Carte Blanche – English

Øverst i skjemaet

The Association of Norwegian Theatres and Orchestras (NTO) – Norske Dansekunstnere (NoDa) for Carte Blanche

Chapter 1 JOINT PROVISIONS

Clause 1 THE SCOPE OF THE PROVISIONS

1.1 Main rule

This agreement applies to all employees in a permanent and binding employment relationship with pre-defined working hours (or average working hours) per week. Note that it also applies to employees not employed on a permanent basis.

Clause 2 APPOINTMENTS

2.1 In-writing requirement

Appointments shall be made in writing.

2.2 Qualifications

In connection with appointments and promotions, consideration will primarily be given to the applicants’ qualifications (theoretical and practical education and aptitude for the post).

When applicants of both genders are ranked equally with respect to qualifications, the under-represented gender shall be preferred. When recruiting to managerial posts, female applicants shall be preferred if the female gender is under-represented and applicants of both genders are ranked equally with respect to qualifications.

2.3 Advertising vacancies

Vacant posts shall also be advertised internally.

2.4 Instructions

If a post requires job instructions, they shall be drafted through discussions with employee representatives. What posts this applies to, shall be decided through discussions between the parties.

2.5 Right to be heard

The employees, represented by employee representatives, have a right to state their view before appointments take place.

2.6 Part-time and employment contracts for a fixed period

The employer shall inform and discuss the principles for the use of part-time posts and employment contracts for a fixed period with the local trade unions.

Clause 3 TERMINATION

3.1 In-writing requirement

Notice of termination of employment shall be given in writing.

3.2 Periods of notice

3.2.1 As a rule, a mutual period of notice of three months applies reckoned from the date on which notice of termination is given.

3.2.2 The particular periods of notice set out in the Working Environment Act section 15-3 subsections (2) – (9) shall otherwise apply.

3.3 Cutbacks /rationalisation

In the event of cutbacks, under otherwise equal conditions, employees with the shortest periods of service shall be dismissed first. See also the Working Environment Act section 15-7 subsection (2) and the Basic Agreement. In connection with re-employment, those with the most seniority will be taken on first.

3.4 Reassignment

In connection with reassignment/transfer to a post with a lower salary in the same enterprise due to sickness, injury, rationalisation measures or other reasons that are not due to circumstances that are the fault of the employee, the employee shall retain his/her current pay grade as a personal arrangement.

3.5 Other matters

See also the Working Environment Act chapters 15 and 17.

Clause 4 WORKING HOURS

 

4.1 Definitions

Working hours

By working hours is meant the time, pursuant to laws and agreements, during which the employee is at the disposal of the employer.

Service hours

By service hours is meant that part of the working hours in which the employee is tasked with performing a service in accordance with the enterprise’s work schedule, cf. the Working Environment Act section 10-3 .

Day work / Evening work

By day work / evening work is meant a working hours arrangement that entails fixed disposition of the daily continuous working hours during the daytime or evenings.

Shift work

By shift work is meant a working hours arrangement whereby the daily continuous working hours can vary between 07.00 and 23.00. Reference is made to the Working Environment Act section 10-4.

Split shifts

By split shifts is meant a working hours arrangement whereby the daily working hours are split into two or more work periods a day.

Flexible working hours

By flexible working hours is meant a working hours arrangement whereby part of the daily working hours can be worked during core hours and whereby the individual employee can vary the remaining working hours within defined limits.

Staggered working hours

By staggered working hours is meant a change in the time when ordinary working hours start.

4.2 Ordinary working hours

Ordinary working hours shall not exceed 37.5 hours on average per week (see also the Working Environment Act sections 10-4 and 10-9). Daily working hours shall not exceed 8 hours per day.

For employees with working hours arrangements that fall under the Working Environment Act section 10-4 subsections (5b) and (5c), working hours are regulated in accordance with this statutory provision and constitute 35.5 hours per week.

For administrative personnel, the working hours are 37.5 hours per day, including a 20-minute lunch break each day.

4.3 Daily working hours

The daily working hours shall preferably be between 07.00 and 23.00, cf. the special provisions for technical staff. If there are performances on Sundays, public holidays, 1st of  May or 17th of May, the working hours are between 13.00 and 23.00. An average calculation of working hours can be agreed for the individual enterprise (cf. the Working Environment Act section 10-5).

4.4 Working hours arrangements

4.4.1 Shift arrangements

For employees with working hours arrangements that fall under the Working Environment Act section 10-4 subsections (5b) and (5c), working hours are regulated in accordance with this statutory provision and constitute 35.5 hours per week.

A work schedule shall be drawn up that shows each individual employee’s working hours and leisure time, cf. the Working Environment Act section 10-3. The work schedule shall be prepared on the basis of local discussions. During some periods, employees can deviate from the shift schedule by local agreement. Notification of such changes shall be given no later than one week in advance.

See also clause 4.4.3 concerning notification and the duration of changes to working hours arrangements.

4.4.2 Other working hours arrangements

For split shifts, day work and the use of flexible working hours, the ordinary working hours shall not exceed 37.5 hours on average per week.

4.4.3 Changes in working hours arrangements

If an enterprise wishes to change or end a working hours arrangement, at least three weeks’ notice shall be given, and the new working hours arrangement shall last for at least three months. If local conditions so require, other arrangements can be agreed locally.

4.4.4 Flexible working hours

The introduction of flexible working hours is decided through local negotiations with the employee representatives from the trade union in question.

4.4.5 Staggered working hours

If, during the collective agreement period, the parties agree to stagger working hours within the current working hours arrangement (cf. clause 4.4.3), notification shall, if possible, be given three days in advance and never less than one day in advance. Staggered working hours can only be agreed once during the collective agreement period, and not every time such changes are a relevant option.

If an employee is ordered to stagger his/her working hours on the same day or the night after he/she has worked normal working hours, he/she shall be paid as for overtime until the start of working hours on the next day.

4.5 Leisure time / weekly off-duty period

Once a week, employees shall have a continuous off-duty period (weekly day off) of at least 36 hours, which shall always include one full calendar day. This off-duty period shall preferably include a Sunday. In addition to the weekly off-duty period, a further day off shall as far as possible be given that includes a full calendar day. This day off shall as far as possible be given in adjacent with the weekly off-duty period.

4.6 Days off / public holidays

4.6.1

Good Friday, Easter Saturday, Easter Sunday, Whit Saturday, Whit Sunday, Christmas Eve and Christmas Day cannot be counted as days off pursuant to the work schedule.

4.6.2

If it is necessary to work on days off and this is not compensated in other ways, a supplement of 100% of ordinary pay shall be paid. This provision means that employees who are ordered to work on a day off are paid their hourly pay plus 100%.

4.7 Work on productions

Personnel involved in productions cannot be transferred to other work during the period in which the production is running.

