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The Law On Employment, Etc. For Workers On Ships (Ship The Work Law)

Original Language Title: Lov om stillingsvern mv. for arbeidstakere på skip (skipsarbeidsloven)

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Law of the showroom mov. for Workers on ships (shipbuilding law)

Date LAW-2013-06-21-102
Ministry of The proximity and the fisheries Department
Last modified LAW-2015 -06-19-65 from 01.10.2015
Published In 2013 booklet 9
Istrontrecation 8:08.2013, 01.01.2014
Changing LAW-1975--05-30-18
Announcement 29.06.2013 10:00 pm 15.35
Card title The Skipwork Act

Capital overview :

Jf. EES deal Attachment XVIII # 32j (Directive 2009 /13/EC).

Chapter 1. Initial provisions

SECTION 1-1. Law's purpose

The law's purpose is :

a. ensuring safe employment conditions and equilibrium in working life at sea,
b. together with the shipbuilding law to ensure a working environment that provides the basis for a health-enhancing and meaningful work situation and full safety on physical and mental damage effects, and with a well-ferveny standard that at all times is in accordance with the technological and social development of society,
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 work-makers themselves can take care and develop the working environment in the business in cooperation with the work of employment and with necessary guidance and control from public authority,
e. to contribute to an inclusive working life.
SECTION 1-2. Lovens Scope
(1) The law is given the Applicability of the work holder who has its work on board of Norwegian ships. Chapter 8 to 10 also gets the Applicability for others who have their work on board of Norwegian ships.
(2) The law does not apply to the working holder as :
a. only working on board while the ship is located in port,
b. do service on the Armed Forces of the Armed Forces, with the exception of civilian personnel on ships carried by the defense.
(3) The Ministry can provide filler regulations to the first and other clause, herunder about :
a. in which extent the law does not get the Applicability of the working holder that performs work that after its character does not constitute a part of the ship's ordinary operation,
b. in which extent the law shall apply to the working holder as being retaken by the service party law,
c. what by the law is to consider as ships,
d. Whether and in what extent the law shall apply to the employment of employment that has its work on board other devices in the sea than ships, and foreign ships so far the fold of the fold allows it and the ship is located in Norway's territorial waters, hernii in Svalbards or Jan Mayens territorial waters.
SECTION 1-3. Ideitability
(1) The law cannot be waived by appointment to the mischief of labour holder, unless it is specifically stipulate in the law or in regulation given with the home of the law.
(2) For the working holder whose work on board ships registered in the Norwegian international shipregister (NIS) determines the NIS Act Section 8 first clause about and in what extent the law can be dedukes.

Chapter 2. The employer's and rederery duties mv.

SECTION 2-1. The employer

With the employer's employer, in this law, the one who has employed the employment holder for work on board ships.

SECTION 2-2. The employer's general duties and responsibility
(1) The employer shall ensure that regulations granted in or in the co-compliance of the law and the employment agreement are being honored, except in cases where the shipping of the law is imposed to provide for this.
(2) The employer is responsible to individual workers for them to be met with the financial requirements and rights they have after the employment agreement and after regulations granted in or in co-workers of the law.
(3) The employer is one other than the shipping company, has the employer's duty to co-work the rederery duties after Section 2-4 first and third joints are being honored. Further duties the employer in writing to inform the employee of who at all times is the shipping company and what duties the shipping company has after Section 2-4.
SECTION 2-3. The shipping
(1) With the shipping of the shipping company, in this law it as according to the shipbuilding Act Section 4 is to consider rebounds.
(2) The Ministry can provide regulations on who shall be deemed to be retherein after the first clause.
SECTION 2-4. Recensione's normal duties and responsibility mv.
(1) Is the employer any other than the shipping company, has resubmitted the obligation to impose that regulations granted in or in the employee of the law or in the employment agreement are being honored to work the worker who has their work on the ship.
(2) The shipping company shall ensure that regulations granted in or in the co-hold of the law are being honored where it is specifically determined.
(3) The shipping company is solidarity responsible with the employer for the payout of wages, vacation money and the financial claims workers whose work on the ship has by the provisions of the Law 4 or in regulations given in the co-hold of this chapter.
(4) The person on behalf of the shipping company receives information on the working-givers relationship in the co-determination of the determination here, is sworn to secrecy. The information can only be used to secure or examine that regulations granted in or in the co-hold of the law or in the employment agreement are being honored to work the worker who has their work on the ship.
(5) The Ministry can provide filler regulations to the determination.
SECTION 2-5. The worker's claim against the shipping company
(1) The worker must promote written claims to the shipping of the Company, according to Section 2-4 third clause the latest within six months after the claim of the claim. The shipping company shall pay the claim within three weeks after the claim has come forward.
(2) The shipping company may refuse to cover the claim if the employee knew that the prerequisite for the employment mission was that salary mv was not to be covered by employer.
(3) The Solidarity Act does not apply to claims that are retaken by the salary warranty and regulations granted in co-compliance with the law when it is opened bankruptcy with employer.
(4) The Ministry can provide filler regulations to the determination.
SECTION 2-6. Notification of the criticism worthy of relationships
(1) Working holder has the right to notify of the criticism worthy of the shipping company or with employer. Commaking on the ship service and working conditions for the otherwise set out after Section 9-7.
(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 scheduled routines for notification. The same applies to the notification of the regulatory authorities or other public authorities.
(3) The employer and the shipping company have the evidence burden that notification has occurred in violation of this determination.
SECTION 2-7. Vern vs. retribution at notification
(1) Retaliation against Workers ' alerts in accordance with Section 2-6 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 or the shipping of the company. 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 2-6 will be used, for example, by providing information.
(3) The person who has been subjected to retaliation in violation of first or second clause may require satisfaction without regard to the labour givers or the resettlement. The rise 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.

