The hotel accommodation, including the meals included in the room rate, is not taxable for the employee. It is emphasized that the expense is subject to reporting, which means that the expense will be stated in the a-notification to the individual employee, but without tax deductions.
The election to the NAF board 2024 has begun
All eligible voters must have received an e-mail from email@example.com with a link to the election via Surveymonkey
If you have not received this e-mail, first see if it has ended up in the "spam filter", then contact NAF at firstname.lastname@example.org
What does Industri Energi do in LO?
(LO - The National Organization in Norway)
There are many different opinions about LO.
But one thing is certain: If we choose to stand outside, then we also choose to stand outside political influence.
Another thing is also very certain: If IE/NAF had stood outside the LO congress in June 2022, then the LO congress would most likely have recommended an end date for the search for oil.
But luckily that didn't happen. Because IE/NAF was not outside, we were inside, and the LO assembly listened to Frode Larsen's speech, which with great clarity convinced a majority in the congress of the importance of continuing to look for oil, and thus a LO resolution on continued development of the oil industry.
Quote from Frode Alvheim – Head of Industri Energi:
Frode Larsen's speech made a strong impression on the congress and was important in getting a unanimous decision that we must develop, not liquidate, the oil industry.
Read excerpts from the LO congress here:
Link to the oil decision here: https://industrienergi.no/nyhet/et-godt-oljekompromiss-pa-kongressen/
LO is huge and therefore the government must listen to LO.
If all the NR-clubs were to choose to stand outside LO, it would not weaken LO significantly. They would still be huge with close to 1.000.000 members (approx. 18% of the entire Norwegian population). The difference would just be that the NR-clubs would no longer be able to influence what LO should think about the oil industry.
NAF will continue to be the club that participates in the political pressure that will help to secure our jobs in the future. There will be more LO congresses in the future, and NR will be there where we can influence the decisions.
About party political support:
Let it be said again, Industri Energi is a non-partisan union, and our articles of association also clearly state that NAF shall be independent of party politics, and therefore we cannot grant money to political parties. But as an LO-union, we will indirectly give support to political parties. This support is calculated to be around NOK 10,- per year per member. This is the price we must pay to gain the political influence, that shall contribute to securing our jobs in the future. We must stand together on this, regardless of political positions.
Below you will find extracts from articles relating to the LO Congress in 2022. Unfortunately, this has not been translated.
Fra hjemmesiden til Industri Energi LO står sterkt og samlet etter kongressen
JUNI 3, 2022 ATLE ESPEN HELGESEN
Frode Alfheim, forbundsleder i Industri Energi, mener at LO står fjellstøtt etter kongressen.
Etter en uke med faglige og politiske diskusjoner på kongressen står LO sterkt og samlet om alle de viktige sakene som preger samfunnet og norsk arbeidsliv.
– Med så klare vedtak som kongressen klarte å stå sammen om, så står LO nå fram med en helhetlig politikk for alle deler av samfunnet. Ingen andre arbeidstakerorganisasjoner er i nærheten av å ha den tyngden og bredden som LO har. Det bør et samlet norsk arbeidsliv være glad for, sier Frode Alfheim.
Han mener LO framstår som en fjellstø organisasjon etter kongressen.
Han er også glad for at vår egen Are Tomasgard ble gjenvalgt i LO-ledelsen.
Og jeg er mektig stolt av Industri Energi sin delegasjon på kongressen. Forbundet vårt har blitt lagt skikkelig merke til. Delegatene våre har vært aktive på talerstolen og tatt opp mange viktige saker, med stort engasjement.
Alfheim trekker spesielt fram Per Øistein Kivijarvi (Kronos Titan) sitt innlegg om psykisk helse, ungdomsrepresentantene og ikke minst Frode Larsen (Maersk Drilling) sitt følelsesladde innlegg om arbeidsplassene i oljeindustrien.
Frode Larsen holdt et sterkt innlegg om oljearbeidsplasser på kongressen.
-Frode Larsens innlegg gjorde sterkt inntrykk på kongressen og var viktig for å få et enstemmig vedtak om at vi skal utvikle, ikke avvikle oljeindustrien, sier Alfheim.
LO samlet seg om oljepolitikken
Frode Larsen er tillitsvalgt for ansatte som driver oljeleting. Fra talerstolen på LO-kongressen holdt han et innlegg som gjorde inntrykk.
Flere store LO-forbund hadde varslet «oljekamp» i forkant av kongressen.
Delegat 206, hovedtillitsvalgt Frode Larsen i Industri Energi-klubben i Maersk Drilling, reiste til Oslo for å tale sine medlemmers sak og sikre at LO skal jobbe for å «utvikle, ikke avvikle» olje- og gassnæringen.
– Mange snakker om leteboring-stans. Et vedtak på Stortinget vil med umiddelbar virkning kaste 10.000 borerigg-arbeidere direkte ut i arbeidsledighet, og veldig mange på land vil også miste jobben sin, sa Larsen fra talerstolen.
– Vi er ikke klare
Frode Larsen, klubbleder i Maersk Drilling Norge AS og forbundsstyremedlem i Industri Energi, vil heller ikke ha noen brems i oljeletingen. Han vil ikke fjerne formuleringen om å utvikle oljesektoren.
– Jeg står veldig støtt på å «utvikle ikke avvikle». Vi er ikke klare enda. Vi må ta denne omstillingen, men kan ikke starte før alt ligger til rette for det, sier han, og legger til:
– Det er mye vi må gjøre før vi kan si at vi ikke trenger fossil energi lenger.
Om det skulle bli mindre oljeleting framover, vil Larsen merke det umiddelbart, ettersom de driver leteboring.
– Om vi ikke leter, ryker jobbene våre. Vi er førstelinja. Jeg ser ingen kompromisser her. Jeg er her for å forsvare formuleringen om at vi skal utvikle og ikke avvikle oljenæringen, sier han.
Information about the course, the contract situation, point 3.7, PC/safety glasses, health insurance and helicopter transport.
Course compensation for those with temporary employments.
Many dismissed workers who have been working on 6-week contracts for a long time, have now been given temporary employment until March 2024, due to pressure from NAF.
NAF has also addressed the problem that those, who are now temporary employees, are normally not get paid for the mandatory safety refresher courses that they must have to travel offshore.
The company agrees with NAF that these people shall have their courses compensated. The company specifies that this shall not set a precedent for the future, but we are very pleased that this is now in place.
Those who have been made redundant need us as a company, but it's the case that Noble Drilling Norge AS also needs them to get the jobs done.
The contracts and the personnel situation
It looks positive for Integrator, which has guaranteed activity from now on and further into 2025, and for Invincible, the last whitespace for 2024 can maybe be completely closed.
The situation with Inspirer is still unresolved, and we do not yet know who will get the new contract with Repsol for the staffing. This is expected to be clarified soon.
The collective agreement point 3.7 – The right to go ashore in leisure time
NAF still believes that those who must stay on board the rig for emergency reasons, and those who cannot come ashore due to lack of boat transport, must be compensated with DKK 50 per hour in their leisure time.
It is possible that others will think different because the company has not yet given feedback on what they want to do in this case. This means that they have not decided whether they will either compensate, or whether they will go for a dispute protocol on the disagreement.
NAF has been completely clear in our opinion of the case since September, and we are ready to dispute this if the company does not agree with us.
Subsidy for PC and safety glasses.
After NAF took it up with the company, the subsidy for PC and safety glasses has now been increased by DKK 1,500.
NDN will now refund the cost of PC glasses against presentation of supporting documentation up to NOK 5.000.
NDN will now refund the cost of safety glasses against presentation of supporting documentation up to NOK 6.500.
Order forms are available here and here.
We are still discussing this point, but we expect to be able to come up with new information on the matter very soon.
Helicopter transport to Integrator on the coming Harbour Energy contract (start 1 Jan 2024)
Harbor Energy Norway now informs to NAF that, as previously stated, it will not be necessary to use the weekend days for crew change.
They confirm to us that they have just been offered helicopter transport on weekdays.
The challenge arose due to the general lack of spare parts for helicopters, and Harbor Energy Norway has previously been in contact with us regarding this, but now fortunately a good solution came up.
Industri Energi is now going to the district court for the quarantine cases
The first pilot case is scheduled for Stavanger district court on 20-24. november
It's now around three years and nine months ago since the first of our members had to sit in quarantine without being compensated, but finally the cases are coming to court.
We regret that it should take so long time, but these are difficult cases that have not been tried in the legal systems before.
At the same time, the company has been unwavering in our many attempts to make a local agreement on quarantine imposed by the authorities, but no other local clubs clearly did not get any local agreement for compensation either.
We also tried to get a text about quarantine into the collective agreement at the main salary negotiations in 2022, but we were the only ones who brought this case into the negotiations.
We voted to go on strike for the matter, but we did not get a majority. This vote only took place between the IE clubs in the very last minutes of the negotiations.
At the same time, the LO lawyers had assessed the case for a very long time, and when in September 2022 they finally came up with the answer that we had all been waiting for, we at NAF were in no way satisfied at all. The LO lawyers found the case of quarantine imposed by the authorities to be "difficult to win."
NAF therefore called Industri Energi to a crisis meeting, and this meeting was the start of what we see now. This meeting became the reason for why Industri Energi is now taking the case to court on behalf of all their members, who have sent their individual claims to the different companies where they are employed.
This applies to 139 NAF members and a total of 678 IE members, from a total of 46 different companies. The total financial claims are just under NOK. 500 million.
This has become a very extensive case and Industri Energi states that since October 2022, around 25 employees in legal, organization, IT, working life and communication have worked on the cases.
NAF will be present in the court on 20 November when the pilot case starts. This will be against the rig company Transocean. Industri Energi had its reasons for choosing Transocean, and we point out that it makes no difference to our members.
Of course, we cannot say in advance what the outcome will be, but Karianne Rettedal, head of the legal department at Industri Energi, has previously stated that they are ready to go all the way.
NAF has a great confidence that the case is in the best hands, and we really hope that a legal verdict will finally come, that will bring justice for all our members who have spent their precious free time in quarantine for an unreasonable amount of time.
We must of course also be prepared for that a judgment can be appealed to the higher courts.
We have seen no signs that any other Union or local clubs have been ready to go to trial on this, so we do not believe that the case would have reached the legal system at all, without the meetings we held with Industri Energi in 2022. This is justified also with the fact that (on that time) there were only approximately 5 months until the first quarantine cases would begin to expire on the time limit.
One thing we were very clear about, if Industri Energi had not decided to pursue the case, then we in NAF would have done it ourselves, with the funds we would be able to procure for the purpose, we owed that to our members.
But Industri Energi agreed in that the case should be pursued, regardless of whether LO found it difficult. They understood the situation and chose to put themselves at the head of all this.
We are now hoping for the best and will update as soon as we receive news on the matter.
There will be no unwanted white space in the first quarter of 2024, between Integrator's contract with Harbor Energy and it's returning to the upcoming AkerBP agreements,
NAF was present at the office in Stavanger, when the bell was rung to celebrate the fact that an agreement has been made with AkerBP to close any white space after we have finished drilling for Harbor Energy.