Clause 5 REMUNERATION FOR SPECIAL WORKING HOURS

5.1 Delimitation

5.1.1 It is a condition for payment of the supplements in clause 5 that the person in question is paid pursuant to the provisions of the collective agreement and that other compensation is not given.

5.1.2 Remuneration pursuant to clause 5 is not paid for overtime work.

5.1.3 It is not possible to pay several supplements pursuant to clause 5 for concurrent periods, but supplements pursuant to clause 5.4 can by paid for the same period as supplements are paid pursuant to clauses 5.2, 5.3 and 5.5.

5.1.4 The supplements will not normally apply to employees whose work is of a managerial nature or who have especially independent posts, cf. 6.3. This exception does not apply, however, to supervisors or other personnel in similar posts who, during working hours, are tasked with supervising their subordinates.

5.1.5 By agreement between employee and employer, time off in lieu can be taken for the work on a case-to-case basis.

5.2 Saturday and Sunday supplements

The compensation for ordinary work between 00.00 on Saturday and 24.00 on Sunday is stipulated in clause 5.8.

5.3 Public holiday supplements

Public holiday supplements. Compensation for ordinary work on public holidays not mentioned in clause 4.6 (cf. the Public Holidays Act) and New Year’s Eve is stipulated in clause 5.8.

5.4 Shift supplements / evening and night supplements

5.4.1 Employees who work shifts shall be compensated pursuant to Table B (the supplementary pay table) pay grade 34. The supplement amounts to NOK 327 per week and NOK 9.20 per hour.

5.4.2 Compensation for employees who do not fall under clause 5.4.1 is stipulated in clause 5.8.

5.5 Split shifts

For split shifts, NOK XX is paid per working day. If the employee has to come to work more than twice each working day, the remuneration is NOK XX per working day. It is a condition that the working day, including work periods and lunch breaks, is nine hours or more. Breaks that are organised in accordance with the provisions of the Working Environment Act or at the wishes of the employee are not counted as a splitting of working hours.

Compensation for split shifts is stipulated in clause 5.8.

Comment: In negotiations concerning special provisions, it is nonetheless possible to agree that split shifts shall be compensated in other ways.

5.6 Employees paid per day or per hour who do not work on Sundays and public holidays

Employees who are paid per day or per hour and who have worked for at least one month of uninterrupted service are paid at the ordinary daily pay rate pursuant to the collective pay scale for public holidays that fall between Sundays. This only applies if the employee would otherwise have worked that day.

5.7 Rules for rounding up/down

The supplements are paid for whole hours. The time for which remuneration shall be paid is added together for each settlement period and the total sum is rounded off so that periods of 30 minutes or more count as a whole hour, while periods of 29 minutes or less lapse.

5.8

Two extra weeks of time off with pay is granted in addition to the provisions of the Holidays Act. The parties can agree locally that remuneration shall be paid in lieu of extra time off.

Comment: Extra time off with pay comes in addition to contractual free time arrangements that are not related to supplements for inconvenience / unsocial hours.

Comment on clause 5 as a whole:

For orchestra musicians, separate provisions stipulated in special provisions apply.

Clause 6 OVERTIME, ADDITIONAL WORK – STAGGERED WORKING HOURS

6.1 General

Overtime work shall be kept to a minimum and be kept within the limits set out in the Working Environment Act section 10-6.

By agreement between the employee and employer in each case, a corresponding number of hours may be taken off in lieu of compulsory overtime worked and the overtime supplement paid (the difference between the hourly pay and the overtime remuneration).

For overtime work, overtime shall be calculated in whole hours in accordance with clause 5.7.

6.2 Definitions

By overtime work is meant all work that is ordered in excess of the number of working hours  / service hours stipulated for a full-time post (cf. clause 4.2).

In this clause, hourly pay means the annual salary divided by 1850.

For employees who work reduced working hours or who work part-time, working hours that exceed the agreed working hours, but that are within the limits of ordinary working hours, are considered to be additional work.

6.3 The work of employees with especially independent posts

Employees whose work is of a managerial nature, or who have especially independent posts, are not entitled to overtime remuneration unless they are tasked with supervising their subordinates during working hours. Which posts this applies to is decided through negotiations between the parties.

Employees who are exempt from the provisions concerning overtime compensation can by agreement be paid a fixed remuneration pursuant to Table B (the supplementary pay table).

6.4 Normal overtime remuneration

6.4.1 Daily calculation

The first four hours are compensated by a 50% overtime supplement. For overtime in excess of four hours, the supplement is 100%.

6.4.2 Weekly calculation

Overtime in excess of the hours compensated for in the daily calculation, is compensated by a 50% overtime supplement for the first four hours. For overtime in excess of four hours, the supplement is 100%.

6.5 Percentage supplement for employees who work days/evenings

6.5.1 100%

For overtime work carried out at weekends, on public holidays and Easter Saturday, and after 12.00 on Whit Saturday, Christmas Eve, New Year’s Eve and the Wednesday before Maundy Thursday.

6.5.2 100%

1. For overtime work carried out between 21.00 and 07.00 the next day.
2. For overtime work on Saturdays and Sundays.
3. For overtime work carried out after normal working hours on days before public holidays.

6.6 Percentage supplement for employees who work shifts

6.6.1 100%

For overtime work carried out at weekends, on public holidays and Easter Saturday, and after 12.00 on Whit Saturday and Christmas Eve.

6.6.2 100%

For overtime work after 23.00 and for as long as the work continues, and for overtime work that starts before 06.00 and that lasts until the start of ordinary working hours.

6.7 Percentage supplement for employees who work split shifts

For overtime work in connection with split shifts, a percentage supplement shall be paid corresponding to the supplement for employees who work days/evenings, when the required number of ordinary working hours are exceeded.

6.8  Call outs

6.8.1 Overtime work for which employees are called out and that does not take place immediately after or before ordinary working hours, shall be compensated as if the work lasted at least three hours. If the work is interrupted, no extra payment will be paid for new overtime work if it begins within this three-hour period. A commenced half hour shall count as half an hour.

6.8.2 Employees who come to work at a specific time after being called out, but who have to leave again because their assistance is not required or because it is not required for as much as three hours, shall be paid for three working hours.

If employees are called out to work on a production or productions, they shall be paid as agreed for the production or productions in connection with which they have been called out.

6.10 Coverage of expenses

6.10.1 For night work that lasts beyond 23.30, remuneration shall be paid for documented car expenses if public transport could not be taken or the period spent waiting for public transport would exceed 20 minutes.

6.10.2 Employees who work for 11 hours of more and who are not given a three-hour break shall be paid a subsistence allowance of NOK 100, or the employer shall pay for a hot dinner.

6.10.3 Employees who work days/evenings and who work overtime for at least two hours and who were notified of this the same day, are entitled to a subsistence allowance of NOK 80 if they are not given an opportunity to eat at home, or if they cannot obtain food from the enterprise’s canteen, cf. the Working Environment Act.

