 607), 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617), 24 apr 2015 number 20 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 399).
SECTION 18-7. Compulsive

In the injunction of the law, it can be determined a running obsessive for every day or week or month that goes after the expiration of the deadline set for the injunction, until the injunction has been met. Compulsive can also be determined as disposable. The work of the SEC can be waived on-run foreclosure.

SECTION 18-8. Stessing

If the injunction is not met within the deadline, the Working Authority can completely or partially halt enterprise activities until the injunction is met. At imminent danger, the Work Administration can halt the activities associated with the danger situation even if the injunction has not been issued.

SECTION 18-9. The work of the work of the building of the building mv.
(1) The person who wants to act building or carry out construction or application equality by plan-and building laws and to be used or vently will be used by business that goes into under this law has the obligation to overtake Working style of the consent in advance.
(2) The Ministry of Justice can in regulation give closer regulations on the duty of the obligation to overtake the Work of Work's Preconsent after this paragraph, what information can be required and those terms and conditions can be faced with the consent of such consent.
(3) The Ministry of Justice may in regulation determine that preconsent is not necessary for special workplaces or buildings when this is undoubtful from the envision of the working environment.
SECTION 18-10. Overcharge Fee
(1) The Work of the SEC can illav a business violation fee if someone who has acted on behalf of the business has overstated regulations as mentioned in Section 18-6 first clauses. The effective fee can be illegation even if no single person has expelled guilt. The effective fee falls to the treasury, and can be a maximum of 15 times the base amount in the census.
(2) Upon assessment of whether the violation fee shall be illegation, and by the measurement, it shall particularly be placed emphasis on :
a) how serious the violation is,
b) the degree of guilt,
c) about the return of the return,
d) about the business by guidelines, instruction, training, control or other measures could have the prevention of the violation,
e) whether the business has had or could have achieved any benefit at the violation,
f) whether the violation has been committed to promoting enterprise interests,
g) about other reactions as a result of the violation is being dissed the business or someone who has acted on behalf of this one,
h) enterprise economic ability, and
in) the prepretive effect.
(3) When not otherwise determined in single ordinance, the fulfillment deadline is four weeks from the ordinance of the violation fee was hit. Finally, the violation of the violation fee is the force basis for the issue of the issue. If the business goes to lawsuits against the state to try the ordinance, the suspension of the force is suspending the force. The court can try all sides of the matter.
(4) The Admission of the violation of the violation of the violation of two years after the violation has been intercepted. The statute of limitations is canceled by the Work Authority issued advance notice of the violation of the violation of the violation fee, jf. Management Act Section 16.
0 Added by law 14 June 2013 # 32 (ikr. 1 jan 2014 ifg. res. 14 June 2013 # 617 with effect for violations committed after 1 jan 2014).

Chapter 19. Punishment

SECTION 19-1. Responsibility for the holder of business, employer and the like in the employer's place leading the business
(1) By intentional or negligent violation of provision or injunction granted in or in co-held by this law, the punishable holder of business, employer or the person in the employer's place leads the business of fines or imprisonment until one year or both. The co-effect is punishable in the same way, nonetheless so that the working holder is punishable by Section 19-2.
(2) Under particularly display circumstances, prison can be up until three years of use. At the decision of whether there are such circumstances, it shall particularly be placed emphasis on whether the violation has or could have co-led serious danger of life or health or if it has been taken or still despite the injunction or the enposition from public The authority, the ordinance of the work environment selection or enposition from the safety of the conservation or corporate health service.
(3) For violation that has or could have co-led serious danger of life or health, the holder of business, employer or the person in the employer's place leads the business punishable by this paragraph, with less the person in any regard has performed fully justifiable with respect to its duties by the law or regulations in the co-hold of the law.
(4) The provisions of this paragraph do not apply to the rules of chapter 8, 12, 13, 15 and 16. The provisions also do not apply to the rules in Chapter 14, with the exception of Section 14-5 to 14-8 and 14-15.
0 Modified by law 24 apr 2015 # 21 (ikr. 1 July 2015 ifg. res. 24 apr 2015 # 398).
SECTION 19-2. Responsibility for Workers
(1) The working holder as the involuntary provision or injunction given in or in the co-hold of this law is punishable by fines. Medicare is punishable in the same way.
(2) Is the violation intentional or gross negligence, can fines or imprisonment up to three months, or both, uses.
(3) By particularly display circumstances can prison until one year uses. At the decision of whether there are such circumstances, it shall particularly be placed emphasis on whether the violation was in violation of particular employment or security instructions and whether the employee understood or should understand that the violation could be serious danger of others ' lives or health.
(4) The provisions of this paragraph do not apply to the rules of chapter 10 about the working time and chapter 14 and 15 about termination protection.
SECTION 19-3. Responsibility for enterprise

Penalty of enterprises is regulated in the Criminal Code Section 27 and 28.

0 Modified by law 19 June 2015 # 65 (ikr. 1 oct 2015).
SECTION 19-4. Responsibility to prevent public authority

The holding of investigations as public authority commits after this law or fail to provide any obligation or to provide information that is deemed necessary for the execution of the following law, punishable by fines unless the relationship is affected of Section 19-1 or stricter penalty in the penal code of the Criminal Code. The impact is not punishable.

0 Modified by law 19 June 2015 # 65 (ikr. 1 oct 2015).
SECTION 19-5. Government official

Any one associated with the Work of the SEC is in relation to the Criminal Code to be counted as a public official.

0 Modified by law 19 June 2015 # 65 (ikr. 1 oct 2015).
SECTION 19-6. The agreement

The violation of this law is undergiven public on-speech.

Section 19-7. (Raised by law 19 June 2015 # 65 (ikr. 1 oct 2015).)

Chapter 20. Closing provisions

SECTION 20-1. Istrontrecation

The law takes effect from the time the King decides. 1

1 Ifg. res. 17 June 2005 # 609 stepped out the law ikr 1 jan 2006 with the following exceptions and precision locations :-Section 10-12 sixth clause stepped out ikr. 1 July 2005. -Section 14-9 fifth clause second period will not be able to be able to temporarily work agreement that runs at the time of the law's ordinary Commencement. -For layoffs that took place before the law of the law, law applies 4 Feb 1977 # 4 about labour protection and work environment m.v. Section 61 4. -For workers who at the time of the law's ordinary Commencement have a particularly independent position to, for as far as the employee continues in this position, the chapter of the law of 10 ikr. 1 jan 2011 (According to the ministry, this Deferred Commencement was no longer featured after regulations were changed by law 21 des 2005 No. 121 with the Commencement of 1 jan 2006), Section 10-2 first, second and fourth joints still went ikr. 1 jan 2006. -The power tree for Section 2-4 is determined later (however, it seems that Section 2-4 is intended to be ikr. as it was changed by law 1 des 2006 # 64, ikr. 1 jan 2007 ifg res. 1 des 2006 # 1324).
SECTION 20-2. Overtime Regulations

The writings given in co-hold of law 4. February 1977 # 4 about worker protection and work environment mv. shall apply until otherwise determined.

SECTION 20-3. Changes in other laws

From the law of the law, the following changes are made in other laws :---