The contract with an exploration well for Harbor Energy starts immediately after the turn of the year, and will last for 30 to 80 days.
The contract for AkerBP on Alvheim Deep starts in April 2024 (followed by Fenris which are running into 2025)
And it is the gap here in between that has now been confirmed closed with possible project work in the Åmøyfjord again. All depending on how long time there will be before starting up at Alvheim Deep.
Integrator has then zero white spaces in 2024.
At the same time, the company is working seriously to close the last 3-4 months of white space for Invincible.
We have nothing new about the staffing on Inspirer, but NAF will of course be a very active part of a possible future transition process, and we are following this very closely.
Information about the contract situation, rig visit, right to go ashore, health insurance, smoke diver test, private telephone use, subsidy for safety glasses and shop stewards' conference.
Contract and the staffing situation
We refer to the newsletter that NDN sent out on October 17, 2023.
The newsletter contains both good news but also less good news.
The fact that Repsol has chosen a new operator for future contracts on Inspirer is of course not good news.
If the company cannot offer continued employment to everyone, NAF will of course take the lead in demanding a "change of enterprise" to allowing our members, who might be affected by this, the opportunity to demand transition to the new contractor, in accordance with AML § 16.
We are following the situation closely, and we will discuss the total staffing on an ongoing basis with the company.
About the better news
We have all heard the company say many times that “next year will be difficult, but then later everything will be better again” We have probably heard this so many times that many of us may not believe it anymore.
But the information that the company just sent out, indicates that 2025 can be the year when we will become bigger again. The company writes that they are confident that we will win new contracts, and based on the information we have been given, we feel more confident too for 2025.
In the meantime, we must go through 2024, when fortunately, it looks like the company may succeed in reducing the whitespace for Invincible down to 3-4 months, or maybe even make the gap disappearing completely.
At the same time, we have Integrator, which is guaranteed activity through 2024 and further into 2025.
Our focus for 2024 shall be to ensure that as many of our members as possible keep their jobs, and if a “change of enterprise” are becoming a reality, then it must be included in our work to secure a job for as many as possible. This will be our highest priority.
NAF rig visit
We have visited Integrator in Åmøyfjord on October 9-10 and again on October 16 to 17.
We had many good dialogues with our members, and we got a lot of good input to move forward with. Thanks to everyone we met. We are planning to come on board again on October 30 to 31.
We will also continue our visits to the heliport.
The tariff agreement point 3.7 - The right to go ashore during leisure time
NAF still believe that those who need to stay on board the rig for readiness reasons, and also those who cannot come ashore due to lack of boat transport, must be compensated with NOK 50,- per hour in their leisure time.
The company does not agree. The disagreement concerns the interpretation of the last paragraph under point 3.7 "The regulations of this section do not apply when the unit is under contract and the operator for reasons of readiness demand complete crew”
If we cannot come to an agreement with the company, we will dispute this.
We just had our monthly meeting with companies, and this topic was discussed again,
The company has not made a final decision, but they are investigating the possibilities and obtaining offers.
Smoke diving test (VO2max test)
As we previously informed about, for those who have challenges with running and lifting at the same time, or for anyone who for some reason don't like to take the test on the treadmill offshore, can use an alternative option (VO2max test) which is approved as part of the smoke diver test according to "Offshore Norway" (formerly Norwegian Oil & Gas) guidelines.
The VO2max test is a direct measurement of maximum oxygen uptake.
Employees who can document that they have measured over 35 ml x kg-¹ x min-¹ on a direct test in the last 3 months have passed the test.
The company states that they will approve the VO2max test, but because they offer a free test on the rig, they will not compensate those who choose this second option.
Use of private phones for "On-the-go"work devices
NAF do not think that it can be right that anyone shall need to use his/her own private phone, because some programs on the work device, needs to be opened with the authenticator app.
The company will look into other possibilities.
Subsidy for safety glasses
NAF has asked the company to adjust the subsidy for safety glasses so that it matches today's prices.
The company will look into this.
Conference for shop stewards and NAF board meeting
We plan to hold a conference for shop stewards from 29 to 30 November and a NAF board meeting from 30 November to 1 December. For shop stewards who are offshore on the given dates, we will try to find solutions in collaboration with HR. More information including registration are sent out.
Here are news that have been sent out to all employees in Noble Drilling Norge as
Dear Colleagues, October 17th 2023
I'm reaching out through this newsletter to provide you with an update on our contract situation for our operations in Norway.
As you are aware, 2024 is shaping up to be a challenging year. The anticipated upswing in activity, as forecasted by analysts a year ago, has experienced delays. However, it's worth noting that we are witnessing a significant increase in activity outside of Norway as an indicator of what is to come.
Looking ahead to 2025 and beyond, we have established dialogues with several companies planning projects in Norway that is suited to our units, and we are committed to maintaining our competitive position in this regard. I`m confident that we will be awarded work in this space.
Our partnership with AkerBP has proven to be a success for all stakeholders, with both Noble Invincible and Noble Integrator consistently delivering stellar performance.
This not only keeps AkerBP satisfied but also allows us to keep our rigs active in Aamoyfjorden during shorter idle periods, creating a win-win situation.
As part of this alliance, we are also committed to optimizing our competencies for various projects, including HPHT/MPD and other requirements, this will lead to some adjustments in crew compositions.
Noble Invincible (Alliance contract with AkerBP until 2027):
2023: Ongoing work for AkerBP
Potential white space starting in May 2024, AkerBP is actively working to minimize this window, and as it stands, it may be reduced to 3-4 months. We are exploring all options to close this gap, including the possibility of Aamoyfjorden during a brief idle period.
Noble Integrator (Alliance contract with AkerBP until 2027):
2023: Contracted with AkerBP performing projects in Aamoyfjorden.
2024: Exploration well for Harbour Energy, followed by a direct continuation for AkerBP on Alvheim Deep, then Fenris extending into 2025.
Inspirer Manning (Repsol, Yme):
The current drilling program is estimated to be finished in February 2024.
Noble has offered to extend the current contract, which expires in April 2024. However, Repsol has chosen to change contractors, and the identity of the new contractor remains undisclosed. Ongoing discussions with Repsol are aimed at exploring whether this transition process will include a change of enterprise, allowing our crew members the opportunity to transition to the new contractor.
Once Repsol announces the new contractor, we will initiate discussions, including Noble union representatives from the start.
I wish I could provide more definitive information in this newsletter, especially regarding the Inspirer manning and the white space for Invincible. These processes take time, and I want to prevent any rumors by sharing the current status. More updates will follow in this space.
Lastly, I want to express my sincere gratitude to all of you for the outstanding performance delivered over the past year. Please remain focused and, above all, stay safe.
Then we are made aware that it may appear that it is others and the company who are driving this when we had a joint meeting with a 3rd party who ran the Employee Focus Group, (Employee Benefits Survey Phase 2: Focus Group, Norway) , a survey on behalf of Noble Drilling to reduce sickness absence.
Let it be absolutely clear that when we put forward all our views on what needs to be done to reduce sickness absence, it was our points that were noted down and others agreed with us. This is not who said what, it is what you get from results in the end. Remember that those who had this survey can do nothing other than bring forward the views that everyone came up with and pass this on to the client.
We know this, NAF was there with 6 representatives in the meeting.
Through its representation on the board of Noble Drilling Norge, NAF has also given clear notice that we expect health insurance to be in place. Then we speak directly with Claus Bachmann and chairman of the board of Noble Drilling Norge AS, Marius Dahl.
We know this too, we were there.
We listed all of our suggestions that we raised at the "Emplyee Focus Group" meeting in the August info, but we'll do it again:
• The company must offer health insurance that covers most aspects of health.
• Give all employees e.g. travel insurance, extended accident insurance, etc.
• Offer psychological help.
• Dental health insurance.
• Offer financial advice for personal finances.
• Reintroduce cabins for rent for all employees.
• Offer free/reduced price at health studio.
• Offer training clothes/footwear at a reduced price
• Give all employees a summer/Christmas present, something of quality.
• All newsletters must be translated into Scandinavian.
• Continue the "bonus" for those with a long time in the company (25/40 years).
• Better pension scheme for onshore employees.
• Make arrangements for employees who have/may have reading/writing difficulties (dyslexia).
Incidentally, NAF has been doing this for a long time, here is a bit of history in the case:
NAF sees health insurance as a very important staff benefit, and we have therefore discussed it with the company at length. Back in August 2022, however, we had not agreed with the company, and because we came too close to the merger with Noble Drilling, the company wanted to postpone the matter.
This was taken into the minutes on 16/08/2022
The company does not see that we can do anything about the insurance scheme at the present time. Suggest this be put on hold until we know how the insurance set-up/agreements are planned in the new company.
When the new company became a reality, we resumed negotiations with NDN, and for a period the matter became part of the sick leave project. This project is now nearing completion and negotiations are once again back in our forum.
In the meantime, we have been in contact with some insurance companies, and we have discussed the possibilities of how this can be arranged, so that everyone is covered equally, regardless of which country you live in.
We have a new meeting with the company next week, and we will inform more when there is new information.
NAF is in dialogue with the company about what deals with the collective agreement point 3.7, Right to disembark. This is a complicated point and has its origin in section 46 of the Seamen's Act.
NAF has asked the company to check this with its organisation, the Norwegian Shipping Association, and hopes that they will agree with our interpretation of this.
We believe that 3.7. The right to go ashore should not be governed by whether one is on a contract as it is read and asserted. NAF believes that the operator must document why this is for emergency reasons and NAF believes that this cannot be claimed unless this is in connection with the installation being moved.
This is a right that the individual has and in any case, those who have an emergency and cannot go ashore in their spare time must have been compensated.
Then this comes with the fact that there is no boat available for everyone else, which NAF believes should be compensated in the same way as when Invincible was in the Åmøyfjord last time.
We will update as soon as we receive a response from the company.
When the nomination process is over, each of those on this list will be contacted by the selection committee. The individual will then confirm/deny that they will be a candidate for the election to the board of the
Noble Ansattes Forening which starts on 1 December.
Nomination for board election in Noble Ansattes Forening 2024
Today, 1 October, nominations for board elections in NAF start.
All members will today receive an email explaining the nomination process. In short, it has previously been possible to nominate members by writing them up on lists that hang on board each unit. Now you can only nominate by sending an e-mail to the club:
An info that deals with the staffing situation, Integrator in Åmøyfjorden, "3C observation system", smoke diver test, sick leave, MOB boat training, organizational struggle, heliport visit, site union representatives, apprentices and the quarantine case.
The staffing situation
We are fully aware that the company has recently made use of temporary workers and a lot of overtime, despite the fact that former employees are queuing up to be re-employed.
This is ofcourse something we are discussing with the company, and we expect that they will soon get an overview of how many employees our operators (AkerBP and Repsol) will need in the near future. As soon as the company has received the full overview, we will start negotiating the total manning on the individual rig in addition to the competence pool.
Integrator in Åmøyfjorden
NAF has negotiated a protocol for the manning of Integrator during the stay in the Åmøyfjorden.