Chapter 3. Andelay mv.

SECTION 3-1. The requirement of written work agreement
(1) It shall be entered in written work agreement between employer and employment holder. It shall contain information on the ratio of significant importance in the working relationship.
(2) Written work agreement shall be foraking as soon as possible, and the latest at the inauguration of the service on board.
(3) The working holder has the right to assist by a peer-worker or other representative both at the issue of and by changes in the employment agreement.
(4) The Ministry can provide regulation on :
a. minimum requirements of the content of the written agreement,
b. contract forlar,
c. exception from other clause when necessary because of the shonest conditions outside of the party's control,
d. requirements for the change of the employment agreement or to written information to the working holder of changes in the working relationship.
SECTION 3-2. Translation with probation
(1) Trial time of up to six months can be signed in writing.
(2) The employee has been absent from work in the trial time and this is not due to the employer, the trial can be extended with a period corresponding to the length of the absence. Prevention can only happen if employer has oriented work holder in writing both about the advent of extension at the employment and about the extension within the expiration of the trial period.
SECTION 3-3. Information about free positions in the enterprise

The employer shall inform the working makers of free positions in the enterprise.

SECTION 3-4. Temporary employment
(1) Working holder shall be fixed. The appointment of temporary employment can still be accepted :
a. for a specific amount of time, for a specific trip or for work of transitime duration, when the work of the work dictates it,
b. for work performed instead of another or second (substitute),
c. for specimen work.
(2) A working holder who has been temporarily employed for more than one year has claimed written notice of the timing of the fretrage at the time of a month before this point. 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 of the worker to resign until a month after the notice has been issued.
(3) Temporary work agreements cease at the agreed time room's expiry or when the specific work or work of transient duration has ended, unless otherwise written agreed or stipulled in tariffagreement. A working holder who has been coherent temporarily employed for more than four years after the first clause letter a and b, shall be deemed fixed employee so that the rules of termination of working conditions come to the Applicability. By calculation of employment time after second period, the deductions should not be made for the work-holder absence.
(4) The employer shall at least once per year discuss the use of temporary hires after this determination with those of trust.
SECTION 3-5. Effects of illegal temporary employment
(1) If there is any violation of the provisions of Section 3-4, the court shall be due to claim from the employment 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.
(2) At violation of the provisions of Section 3-4, the worker can claim compensation. The replacement is determined in accordance with Section 5-11 other clauses.
SECTION 3-6. Step-right to new employment
(1) The working holder that has been stated due to enterprise conditions has been due to new employment in the business, unless it comes to a position that the person is not qualified for.
(2) The step court is also applicable :
a. work holder that is temporarily employed and as due to enterprise conditions do not still receive employment. This determination still does not apply to the employment holder in the temp,
b. work holder that has accepted offer of reduced position instead of termination.
(3) The step trial does not apply if employer relies on the employment of employment immediately, and work holder cannot be notified or to be added in time.
(4) The step trial applies only to the working holder that has been employed in the business for up to 12 months in the past two years.
(5) The step trial applies for one year from the termination of the resignation or from termination of temporary employment.
(6) The step court falls away if the employment holder has not accepted offer of employment in a suitable position only 14 days after the offer was received.
(7) Have several front-stage right to a position, the employer shall comply with the rules of selection that apply to termination due to operating increase or rationation measures.
SECTION 3-7. 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) The step right after Section 3-6, with the exception of other clause letter a, runs ahead of the front-step dish for part-time employees.
0 Modified by law 9 May 2014 # 16 (ikr. 9 May 2014 ifg res. 9 May 2014 # 625).
SECTION 3-8. Effect of violations of the rules of the forestage
(1) If the court comes to the fact that a working holder should have been employed in a specific position, the court shall be due to claim from the person to be judged 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 5-11 other clauses.
SECTION 3-9. Use of employment service business
(1) The employer that uses employment management business should document that this business meets the requirements that are lined up or in the co-market of the labour market law.
(2) The Ministry can provide regulation with further regulations on the work-givers documentation.

Chapter 4. Prayer mv.