§7 HOLIDAYS

7.1 General

Holidays are given in accordance with the provisions of the Holidays Act . In addition, the following applies:

7.2 Main holiday

Holidays are organised as a partly joint holiday during the period 16 May to 30 September.

7.3 The fifth holiday week for employees over the age of 60

The parties agree that employees cannot demand that the extra holiday week be taken at a time that would give rise to significant difficulties for the performance of work scheduled to be carried out in accordance with adopted plans. It is a condition that the employee’s wishes regarding when the fifth holiday week shall be taken are fulfilled as far as possible.

7.4 Payment of holiday pay

Holiday pay is paid on the last pay day before the holiday, no later, however, than one week before the holiday begins.

7.5 Sickness during holidays

Employees who can document by a doctor’s note that they have been unfit for work for at least five working days during their holiday shall be given a corresponding number of working days’ holiday in compensation.

Clause 8 PAY ETC. DURING SICKNESS, PREGNANCY AND LEAVES OF ABSENCE

In addition to the National Insurance Act with pertaining regulations, the following applies:

8.1 General

8.1.1 Payment of wages in connection with sickness, birth and adoption

The enterprise shall pay wages in connection with sickness, birth and adoption to employees in a permanent and binding employment relationship for the entire period during which the employee is entitled to such pay pursuant to the National Insurance Act. The reimbursement amount from the National Insurance scheme for the corresponding period shall devolve to the enterprise.

The right to pay pursuant to this clause expires at the end of the period of notice, if applicable.

For employees appointed for a limited period, the right to pay lapses upon termination of the employment relationship. From that date, any remaining commitments pass to the National Insurance scheme.

8.1.2 Deductions for National Insurance contributions

A deduction shall be made from remuneration pursuant to clause 8.1.1 for any National Insurance benefits that the employee receives during the period. If National Insurance benefits are granted for a period during which sick pay, maternity benefit or adoption benefit has already been paid, the enterprise can demand that a part of the benefit be transferred to it to cover the sick pay, maternity benefit or adoption benefit paid for the same period.

8.2 Sickness

8.2.1 Right to sick pay

Employees covered by clause 1 of the Joint Provisions are entitled to sick pay in accordance with clause 8.2.2 from the first day of sickness provided that he/she has started in the post.

8.2.2 The scope/Amount of sick pay

The employee shall receive his/her full normal pay, fixed annual amounts and variable supplements pursuant to the stipulated service plan from the first day of sickness absence, provided that the employer is entitled to a reimbursement from the National Insurance scheme.

8.3 Notification/control

8.3.1 Self-certificates

The employer shall be notified as soon as possible of the sickness absence and information shall be given about the probable duration of the absence. Sickness that lasts for up to three calendar days shall be confirmed as soon as possible in the form of self-certificate in writing. Sickness that lasts longer than three days shall be documented by a doctor’s note.

8.3.2 Sickness benefit certificate

In connection with absences that last longer than the period covered by the employer (14 days reckoned from the first day of sickness absence), the employee shall ensure that the enterprise receives a sickness benefit certificate. The right to pay lapses after the 14th calendar day if a sickness benefit certificate is not submitted.

8.3.3 Fitness to work

The enterprise can demand a fitness to work certificate from the doctor before work is resumed if the sickness absence has lasted longer than the self-certified sickness absence period.

8.3.4 Control

The enterprise is entitled to implement such control arrangements as it deems necessary to ensure control of sickness absence. Before such control arrangements can be implemented, the arrangements shall be discussed with the employee representatives.

8.4 Reimbursement/compensation

The enterprise is entitled to claim reimbursement for its losses in the form of wages paid during sickness directly from the person deemed to be in breach of duty or such person’s insurance company.

8.5 Pregnancy

8.5.1 Entitlement to / length of leave of absence

Employees who have been in paid employment for six of the last ten months before the birth are entitled to pay during their leave of absence in connection with pregnancies and births, cf. chapter 3A of the National Insurance Act:

Pay for 42 weeks. (80% pay for 52 weeks).

Pay (maternity benefit) is calculated in the same way as sick pay for the whole leave of absence (cf. clause 8.2.2). Up to 12 weeks of the leave of absence with pay can be taken before the birth.

The National Insurance Act section 3A-4 (extended maternity benefit period) applies in connection with multiple births.

8.5.2 Right to maternity leave

If the mother has been in the enterprise’s service for a continuous period of nine months, she is entitled to maternity leave with pay even if she does not have daily care and control of the child (cf. pay in clause 8.5.1.)

8.5.3 Notification

A pregnant employee shall notify the employer well in advance about when she wishes to take her maternity leave, cf. the Working Environment Act section 12-7.

8.5.4 Work during pregnancy

If the work cannot be carried out satisfactorily due to the pregnancy, the management can discuss with the employee and the employee representatives whether up to one and a half months of the leave of absence shall be taken before the due date of the pregnancy. The employee’s wishes shall be given decisive weight.

A pregnant employee who, pursuant to law or regulations, must stop working due to a hazardous working environment, and who cannot be reassigned, has an extended right to pay corresponding to the period from the date she leaves work until the date of the birth. Such temporary lay-off shall not affect the number of weeks the employee is entitled to ordinary maternity leave.

8.5.5 Sickness during pregnancy

If an employee becomes sick during a pregnancy, she is entitled to pay during sickness pursuant to clause 8.2 up until the birth, provided that the sickness is documented by a doctor’s note.

8.5.6 New leave of absence

An employee who has taken maternity leave with pay must have resumed work for at least one month before she can receive pay for a new period of maternity leave.

8.5.7 Time off for nursing mothers

Employees are granted time off with pay for up to two hours per working day to breastfeed their child.

8.5.8 Father’s leave of absence to care for a child

In connection with childbirth, the father is entitled to two weeks’ leave with pay if he is living with the mother and uses the time to care for the family and home, cf. the Working Environment Act section 12-3, subsection (1).

8.5.9 The father’s right to a leave of absence with pay

If the mother resumes her work before she has received pay for the number of weeks to which she is entitled (cf. clause 8.5.1), the father, if he meets the conditions in clause 8.5.1 concerning period of service, is entitled to a leave of absence with pay for the remaining part of the period, on the conditions and for such period as set out in the National Insurance Act section 3A-7. The father’s right pursuant to this clause is not dependent on the mother being an employee of the enterprise.

8.6 Adoption

8.6.1 Adoption of children under the age of 15 years

In connection with the adoption of children under the age of 15 years, adoptive parents who have six months’ preceding continuous service are entitled to a leave of absence with pay for the same length of time as employees are entitled to care benefit pursuant to the National Insurance Act section 3A-10. The pay is calculated as in clause 8.2.2.

8.6.2 Several children

The provisions of the National Insurance Act relating to extended care benefit periods apply, cf. the National Insurance Act section 3A-12.