Only the extra positions (Rig admin. and Roustabout) will be moved from the rig, the rest will be kept on board for the entire period. It is expected to man up with drilling crew in November.
NAF Board meeting.
NAF held a board meeting at Clarion Energy on 6-7 September.
In addition to the various matters on the agenda and the action plan, we had many good discussions and there was a lot of good input from the board members, including the following:
"3C Observation system"
Asst. KHVO gave us a presentation of the new system for treating of near miss reports, which is called "3C Observation system."
The system is still so new that we do not know all aspects of it yet. But here are probably some things that we will look further into, such as e.g., the lack of possibility to report anonymously.
Smoke diver test
For those who have challenges with running and lifting at the same time, there is an alternative option that is approved as part of the smoke diving test according to "Offshore Norway's" (formerly Norwegian Oil & Gas) guidelines.
The test is a direct measurement of maximum oxygen uptake.
People who have documentation that they have measured over 35 ml x kg-¹ x min-¹ on a direct test in the last 3 months have passed the test.
The company will check how it can possibly be implemented with us. We will follow up on the matter.
We have received questions about why people living abroad, must submit a diagnosis to NAV on sick leave for less than 16 days. The company responds as follows to this:
NAV requires a diagnosis for a sick leave to be approved regardless of the length of the sick leave. In order for the company to advance sick pay, you must provide an approved sick leave.
For residents living in the UK, a diagnosis is always included with the sick report.
The company also informs that, as part of the ongoing project for sickness absence in the company, they have terminated their contract with MedHelp at the end of October 2023. Until then, Medhelp shall be used as normally.
MOB boat training
We have received inquiries from some of our members who are concerned about participating in MOB boat training offshore. This is justified by the fact that the boat is located 70 meters above sea level, and that there are no railings nor any other form of security when boarding, or during lowering/raising the boat.
In short, the concerns are that some do not find it justifiable to carry out the practical exercise offshore.
The company does not see that there is an alternative with training on land that meets the regulations, and they therefore find it necessary to carry out the training as practical exercises offshore, to meet the current regulations.
They further inform that it will lead to a personnel case if the practical part of the exercise is refused to be carried out by the employee.
Unions organizational fight offshore
NAF does not see anything wrong with an organizational fight being between the clubs offshore, but we will strongly encourage it to take place in a respectful and decent manner.
Heliport meetings and rig visits
We are currently trying to meet most of our members at the heliport on departure.
We will of course also prioritize rig visits on Integrator when it is in the Åmøyfjorden.
Election of local shop stewards
We encourage the teams that have not yet elected a local union representative to carry out elections and report back to us.
We are planning to hold a shop steward conference at the end of November.
6 new apprentices will soon come offshore. Welcome them and help them through the challenges they may face.
We have contacted the company to find out when they will be leaving, and we will try to get their local shop stewards to welcome them already at the heliport if they are leaving at the same time.
The quarantine cases
It is now about a year since NAF called IE into a crisis meeting, because LO's lawyers announced after an excessively long case processing time that they found the matter of quarantine imposed by the authorities to be "difficult to win".
We found this message completely unacceptable and after a series of intense meetings with IE, they decided to pursue the case with their own lawyers, despite LO finding it difficult.
This was a major milestone for us at NAF and for the entire industry, which soon followed in our footsteps.
Since then, the working group at IE has done a great job of collecting and preparing all the requirements that have come in, which have all been sent individually to the company.
Now a date has finally been set for the first pilot case.
Karianne Rettedal, head of the legal department at Industri Energi states that the first pilot case is scheduled for Sør-Rogaland district court on 20-24. November.
139 NAF members and a total of 678 IE members have submitted claims for compensation.
It is important to mention that it makes no difference to our case that the pilot cases are run against other companies than Noble, even the fact that it started with us.
For those who have raised a claim but are no longer employed
IE states that they expect those who are out of the company for various reasons to continue their membership with IE, as long as the case is ongoing.
However, this does not apply to foreigners who must register with another trade union/a social security fund in order to receive support.
Residents of the UK can alternatively register with RMT, with whom IE has a cooperation agreement. In that case, the individual must notify IE about that. (Refer to the quarantine case)
For those who choose to continue their membership with IE, take contact to member services to agree on possible reduced fee.
An info that deals with wage negotiations on land, new members, international contracts, Employee Focus Group, previous position held position and Use of the Norwegian language
Salary negotiations on land
As mentioned in previous information, the Stavanger office was only overtaken from Houston in this settlement. NAF did not agree with either the outcome or how this was done. There were no real negotiations and we cannot have it that way.
NAF drew up a protocol of disagreement on this and announced that this was going to be taken up centrally.
NAF demanded that our members should have a minimum of 5.2%, i.e. far above what the management in Houston had just set.
We have now received a clarification on this and we were told last week that our claim had been met and that of course not only our members, but EVERYONE in the office would receive 5.2%. Here you can see the advantage of being organised, the advantage of having a club behind you when such things happen. You just have to sign up.
During the summer, we gained 10 new members.
Norwegian contracts for international employees
Negotiation meeting number 2 was held on 12 June. The DSO did not meet and the company put further negotiations on hold until after the meeting with the DSO week 25.
What happened in that meeting between DSO and the company is unclear.
NAF has respected that the company will now await further negotiations on the basis that they would like the majority of those who currently have international contracts to switch to Norwegian contracts.
NAF otherwise believes that it must not be a majority that must be decisive and has informed the company that we will consider going to legal action on behalf of our members to achieve this.
If NAF had the majority alone of those with international employment and who want Norwegian contracts, then we would have gone to the company and got this in place, without having to threaten legal action.
The discussions were well under way and this is a unique opportunity for our international employees to have a predictable employment relationship and a secure framework.
On 1 July, everyone who was employed in Guernsey was transferred to Danish employment, when the company probably realized that the way they were employed in Guernsey would violate Norwegian law under the new rules. Having said that, the company could have just given all these Norwegian contracts….
Meeting with the "Employee Focus Group"
NAF, together with other employees in the company, was called to a video meeting with a consulting firm in Houston to be presented with the results of the survey about "how are you doing" in Noble. At the same time, we were able to make suggestions for improvements that we thought should be made, here are some of the suggestions:
• The company must offer health insurance that covers most aspects of health.
• Give all employees e.g. travel insurance, extended accident insurance, etc.
• Offer psychological help.
• Dental health insurance.
• Offer financial advice for personal finances.
• Reintroduce cabins for rent for all employees.
• Offer free/reduced price at health studio.
• Offer training clothes/footwear at a reduced price
• Give all employees a summer/Christmas present, something of quality.
• All newsletters must be translated into Scandinavian.
• Continue the "bonus" for those with a long time in the company (25/40 years).
• Better pension scheme for onshore employees.
• Make arrangements for employees who have/may have reading/writing difficulties (dyslexia).
Right to regain previous position
Do I have the right to get back a previous position, after a downsizing?
The answer is no.
You are not entitled to get your old position, or rather a higher position back.
When you go out on your first trip after we have had a downsizing, you accept the new position you have been given and then everyone is really on the same page.
Having said that, the company tries as far as is practically possible to give the position back to those who have held them previously.
Nor is there any reason for them to give it to someone who hasn't had it.
We have not had many cases where someone has believed that they have been passed over, but there are no rules or rights attached to getting their old position back.
Another issue that has also been discussed outside is what rights you have if you are a company shop steward. These are then those who sit on the board of their local club.
You have one right that stands out, and that is that in the event of layoffs, these must be considered to have the longest seniority in their position. (ref HA§ 7.12 and 7.2)
In the event of dismissals, the company's shop stewards, replacement shop stewards and Vo/HVO have no special protection other than that under otherwise similar conditions as an employee on the same day, went out on the rig on the same day, the trade union can demand that the person then holding the position must be offered a job instead of the is not a shop steward or a safety representative.
Use of the Norwegian language
The issue surrounding the use of the Norwegian language was again discussed. NAF believes that all information is now only available in English and that this is very unfortunate and that regulations are being used.
Information that is considered important, and that is relevant to employment, and/or safety-critical, should be in Norwegian and English.
NAF has submitted the article "Norwegian language is the first choice" from Ptil. The Norwegian language MUST be used to the greatest extent possible in the petroleum business. This applies both in writing and orally. If you choose to use another language, the employer MUST document that the Norwegian language is NOT appropriate, and that it does not compromise safety.
Mediation will then start at the Riksmekleren in Oslo
The negotiations in connection with this year's salary settlement are now for mediation in Oslo. The mediation has until midnight today, Wednesday 28 June. The law says that we cannot inform before the mediation is finished. We will therefore not inform before the meeting is over.
Information in connection with a possible strike at Noble Integrator
This year's wage settlement has not been concluded, we have been summoned to the Ombudsman on Wednesday 28 June at 09.00
NAF is now preparing for a possible strike. The shipowners made an offer that was too low, we submitted a counterclaim, then the shipowners broke.
If an agreement is not reached by midnight, the night of Thursday 29 June, there will be a strike. The strike is then a fact at Noble Integrator. At the same time, 11 other units/locations in our area will be taken out on strike on the NCS.
What does this mean for those of you who are on board, or will be on board, if the strike is implemented?
First of all, the rig must be shut down. How this is to be done must be clear and handed over to IE if the strike becomes a fact. It is NDN and AkerBP (Operator) who will hand over the "shutdown procedure".
A security crew must then be established on board.
A local safety manning protocol for each individual unit must be drawn up at any time, this can be found here: The final name of who is included in the safety manning has not yet been determined, but seniority in position on board the rig is the triggering factor. The second criteria is that everyone has the qualifications for specific emergency response functions.
Those who are not part of the safety crew on board will have to risk traveling onshore. Then the company can/will probably think that you are no longer earning a salary, so you are on strike.
So what do I do then, apparently I have to go home?
Industri Energi gives you line support which is currently NOK 223,- per hour during the hours you were actually supposed to work. This is a tax-free payment. NAF is considering whether to provide strike support, but this has not yet been decided.
If you are not part of the safety crew on board and are not traveling for work, then the above applies. In other words, you get strike support from Industri Energi and any strike support is additionally provided from NAF.
Those who are part of the safety crew on board will maintain their salary.
Then it should be mentioned. Normally in the case of strikes offshore, the employer pays wages to all those who were not entitled to wages if an agreement is reached when the parties meet and agree during the strike, i.e. wages are paid in arrears.
We will have a direct dialogue with every single member on board Integrator if the strike becomes a fact.
In connection with this year's salary settlement, the company has sent out a conditional notice of layoffs.
As is known, no agreement was reached during this year's salary negotiations for those who work offshore, therefore the parties must meet at the Riksmekleren, which we will do on 28 June. The meeting takes place at the Riksmeklers office in Oslo.
Every year we end up in the same situation, a conditional notice of layoff is sent out. We have, on average, found ourselves in that situation almost twice every year for the last 10-15 years.
Then the collective bargaining agreement for offshore has started
Today, the wage settlement for those who work offshore started.
The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days.
From NAF, Frode Larsen, Jørn B Hansen and Bår Inge Pedersen are represented.