SECTION 4-1. The calculation of wages
(1) The salary runs from and with the day determined in the work agreement, but the latest from and with the day the work holder is attributed to the service.
(2) Should salary be calculated per. day when it is agreed with a specific amount per. month, constitutes a day's salary 1/30 of the monthly salary.
(3) Is the salary set to a specific amount for a trip, and this lasts shorter than provided, working holder requirements on the full amount, unless otherwise agreed. The commodity journey further than provided, the work holder requirements on a relationship-wise amendment, unless otherwise agreed.
(4) This determination does not receive the Applicability of the calculation and payout of the plot of the working holder on fishing and prisoner vessels.
SECTION 4-2. Payment of salary and vacation money
(1) The payment of wages shall occur at least once a month. The payment of vacation money is happening according to the holiday law and law 6. June 1972 No. 43 on vacation for fishermen.
(2) Working holder is entitled to monthly written task over the tigodevs and paid amounts, with the indication of salary, additional payments and any moves.
(3) Working holder may require fixed monthly transfer via bank of whole or parts of its tigodeoff to house members or others.
(4) The Ministry can provide regulation with closer requirements to the review of the requirements in this determination, herunder determining particular rules of fishery and catch.
SECTION 4-3. Pull in wages and vacation money
(1) The draw in salary or vacation money cannot be made unless :
a. it is home-led in law,
b. it is set in tariffagreement,
c. that in advance is written agreed, or
d. it applies to damages for damage or loss as work holder in connection with the work intentional or aggravated negligent has inflicted on the business, and work holder has known replacement liability, or this is determined by judgment, or working holder court-resistant freatry is his position.
(2) Pull in salary or vacation money after the first clause of the letter c and d shall be limited to the share of the requirement that exceeds the working holder of the requirement for the provision of them and its household.
(3) Before moves in salary or vacation money after first clause letter d be taken, the employer shall discuss the basis of the move and amounts of employment and with working staters of peer-selected or two delegates selected by the working holder, with less Working holder even doesn't want it.
SECTION 4-4. The salary of disease and injury
(1) Working holder that is work subefore as a result of illness or injury, has the right to wages as long as the working relationship consists.
(2) The court of wages falls away in the extent working holder has the right to medical care after the Medicaid Act chapter 8 or equivalent performance after foreign Social Security Regulation. The court of wages falls under any circumstances away 12 months from the impreheat occurred. For the work holder, which does not be retaken by the rules of the right to Medicaid by the Medicaid Act Chapter 8 and also does not receive corresponding performance from Social Security Regulation in their home country, the court falls to wages away 16 weeks from the labor of employment.
(3) The court of wages falls away if the damage or disease is deceitful by the employment, or is incurred intentional after employment.
(4) This determination does not get the Applicability of the work holder on the fishing and prisoner vessel unless it is agreed on-running time salary.
SECTION 4-5. The salary of the shipwrecked
(1) Are workholder said up because the ship at sea accident has been lost or has become impossible to repair, employment claims have been made as long as the person is unemployed, but not out over a month after the termination of the resignation.
(2) This determination does not get the Applicability of the work holder on the fishing and prisoner vessel unless it is agreed on-running time salary.
SECTION 4-6. Right to free home journey
(1) Upon termination of the working relationship from the employer's side, employer shall provide employment of employment and cover expenses for this and to the necessary provision. The same applies when :
a. workholder who has been employed for six-month continuous service in foreign affairs at the same employer or on the same ship,
b. temporary employment after Section 3-4 cease,
c. pregnant working holder has been given leave of absence after Section 7-2 or 7-4,
d. Working holder has the right to resign the service on board after Section 9-5,
e. The ship has been lost by sea accident or become impossible to repair,
f. work holder due to disease, injury or other medical reasons are no longer able to carry out their workloads,
g. employer is insolvent or for other reasons unable to fulfill its obligations to work holder,
h. Working holder has been suspended.
(2) Is the work holder given farewell by the rules of Section 5-14, the employer may require that work holder even covers work-ers expenses after the first clause.
(3) The Ministry can give further regulation on the right to free home journey, herunder about :
a. home journey to other place than residence,
b. shorter earnings time than six months after the first clause of the letter c where the shonest conditions are present,
c. -Honest rules of work holder as at the hiring point were under 18 years,
d. the content of the rights of labor rights at the home journey,
e. The state's duty to provide home travel and cover the expenses where employer fails to do so as well as the state's right to reimbursement from employer for the incurred expenses,
f. exception for workers on fishing and prisoner craft.
SECTION 4-7. The redermal warranty duty
(1) The shipping company shall ensure that the guarantee of specific benefits to the working holder is not co-authored by Norwegian Social Security arrangements or by the EEconomic Social Security Regulation, and as :
a. is working on board ships registered in the Norwegian international shipregister, or
b. has been employed in service of foreign employer who operates nutritional business on board ships at the State Department of Foreign Affairs, registered in the Norwegian ordinary shipregister (NOR).
(2) The shipping company shall also ensure that there is the guarantee of specific benefits to the employment holder employed in the hotel and restaurant business on board of tourist ships, registered in the Norwegian international shipregister (NIS), and as being retaken by The EES's Social Security Regulation.
(3) The Ministry can provide further regulations on :
a. who can ask guarantees,
b. documentation that necessary warranty is present,
c. scope and content of the warranty,
d. The impact of guarantees has not been asked or is heard,
e. The warranty and state of the state's rerequirements in labour givers bankruptcy,
f. The arrest of the guarantee in the ship registry.
SECTION 4-8. The rederes entry into the rights of labor

Has the shipping company claimed employment requirements on salary mv. on the occasion of employment on the ship, the shipping company enters the rights of employment in association with such claims, herunder the labor of labor after the sealaw Section 51.