8.7 Child’s or childminder’s sickness

Employees who care for children under the age of 12 years are entitled to a leave of absence when this is necessary to attend to a sick child, cf. the provisions of the Working Environment Act section 12-9. Wages are paid by the enterprise pursuant to the provisions concerning own sickness, cf. clause 8.2 and the National Insurance Act chapter 3. The age limit of 12 years does not apply, however, to sickness in disabled children. The sickness shall be documented by a doctor’s note if the absence lasts longer than three days.

The right to time off when the person responsible for daily childcare is sick is regulated by the Working Environment Act section 12.9. Such leaves of absence are granted without pay, see also clause 8.8, however.

8.8 Compassionate leave

When compassionate grounds are present, an employee may be granted compassionate leave for up to two weeks on full pay or a maximum of one month on half pay during the a calendar year.

Leaves of absence are granted:

in connection with acute illness at home. It is a requirement that other types of help, e.g. a home help, cannot be obtained, and that the employee’s presence in the home is absolutely necessary. Also here, the reason for granting short leaves of absence is to enable employees to make other arrangements.
in connection with a childminder’s sickness.

for up to three days per year to accustom children to kindergarten / a childminder.
to accompany children on the first day of their first year of school – one day off. One day off is granted to accompany children on school introduction days.
for one day in connection with the confirmation of the employee’s own children.
the day he/she gets married.
in connection with a death in the immediate family / household for up to three days. By immediate family here is meant a spouse, child, grandchild, parent, grandparent, sibling, sister or brother-in-law, parent-in-law or son or daughter-in-law. A cohabitant and the cohabitant’s family are deemed to be equivalent to a spouse and the spouse’s family in this connection. Time off with pay can also be granted for any necessary travel days between the place of service and the place where the funeral / cremation / urn internment is to take place. Other leaves of absence in connection with deaths are agreed in each individual case.
one day in connection with moving house when moving house without changing place of service.
two days for building/repairing a newly acquired dwelling for own use.
for examinations, treatment and check-ups by a dentist, doctor, physiotherapist and specialist when it is not possible to schedule an appointment outside working hours.
 to the extent necessary when an employee’s household members are admitted to hospital.
 when employees are especially called out during working hours to give blood.
 in connection with necessary visits to public offices when this cannot be done outside working hours.
 leave of absence for the remainder of a work day in cases where the employee has to leave the workplace due to sickness.
 when other important welfare grounds so indicate.
In special cases, leave of absence can be granted to look after children during tours where this responsibility cannot be taken over by the other parent.
8.9 Other leaves of absence

8.9.1 Taking exams

In connection with exams, time off with pay is granted for the exam day and for two days of study before each exam day. In connection with home exams taken over a longer period of time, time off with pay is granted for the day the exam paper is to be submitted and for two days of study before the exam.

8.9.2 Leave of absence for studies / grant schemes

Employees who have been employed by the enterprise for a continuous period of at least two years can be granted leave of absence with pay in connection with professionally relevant studies.

For further education that is relevant to the post, the enterprise can grant employees full pay for the whole or part of the period of absence.

Leave of absence with pay shall not be granted for education at first degree level.

Employees with less than two years of continuous service in the enterprise can also be granted leave of absence for studies if the work situation permits and the employer agrees.

A leave of absence with pay – in part of in full – may also be granted in connection with Norwegian government scholarships, funds for performing artists and other art scholarships. Reference is also made to special agreements for ballet dancers and solo singers at the Norwegian National Opera & Ballet.

8.9.3 Other jobs/education
After two years of continuous employment, an employee can be granted an unpaid leave of absence for up to one year if the work situation permits, in order for the person in question to try another job/education or similar.

Clause 9 PAY DURING MILITARY SERVICE / CIVILIAN NATIONAL SERVICE

9.1 Requirement for period of service

An employee who has at least six months’ preceding continuous service in the enterprises covered by the collective agreement is paid in accordance with clause 9.2 below during national military service, Civil Defence service, compulsory police service or civilian national service.

9.2 Pay

An employee with no dependants receives one-third of his/her civilian pay during initial national service. Otherwise, full pay is paid. If the service lasts longer than one week (7 days), the service
supplement is deducted from the civilian pay. When the employee receives full pay, the dependant supplement and accommodation allowance are also deducted.

In the case of national servicemen and national service NCOs, an amount corresponding to the pay grade for the military rank or post in the main Civil Service pay scale shall be deducted from the civilian pay. If the military pay exceeds the pay for the civilian post, no civilian pay will be paid.

9.3 Holiday entitlements

Entitlement to holidays is earned during national military service and civilian national service as if the employee were in ordinary employment if the employee receives pay pursuant to clauses 9.1 and 9.2 above. Earned holidays may be deemed to have been taken during national military service and civilian national service for maximum three weeks during the period from 1 June to 30 September, and the balance during the remainder of the holiday year. In such case, full pay and any additional holiday pay supplement that may be due is paid for this period. Deductions pursuant to clause 9.2 do not apply in such case. In the case of employees who do not receive pay pursuant to clauses 9.1 and 9.2, section 10 subsection (5) of the Holidays Act shall apply.

10 BENEFITS IN THE EVENT OF DEATH – GROUP LIFE INSURANCE

10.1 General

In connection with the death of employees in the enterprises, including employees on rehabilitation, a lump sum is paid to the surviving spouse / registered partner / cohabitant and others who were largely provided for by the employee.

10.2 Amount of the compensation

10.2.1 Full-time employees

Under the age of 51 years 10.0 G
51 years 9.5 G
52 years 9.0 G
53 years 8.5 G
54 years 8.0 G
55 years 7.5 G
56 years 7.0 G
57 years 6.5 G
58 years 6.0 G
59 years 5.5 G
Over the age of 59 5.0 G

G = the Norwegian National Insurance basic amount.

10.2.2 Part-time employees

For part-time employees, an amount stipulated in proportion to the percentage of a full-time post, such, however, that the minimum payment is two times the National Insurance basic amount (2 G), and for employees who work 32 hours a week or more, the full amount is paid. Such a reduction is not made when the employee’s working hours are reduced for a period of up to one year pursuant to the Working Environment Act section10-2 subsection (4).

10.3 Beneficiaries

10.3.1 Order

The lump sum shall be paid in the following order (irrevocable beneficiary in the order mentioned):

· A The deceased’s spouse or registered partner (see C, however).
· B Cohabitant (see C, however).
· C children under the age of 18 years. They shall receive minimum 40% of the compensation even when there is a spouse, registered partner or cohabitant entitled to compensation.
· D Other persons who were largely provided for by the deceased.

10.3.2 Cohabitant

A cohabitant is here deemed to be a person who has a joint home and joint children with the employee or who can document that the cohabitation relationship has lasted for the last two years. This does not apply if, at the time the insurance event occurred, circumstances existed that would constitute an obstacle to legal marriage or partnership pursuant to the Registered Partnership Act being entered into.