It is not allowed to inform while we are negotiating, but we will update as soon as the negotiations are concluded.
Information about Norwegian contracts, sick leave project, personal information, apprentices, salary regulation onshore/offshore.
NAF and DSO in Noble had their first meeting on 16 May. The aim is that those with international contracts get a Norwegian contract. This applies to the positions OIM, MSL, STP, TP and TSL.
Challenges from the company and the employees' representatives were highlighted. All parties now go their separate ways with possible clarifications until the next meeting, which is scheduled to take place on 12 June.
Sick leave project
NAF has had a meeting with consultants who work at the firm Buhr. These have been given a mandate to survey all factors surrounding the high level of sickness absence. NAF has proposed a number of changes that should be considered. Some of these changes include introducing health insurance for all employees, reassessing the "light blue prescription", offering travel insurance to everyone (including leisure time), expanding accident insurance, offering financial advice for personal finances, discounted prices for gym/training clothes, great Christmas/ summer gifts, offer psychological help, grant subsidies so that cabins/apartments can be offered at greatly reduced prices for all employees.
NAF also asked them to look into follow-up of those who are called in sick. The routines if you fall ill must also be better communicated. Are there physical barriers that must also be worked on. The social factors are important, you have to feel good at work.
Personal information to an unknown address in the USA
Some employees in Norway have received an email from an agent requesting that personal information/copy of passport be sent to an unknown address. This includes new registration of the rigs in the Marshall Islands.
The company will prepare information for the employees.
NAF asks all employees who do not feel comfortable sending such information to wait for information from the company.
6 new apprentices have agreed to start their apprenticeship with us from mid-August.
Wage regulation onshore employees
NAF has signed a disagreement protocol regarding wage regulation for those who work onshore. The offer, which was not actually an offer, is far too low. Real negotiations have not been carried out, NAF believes. Then we have to wait and see what the Norwegian Shipping Association/IE does next in this case.
Salary negotiations offshore
The negotiations start in Oslo on Tuesday 23 May at 11.00. This includes everyone who works offshore. This is an interim settlement and we are then negotiating about finances, not technical provisions in the collective agreement.
There have been emails from agents asking for personal information - THE COMPANY WILL INFORM-
Updated 16 May
After today's meeting on 16 May, the company states that it will prepare information for the employees. You choose whether you want to send the requested information or wait for information from the company.
NAF has received several inquiries after receiving a specific e-mail.
An email has been sent to employees from an agent company called "RelyOn Nutec". They ask that various personal information, photos and copies of passports be sent. NAF finds this strange and has asked the company for more information.
NAF does not think that confidential information should be sent to an agent with an unknown e-mail address without it being announced in advance by the company. We fully understand members' skepticism about this.
We are in possession of information that this concerns information that will be needed after the rigs in Noble change their flag state to the Marshall Islands.
We will consider the feedback from the company and in any case have this as an agenda item at next week's monthly meeting.
Negotiations will be held regarding the transition from international contracts to employment in Norway
As before, NAF has informed that we now require Norwegian employment for our members with international contracts. This has been an important issue for us for a long time.
NAF has had a monthly meeting this week with the company and they confirmed that they will now have negotiations about this, which will happen in the near future.
NAF requires that our members who are international employees must also have predictability in relation to being able to keep their workplace in Norway and not that it is the coincidence of which rig one is on that should be decisive.
We have called for members who have had to leave Norway as a result of layoffs in the past in order to be able to pursue a case, but the exposure that would have entailed has probably made it difficult to get anyone to stand up against the company.
This time we have members who will do this if necessary. Here lies our Connection Agreement in the pot and it must then be assessed whether it should be terminated. This agreement regulates, among other things, these international contracts
NAF believes that now is a favorable time and hopes that we will be able to get a protocol regulating this. There will be several things that need to be clarified such as seniority, new hires, entry into force etc.
The tax agreement for those who have worked outside Norway
We remind you that those who have worked outside Norway in 2022 and who have paid a higher tax abroad than they otherwise would have paid to the Norwegian tax, can now make use of the Tax Agreement as described in the following protocols from 2022:
The tax agreement for those who have worked outside Norway
We remind you that those who have worked outside Norway in 2022 and who have paid a higher tax abroad than they otherwise would have paid to the Norwegian tax, can now make use of the Tax Agreement as described in the following protocols from 2022:
Reacher rigmove to DK.
Intrepid stacking in DK.
Invincible yardstay & stacking in DK.
Invincible rigmove from Grenaa to Norway.
Intrepid rigmove to UK.
If you wish to make use of this offer, KPMG will, in agreement with the company, make the calculations, but you yourself are responsible for settling your tax with the countries where you have worked and are thus liable to tax, and based on this document that you have paid a higher tax abroad than if you had worked similarly in Norway.
You must submit your completed annual tax returns in both countries to which you have paid tax, and for the Danes it may also be necessary to submit the spouse's annual tax return, in the event that the spouse has lost tax deductions as a result.
You must also comply with the deadlines that are set.
We are aware that it is a lot of work and challenges to be taxed in two countries and to have everything documented and submitted to KPMG. But this deal is, despite all the trouble, quite good and quite unique. Compensation for higher paid tax abroad is not something that we are entitled to in the collective agreement, and we are not aware of any other clubs that have negotiated a similar agreement in the NR area. We made the Tax Agreement for the first time in 2011 for those who accompanied Guardian to Hirtshals , and many have subsequently made use of it. The agreement has been corrected many times and appears today in a more simplified version. Below is the text from the Grenaa protocol.
The company will acknowledge changes in personal tax conditions for employees resulting from short assignments at the end of the stay at shipyard in Grenaa, Denmark. As regards to personal tax, the individual employee shall not be put in a worse position than if he or she worked in Norway. If it turns out that MDN employees who have worked in Grenaa or participated in the sea passage will be tax liable to Denmark, they will be offered tax assistance. This is subject to the necessary information and documents being shared with the consultant MDN uses to make the necessary calculations in this connection, within the set deadlines.
Tax across national borders is not always that simple, and we often experience that rules change and things do not go quite as planned. Therefore, if someone experiences something that may be valuable for other members to know, we would very much like to hear about it and share it here, so others can benefit from your experience.
Negative return on pension savings in 2022
Important info for those who have a pension savings where they pay tax on returns:
For those who have a pension savings where they pay tax on returns: Remember to report the negative return for 2022 to Tax, to have the amount set off against tax on any later positive returns.
In Denmark, the deadline for reporting negative returns is on May 1, 2023
Those who have their pension savings in PFA should have received a message from PFA in their inbox, with their saving and return statement included an explanation of how it is to be reported to tax. So check your inbox from PFA..
We do not fully know the tax rules for all countries and for all pension agreements. But of course we encourage everyone to check whether they can set off their losses from last year against later tax on profits. Get in touch if you have any doubts.
Here is some information about International contracts, health insurance, rig visits, info screens, salary negotiations and NAF board meeting.
Members with International contract
NAF has claimed Norwegian employment for all our members with international contracts.
We are waiting to see how the company will react to this, so for that reason we cannot inform more right now.
We have asked the company to look into the possibility of getting health insurance for our members. This will be a great advantage, we therefore hope that we can make an agreement.
We will follow up on the matter at the upcoming meetings.
Rig visit on Invincible
We managed to visit Invincible in Åmøyfjorden five times, and thus we managed to meet with most of our members. But regardless of this we will also follow up with some heliport meetings.
We got many good inputs and had a lot of good discussions.
One of the biggest topics was of course the manning situation and how things will go on in future on the Norwegian shelf.
The company states that we have reasons to be optimistic, and that they have a good dialogue going on with the alliance with AkerBP about reducing the so-called coming "white spaces". This to prevent that we are not getting too long periods without contracts, that in worst cases can result in the need of down manning.
The company also states that they have a good dialogue with Repsol regarding extension of the contract for the manning of Inspirer.
Of course we must clearly point out that no new agreements have been signed yet, but as they say the dialogue is good and there is optimism.
In addition to this, the company is also working seriously on making agreements with several other operators in Norway. Hopefully we are looking forward to more stability.
NAF Info screens
We have installed info screens in both coffee shops on Invincible and sent out two screens to Integrator. We thank those who have helped with the mounting work and the technical solutions on Invincible and we will of course be very grateful to get similar help from the Integrator crew.
The screens are a supplement to the informations on the NAF site. Short news updates from NAF will be published here, as well as continuous updates from Norwegian, Danish and British news channels and whatever else we can come up with. We are of course open for feedback about what else we should publish on the screens.
In addition, you can download an APP so that you can access the news via your phone (follow instruction on the screen)
The negotiations are set to start on May 23.
The annual meeting has already decided what we shall bring into the negotiations, and those claims have already been sent in.
But before the negotiations we will meet with the other clubs in NR-Forum in week 16 to discuss and to collate our claims.
For the sake of the negotiations, we cannot write what we will go for.
NAF Board meeting
The next meeting will be held at Hotel Clarion Energy on 3-4 May.
Industri Energi has received a claim for compensation for imposed quarantine for approximately 690 members against 83 businesses.
Industri Energi has received a claim for compensation for imposed quarantine for approximately 690 members against 83 businesses.
Some questions and ambiguities are still apparent in the cases we have received. Many of these questions have already been answered – Please check the designated website before contacting us.
For employees who have been transferred to a new employer as a result of the transfer of ownership of undertakings, claims must be made against the employer to whom you were transferred.
In other cases, e.g. that you have quit or been dismissed after the quarantine, the claim must be directed against the company you were employed at at the time you were in quarantine.
Medical quarantine, quarantine after leisure trips, and testing fall outside the scope of this case.
Remember to claim the correct rate and number of hours (You must NOT use the overtime rate). See
the (bottom of the) FAQ for clarifications.
A task force in the union has sorted and collected all documentation and information over several months. We have taken out more than 300 compensation claims against aproxximately 26 businesses as of now. When a dispute arises regarding the employment relationship, one can freely choose the court of jurisdiction. We have combined the cases for joint consideration by the Stavanger Conciliation Council. A settlement complaint has therefore been sent – against each business – for the employees in this business.
The primary purpose of the conciliation complaint is to have the claim brought in front of the cociliation council in order to interrupt the statute of limitations. The claims expire three years after the day the employee should have received their salary for the quarantine period. Thus, for many of you the claims will expire continuously from March/April 2023. Workshop stewards in the companies where a settlement complaint has been put forward to the conciliation council have received a copy of the claim, including a lists of names of the individuals included.
We are receiving several inquiries regarding missing names from the lists sent to the conciliation council. The reason for this is probably that these cases lack documentation, which means that we cannot send a settlement complaint. Those concerned have received an e-mail from us directly.
Those who wish to submit a claim for compensation must send us complete documentation to email@example.com – Please include the case number in the subject field of the e-mail. For the sake of the proceedings, we must set a deadline for sending the requested documentation to 10 March 2023. We will bring remaining cases before the conciliation council during April 2023.
Our aim is to put most of the settlement complaints on hold while we pursue a few cases before the district court. We have selected four businesses against which we will initiate so-called pilot cases. These will be dealt with outside the case complex outlined above and pursued separately. However, these four cases will also begin in the conciliation council.