Chapter 5. Termination of working conditions

SECTION 5-1. Dream before decision on termination
(1) Prior to employer's decision on termination, the question shall be as far as practical can be dreamed of working holder and with the work-holder's trust, unless working-holder even does not wish it. Both the basis of the resignation and any selection between several workers of whom to be said should be dreamed up.
(2) considering employer to go to termination of at least ten workers without the resignations being due in the individual working conditions, it shall begin the discussion of the workers ' trust of the workers. The Dreamers should be retaking the opportunity to avoid layoffs or reduce the quantity, and measures to lessen the damage effects of the layoffs for the working staffs. The employer is going as early as possible to give the peer-selected relevant information in writing.
SECTION 5-2. Endictation deadlines
(1) The reciprotional termination deadline is one month. For shipships, the reciprocity deadline is still three months. The Termination deadline is counted from date to date.
(2) Has the employment holder been employed for at least five years coherent in the business when the resignation is provided, the reciprotional termination deadline is at least two months. Has the working relationship lasted at least ten years coherent, the reciprotional termination deadline is at least three months.
(3) Are the work holder's written employee with a specific probation period, the reciprocity is the reciprocity deadline 14 days.
(4) Working holder who are perdischarged without pay in connection with operating increase or operating failure, can say up the work agreement with a deadline of 14 days the rain from the day of resignation is received by employer.
(5) If the ship has been lost by sea accident or become impossible to repair and this makes it necessary to end the working relationship, the employer's termination deadline is one month. For termination of shipships, the termination deadline is still three months.
(6) The resolution of the first, second and third clause can be waived by written agreement. Shorter deadlines can still only be agreements in tariffagreement or after termination has taken place. An agreed notice deadline may not be shorter for employer than for employment holder.
SECTION 5-3. 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. Are the work holder in work on board, shall the resignation if possible be provided work holder personally. The resolution shall be deemed to have taken place when it has come forward to work holder.
(3) The Termination shall contain information about :
a. work-makers the right to demand negotiation and travel lawsuits after Section 6-1 and 6-2,
b. work-makers right to continue in position after Section 5-10,
c. the deadlines that apply to require negotiation, travel lawsuits and for claims to continue in the position,
d. step-right after Section 3-6, if the resignation is due in enterprise conditions,
e. who is the employer and the right sued in any dispute.
(4) If the employment holder requires it, employer shall be in writing the circumstances that invoke as reason for the resignation.
SECTION 5-4. 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 5-3 third clause and workholder will go to lawsuits within four months after the resignation took place, the resignation should be felt invalid, unless it is clearly unreasonable.
(2) Is the resignation lacking, the worker can claim compensation. This applies even if the worker does not require sentence for invalidity or such sentence is not being said, jf. first clause. The replacement is determined in accordance with Section 5-11 other clauses.
SECTION 5-5. Ensuring protection in working agreements with specific probation
(1) Being employed as an employee of specific probation has been said, the resignation must be due in the work-holder adapts to the work, professional skill, or reliability. Termination must be given within the expiration of the trial time.
(2) The provisions of the first clause do not plan the work-givers the right to say up working holder after Section 5-6.
SECTION 5-6. Vern versus unaccentable termination
(1) A working holder cannot be said without the fact that it is mainly due in the enterprise, work-givers or work-making relationships.
(2) Rinse the resignation of the resignation or rationalization measures, it is not mainly due to if employer has other appropriate work to offer employment holder. By the decision of whether a termination has mainly due to operating growth or rationing measures, a vevining between the enterprise needs and the disadvantages of the individual work is due to the individual working holder.
(3) Registration of a ship in the Norwegian international shipregister (NIS) always gives mainly reason for termination if employer has no other appropriate work to offer employment holder.
(4) The handoff of a unified business is not in itself mainly due to termination from previous or new employer. Upon termination from new employer's side, it shall at the assessment of whether the resignation is mainly placed on whether the justification would also be able to be deemed mainly if the outdragon had not taken place.
SECTION 5-7. Ensuring protection of disease or injury
(1) A working holder that is completely or partially away from work due to illness or injury, cannot of this reason be said in the first 12 months after the work of the work of the work of labor.
(2) Termination that takes place within the period of time the employee is warded against termination after this paragraph shall be deemed to have its reason in the labor of labor, if nothing else is being considered likely.
(3) A working holder who will invoke termination protection after this paragraph must within reasonable time give notice of the reason for the absence. Whether the employer demands it, the overall absence must be confirmed by medical records.
SECTION 5-8. Ensicise protection at pregnancy and after birth or adoption
(1) The working holder who is pregnant cannot for that reason be said. Termination that takes place while working holder is pregnant 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 a leave of absence after Section 7-2 to 7-6 cannot be said for these reasons. Are workholder legal terminated to the freatanger in permission time, the resignation is valid, but the notice period is added to the permission time.
SECTION 5-9. Ensuring protection at military service mv.
(1) Working holder cannot be said up due to leave after Section 7-11.
(2) The Termination that takes place immediately before or within the period of time work holder is deemed to have its reason in this relationship, if nothing else is being considered likely.
SECTION 5-10. Right to continue in the position
(1) At the dispute of a working relationship legal is brought to termination by the rules of Section 5-6, the worker can continue in the position as long as negotiations are ongoing after Section 6-1.
(2) Has the worker raised lawsuits within the deadlines that follow by Section 6-2, the court to claim from the employee's decision to continue in the position under the case of the case if it finds it clear unreasonable that the working relationship does not maintained in this time period.
SECTION 5-11. Viruses of unaccentable termination
(1) Finds the court that the resignation is in violation of Section 5-5 to 5-9, shall the letter of resignation be invalid if the employment holder requires it. 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.
(2) Working holder may require replacement if the resignation is in violation of Section 5-5 to 5-9. 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 5-12. Termination of working conditions due to age
(1) The working relationship can be brought to termination when working holder turns 70 years. Lower age limit can follow by other basis when the limit is mainly due and not unsustainable, jf. Section 10-3 different joints.
(2) 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.
(3) Before notice, employer shall be provided as far as possible call work holder to a conversation, unless working-holder even does not wish it.
(4) Working holder who wish to resign has an equivalent notification deadline in a month, nonetheless so that the requirement of confessions does not apply.
(5) The Ministry can provide filler regulations to the determination.
SECTION 5-13 Suspension
(1) Is there reason to assume that the employee of labor has been guilty of circumstances that may be dismissed after Section 5-14 and enterprise needs dictates, employer can impose the employment ratio to resign the working relationship while the case is being investigated.
(2) Suspension shall immediately be repeasted if the terms of the first clause are no longer present. Suspension beyond three months must be due to the relationship's very honest species.
(3) Up until the suspension cease, the employee retains his salary.
(4) The provisions of Section 5-1 first clause, 5-3 and 5-11 apply accordingly as far as they fit.
SECTION 5-14. Disted
(1) A working holder can be given farewell to the decree of immediate freatanger if the person has made guilty of felony duty or other significantly the breach of the employment agreement.
(2) Upon farewell applies Section 5-1 first joints and 5-3 equivalent.
(3) Is the parting of the law, the court shall know the invalid if the labor holder demands it. 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) The worker can claim compensation if the resignation is wrongful. The replacement is determined in accordance with Section 5-11 other clauses.
SECTION 5-15. Fratreation port on working relationship's termination
(1) If the termination deadline expires or a temporary employment cease while the ship is in the sea, the working relationship of the ship is coming in port.
(2) The working relationship does not cease in ports that only runs to bunkers, bring in land sickness and damaged and also not at other unforeseen, short-lived races of respect to those of the boarding, the ship or the cargo's security.
SECTION 5-16. Attest
(1) A working holder that freatis after legal termination has claimed in written reference from 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) The determination in the first clause does not limit the worker's right to demand a more execution of a more comprehensive reference in working conditions where this is the rule of habit and nothing else is determined in tariffagreement.
(3) A working holder who has been given farewell has also claimed by the letter of reference, but the employer can without further indication the reason in the attest that the employee's resignation has been issued.