10.4 Funeral benefit

If there are no surviving family members as mentioned above, 1.5 times the monthly salary, but no less than 1/2 the National Insurance basic amount (1/2 G), shall be paid to the deceased’s estate.

10.5 Insurance duty

The enterprise is obliged to take out a group life insurance policy to cover the benefits mentioned above. Before the enterprise chooses an insurance company, the choice of company shall be discussed with the employee representatives.

10.6 Payment

The enterprise is obliged to immediately report deaths to the insurance company.

Clause 11 COMPENSATION IN THE EVENT OF OCCUPATIONAL INJURIES/ILLNESS

11.1 Occupational injury

In connection with occupational injuries/illness (approved by the National Insurance Administration (Rikstrygdeverket) as an occupational injury) as a result of work in the enterprise, a lump sum is paid that is calculated on the basis of the National Insurance basic amount.

11.2 Injuries during travel

The same compensation is paid as in connection with an occupational injury if an employee is injured in an accident when travelling directly between the home and his/her workplace and in connection with business travel.

11.3 Who is covered

All employees in the enterprise are covered by the scheme.

Employees who have been employed in the enterprise are also covered provided that the injury was confirmed after 1 May 1986.

11.4 Loss of future earnings

In the case of an occupational injury/illness resulting in 100% occupational disability, the amount of compensation shall be 15 times the National Insurance basic amount (15 G). If the occupational disability is less than 100%, the compensation will be reduced proportionately.

11.5 Compensation for permanent injury

In the case of permanent medical invalidity of at least 15%, additional compensation for permanent injury is paid as follows:

15-30% medical invalidity, the National Insurance basic amount (1 G)
30-70% medical invalidity, two times the National Insurance basic amount (2 G)
Over 70% medical invalidity, three times the National Insurance basic amount (3 G)

11.6 Death

In cases where an occupational injury/illness results in death, an amount 15 times the National Insurance basic amount (15 G) shall be paid to the surviving family members as defined in clause 10.3.

11.7 Coordination of clause 10 and clause 11.

The total amount of compensation for surviving family members pursuant to clause 10 and clause 11 may not exceed 18 times the National Insurance basic amount (18 G).

11.8 Coordination with the Act relating to industry injury insurance

In cases where the compensation pursuant to the Act relating to industrial injury insurance is larger than pursuant to the rules mentioned above when the compensation is calculated, compensation is only paid pursuant to the provisions of the Act.

If the total compensation pursuant to clause 11, items 11.1-11.7 is greater than it would be pursuant to the Act relating to industrial injury insurance, the difference is paid in addition to the compensation pursuant to the Act.

11.9 Insurance duty

The enterprise is obliged to take out insurance that covers the benefits mentioned above, cf. clause 10.

11.10 Coverage of expenses

During sickness absence resulting from an accident in service, the injured person shall, in addition to pay pursuant to clause 8.2, have all expenses covered for medical treatment, medication and dressings, as well as for physical treatment in connection with the injury.

11.11 Payment
The enterprise is obliged to immediately report the injury to the insurance company.

Clause 12 WAGE SENIORITY

12.1 General

12.1.1 Appointment

On appointment, all previous private and public service will be recognised as wage seniority. Work in the home and care work for up to six years are also recognised as private service. By care work is meant caring for children or caring for sick and elderly persons. Compulsory national service is recognised in full.

12.1.2 Lower age limit

Wage seniority will be calculated from the age of 18 years at the earliest.

12.1.3 Apprenticeship period

Apprenticeship periods concluded after 1 May 1992 will be recognised as wage seniority.

12.2 Date for seniority increments

The seniority date is stipulated on the basis of recognised wage seniority. The date is stipulated as either 1 January or 1 July depending on which of these dates is closest to the actual seniority date.

12.3 Leaves of absence that involve no loss of seniority

The following leaves of absence involve no loss of wage seniority:

1. Leaves of absence on full or partial pay.
2. Leave to carry out duties for civil service unions and in connection with public office.
3. Unpaid leaves of absence in connection with military service, Civil Defence service, police service and civilian national service.
4. Unpaid leave to take further education for up to two years to qualify for work in the enterprise. Employees who, because of care work, have had to delay – or postpone – their education may have up to one extra year’s seniority recognised.
5. Unpaid absences in connection with the birth and adoption of children are recognised with up to 12 months’ wage seniority.

12.4 Transfer from a different post in the enterprise

On transfer from a different post, the employee retains his/her wage seniority.

12.6 Part-time posts

Employees in part-time posts advance on the pay scale in accordance with the ordinary rules.

The seniority provisions apply correspondingly to casual help and people paid by the hour who have worked an average of 15 hours or more per week over a period of six months. (37.5% post.)

Employees who move from a part-time post to a full-time post or vice versa retain their wage seniority.

12.7 Seasonal employees

The actual length of service of employees (seasonal employees) who work in the service of the enterprise every year is recognised, so that 24 months’ service means two years’ wage seniority.

Clause 13 DEPUTISING/TEMPORARY APPOINTMENT

13.1 Duty

All employees have a duty to deputise.

13.2 Deputising at the same level

If the ordinary workload increases significantly over a longer period, appropriate compensation can be paid following consultation with an employee representative from the relevant union.

13.3 Deputising in a higher paid post

13.3.1 If an employee is required to deputise in a higher paid post, he/she shall be paid the salary for the higher paid post when he/she has served continuously in the post for a week and has taken over all of the duties and responsibilities pertaining to the post.

13.3.2 If an employee is required to deputise in a higher paid post, but does not perform all of the duties or is not required to take over all of the post’s responsibilities, appropriate compensation can be agreed following consultation with employee representatives.

13.4 Temporary appointment to managerial posts

13.4.1 In the event of temporary appointment to a higher paid post, the employee shall, from his/her first day in the post, be paid the salary he/she would have been paid had he/she been promoted to the post.

13.4.2 If it is clear that a post will be vacant for more than one month due to illness, leave of absence etc., the rule is that someone will normally be appointed temporarily to the post.

Clause 14 BUSINESS TRAVEL

14.1 Business travel

a) The Norwegian government travel allowance rates apply.
b) The Norwegian government travel allowance rates apply to everyone travelling within Norway in the service of the enterprise unless otherwise stipulated or determined in the terms and conditions of employment.
 c) For travel outside Norway and for travel of a special nature, the enterprises can enter into local agreements with the employees’ unions concerning other allowances than those stipulated in the regulations for government employees and concerning specific rules for calculating such allowances.
d) Section 8 of the Joint Provisions of the Basic Collective Agreement for the Civil Service applies to business travel.

Clause 16 COMPANY HEALTH SERVICE

16.1 Company Health Service

A company health service shall be established for each enterprise.

Clause 17 PAYMENT OF WAGES

17.1 Pay day

Unless otherwise decided, wages shall be paid on the 12th of each month. This also applies to fixed wage supplements and variable wage supplements for the previous month if practically possible.