We will try to arrange a digital information meeting for those who have submitted claims as soon as practicable. In the meantime, we reiterate that those who want to pursue the claim must send us the requested documentation as quickly as possible – no later than March 10th.
Here is some information about the NAF annual meeting, quarantine compensation and rig visits.
NAF Annual Meeting 2023
The annual meeting was held in Stavanger on 10-11 February
21 shop stewards + KHVO participated.
We had many good discussions, and one of the main topics was, as planned, the upcoming salary negotiations, where the reduced purchasing power (the Norwegian Consumer price index) of course will be brought into the negotiations for a higher salary.
All Inputs from the annual meeting to the salary negotiations, will first of all be taken into the tariff conference in the NR-forum, which will be held in week 16. And then later on to the salary negotiations, which are set to start on May 23.
The salary group for the Hydraulics was also discussed. For the status of this case, we refer to the separate info on the Maf site. on February 10.
Our guests at the Annual Meeting:
Asle Reime from the "Working committee" in Industri Energi.
Claus Bachmann, Vice President Operations North Sea and Australia.
Claus introduced himself and talked about the state of the kingdom, the future for the company, and the importance of recognizing the good work that the offshore employees do. He was also a guest at the annual meeting dinner.
Joey Cawaja, Senior Vice President in Noble Drilling, was a guest at the annual meeting dinner.
Erik Evensgaard, Astrid Ivesdal and Hilde Finnesand answered questions and were also guests at the annual meeting dinner.
Quarantine and compensation
Everyone who has signed up for the matter, shall now have received a personal case number.
For members who have been notified from the Covid-group that there is still missing some documents, they must urgently reply to the e-mail and send what is missing, in order to get their case to the courts.
Rig visit on Invincible.
We visited Invincible in Åmøyfjorden on February 2, February 23 and we are planning the next visit on March 2.
This is both cozy, but at the same time also very important to take advantage of this good opportunity to meet most of our members on board.
We have received many good inputs and had many good discussions, and we look forward to more.
The upcoming salary negotiations are of course also an important topic. We are listening to everyone, but for the sake of the negotiations, we cannot publish which demands we will proceed with.
What happens to the rig contracts in the future is also one of the big topics. This is of course something that worries everyone a lot.
We know that the company is doing their very best to make new agreements for the rigs, but we still haven't received any confirmation for a signed agreement that can help to limit the "white space" on Integrator, or extend the staffing on Inspirer. We will follow up as soon as something new happens.
Ptil has confirmed that all six SUTs have been transferred to Noble Drilling Norge as
Info from Coordinating Main Safety Delegate (CMSD), Anders Blom:
I’m pleased to announce that all the six AoC that we had in Maersk Drilling Norge AS for operating Noble Intrepid, Noble Interceptor, Noble Invincible, Noble Integrator, Noble Reacher and Noble Innovator has been transferred to Noble Drilling Norge AS!
A status of the case presented at the 2023 NAF Annual Meeting.
There are usually three ways we can go, in attempt to move the Hydraulics up in a higher salary group:
The employment committee, local negotiations, and the main salary negotiations.
In addition, at the main negotiations in 2022, however, we did open for a fourth option, which is the committee work that was adopted during the mediation. (More on that below)
We have already been in the "Positions committee" with the matter, we have tried local negotiations several times, and we have tried through the main negotiations several times, but unfortunately, we have met equal resistance everywhere.
We are therefore making this update on what we have done, and what we can do in the future.
At the same time, we also want to explain why it has not been successful, even though we have given this matter a very high priority for a very long time.
The Position Committee.
NAF was in the position committee in December 2020, to try to convince the committee that the Hydraulics should move up in a higher salary group. We teamed up with the SAIPEM club to appear stronger.
We have previously submitted a joint and a very detailed report with our well-documented arguments which, among other things, contained the following points:
Greater requirements for competence.
Greater requirements for education - CETOP-II course, with more.
(NAF previously pushed very hard for the CETOP-II course to be included in the course matrix, to increase the required level of competence)
Comparison with other positions with the same responsibility and the same requirements for competence.
Far greater responsibility, especially regarding safety-related equipment.
And the very important fact that the Hydraulics are always standing alone with the challenges, and thus also alone with the responsibility.
(For more details on requirements for competence and responsibility, read further down)
However, no matter how good and how strong arguments we pushed into the case the committee already made it clear to us at the start of the meeting, that they would not approve to move up any position for an already fixed tariffed position.
In other words, if the job committee is to approve this, then we must come up with a completely new job description that proves that this new position has work areas that are completely outside of what can be expected from a hydraulic position. So not just a new title.
This cannot be done unless we do it in cooperation with the company, and they have repeatedly said clearly no to that.
It has also not been possible for us to be able to compare our Hydraulics position with an already higher ranked position such as e.g., a Subsea Engineer.
Local negotiations with the company
Here it’s only possible to negotiate a salary increase for a job position if it has already been approved in advance by the position committee.
For example, when we negotiated the position of Operator Drilling up to salary group A, the position committee had already approved it in advance.
The company can invent new positions such as Operator Technical and Engine Mech, but this must be assessed and determined through the positions committee before we can negotiate locally.
The problem is that the company has completely refused to cooperate with us to create a new position for the Hydraulics, and therefore we do not have the option of going back to the position committee.
We have thus run into a solid concrete wall, both in terms of local negotiations and the positions committee.
A form of a compromising solution could also be to negotiate a competence allowance for the Hydraulics. After all, it would be better than nothing, but the company has completely rejected this.
NR - Main salary negotiations. (NR = Norwegian Shipowners Association)
We have already given this case a very high priority every time at the last five main negotiations, but we have not been able to obtain a majority among the delegates.
That's why we previously before the main negotiations in 2020, tried through NR-forum to create an alliance to get more clubs to vote for our proposal to raise the wages of the Hydraulics. But only the SAIPEM club was particularly interested in participating in this.
A few other local clubs used as their main argument for not supporting this, that they found it difficult to defend it against their Mechanics, who are still in pay group C. And furthermore, they have their own cases to promote.
Our case therefore again failed to obtain a majority among the delegates.
It seems quite clear that it’s us in Noble Drilling who face the biggest challenges, because we are the only ones with all other job positions in the technical department placed in minimum salary group A.
We are of course pleased that we have succeeded in getting so many technical positions up in higher salary groups, but of course it also makes the feeling of discrimination and injustice even greater for the Hydraulics. We truly understand this.
At the last Annual Meeting in 2022, it was decided that we should once again prioritize Hydraulics as our highest priority in the main negotiations, if it became possible to get any raises. But unfortunately, there we did not get any positions lifted at all, and we learned again that most other clubs do not have higher salaries for the Hydraulics at the top of their agenda.
There were 17 individual demands for raising different job positions in 2022.
Therefore, it was decided that a working committee should be set up to assess the salary system and salary group placement considering responsibility, competence, and qualification requirements.
This was written into the minutes of the main negotiations 2022:
Committee work adopted during the mediation in June 2022 (item 18) Pay System Review Committee
The parties have discussed the organizations' requirements regarding skill additions and promotion of individual job categories, as well as a review of the exceptions for individually paid employees and categories of minimum wage rates. It has been agreed to set up a committee with representatives from NR, DSO, SAFE and Industri Energi which will assess the salary system and salary group placement considering responsibility, competence and qualification requirements seen in the light of developments since the previous job placement committee. The committee must also review exemptions and the system for individually paid employees. The committee must issue a recommendation to the parties by the end of 2023 with a view to implementing any changes in the main settlement in 2024.
Here is a partial extract of the case which was sent to the positions committee and which we also used in attempts at the local negotiations.
Greater requirements for competence:
It is expected that the Hydraulic Technician has, or acquires, the necessary competence on all hydraulic systems on board. This is a knowledge of specialized offshore equipment that is far beyond what is required to pass the normal certificate for the Hydraulics.
This necessary acquisition of competence must be done partly by courses/further training and partly with self-studies on board. At the same time, the technology on new types of drilling rigs has become far more advanced than before. And this also applies for the hydraulic systems.
It is our clear conviction that the technical challenges faced by hydraulics today are fully on par with those faced by electronic technicians and electricians.
The hydraulic engineer reports to the Technical Manager, who has overall responsibility. But the Technical Manager is more than fully occupied with administrative tasks on a very busy offshore day. It’s therefore in no way possible for the Technical Manager to have full insight into the hydraulic systems. This means that the Hydraulic Technician stands alone with all the responsibility most of the time. (This also appears in the attached job descriptions)
It is expected that the Hydraulic Technician on his own can find all kinds of faults and repair them both safely and quickly. If more people are needed for the job, it’s also the Hydraulic Technician who shall lead the work.
All in all, it puts a lot of pressure and responsibility on the Hydraulics.
The responsibility is not lessened by the fact that many of the hydraulic functions are very important for safety in general. For example, his work area includes safety-related equipment such as cranes, personal lifting equipment, lifeboats, fire steamers, etc.
Furthermore, the Hydraulic Technician is responsible for maintaining the BOP and well control equipment, which is very essential for safety on board. This is specialized equipment that can only be found offshore, and mistakes can have fatal consequences.
It is our clear conviction that the Hydraulic Technician responsibilities and tasks are fully on the same level as other technical personnel who are paid in salary group A1. We therefore do not find it fair that they are still being placed in Salary Group B.
So, what are our options now?
The Position Committee.
Is a very closed land without a collaboration with the company on a completely new type of position.
Local negotiations with the company:
The company believes that all the arguments we have presented for them in several discussions, are all natural developments in the position for the Hydraulics, and they will therefore not negotiate this with us. Nor will they help us create a new type of position for the Hydraulics.
Furthermore, they point out that the salary classification shall be taken during the main negotiations.
The main salary negotiations.
In the current situation with a company that does not want to negotiate with us, and a position committee that does not want to deal with the matter at all, the main salary negotiations is the only option right now.
NAF completely agrees that this matter must continue to be a high priority, and we feel quite certain in advance that the Annual Meeting will support this.
The working committee:
The committee which was adopted during the main negotiations in 2022.
We hope that the working committee can come up with some good solutions to solve all the challenges we have regarding the salary groups.
We 100% agree that the Hydraulics shall be raised up in a higher salary group, and we will of course continue to work on this matter and take advantage of every possible opportunity that may arise.
If anyone has some new inputs on the matter, or just wants to discuss it with us, or whatever, please feel free to contact us.
Important information for those who have registered for the case
The Covid group at Industri Energi is currently reviewing all the submitted documents and expects to be done with this very soon. This means that everyone should receive an email with their individual case number before Monday February 6.
The email has been sent, or will be sent from the Covid group with this text in the subject field «SaksøktSelskap AS – FirstnameMember LastnameMember [IE2023-12345]»
If you against expectations, should not have received the email before this day (also check the spam filter) you must AFTER February 6 (NOT BEFORE) send an email to the covid group firstname.lastname@example.org with the text "CASE NUMBER MISSING" in the subject field.
Your case number must be used in all future correspondence about your case.
