Regulation on stipendiaters duty work and employment conditions at the Norwegian University of Science (NTNU) Date-2009-06-17-1014 Ministry Ministry of Education published in the 2009 booklet 9 entry into force August 7th, 2009 last modified the Change applies to the legal authority FOR Norway-2006-01-31-102-section 1-3, FOR-2006-01-31-102-section 2-4, LAW-2005-04-01-15-section 6-4 Announced July 7, 2009 at 22:00. 14:00 Directed 15.09.2009 (title changed) short title regulations on the fellows at NTNU Chapter overview: guidelines for stipendiaters duty work (sections 1-3) the employment relationship (sections 4-6) legal authority: established by the Board of Directors at NTNU 17. June 2009 under the legal authority of the regulations 31. January 2006 no. 102 about employment conditions for positions as postdoctoral, research fellow, Research Assistant and specialist candidate § 1-3 fourteenth paragraph and section 2-4, cf. Law 1. April 2005 Nr. 15 about universities and colleges (University and College Act) section 6-4 fourth paragraph.

Guidelines for stipendiaters duty work section 1. If duty work Normal åremåls period for the fellows is four years with 25 percent duty work. Employment period shall include three years with the reindeer research training, cf. the Ministry's regulations section 1-3 (3). Based on an assessment of available funding and appropriate work, can the employer still choose to offer only three years of employment. As far as it is possible and even the scholar would like, should also external funded fellows offered an arrangement with duty work.

§ 2. Duty work content duty work outside the research work should as far as possible have relevance for doctoral education. Administrative duties will be limited and should normally not constitute more than 10 per cent of the overall working time on an annual basis, cf. the Ministry's regulations section 1-3 (13).
Duty work should provide relevant and diverse skills for a future career in academia, social and business community. Examples of relevant duty work:-help in teaching, laboratory and practice teaching, guidance and examination work in the stipendiatens areas of expertise.

-provide training in the use and operation of the research infrastructure.

-participate in marshaling, exhibition and collection work.

-Research administrative work in connection with the Organization of academic conferences or assistance to the preparation of the research project applications.

-University educational courses, HSE training and the like that are considered necessary for the performance of duty work.

Statutory selected tasks in the University's controls and advice, as well as the required selection work without special fees are approved by duty work. For fellows without duty work be approved such tasks and select work that paid extension in time if the overall meeting and preparation time account for more than two weeks. It can aggregate the maximum approved 3-month duty work for the above tasks. Directorships in the employee organization or in the stipendiatenes interest group be approved with one month's work. Any extensions of the level that has the task or selection work. If it is given special fees for tasks or sample work, research the right to a leave of absence without pay or extension.

§ 3. Distribution and control of work scope of the duty Obligation content and distribution in the tilsettings period is determined by the employer (head of Department) in consultation with the fellow and tutor. Set schedule for duty work is updated annually with the status of the performed and scheduled duty work.
Updated plan for duty work be attached stipendiatens annual progress report in researcher education.
Duty work should be distributed so that the last year can be used for reindeer research training. If it still is necessary to add duty work to the last year, this should be limited to 10%.
Stipendiatens duty work are credited according to the actual amount of working time or the Faculty/Institute's norms. For the original lectures be given 50% extra Fellows value in relation to the prescribed time for academic staff. It can also be given for additional individual assessment value for others especially time consuming tasks.
It is the employer's responsibility to ensure that Fellows are not imposed on more than one year of work duty work during the four-year period and to limit the use of the fellows in the vikariater and other projects that can delay the progression in research education.

Employment section 4. Leave and the extension decision on extension of the period of employment made by the employment agency cf. the Ministry's regulations section 2-3 (4). At NTNU is such decision authority delegated to the Dean.
It can be given leave to enter in the short term and in the Vicariate of educational research position, research fellow, and the like when this can happen without reducing the progress with more than half a year. In such cases, the employment period is extended accordingly, cf. the Ministry's regulations section 2-3 (3). Leave that is not law or contractual, not a right, and is determined by the employment agency in each case. Such leave can only be granted when the supervisor find this academic prudent, aligned plan for the implementation of the researcher education are, and head of Department will find this bemanningsmessig and financially acceptable.
The absence that should provide the basis for the extension of the period of employment must constitute at least two consecutive weeks, jf. the Ministry's regulations section 2-3 (5). This includes law and contractual leave of absence which involves reduced employment or working hours, if the total absence in the number of hours account for more than two weeks (eg frame leave, reduced working time by their own illness or care for children and close family).
For the fellows employment agency can in special cases give the extension of the period of employment for the conditions that have been an obstacle for progress in research education. Such conditions can be special care charges and unforeseen obstacles of business art that cannot be loaded scholar. When such conditions may cause delay, it can be given the extension of the period of employment, provided that the research will be able to complete the research education within the extension teenagers of the future outlet, jf. the Ministry's regulations section 2-3 (6). It can be given extended time of employment beyond the law and contractual leave of up to three months after extended absences related to personal health stresses (eg. pregnancy, childbirth and infant care). Any extension on particular basis to recommended by the supervisor and the Department and be approved by the faculty.
The individual faculty is responsible for ensuring that the funds will be allocated to the financing of the extraordinary costs of extension related to law and contractual leave of absence.
The employment relationship is maintained by law and contractual leave of absence. If the period of employment expires during the leave, shall be given the opportunity to research the end result fellow after completing the period of absence.
NTNU-staff Fellows will be with regard to the likebehandles leave and extension regardless of source of funding.

§ 5. Employment place Fellows be hired by the Faculty concerned be taken up on the doctoral program, normally at the faculty the candidate has its main road Manager and their daily workplace. This faculty has the employer responsibility for research. The Science Museum has the right to advertise and hire their own fellows. These are usually taken on relevant doctoral program at NTNU.
If the scholar has place of work by other faculty or externally, deals the parties how the necessary equipment and operating funds to be financed and provided to you for research.
Duty work in the possession of the faculty as research is employed by and normally by the Department where the scholar has his place of employment. For Fellows associated with the program or Center can fix other terms of the Dean's outline of the duty work.

section 6. Employment conditions and the maximum employment period of employment can not go beyond the maximum study time according to the University's Phd regulation § 7 No. 1. The maximum study time after Phd regulation is 6 years from the date of the decision on the admission of doctoral program to the date for submission of the dissertation to the evaluation less duty work and leaves of absence. Leave from position is regarded as a leave of absence from the doctoral program.
Employment period will be limited to three months after the disputation. These three months are assumed used for publication of the results of research and development of new research projects.
Admission to the doctoral program is a condition of accession in the position as a research fellow. Finally, the plan for the research training to be approved and contractual we three months after accession. Deadline for admission to the doctoral program must be apparent by the employment contract. Furthermore, it must be apparent when the final plan for researching education should be provided. The plan to name who has professional guided duty for research. If the recording an agreement within the deadline which emerges from the employment contract, it can provide a basis for the employer to consider raising the employment contract, cf. the Ministry's regulations section 1-3 (8).
With this understood that research is going to be busy on the doctoral program, according to the University's Phd regulations section 5 No. 1 we three months after accession in the position as a fellow. If the scholar does not meet the criteria for admission to the doctoral program at NTNU, the basis of the employment relationship and employment be terminated according to the provisions of the law service man.