If pay day falls on a Saturday, Sunday or public holiday, wages shall be paid on the last working day before such days.

17.2 Pay before holidays

Before the start of an employee’s holiday, he/she can be paid the wages he/she would receive on the pay day that falls during his/her holiday.

17.3 Advances

In extraordinary cases, an employee may be paid up to one month’s wages in advance.

Employees can receive up to two month’s wages in advance in connection with building a house or paying a deposit on a house.

17.4 Method of payment

The management can decide that wages are to be paid into a cheque account, a salary account in a bank or by postal giro. This will be discussed with the unions before a decision is made.

Chapter 2 PENSIONS

Clause 1 PENSION

Occupational pension scheme
The enterprises shall have an occupational pension scheme for their employees. The pension scheme shall, as a minimum, meet the requirements listed below.

Who is covered.
All employees whose working hours correspond to at least 14 hours per week shall be covered by the scheme. The statutes of the pension scheme contain more detailed rules about membership for part-time employees.

The size and nature of the pension
The pension scheme shall guarantee its members a retirement or disability pension corresponding to at least 66% of the pension basis.
Retirement pensions for members aged between 67 and 70 can be reduced in accordance with the provisions of section 19-6 of the National Insurance Act.
Members of the pension scheme shall also be entitled to a spouse’s and child’s pension.

Pensionable income
Pensionable income is earned on a straight-line basis, i.e. members earn equal parts of the full pension for each year they are a member. The requirement for full pension entitlements is 30 years. For people who leave with deferred pensions, the full pension entitlement requirement can be a maximum of 40 years.

Age limits
The stipulation of age limits and rules concerning retirement on a retirement pension before reaching the age limit shall follow the principles that apply to the Norwegian Public Service Pension Fund.

Regulation of pensions
Pensions are regulated in step with regulation of the National Insurance basic amount. The same applies to the pension basis for those who leave before they are entitled to a pension.

Transfer agreement
Pension rights shall be covered by the transfer agreement with the Norwegian Public Service Pension Fund.

Securing of pensions
Pension rights, including those calculated on a straight-line basis and regulated deferred pension rights, shall at all times be fully funded in an insurance company or pension fund.

The pension basis
The pension basis comprises fixed salary (pursuant to the pay scale) and fixed wage supplements. Other wage supplements are included in the pension basis when this is specified in the collective agreement.
Pay including supplements in excess of 12 times the National Insurance basic amount (12 G) is not taken into consideration.

The pension premium
The pension premium consists of an employer’s share and an employee’s share. The employee’s share can be up to 2% of the pension basis, and it is deducted from wages before they are paid.

Funding principles
The occupational pension scheme shall be based on a funding system that is gender neutral and does not contribute to the exclusion of older employees.

Supplier of pension insurance
The pension insurance supplier is decided by the enterprise after consultations with the employee representatives. When switching suppliers, consultations shall be initiated as early as possible, and, under any circumstances, before the decision to terminate the agreement with the current supplier has been made. Information and consultations about the occupational pension scheme and about the choice of supplier shall otherwise comply with the provisions of the Basic Agreement.

AFP early retirement scheme
The enterprise shall have established an AFP early retirement scheme in accordance with the statutes for the joint scheme for the AFP early retirement pension in NAVO’s collective agreement area.

Chapter 3 THE PAY SCALE

Clause 1 GENERAL

The pay scale is a gross pay scale. If pension schemes are continued with paid-up policies or lower pension contributions than 2% and benefits that almost correspond to the benefits in KLP’s normal statutes, a recalculation shall be carried out so that the net pay corresponds to the pay scale rate minus 2% of the pension basis.

TABLE B (SUPPLEMENTARY PAY TABLE)

Pay grade Gross amount
1 500
2 1,000
3 1,500
4 2,000
5 2,500
6 3,000
7 3,500
8 4,000
9 4,500
10 5,000
11 5,500
12 6,000
13 6,500
14 7,000
15 7,500
16 8,000
17 8,500
18 9,000
19 9,500
20 10,000
21 10,500
22 11,000
23 11,500
24 12,000
25 12,500
…. ….
30 15,000
31 15,500
32 16,000
33 16,500
…. ….
62 31,000
…. ….
75 37,500
76 38,000
77 38,500
78 39,000
…. ….
92 46,000
…. ….
139 69,500
140 70,000
141 70,500
142 71,000
…. ….

Clause 2B PAY SCALE APPLICABLE FROM 1 APRIL 2016

Clause 3 PAY FRAMEWORKS – CARTE BLANCHE

Table A (Main Pay Table)  NoDa Pr. 1.4.2016
1 344 241
2 348 711
3 353 180
4 357 892
5 362 602
6 367 396
7 371 321
8 375 247
9 379 597
10 383 946
11 388 597
12 390 979
13 395 570
14 400 161
15 405 296
16 410 429
17 414 898
18 419 369
19 424 864
20 430 362
21 436 341
22 442 322
23 448 543
24 454 764
25 461 287
26 467 810
27 477 483
28 484 249
29 491 255
30 498 262
31 505 631
32 513 001
33 520 671
34 528 342
35 536 315
36 544 288
37 552 563
38 560 838
39 569 717

D2 DANCERS, CARTE BLANCHE DANCE THEATRE

seniority 0 2 4 6 8 10 12 14
CB1 pay grade 13 16 18 20 23 26 28 31
CB2 pay grade 32
CB3 pay grade 34
CB4 pay grade 36

 

Chapter 4 NEGOTIATION PROVISIONS

Clause 1 ADJUSTMENT AND STANDARDISATION NEGOTIATIONS

The central parties can set aside a certain proportion of the agreed financial settlement for adjustment and standardisation negotiations.

The negotiations are conducted within stipulated financial limits and can concern the following matters:

1. non-standardised posts (posts in which assignment to a pay grade is not stipulated by the central parties) in which the salary is not linked to standardised posts.

2. changes in a post / group of posts’ duties and responsibilities.

3. the need to recruit, or if applicable, retain qualified personnel.

Clause 2 LOCAL NEGOTIATIONS

At the local level, the parties can, irrespective of the content of the preceding clause, negotiate about changes to posts, alternative placement on the pay scale and other remuneration pursuant to Table B (supplementary pay table) within the collective agreement’s provisions when:

1. Significant organisational and/or staffing changes have taken place.

2. In connection with technological changes, reorganisations and changes in duties, significant changes have taken place (changes that have taken place gradually over a prolonged period of time will also be taken into consideration within reasonable limits) in relation to factors on which assignment to the pay grade was based.

3. Productivity and rationalisation measures have been carried out that result in clearly quantifiable results. The parties agree in advance how this is to be quantified.