Info about staffing, redundancies, mergers and some other topics
The staffing situation and temporary layoffs.
A combination of a delayed rig move for Invincible and a slightly greater need for manning during the stay in Åmøyfjorden, has reduced the planned temporary layoffs somewhat, but unfortunately this could not be avoided for everyone.
The delay of the Invincible rigmove has caused many to have more days offshore than originally planned. Those days must first be taken off before any temporary layoff period can start, and if so, you will be on full salary from the company for the first 45 of the temporary layoff, before you may have to switch over to support from NAV. This means that many will not need to apply for support from NAV.
Regarding the AkerBP alliance, we must say that it's very good that the alliance was just extended for 5 new years, but 2023 can still be a year with major challenges and unwanted gaps between the contracts.
The company informs that they are negotiating with both AkerBP, Equinor and several others in their best attempt to close the gaps between the planned contracts, and furthermore we would like to have more rigs back to Norway.
There is also ongoing communications with Repsol about further extensions on Inspirer after April 28.
We do not have much news about the merger, but as previously written here we are very satisfied that NAF have made an agreement which ensures that our previous agreements and protocols are continued.
Members with international contracts
As previously mentioned, NAF believes that the current situation gives us a unique opportunity to make an agreement that regulates the employment conditions for those with international contracts. Therefore, this is being prioritized now.
We have started discussions with the company and we are planning a new meeting as soon as possible.
Rig visit to Åmøyfjorden
We are planning a visit to Invincible, initially on February 2.
Annual meeting in NAF
We will hold our annual meeting in Stavanger on February 10-11.
All shop stewards are invited as delegates.
There will be guests both from the company and from Industri Energi.
A major topic at the Annual Meeting will certainly be the coming salary negotiations, which by the way will start on May 22
Our board meeting is held the day before the annual meeting.
Quarantine and compensation.
The cases regarding compensation for quarantine imposed by authorities and the company, are now being processed by the Covid-19 group at Industri Energi.
We hope that everyone who has chosen to get involved in the case has submitted the documentation that the group has requested.
NAF is following the case through our contacts at IE, but we do not have access to the submitted documents, so if anyone has questions about their case, they can contact the Covid group.
Many members have asked us why it took so long to get here.
The answer is that we simply had to wait for the LO lawyers to decide what they wanted to do, and when their conclusion finally came in September 2022, we were not at all satisfied. The LO lawyers found the case of quarantine imposed by the authorities to be "difficult to win".
We found this completely unacceptable to all those who had waited for so long, and this was the sentence that made us urgently call in IE to a meeting.
IE saw the problem, and in cooperation with them we very quickly got the current plan in motion, where the cases were taken over by IE and run as individual claims against the company instead of a joint case against the government.
After this was published, close to 650 members under IE from 90 different companies have now joined the case.
We are aware that the waiting time was far too long, but of course we are also very satisfied that the matter has finally been started.
Reported sick during the quarantine period
The case concerning those who were sick in the Quarantine period and for that reason was deducted from the salary, or had to owe offshore days to the company, or those who did not get their rightful leave according to 14.1 a-b-c.
The cases we have received have been solved by settlement with the company, and those affected have been compensated.
Claim for compensation for Covid-19 home tests
There is nothing news, but the case has been reported as a dispute on a general basis to Industri Energi
Aker BP imposed leisure quarantine - effective from 24 June 2021
There is nothing news, but also this case has been reported as a dispute on a general basis to Industri Energi
Tax card for persons with a d-number in the national register (resident outside Norway)
For those who have recently received an e-mail from the Tax Administration in Norway who have a d-number, typically people who live outside Norway, NAF has received a message from the company that you can do the following.
The company will then arrange the rest with the Norwegian Tax Administration.
The company also states that the tax withholding for the month of January will be the same as that used in 2022 if you have not been able to identify yourself to the Tax Authority before the salary is run this month.
Frode Larsen, Odd Richard Kollstad, Jørn B. Hansen, Frode Sell, Ulrik Vassgård and Tom Eirik Hansen become permanent members of the NAF board.
Lars Reber will be the 1st substitute.
There is a tie for the 2nd item, this applies to Eirik Gjemble and Alf Erik Andreassen. It will then be up to the annual meeting to draw lots during the annual meeting. All deputies are elected for one year.
Bår Inge Pedersen, Odd Jacobsen, Ståle Lønne Engen, Henrik Eiersted were not up for election. They still have one year left in their term.
Congratulations to all of them and thank you for so many standing for election.
NAF will pay the dues for all temporary laid-off members, so you don't have to do anything yourself. This will apply to everyone who receives social security from NAV.
We have received questions about how to keep your membership when you are made temporary laid-off. It is the case that as long as you are on salary from NDN, i.e. the 45 days that are the employer's period, you will be withdrawn from the company and then pay the normal dues. Then it is that if you have to transfer to social security from NAV, you get a reduced contribution, but you also have to be sent an invoice from IE and pay this yourself.
NAF has decided today that we will pay the dues for everyone who is made temporary laid-off this time and has to transfer to social security from NAV.
Then you maintain all your rights and insurances.
It's not the big sums for the individual, but less of a worry for those who are then not offered temporary trips.
If you get a substitute tour, everything will be drawn through NDN.
The only thing you should NOT do is go to "My page" and register yourself as laid off. You will then receive a giro for payment.
We will review this with IE when the temporary laid-off are complete.
As a final piece of information, we can inform you that no payments will be made to the Pension Scheme for Seamen, PTS if you then receive social security from NAV.
AU and the Board wish you all a Merry Christmas and a very happy New Year.
The election committee states that on Monday evening there will be a reminder about the election to the board of NAF.
The reminder comes from SurveyMonkey with a link to how you can vote. The election committee asks everyone who has not received this email (who still hasn't voted) to check their settings themselves, check their spam filter and miscellaneous. If you are unable to vote due to these technical challenges, please contact us at this e-mail: email@example.com
Invincible is currently working on Ivar Aasen for AkerBP, where the operation is expected to be completed in the latter half of December. The rig will subsequently be moved to the Åmøyfjord outside Stavanger, where it will lie in storage until the next mission, which is scheduled to start in early April 2023. It is expected that the rig will be manned again in the latter half of March 2023.
It is planned with a rig crew of 22 (66 in total) plus catering, the remaining 87 will be temporarily laid off. NAF believes that there could have been fewer redundancies due to the short time between assignments, but understands that this is a compromise within the alliance.
We have been in discussion meetings with the company and we agree that no one will be laid off for longer than 12 weeks. This means that the company can make layoffs in stages. This means that those who have their workplace on board Invincible will be temporarily laid off if they are not part of the stacking crew, which numbers 22 (66 in total).
What does being temporarily laid off mean?
In short, the employer is required to give notice of redundancies 14 days before the redundancies are implemented. The employer is then obliged to pay ordinary wages for the first 45 days. After the employer period, you can apply for unemployment benefit via NAV.
We agree that the company should first ask the temporarily laid off if they wish to use other personnel who are permanently employed by Noble Drilling Norge AS(NDN).
Let's take an example:
You receive notice of temporary layoff on 6 December, then you will be laid off on 20 December at the earliest. A prerequisite for this is that you have completed your time off. The employer's salary obligation only starts when you have completed your leave. For the first 45 days after this, NDN pays ordinary wages. After that, NDN is exempt from the wage obligation, then you must apply to NAV for unemployment benefits.
If you travel to work during the employer's compulsory wage period, the days for which the company pays redundancy pay stop, and continue continuously after the end of the leave.
If you travel to work when you receive unemployment benefit from NAV, unemployment benefit ends and you can reapply for unemployment benefit when you have finished your leave.
We have learned in the protocol that NDN undertakes to take temporarily laid-off personnel back on salary from the first departure after staffing up in March, however no one shall be temporarily laid-off for longer than 12 weeks. Normally, it will be the case that the person who has been on temporary layoff the longest will return to work first.
Temporary stacking mode in Stavanger
The rig will lie in the Åmøy fjord just outside Stavanger. The crew on board will be around 22 plus catering. The positions and numbers are here:
3 OIM, 3 DSL, 6 Tourpusher, 3 TSL, 3 Maintenance Engineer, 3 MSL, 6 Roughneck, 6 Crane Opr, 3 Assistant Crane Opr, 6 Roustabout, 6 Operator Technical, 3 Engine Mech, 3 ET, 3 Electrician, 3 Hydraulic , 3 Medics and 3 Logistics Coordinators. This amounts to 66 people in total.
Now the offshore bags have been packed onshore and on their way to the rigs.
It is the shop stewards who are responsible for the distribution on board to all members.
Then we hope you will be satisfied.
Not everything revolves around quarantine and compensation. Of course, it takes a lot of time, but here is also some of the other things that happen in and around NAF.
Board meeting and shop steward conference
Last week, a board meeting and shop steward conference was held in the Noble Employees' Association at Clarion Energy.
The vast majority of shop stewards and board members were present. The discussions and engagement were very good, and we were able to address many important things. It is reported that the mood on the rigs is good and it looks like the merger with Noble has gone well so far. Having said that, there was a lot of uncertainty, where the employees will go after Intrepid leaves, the crew will be split up, training etc.
Then we had a great visit from the office. Claus Bachmann, VP Operation North Sea and Australia and Erik Evensgård, Operation Manager. Good info from them and many questions were asked from the participants.
We also had contributions from KHVO, Anders Blom and the challenges in the Safety Organization.
We had Fredrik Løfsgaard from Arctic on Teams and he went through insurance and pensions. We will also invite him to the annual meeting in February 2022 to go into this more thoroughly.
Under the condition of the rigs, we can mention some of the points:
- Temporary employment/hiring and overtime
- PULSE, lack of follow-up
- Wifi problems in some places
- At Inspirer, training in the permit system etc. (SAP is used there, among other things)
- Increased workload, fewer people
- Welcome on-board meetings, are these voluntary?
Members with international contracts
NAF has started discussing with the company that international positions should have local employment. They have not been willing to negotiate about this in the past.
This means in practice that if a member who had an international employment has been dismissed, then the person has had to go to court to claim that they should be employed in Norway. It has proven to be difficult to find anyone willing to take legal action against the company.
We have a Joining Agreement(Tilslutningsavtale) from 12 August 2004 which regulates this, and the agreement has not been renegotiated or changed since. There has only been an agreement that new rigs that have arrived in the period up to now should be covered by this agreement. NAF believes that we do not necessarily need to change it either, if we can find a solution with the company.
NAF believes that we now have a unique opportunity to create an agreement that will regulate employment conditions for those with international contracts.
Why shouldn't someone who is in management out on our rigs have the same predictability as someone who is in a junior position?? Why shouldn't the principle of seniority apply to them?
The creativity is great and the arguments many. It must be said that there are of course both "pros and cons" in this and we will have to come back with more about this later.
The company has heard our initial thoughts and we will put a lot off efforts into reaching an agreement.
Monthly meeting with the company
On 2022.11.11 we had a monthly meeting with the company.
Many had probably hoped, after being at the shop stewards' conference last week, that there would now be a clarification on what will happen when Invincible is to be published before it is released again for AkerBP in April 2023. There is a lot in this, and Many different solutions are being worked on. In any case, we could not enter into any discussions when the staffing is not ready.