Chapter 6. Activists about working conditions

SECTION 6-1. Right to demand negotiations
(1) A working holder may require negotiations with employer if it is made current that :
a. a termination or farewell is illegal,
b. The rules of the settlement of the settlement are broken,
c. a temporary employment or suspension is illegal,
d. relation mentioned in the letter a to c gives the right to demand compensation,
e. a necrotion of leave is illegal.
(2) The requirement of negotiations must be placed in writing to employer within two weeks from :
a. The resignation or parting took place,
b. employer declined claims from work holder on the forestage rights to new position or leave,
c. Working holder waived at dispute whether it has been resettlement illegal temporary employment,
d. The suspension of the suspension.
(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) The employer may require negotiations with work holder if working holder raises lawsuits or underrights employer that lawsuits will be erected without negotiations have been held. Demand for negotiations must be placed 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 negotiating meeting is held. Are lawsuits erected, the employer shall be in writing the court of the proceedings 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. They are supposed to be end-led at the latest two weeks after the date of the first negotiation meeting, unless there is unity to continue. It shall be set up protocol, which shall be underwritten by the parties and their advisers.
(6) The Ministry of the Ministry can provide regulations on negotiations, herunder about :
a. negotiation site,
b. expense coverage for working holder to travel and stay,
c. negotiations at the Norwegian Foreign Affairs Station,
d. protocol forlar.
SECTION 6-2. Searchable deadlines
(1) With the smaller parties in the individual case agree on a longer term, the search is the deadline eight weeks at :
a. dispute of termination and farewell,
b. violation of the rules of law on the forestage right,
c. dispute whether it has been resettlement illegal temporary employment or suspension.
(2) Requires the employment holder only damages, the search is the deadline six months.
(3) The Search Meter deadline is counted from the negotiating closure. Are negotiations not held, the deadline is counted from those times that are set forth by Section 6-1 other clause.
(4) There is no search period due to termination or farewell if the formalrequirements in Section 5-3 first, second and third clauses are not met.
(5) The court may decide that the working relationship should continue after Section 5-10, 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.
SECTION 6-3. Temptation extension and refresher
(1) At the dispute of a notice of judicial remediation at absence that reacted in Section 5-7 runs the friists to demand negotiation or go to lawsuits from the time the ban on termination after Section 5-7 first clause ceases.
(2) Upon termination during absence due to children's or child passer's disease after Section 7-8 or absence due to the care of close relatives after Section 7-9, the deadline for demanding negotiations or going to lawsuits with the number of days working holder was absent after the resignation took place.
(3) The refresher of the applicant of the applicant can be required after the provisions of the tweet Act Section 16-12 to 16-14.
SECTION 6-4. Activists in Norway about working conditions
(1) In connection with lawsuits of rights and duties after this law, 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 what the claim the lawsuit applies, if it will not be to significantly disadvantage for the treatment of the case. The court's decision after the previous period cannot be attacked.
(2) Mekling in settlement advice does not take place for claims that are subject to negotiations after Section 6-1 or requirement as mentioned in this paragrafs first clause.
(3) By lawsuits that are reselected by Section 6-2 first and other clauses, the court shall hasten the matter most possible and if necessary berme the other than turn.
(4) Under the main negotiation and under the appellate court of the team-male court, the court of two co-judges is named after suggestions from the parties. Did not suggest the proposal by the time the judge has decided, or become more plaintiffs or sued not to agree on any joint proposal, the judge may name co-judges after the sentencing law Section 94.
(5) The court can still be set without the co-justices, if the parties and the court agree that co-judges are unnecessary.
SECTION 6-5. Activists abroad on working conditions
(1) Tshown about the working relationship between working holder and employer or between working holder and the shipping company while the ship is abroad must not be brought in for foreign authority.
(2) Tshown after the first clause can be given Norwegian foreign affairs official. The Foreign Service official decides the case after catching up with the couple's explanations. The decision can within six months brought in for the court in Norway. In dispute of farewell or termination, the foreign service official cannot determine the case, but can prepare and lead negotiations after Section 6-1.
(3) The Ministry can provide regulations on the treatment of disputes by other clauses.