4. Significant changes have taken place in a post / group of posts’ duties and responsibilities.

Clause 3 SPECIAL NEGOTIATIONS

In cases where recruiting or retaining qualified employees is a particular problem, the parties can, after negotiations, enter into agreements for individual employees concerning

1. Changed pay scale placement within the same group of posts
or
2. Special pay arrangements on a personal basis.

It is a condition that such agreements are only entered into for individual employees and not for whole groups of posts.

Clause 4 PROCEDURE

The results of negotiations pursuant to clauses 1 and 2 and agreements pursuant to clause 3 shall be reported to the central parties.

The negotiations based on clauses 1, 2 and 3 shall be conducted on the basis of the rules in the supplementary provisions of section 4 of the Basic Agreement.

Chapter 5 SPECIAL PROVISIONS FOR DANCERS, CARTE BLANCHE DANCE THEATRE

Clause 1 APPOINTMENT/SENIORITY

1.1 Seniority

Time spent studying at a dance college after the age of 16 is recognised as seniority on appointment.

Clause 2 TERMINATION

2.1 In the event of termination pursuant to the Working Environment Act section 15-3 subsection (10): ‘termination because of operations being suspended owing to unforeseeable events’, a period of notice of two months applies to permanently employed dancers.

Clause 3 SCOPE OF THE WORK

3.1 The dancer is obliged to perform the duties specified in the work schedule.

The dancer is obliged to participate in Carte Blanche Dance theatre’s tours.

3.2 Carte Blanche Dance Theatre is entitled to make sound and video recordings for archiving purposes (documentation).

Comment: The rules concerning the use of this material are drawn up by the parties.

Clause 4 WORKING HOURS

4.1 Working hours are reckoned from the time the dancer comes to work pursuant to the work schedule until he/she can leave the workplace. Prior to performances and dress rehearsals, at least one hour shall be included in the working hours for warming up and make-up, and half an hour for stretching out, removing make-up and showering.

A minimum of three hours shall be paid whenever a dancer turns up for work. Payment for working hours is rounded up to the nearest half-hour.

4.2 School performances, closed dress rehearsals or costume and mask rehearsals that are held in the morning shall be concluded by 17.00 at the latest.

4.3 The dancer is entitled to a 15-minute break every second hour. If two or more breaks are taken in the course of a rehearsal day, the second one shall be for at least 45 minutes.

4.4 Rehearsal hours are from 10.00 to 17.00. On Saturdays, rehearsals shall be concluded by 14.00.

Other working hours arrangements can be agreed locally.

On days where the dancer participates in two performances, he/she cannot be called out to take part in rehearsals.

4.5 Afternoon rehearsals (17.00 – 19.00) shall only take place when absolutely necessary. On days on which the dancer is not participating in an evening performance, rehearsals may also be held after 19.00. On days on which the dancer only has an evening rehearsal, classes may be held immediately prior to the start of the evening rehearsal at 19.00.

4.6 There shall be a break of at least five hours between the end of the rehearsal and the start of the performance/evening rehearsal. On tours, this break may be reduced to four hours.

Shorter breaks may be agreed locally.

The dancer may only be called on to participate in rehearsals on the same day as a première in exceptional circumstances. By première is meant the first performance of a new production.

4.7 Classes

The Carte Blanche Dance Theatre shall ensure that classes are held every working day. Who is in charge of the class will be decided in consultation with the dancers’ employee representatives. The dancer is obliged to attend the class unless the Carte Blanche Dance Theatre has granted dispensation.

It is not compulsory to attend classes on Saturdays on which a dancer has no rehearsals and/or performances.

4.8 When an audience is present at a dress rehearsal, it is deemed to be a performance.

4.9 The work schedule for the coming calendar week is made available on Friday the week before, cf. the Working Environment Act section 10-3 and the Joint Provisions  clause 4.22.

The adopted work schedule can be changed in exceptional cases. It is a condition that the people this affects are notified about the change immediately and never later than one day in advance.

Clause 5 REMUNERATION FOR EXTRA WORK

5.1 For work on 1 and 17 May,100% overtime is paid for the hours worked. For rehearsals on Easter Saturday, Whit Saturday and Christmas Eve,100% overtime is paid for the hours worked.

Comment: The above is compensated pursuant to the Joint Provisions clause 5.8.

5.2 Compensation for employee representatives in Carte Blanche is increased to NOK 10,000 per year. (B 20)

Clause 6 LEISURE TIME AND FREE PERIODS

6.1 The dancer shall have at least one week without work duties for individual practice after he/she has completed his/her initial military service.

6.2 The dancer shall be given reasonable time off for individual practice after military refresher training lasting two weeks or more.

6.3 The dancer shall have at least one weekend off per calendar month including public holidays. An exception can be made to this provision during periods when there is a guest choreographer or assistant, but only twice a year. If the dancer must give up his/her free weekend, he/she is entitled to take another weekend off at a later date. Weekends off are reckoned from the end of working hours at 17.00 on Friday until 10.00 on Monday.

6.4 During free periods, vacant premises shall as far as possible be made available for voluntary classes and individual practice.

Clause 7 HOLIDAYS/REHABILITATION

7.1 The dancer is entitled to holidays pursuant to the provisions of the Holidays Act. With respect to holidays under a collective agreement, reference is made to the minutes of the negotiations on the Basic Agreement (A) between NoDa (formerly NBF) and NAVO on 16 May 2000. In connection with the end of the holiday, the dancer is also entitled to take two weeks off with pay.

7.2 In addition to holidays and free periods pursuant to clause 7.1, the dancer is also entitled to one week off pursuant to clause 5.8 of the Joint Provisions.

This time-off is decided individually in consultation with the employee representatives at the start of the season.

7.3 The dancer is entitled to one week off with pay for rehabilitation purposes.

Clause 8 LEAVE OF ABSENCE

8.1 Carte Blanche Dance Theatre can grant dancers leave of absence to participate in commitments outside Carte Blanche Dance Theatre. Such leave is unpaid unless the dancer’s absence from work lasts less than six days. If there are less than four days between each leave of absence, the leave is deemed to be one leave of absence. Applications for leave of absence shall be made in writing.

8.2 Leave on full pay for at least one month is granted to employees who have received a grant, applications for which have been publicly called for.

8.3 By agreement with the Artistic Director, dancers are entitled to paid leave from work to participate in dance auditions. Such leave is limited to twice each season unless weighty reasons indicate that more leave is necessary.

8.4 Pregnant dancers are exempt from performing from the 20th week of pregnancy.

8.5 When leave is taken in connection with pregnancy, birth or adoption, the fixed term of dancers on fixed-term contracts is extended by a period corresponding to the length of the leave of absence.

Clause 9 DANCE AUDITIONS

9.1 Carte Blanche Dance Theatre is obliged to hold dance auditions when two or more dancers are to be appointed to permanent posts. Norske Dansekunstnere shall be notified of such dance auditions, if possible one month in advance. Norske Dansekunstnere is obliged to make information about dance auditions available to its members.