NAF is waiting for what the company comes up with as a proposal for staffing and then they have to prove to us that any layoffs will be of a shorter duration than 12 weeks, if this is to be a permanent layoff. Here, the rules are straightforward considering that the employer must pay wages for the first 45 days, so the period that the employees must be on NAV is shorter.
The company calls in NAF when they are ready for discussions.
We will provide more information as soon as we have something.
Welcome onboard meetings, offshore
Here NAF will have a discussion on how these meetings are now used. They were volunteers in the past, and believe that they must give this a try.
Right of re-employment
Otherwise, we are working on an extended preferential right for those who were made redundant earlier this year. NAF is of the clear opinion that all those who were dismissed in March and worked on temporary contracts (6-week contracts), will receive very poor conditions with a view to re-employment within 2 years. To explain this, one can imagine that a person who was dismissed in March, had 2 months' notice, should then have finished and been paid from 01.06.22. Then the right to re-employment would apply from 01.06.22 and for 2 years until 01.06.24. Then it is the case that many have stayed on and worked right up until now as temps, a few have had their notice period extended, others have only had a single trip, etc., but still contributed to the rigs being in operation. Some have also quit completely because they haven't taken the chance to be a substitute. NAF is of the clear opinion that here the company must meet us and give ALL who were dismissed in March better conditions. We believe that the right to re-employment must apply from a date after Intrepid has left the Norwegian continental shelf, and for 2 years. A proposal would be that if Intrepid goes, for example on 01.12.22, then everyone should have a re-employment right from 14.12.22 to 14.12.24.
Offshore bags are coming
New bags with the new logo will be sent out shortly.
NAF reserves the right for errors in the English translation as this is directly from Google Translate with small adjustments.
Industri Energi (IE) sent an e-mail on Monday evening (21 November) to everyone who may be entitled to quarantine compensation. The e-mail should have been sent to everyone who has been a member in the period from March 2020. The e-mail address IE has used is the one to which you are registered in the member archive.
IE is now asking EVERYONE who wants to run such a case to register this with them, in an e-mail you should have received on Monday evening (November 21).
First, they check whether you qualify to join.
If it turns out that you have grounds to apply for compensation, you will receive information on how to proceed with making the claim.
NAF has today sent out an e-mail to everyone to make sure that everyone has received this information.
Here is the address you should send to the company:
"The Dispute Act - compensation for passed quarantine before departure to workplace, cf. Disputes Act § 5-2", by 5 December to:
Noble Drilling Norge AS
w/ Claus Bachmann firstname.lastname@example.org
Information from the monthly meeting and the last few weeks' activities
Merger, Maersk Drilling Norge AS and Noble Drilling Norge AS.
Have now had a meeting with the company and we can inform you that this was, in rough terms, only really a name change.
Noble Drilling Norge AS maintains the legal entity that Maersk Drilling Norge AS had, only with a new name.
Then the company and NAF believe that then all agreements will continue as before.
The company and NAF will draw up a separate protocol which states that all current protocols for MDN will be carried over into the new company, Noble Drilling Norge AS.
This then applies to protocols, the collective agreement's special agreements, employment contracts and not least the right to re-employment.
For those with international employment, these companies have also only changed their names. NAF otherwise has a clear opinion that we want local employment for our members.
It has been incredibly positive and nice to meet so many members in recent weeks.
We were in Bergen and hoped to meet two crews that were going out and the two that then came in. Here it turned out that we only got to meet those who were going out due to helicopter problems.
We still have quite a few on Intrepid, but when that is said, we have almost visited all the crews that have exits/entrances in Stavanger.
Sick leave or leave during the quarantine period
In the first 8-9 months of the corona pandemic, the company maintained the right to withdraw wages, if you were either on sick leave or needed leave in accordance with clause 14.1 a, b or c of the collective agreement, during the imposed quarantine period. Alternatively, you could move on your own, or owe days to the company.
MAF has always believed that this practice was wrong, and if we still cannot reach an agreement with the company, we will dispute the cases that we have received.
In order to clarify how large the scope is, and to ensure that all those affected can participate in a possible case, we are asking everyone who in the period March 2020 to approx. November 2020 were either on sick leave or needed welfare leave during the imposed quarantine period, and for that reason either had their wages deducted or had to owe days to the company.
Answers are requested within 2 weeks to: email@example.com
Board meeting and union election conference
Otherwise, we are looking forward to the first board meeting of the Noble Ansattes Forening and the first shop stewards' conference which will come in 3 weeks.
03.10.22, the name Maersk Drilling Norge AS was changed to Noble Drilling Norge AS.
03.10.22 we also changed our name from Maersk Ansattes Forening (MAF) to Noble Ansattes Forening (NAF). New bags with a new logo etc. will be ordered . This will arrive soon. We will otherwise use the old email (firstname.lastname@example.org) until further notice.
Many of us know Claus Bachman, VP of Operations-North Sea and Australia, from before and he will , as most people know, be in the Stavanger office. The first impression of those who have visited us at our NAF office from the management in Houston, as well as Claus Bachman, is that we have every reason to believe we will archive our goals. They are very concerned about the employees and the great work you do offshore.
The first thing we will do is that we will assist the employee side in the office AMU to come up with inputs to what the organization in Norway should look like. The first meeting is on Wednesday 05.10.22 at 2.30 pm.
We will keep you continuously updated when new information comes to us.
We do not expect major changes for those employed offshore, but this will be clarified in the near future. We know there are many questions that need to be answered, about seniority and re-employment rights etc., these are the things that NAF takes as a matter of course, and will be clarified when we have own meetings on these topics.
You all can still meet us at the heliport, this week in Stavanger and next week we will travel to Bergen (outbound for crew 2 and inbound for crew 6 for Intrpid). The aim is to reach everyone, but we must attend many other meetings which mean that it will take some time before we have visited all the crew.
Otherwise, a board meeting and union elected conference are planned for 16-18 November. Invitations have been sent out.
A info about PTS, Noble/Maersk, hire, illness and heliport visits.
PTS, the pension insurance for seamen
We have been contacted by several people who have probably received too high an excess in connection with the promotion from group 2 to group 1. The company has looked at the examples we have received and will correct this with the correct rates.
The amounts the individual had to pay themselves should be within the order of NOK 2,000, and up to approximately NOK 10,000.
If anyone has an amount over NOK 10,000, we ask them to contact MAF or the company.
Merger between NOBLE and Maersk
Both MAF and Vernetjenesten have put forward demands for employee participation in relation to this merger from day one. This has also been done by employee representatives on the board of MDN.
There have been some information meetings between employee representatives and MDN/MD, but the information has been very limited at this stage. Most of it has been possible to read through the information that has been available from MD and Noble.
The last meeting was last week where it was made absolutely clear to us that the information and participation we are requesting can only come after the merger date, which is set for 03.10.22. It was announced that there will be a transaction period of about a month, before we get to know how the organization will look to us who work in Norway.
It can be stated that Ptil has been informed that employee participation in this process has been far too poor.
You should be happy that Maersk Intrepid has got more work and that we now probably have work well into November, but it also means that 6-week contracts and some subletting will be the normal everyday life for many.
MAF can only explain once again that when the decision for the downsizing was made in March, this was then based on Maersk Intrepid being completed by April 2022 at the latest. The rest of the story is known.
Illness during the quarantine period
These are old matters, no less very important for those concerned. MAF has again raised this issue with the company, which then deals with sick leave during quarantine. MAF has argued for and has prepared a dispute on this. The company will look at this once more before we send this to IE. MAF has always claimed that no one should have any reduction in salary or should have to move their trips when they were on sick leave during the quarantine.
Heliport and hotel visits
In the last 3 weeks, we have met many members and others out at the heliport and in the hotels.
It has been good for many to ask us questions directly and we have been able to explain what is happening. It is very good that the members get to know what happens at board meetings and in the day-to-day operations. We are challenged by the fact that there is too little information and that we are not visible enough, and we hope that such visits can help to improve this. We haven't been able to be in Bergen and on the Maersk Intrepid yet but hope that we will be able to do this in the future. It is difficult to talk to everyone, other meetings and tasks prevent this, but we hope that we will get across many of the crews.
Industri Energi is considering going to court to get compensated quarantine time during the corona
Industri Energi is considering legal claims that our members in Maersk Drilling should be compensated for the time they were required by their employer to sit in quarantine in connection with work trips offshore during the corona pandemic.
During the corona pandemic, the rig company Maersk Drilling Norge demanded that offshore employees who lived abroad had to complete the mandatory quarantine of 14 days in a hotel before departure. The company has always objected to compensating for the inconvenience this caused the employees.
- Our members were away from home and completely isolated for 14 days before going to work, without any form of compensation. It is completely unsustainable, says Frode Larsen, club leader in the Maersk Ansattes Forening (MAF).
Industri Energi and MAF believe that the employer's requirement to stay in quarantine outside the home in order to attend work, prior to the working period, cannot be imposed without compensation for this.
- The measure was very intrusive and burdensome for the individual. Industri Energi believes that those affected are entitled to compensation for this and is now considering legal action to pursue the wage claims, says Erling Holmefjord, Head of the Labor and Employment Department at IndustriEnergi
He points out that the employer is the closest to bearing the costs of the measures that were implemented.
Both MAF and Industri Energi acknowledge that the situation during the corona pandemic was extraordinary and there are few comparable situations. - At the same time, it is our clear opinion that it is the employer who must bear the costs of his orders, not the individual employee, says Erling Holmefjord
Can have a ripple effect for several people
Head of the cooperation committee for employees in floating rigs and drilling (NR-Forum), Bår Inge Pedersen, points out that there has been no hearing from employers about compensation during the salary negotiations.
- This case can have ripple effects for the entire offshore industry. Just within the NR area (floating rigs, jack-ups, catering and platform drilling) there may be around 700 people involved, says Pedersen.
MAF was completely ready to go on strike if our demands from the annual meeting were not met.
There have been several reports that Industri Energi (IE) is more or less throwing in the towel and would sign long before the other two unions.
Here we probably need more than an ever so small correction.
Firstly, we see that the organizational battle that is unfolding is moving into a phase where lies abound on the rigs. In this information, we only deal with the salary settlement.
After there was a breakdown during the negotiations in May, we had to go to the National Ombudsman at the end of June.
MAF had 3 representatives in the mediation. Like all other mediations, we cannot publish anything about what is happening or what offers are coming up.
What we can say anyway was that we had clear demands and expectations that our demands had to be met. One of the main demands from MAF was this with an employer's right to be able to use the employees' free time in connection with e.g. a pandemic, quarantine or testing, and compensation for this. As far as we know, only IE had a requirement that this should be included in the collective agreement and compensated for.
This was included until the very end and when the national mediator came with the absolute last offer, this was taken away.
At the same time, two other clubs in IE also had demands that Norwegian Ship owners Association(NSA) did not want to meet either. MAF also believed that the percentage in the latest offer was too low.
We ended up having to vote on whether to take the offer or go on strike.