Chapter 7. Right to leave

SECTION 7-1. Svangerlocker Check

Workers who are pregnant have the right to free from the work of wages in relation to pregnancy control, if such control cannot be taken place outside of business hours. The absence is to be arranged so that it is not to significantly disadvantage for the ship's operation.

SECTION 7-2. Svangerlocker

Workers who are pregnant have the right to leave when the pregnancy has lasted for six months.

SECTION 7-3. Care-Remission
(1) The father has in connection with the birth right to two weeks of leave to assist the mother. Does the parents not live together, the right to leave of absence can be made 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 7-4. Birth of birth

After birth, the mother shall have leave for the first six weeks, unless she presented medical certificate for her to come to work.

SECTION 7-5. Preliminary leave
(1) Parents have the right to leave of absence after the child is born in until together 12 months, co-rained leave by the rules in Section 7-2 and 7-4. The parents, however, have the right to leave in the period of time that the rate of parental money from the Medicaid.
(2) Each of the parents has in addition to leave after the first clause entitled to 12 months leave, which must be taken out immediately after his parents leave after the first clause. Working holder that has partial leave after Section 7-6 still does not have the right to leave after this clause.
(3) Right to leave of absence after the first clause can be practiced by someone else who has care for the child, if not both parents have care for the child. Working holder that is solely on custody of the child has the right to two years of leave after other clause.
(4) Adoption parents and foster parents are entitled to leave by the rules of this paragraph 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.
SECTION 7-6. Partial leave
(1) Permission after Section 7-2, 7-4 and 7-5 first clauses can be taken out as partial leave.
(2) Partial leave is based on written agreement between employer and employment holder. Workers ' desire for how the Draft of leave is to be carried out, should be met unless this entails the key inconvenience for employer. 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 7-7. Heat-like

Permission after Section 7-2 to 7-6 will be notified employer as soon as possible and the latest one week ahead of absence beyond two weeks, only four weeks ahead of absence beyond 12 weeks and last 12 weeks ahead of absence beyond a year. Overwork of the frienists does not entail that working holder must suspend the leave, if leave is necessary because of conditions that work holder had no knowledge of at the deadline's expiry.

SECTION 7-8. Barns and child-passer's disease
(1) Working holder who care for children has the right to leave at the child's disease and its medical examination and by disease or equivalent leave of the person who has the daily protection of the child.
(2) Working holder who has care for children also has the right to leave in connection with the child's stay at health institution or after printing, and otherwise when the child has impaired functional or disease or injury that is very serious or long term.
(3) The provisions of the first and second clause can be waived in tariffagreement for ships in foreign-run registered in the Norwegian ordinational shipregister (NOR).
(4) The Ministry can provide regulation on such leave, therunder about the extent of the permission and for which children the court to leave applies.
SECTION 7-9. Care for and nurturing of close relatives
(1) A working holder who tends close relatives in the home of life's end stage has the right to leave. The worker also has the right to leave for necessary care for close relatives.
(2) The provisions of the first clause can be waived in tariffagreement for ships in the State of Foreign Affairs registered in the Norwegian ordained shipregister (NOR).
(3) The Ministry can provide regulation on such leave, therunder about :
a. which people should be considered close to relatives,
b. The extent of the permission,
c. documentation of necessary care,
d. The notification preferences alike.
SECTION 7-10. Educational sperm
(1) Workers who have been in labour life for at least three years and who have been employed by 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.
(2) The provisions of the first clause can be waived in tariffagreement for ships in the State of Foreign Affairs registered in the Norwegian ordained shipregister (NOR).
(3) The Ministry can provide regulation on education policy, herding about :
a. requirements of the Education Offering's content,
b. relationship with employer that gives the right to refuse leave,
c. right to new education perspective,
d. notice to employer about the use of the court to leave,
e. notice from employer that the terms of leave are not deemed met,
f. exception from the court to leave for certain employers.
SECTION 7-11. Military service mv.
(1) A 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) A working holder who wishes to continue in the position of the service announcement shall notify employer before the service begins. The employer duties not to take the employment holder back in work before a month after receiving notice of notice from what day the employee can resume work.
1 Jf. law 19 March 1965 # 3 kep. III (oph.).
SECTION 7-12. Public stice
(1) A working holder is entitled to leave in the scope it is necessary to fulfill the legislant meeting of public organs.
(2) The provisions of the first clause can be waived in tariffagreement for ships in the State of Foreign Affairs registered in the Norwegian ordained shipregister (NOR).

Chapter 8. The resettlement and the shipbuilding's caregives

SECTION 8-1. Care-alike at disease and injury
(1) The shipping company shall provide defensible health care, herunder medical, and provision, on board or in land, if the one whose work on board has been ill or has been harmed. The person is going to barely be able to be examined by doctor, if there is reason to believe that the disease or injury involves danger of the person themselves or others on board. May it be deemed required, shall the person be brought ashore.
(2) The rederiship duty to provide health care lasts as long as the person is in service on board. Is the person still ill or injured at the fraganger, applies to the same thing for up to 16 weeks after the freeze, unless the person is a member of the census or an equivalent public social security arrangement in its homeland that takes over the ple-care plan.
(3) The shipping company shall ensure that custody of the custody of Norwegian foreign affairs official, if the person whose work on board is left abroad due to injury or disease. Is this not practical possible, the shipping company shall ensure that it is otherwise capable of the defensible care and inform the next of kin if the person asks for it.
(4) The Skipconductor shall co-interact to the completion of caregiver duties after this paragraph.
(5) The Ministry can provide regulations on the closer content and scope of caregimational duties after this paragraph.
SECTION 8-2. Care-alike at death and funeral
(1) The shipping company shall provide the subdirection to the nearest of kin and for burial or home of the stretcher, if the person whose work on board dies while the person :
a. is in service on board,
b. has the right to health care after Section 8-1,
c. is during travel for the rederor of the employer's bill.
(2) The Skipconductor shall co-interact to the completion of caregiver duties after this paragraph.
SECTION 8-3. Revenue coverage

The charges such as the reshipping or ship-driver commits upon completion of their duties after Section 8-1 and 8-2, the shipping company can claim the deck of employer. The employer may require coverage of the cost of the census of the census or with the corresponding public arrangement in the home of labor, as far as this follows by the relevant rules.