Clause 10 TOURS

10.1 Tours and business travel – the Norwegian government travel allowance rates.

Reference is made to clause 14.1 of the Joint Provisions. The Norwegian government travel allowance rates for travel in Norway apply.

For travel outside Norway, the enterprises can enter into local agreements with the employees’ unions concerning other allowances than those stipulated in the travel allowance regulations and concerning special calculation rules.

10.2  Compassionate leave

Compassionate leave also applies during tours, but days of leave shall as far as possible be taken without this being an obstacle to completion of the tour. Travel to/from home because of compassionate leave shall be covered by the employee.

10.3 Touring duty

Pregnant women are exempt from the duty to tour.

10.4 DEFINITIONS

By ‘year’ in this agreement is meant a calendar year from 1 January to 31 December.

10.4.1 Tour day

By ‘tour day’ is meant travel to a concert/performance(s) that involves an overnight stay.

A day of rigging, rehearsals and/or a performance where the dancer is away from home for less than four hours between 10.00 and 15.00 or 19.00 to 23.00 is not normally deemed to be a tour day.

10.4.2 Visiting performances.

Travel and performance(s) without an overnight stay between the hours of 8.30 and 16.00 or 18.00 and 23.00 are not deemed to be a tour, but a visiting performance. If there are more than four such travel days in a week, the dancers shall not be required to rehearse or perform on the Saturday and Sunday.

Dancers who are to travel and perform for more than five hours on a weekday are entitled to take either the morning or evening off on the day in question.

If the conditions above are not met, the day shall be deemed to be a tour day.

10.4.3 Resting room

At performance venues where an overnight stay is not involved, a resting room and place to eat shall be available.

10.4.4  Home location

The company’s registered address is defined as the home location.

10.5 TOURING

10.5.1 Travel route, transport and staffing

The travel route and transport shall be discussed with the employee representatives as early as possible and decided at least four weeks prior to departure. Any subsequent changes shall be made in consultation with the employee representatives.

10.5.2 Extra duties on tour

For employees who are to perform duties on tour over and above those included in their employment contract, an agreement shall be entered into concerning the scope of the duties and remuneration.

A special remuneration agreement shall be entered into for the person acting as Tour Manager.

10.5.3 Accommodation

The theatre shall ensure that accommodation is available in hotels of a normal, good standard, where each employee has their own room and bathroom with a shower and WC. In the event of this not being possible, a reasonable room allocation system shall be discussed with the employee representatives.

10.5.4 Premises for warming up and stretching out.

Arrangements shall be made to enable dancers to warm up/stretch out in connection with performances when on tour. The theatre shall as far as possible ensure that there are premises at the disposal of dancers for warming up before rehearsals and performances.

10.5.5 Rehearsals on tour

Rehearsals on days that involve both travel and a performance are paid for in accordance with Table B-1 in each individual case. Employees shall not be ordered to rehearse for a new production as long as they are on tour.

Dancers may only be called on to participate in rehearsals on the same day as a première in exceptional circumstances. By premiere is meant the first performance of a new production. Such rehearsals shall be compensated by a half day off in each case. Time off shall be taken as soon as possible after returning from a tour in consultation with the dancers’ employee representatives.

Dancers shall be given forty-five minutes for their own preparations in connection with rehearsals prior to performances.

10.5.6 Tour break

If the tour comprises more than 35 tour days, a tour break in the home location shall be included for every 35-day period. The tour break shall be at least five days.

During the tour break, the employee can be ordered to work on the theatre’s own premises, unless other provisions indicate otherwise.

10.6 WORKING HOURS / TRAVEL TIME

The working week is six days.

10.6.1 Prior to performances and dress rehearsals, at least one hour for warming up and make-up shall be included in working hours, and half an hour for stretching out, removing make-up and showering. A minimum of three hours shall be paid whenever a dancer turns up for work. Payment for working hours is rounded up to the nearest half-hour.

10.6.2 On tour, there shall be at least a four-hour break between the end of the rehearsal and start of the performance/evening rehearsal.

10.6.3 Work schedule

A work schedule shall be prepared that shows each individual employee’s planned work and time-off during the tour, cf. the Working Environment Act section 48.

10.6.4 Plan for time off in lieu

Prior to a tour, employees will be given an overview of the period after the end of the tour in which they are required to take time off in lieu for extra hours worked. Extra hours worked shall be taken off in lieu during as short a period as possible. (Whole, continuous days – not as hours).

10.6.5 Available working hours

Travel time and working hours are between 08.00 and 24.00. The total travel time and working hours shall not exceed 12 hours per day.

10.6.6 Travel time

Effective travel time on tour shall not exceed 4 1/2 hours on days on which there are performances. On days of travel alone, the effective travel time shall not exceed seven hours, but this may be extended to ten hours when only public transport is used on the day in question. This limitation on travel time does not apply to the departure and homecoming days.

10.6.7 Registration of working hours

Travel time is registered as one hour for every four hours of travel time. On days of travel alone, each actual travel hour is registered.

10.6.8 Work and travel-free period

During each 24-hour period, there shall be a continuous period of 11 hours in which there is no work or travel. Every week, dancers shall have a continuous period of 36 hours in which there is no work or travel.

10.7 Remuneration

The supplements paid pursuant to this paragraph shall be pensionable.

10.7.1 Travel and work between 24.00 and 08.00

In addition to ordinary pay, a supplement of 100% is paid for every hour of work commenced between the hours of 24.00 and 08.00. The same rate is used for travel if night allowance is not paid or  sleeping arrangements are not provided.

10.7.2 Travel and work on days off

If travel or work is necessary on a day off, which cannot be compensated by other agreed days off, a supplement of 100% of ordinary pay is paid for each hour of work commenced.

10.7.3 Late arrival at the home location

On arrival at the theatre’s registered address after 23.00, a taxi to the employee’s home address will be covered. The theatre may decide to pay for accommodation instead.

10.7.4 Night allowance

Employees are only paid a night allowance when booked hotel rooms are not charged to the theatre.

10.7.5 Inconvenience supplement for tour activity in excess of 15 tour performance days:

This is remuneration for the inconvenience caused by: – being away from home
– travel
– irregular working hours in different workplaces
– changing physical loads in different workplaces

The supplement is paid per tour day from the 15th tour performance in the calendar year in question. The following rates apply:
Day 15 – 30. NOK 500
Day 31 – 60 NOK 525
Day 61 – 90 NOK 550
Day 91 – 120 NOK 650
Day 121 -> NOK. 725
Every season, the individual employee can say no to participation in tours in excess of 120 tour days.

Chapter 6 DURATION

Clause 1 DURATION

The agreement is valid from 1st of April 2008 to 31th of March 2010.

If the agreement has not been terminated before this time by either of the parties with 3 – three – months’ notice, it will apply for a further 1 – one – year at a time with the same mutual period of notice.