Overtid er alt arbeid utover den alminnelige arbeidstid. Reglene kan variere ut fra om man er bundet av tariffavtale eller ikke. Får svar på spørsmål om overtid nedenfor.
Reglene om arbeidstid regulerer blant annet hvor lenge man kan arbeide, om man kan arbeide på søndager og natt, og hva som regnes som arbeidstid og arbeidsfri. Få svar på dine spørsmål i listen nedenfor.
Arbeidstid reguleres av arbeidsmiljøloven kapittel 10. Loven setter en øvre grense for arbeidstid som ikke skal overstiges. Arbeid utover den alminnelige arbeidstid er overtid i lovens forstand. Det er ikke noe i veien for å avtale kortere arbeidstid, noe som er gjort i de fleste tariffavtaler hvor ukentlig arbeidstid ofte er satt til 37,5 timer.
When the enterprise is not able to employ the employee in a financially sound way, and the situation is of a temporary nature, the employee may be laid off for a period of time. Lay-off means that the employee is released from his/her job and that the employer shall only pay wages for a short period of time. The terms for laying-off employees are not statutory, but included in the Basic Agreement. The rules also apply to enterprises that are not bound by the Basic Agreement.
When may the enterprise use hired workers to cover the need for labour? In most cases enterprises may choose to hire workers instead of using temporary appointments. This, however, does not apply to all the grounds specified in the Act. The rules also differ between hiring from temporary-work agencies and hiring from enterprises other than temporary-work agencies whose object is not primarily to hire out labour.
The trial period allows the employer to assess how well the employee is suited for his/her work, as well as the employee’s professional skill and reliability.
The main rule in Norwegian employment law is permanent appointment. In certain cases, however, is it possible to appoint an employee temporarily, for instance when a substitute is needed or the work is of a temporary nature. The law lists a few special situations where temporary appointment is permitted. This guide gives a review of the possibilities that exist, as well as what assessments and moves you have to make to appoint someone temporarily.
When an enterprise has made a decision to reduce the staff, the question of which employees are to be considered for dismissal arises. A selection based on more specific criteria must be made.
This guide deals with staff reductions due to circumstances concerning the employer, such as reduced sales, new technology, changed influx of orders or other changed needs. The purpose of the guide is to enable you to implement staff reductions in your enterprise in a correct manner and thus minimize the risk of resource-demanding conflicts with employees who are dismissed.
A notice of dismissal should never come as a surprise to an employee. The goal must always be to make the employment relationship work. In order to avoid conflict in connection with dismissals, it is important that the process prior to the dismissal has been correct. If the employee’s execution of his/her work (after the expiry of the trial period) has developed in such a way that it does not meet reasonable expectations, one may, as a last resort, dismiss the employee. Before reaching this point, however, one has to go through a comprehensive process.
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