SECTION 8-4. Replacement for assets
(1) Going assets belonging to the person whose work on board lost or get damaged is the reagent replacement responsible. This is still not applicable to items that the person is carrying on. The responsibility can be leapered under consideration of their own relationship and circumstances of the otherwise.
(2) The Ministry can provide filler regulations to the first clause.
SECTION 8-5. Eienparts as left-left on board
(1) The shipping company shall provide care and optionally post-post assets like the one whose work on board leaves when the person leaves the ship at work relationship termination or at any other time.
(2) Things that do not tolerate retention or shipment, or that cannot be retained without significantly recost or disadvantage, the shipping company can let sell. Similarly, if the person who has his work on board, not within one year after the fact that the person left the ship has been promoting claims to get the belongings extradited.
(3) The Skipconductor shall co-interact to the completion of the caregiver of care after this paragrafen.

Chapter 9. Skipservice

SECTION 9-1. Control measures
(1) The shipping company can only commit control measures to the person who has its work on board, when the ceiling has mainly due to the working relationship and it does not imply an unsustainable strain for employment holder.
(2) The shipping duties as early as possible to discuss needs, design, review and significantly change of control measures in the business with those of trust.
(3) The Privacy Act applies to the redermal treatment of information on Workers in the context of control measures, unless otherwise determined in this or other law.
(4) The Ministry may provide further regulation to the determination, herunder about the requirements of information control measures and on regular evaluation of such measures.
SECTION 9-2. Right to bring belongings on board
(1) The one that has its work on board can in fair scope take things for personal use. The person must not bring on board drugs or other dangerous toxins, or take weapons or ammunition without permission from the shipdriver.
(2) Upon suspicion that something illegal is brought on board, possible whereabouts can be investigated in the presence of the person.
SECTION 9-3. The skipper's duties at serious criminal actions on board
(1) If the ship is not in Norwegian port, the ship driver at severe criminal action on board shall immediately be able to conduct examination, secure evidence and take up explanation. This is still not applicable if the action is committed on a foreign country's territory and investigated by the site's authorities.
(2) Until relevant authorities can take care of the case, the shipconductor can commit measures and antipower of power that are necessary and relationship-to-ensure control with the person committed the act.
(3) The Ministry can provide regulation on measures and power funds after the first and other clause.
0 Modified by law 19 June 2015 # 65 (ikr. 1 oct 2015).
SECTION 9-4. Right to go ashore in free time

Whoever has his work on board has the right to go ashore in his free time during the ship's stay in port. This still does not apply if the ship's conditions make it necessary that the person be on board. In that case, the person is entitled to appropriate allowance.

SECTION 9-5. Right to resign
(1) The one that has its work on board has the right to resign if :
a. The ship does not meet the requirements of the shipbuilding law or in regulation determined in co-compliance of the law to technical, operative and personal safety, and the diversity clearly poses a danger to the ship or for those who have their work on board,
b. The shipping company is failing to comply with the charge of charges in accordance with the shipbuilding Security Act Section 43 fifth clause c and regulations determined in the co-hold of that determination,
c. The ship loses the right to wage Norwegian flags,
d. there is war or war-like conditions in waters where the ship is to sail or in port that the ship is destined for,
e. the port of the ship that the ship is determined for, is a epidemiic disease with extensive deceleration, or significant health harmful environmental contaminants,
f. the person is employed for a specific journey, and the journey becomes significantly altered.
(2) Fratreden can happen before departure from port or in the first port the ship is anrunner after the person was familiar with the relationship.
SECTION 9-6. Decisions to be available
(1) The shipping company shall ensure that this law, the ship safety law and relevant international conventions are available on board, together with related regulations.
(2) Copy of the work-holder work agreement and of tariffagreement that make up part of the employment agreement shall be available on board. The same applies to the copy of contract for others who have their work on board.
SECTION 9-7. Right to profile the complaint
(1) The person whose work on board has the right to complain to the shipping of the shipping of the ship's service and the working relationship of the otherwise. Is the reagency not their employer, the shipping company shall be subject to the necessary extent consulting employer and can optionally leave to this process to process and determine the complaint in the first place.
(2) The shipping company shall ensure that complaints will be adequately examined, and shall establish procedures for fair, effective and rapid treatment of complaints.
(3) Retaliation against the one that proms the complaint in accordance with established procedures is prohibited. By the way, Section 2-7 is applicable.
(4) The Ministry can give regulation of complaint to the shipping company, herunder about :
a. treatment and decision of the complaint on board the ship,
b. procedures for the clagetreatment in the shipping company.
(5) The one who has its work on board can also complain to the regulatory authority on conditions as indicated in the first clause. The Ministry can give regulation of such complaint, herunder about :
a. who complaint can be conveyed to,
b. The complaint is first to be processed by the shipping company,
c. what complaints the regulatory authority can process and determine,
d. the case treatment for the otherwise,
e. ordinance from the regulatory authority can be scratched on,
f. complaint from work holder on foreign ships.

Chapter 10. Vern vs. discrimination

SECTION 10-1. 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.
SECTION 10-2. What the chapter includes
(1) The provisions of this chapter apply to all aspects of the working relationship, herunder :
a. outlying 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 redermal selection and treatment of people who have their work on board.
(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 10-3. 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 ban are not in violation 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 on the range of the exception from the ban on age discrimination in other clauses.
SECTION 10-4. 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, religious or cultural 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 character, or it is part of the purpose of The business to promote specific political vision and work-makers 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.
SECTION 10-5. 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 10-6. 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 10-7. Offers against retribution

It is forbidden to make use of retribution from employment that has been promoting complaint or otherwise taken up issue of violation of the provisions of this chapter, or that has issued expressions that such case may be promoting. The bid does not apply if the employment holder acts aggravated negligent.

SECTION 10-8. Exhibit

If whoever has its work on board or work-seeking information that gives reason to believe that it has taken place discrimination in violation of the provision in this chapter or that it has been made use of retaliation in violation of Section 10-7, must The employer or rebar of the company, however, that it still has not taken place such discrimination or retribution.

SECTION 10-9. The effect of the violation of the discrimination ban
(1) The one that has been discriminated in violation of Section 10-1, or deferred for retaliation in violation of Section 10-7, may require reparations and damages regardless of whether the employer or the shipping company can be rebated 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.

Chapter 11. Information and dream

SECTION 11. Pliked to information and dream
(1) In business that regularly employed at least 50 Workers, employer shall inform and discuss issues of importance for the hiring conditions with the labor of workers.
(2) The provisions of this chapter come to the Applicability of the passenger ship and for ships in speed of lakes and rivers.
(3) The Ministry can provide regulation on the calculation of the number of workers in the enterprise.
SECTION 11-2. Transparency of the duty of information and dream
(1) Duty to information and dream things include :
a. information on the appropriate and anticipated development of enterprise activities and financial situation,
b. information and dream of the appropriate and anticipated staffing situation in the business, including any danger of narrowing and the measures employer is considering in the connection,
c. information 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 after first clause letter b and c should happen as early as possible.
(3) The information shall be given so that it is possible for the work of the labor of the United State, to 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 of the dream is to be carried out so that it is possible for the labor officials 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 coming forward to a deal.
SECTION 11-3. Amazing information

If enterprise needs suggest that specific information should not be given further, the shipping company can impose employment and any advisers-patient confidentiality. The employer can in very honest cases neglected to provide information or to conduct discussion if it at the appropriate time obviously will be to significant damage to the business that the information becomes known.

SECTION 11-4. Fravik

The provisions of this chapter apply so far nothing else follows of tariffagreement or other legislation.

Chapter 12. Access and sanctions

SECTION 12-1. Access and certification
(1) The supervision of the Act shall be passed by the provisions of the third clause.
(2) The King determines who is going to have the regulatory authority after the law.
(3) For supervision and certification applies to what has been decided in the shipbuilding Act Section 13, 41 other and third joints, 43 to 46 and 48.
SECTION 12-2. Prevaltnities

For the management of the Management Act, it is determined in the shipbuilding Act Section 49 to 52.

SECTION 12-3. Overcharge Fee
(1) If someone who has acted on behalf of the employer, has violated regulations granted in or in co-hold of Section 3-1, 3-3, 3-4 fourth clause, 3-9, 4-2, 4-3 third clause, 5-16, chapter 7 or chapter 11, jf. Section 2-2 first clause, the regulatory authority can be the employer of the violation fee.
(2) If someone who has acted on behalf of the shipping company has overlaid regulations given in or in co-hold of Section 9-1 other clause or 9-7, jf. Section 2-4 other clauses, or a provision given in or in the co-hold of some of the regulations mentioned in the first clause, jf. Section 2-4 first joints, the regulatory authority can be the violation of the violation fee.
(3) The effective fee after the first and second clause can be illegation even if no single person has expelled guilt.
(4) Upon the decision of whether to illegation the violation fee and by the measurement of the fee shall be particularly placed on the emphasis :
a. how serious the violation is,
b. whether the violation could have been the prevention of through internal systems or by instruction, training, control or other measures,
c. whether the violation has been committed to promoting the employer's or redermal interests,
d. whether the employer or the shipping company has had or could have achieved any benefit at the violation,
e. of the present iteration,
f. the employer's or redermal economic ability.
(5) The Skipsecurity Act Section 55 fourth clause and 57 applies accordingly.
(6) The Ministry can provide filler regulations to the determination.
SECTION 12-4. Punishment

With fines or jail until 6 months, it is punished as on behalf of the employer or resale intentional or aggravated negligent, a working holder has been employed on significantly other terms than those in terms of the law, regulations granted in co-law or tariffagreement that applies to the employee. At the assessment of whether an violation of the first period is essential, it shall particularly be placed emphasis on the violation of the violation and the effects and degree of expelled.

Chapter 13 The Economic Regulations

SECTION 13-1. Istrontrecation

The law applies from the time the King decides. 1 The individual provisions can be set in effect until different time.

1 Ifg. res. 21 June 2013 # The 730 stepped the law ir. 20 aug 2013, with the exception of the Law of Law 10 that stepped out of ikr. 1 jan 2014. The repor of the seamen Act 30 May 1975 18 stepped in ikr. 20 aug 2013, with the exception of the Law of the Law IIA which was repealing from 1 jan 2014.
SECTION 13-2. Changes in other laws

From the point of time the law takes effect, the following changes are made in other laws :---