MAF and three other clubs voted against and with our representatives, we lost the vote by one! (1) voice.
During this vote, something happens that everyone should notice.
SAFE and DSO were then ready in the hallway waiting for our delegation leader and wanted him to sign the offer. He actually had to go and ask them to wait a bit because we were in the middle of a very critical situation.
How can it be that some employees of Maersk Drilling Norge AS who were not there, can say that IE did not contribute to the salary settlement?
The three organizations negotiate in parallel, everyone gets the same offer, everyone can say either yes or no. As I said, we were very close to voting down the last offer the national mediator had made. Then you can't say that there was someone else who did more than others.
I have every respect for both SAFE and DSO during the mediation and there has not been a single word that SAFE or DSO did anything more than others. We know that there were hard discussions at both SAFE and DSO and that they had their disagreements, but that there too it was the majority in the delegation that then everyone must stand behind.
But let this be about what came out of this instead of trying to take credit for something that isn't there.
That this, in addition, then comes from people who were not there and that this is only put in a context to create discord and strife is then completely wrong and directly misleading.
Board election Maersk Drilling Norge AS - Vote for the MAF list
MAF encourages you all to vote on the list that was adopted during the club's annual meeting in 2022
The board election for the company Maersk Drilling Norge AS starts tomorrow, 1 September.
The election takes place electronically through SurveyMonkey.
We encourage you to vote for our list, which consists of:
1st place: Frode Larsen - Leader in MAF/Electrician
2nd place: Anders Blom - KHVO/Crane operator
3rd place: Bår Inge Pedersen - Association Secretary MAF/Rig Adm
4th place: Jørn B. Hansen - Deputy leader MAF/ET
5th place: Eirik Gjemble - Board member MAF/Crane operator
6th place: Tom Eirik Hansen - Board member MAF/Ass driller
This election concerns employee representatives to the board of Maersk Drilling Norge as. There are 3 people who want a place at the board table and we ask you to vote for the list that MAF adopted at its annual meeting earlier this year.
As regards the protocol for Invincible, there is an agreement on how the rig is to be manned before it is moved to the Norwegian sector with regard to staffing etc. The agreement has similarities with protocols we have drawn up previously under similar conditions. In short, the rig is being manned already today and conditions are like working on the Norwegian continental shelf.
As for the protocol for Intrepid, it also has similarities to what we have done previously. At worst, the rig is without a contract from the beginning of September. It is then moved to Grenå in Denmark without any form of contract and put into "strike mode". Norwegian conditions for those who are employed by MDN until the rig is removed by MDN employees. MAF has thought that we should put the rig in circulation in Norway.
It may be that some personnel are asked to work on board at the beginning of the circulation period in Denmark, the request will then be made in accordance with the agreement to work single trips outside the Norwegian sector but with Norwegian conditions. This will be voluntary for each individual.
Otherwise, it is enough to say that all these changes have been taken into account when we had downsizing this spring. There will be no new possible rounds of dismissal at the present time, as said, these were effected before the summer.
That 2022 should become a bad year, is absolutely confirmed now. And those who have been affected in the hardest way, are of course all those who now don't have a permanent job.
First some history. Back in March, the company presented us with a very detailed plan showing how many positions they should keep employed on each rig, month by month and during the various projects until October. This led to 124 redundancies.
We managed to postpone a large part of the redundancies by one month. This was an attempt to keep as many as possible employed on the day for the merger with Noble.
We had been assured that about 40 of Noble's third-party employees would not be permanently employed, and it was of course the plan that we should demand the right to re-employment for all dismissed into the "new company", this should happen based on the Norwegian rules for company mergers and seniority.
However, IE's lawyers could not with a hundred percent certainty confirm that all the dismissed would have the right to reemployment into "the new company" but we had a clear plan for claiming it. (This was also supported by the company and written into the minutes of the individual termination discussions)
Unfortunately, it seems that those jobs will not be relevant to us, because they are now planning to sell "Noble Lloyd Noble" to Shelf Drilling, if everything will be approved.
The redundancies and thus the submitted manning plan are based on the fact that Intrepid does not have any contract after October, and the plan is also based on that Intrepid should have been stacked for a few months during this summer. This has created a higher need for manning than the original plan. And this is of course also a reason for why MAF now receives many inquiries from dismissed members who want to know more about their rights.
But with the current situation, where no new contracts have been signed, and where the company has not yet secured the options for extending manning on Inspirer, then we cannot go to the company and claim that they shall start to reemploy.
We therefore have to accept that the company right now is hiring on temporary contracts and has more use of overtime work than normal. It is not illegal what they are doing, because this is a temporary need for manning, and the basis for the initial redundancies is still unchanged when looking forward to October.
We have a big understanding for all the frustration this creates for many. We are following the situation all the time, and we will of course claim for re-employment as soon as we have the opportunity.
Some also ask if we can claim for "permittering" but also this will require that there is work at the other end. So at present time this is not possible.
We see a much higher use of third-party employed on Invincible in Grenaa, denmark. This is also a part of the company's original plan, and we must very strongly point out that MAF has no right at all to claim that Invincible shall be manned by MDN-employed during the yearstay. But of course we will prefer that the rig is only manned by MDN-employed, especially considering those who have now been laid off.
Last month we were asked to provide an estimate of how many days everyone has been in quarantine in total. We have made a rough calculation and sent it to Industri energi.
The lawyers are working on the case, but we clearly believe that it's still going too slowly.
We brought a number of quarantine related claims into the main negotiations, and again into the mediation. But sadly it was swept aways during the last minutes of the mediation.
Unfortunately, only MAF and one more club, also from Industri Energi, had brought quarantine related stuff into the negotiations, and therefore it was not possible to obtain a majority.
It is important to point out that if we had got something into the protokol, it would only have been valid for future situations.
Overtime trips are often canceled on the day of the agreed departure.
We have received many inquiries about this. HR are contacting employees and asking if they can travel out on extra trips on overtime payment. But it happens very often that the day before departure they have found another solution, and the agreement has therefore been canceled.
The company is allowed to cancel agreed overtime, without compensating as long as the employee has not reached the place of departure(heliport). But when cancellations happen so often as we now experience, then we think that we need to change some unwritten procedures for how HR are making agreements with the employees.
We have also received inquiries from some who have been out on their normal trips, and have been asked to stay on board for a longer time. The agreements have been confirmed, the travel plans have been changed and in addition many have also changed or canceled private agreements at home. Then later HR canceled the agreement.
If HR wants to use this practice, then we believe that they at least have to make it clear to each individual when it's a request for overtime and not a confirmation.
We have discussed the case with the company but have not yet reached an agreement.
"Nordea Liv" Pension saving (This maybe only relevant for the Danish)
This case started with inquiries from several members who thought they had been cheated for a "Vesta" pension saving (later taken over by "Nordea Liv")
Based on the feedback we have received, we can now state that this "Vesta" pension saving (today "Nordea liv") was a supplementary pension that employes from abroad received in the years from about 1990 to 1999, if they didn't already had a "PFA" or another pension saving for foreigners.
Until 1999, the criteria for getting the "PFA'' pension saving was controlled by the company. Some got the "PFA" pension already at the time of the transfer to Norway, and others only got it if they later after the transfer to Norway signed a contract with Maersk in Copenhagen for International employment.
The "PFA "pension saving, became mandatory for all employees living in Denmark, after it was included in Appendix 4 to the agreement in 1999, that the company's total pension contributions must on average be the same per. foreign employed as for
the Norwegians. (Those who lived in the UK got "Scottish Life" pension savings instead, or maybe other solutions)
We do not find reason to investigate further on this case, but we thank all the members who have blown the dust off their well-preserved documents from the 1990,s to contribute to the clarification.
MAF wishes all our members a good summer, hoping that the current manning situation will soon change for the better.
At full seniority in A1 and 6 years seniority, this is 4.58% plus about 5700.- at night, public holidays and holiday pay on this sum.
37000, - as a minimum is not a bad settlement, so it is said.
But there are several things we did not get. MAF does not agree that the limit for the individually paid was 3.7%, however a minimum of 37,000. This is and will be too low. We had a clear expectation of a minimum of 4.3%, which would reflect the latest bid from the broker.
So to the technical requirements.
MAF had a clear requirement that the employer had to pay if they demanded that one had to travel in their spare time to get to their place of departure earlier. This is clearly aimed at quarantine and testing, but there are also other situations that could then be closed.
Our demand was included until the last round, so we did not get it. What one must take into account in this is that only IE had this requirement and it was MAF and another club that fronted this.
When you then look at the problems that several other clubs have in both chapters 8 and 9.2, as well as 3.7% for the individually paid, this actually had to be voted on.
MAF voted against what then became the final outcome as this did not include our requirements.
3 other clubs also voted against this.
More info on what the settlement itself gave will come.
Then mediation starts at the National Mediator in Oslo
The negotiations in connection with this year's wage settlement are now for mediation in Oslo. The mediation has a deadline of 24.00 tomorrow Tuesday. The law states that we can not inform until the mediation is completed. We will therefore not provide information until the end of the meeting.
Here is the speech that Frode delivered at the congress.
Here is the speech that Frode delivered at the congress:
Honorable chairmen and members of Congress.
Under item 3.9, Production, line 606 the following is stated: The petroleum industry must be developed as regards with jobs, climate objectives and the needs of our important trading partners.
Here I would like to have a new line inserted, but I do not need it as this virtually covers everything we need.
In plain text, this means that the petroleum industry must be developed and not phased out.
I think the text already stated is very comprehensive and if it is interpreted correctly, it is quite strong.
Otherwise, l support everything that my good friends Eirik Birkeland and Ingard Haugeberg said in their speeches. Very good contributions that reflect our vulnerable industry.
Then l would like to thank IE, LO, NHO and the oil companies who stood together to establish the famous oil package in 2020. It saved many jobs and got several projects started.
Leave it that Erna Solberg today publicly admits a mistake in that connection, saying that the oil package was too favorable, because none of us could have predicted what Europe would look like 2 years later.
When you also bearing in mind the LO Congress' strong statement, it probably does not suit the Conservative Party who at the time wanted to represent this attitude alone - to protect the oil industry.
Much has been said about the oil price and the present situation in Europe and the rest of the world and I believe that we presently are not in position to set an end date for the Norwegian oil and gas production.
Our union is fully aware of what we think about this situation and with the input that Jørn Eggum presented in his speech, about the uncertainty about Europe's ability to resist Russia's blackmail and the power and energy crisis this may lead to, this is not the time for to set an end date for Norwegian oil and gas production.
But back to my industry and scope of trade.
Many people talk about stopping the exploration.
A decision by the Storting will, with immediate effect, throw 10,000 drilling rig workers directly into unemployment and the same goes for many workers onshore. In the long run, there are an awful lot of people who lose their jobs.
They have the best Basic Agreement in Norway, and one of the best of our Collective Agreements.
This one's burning like hell. Those who promote this proposal must take the consequences of the proposal very seriously. To stand here in all seriousness to actually think that our organized workplaces should be closed down, at a LO Congress, the biggest workshop scene of them all, is not only disappointing, it is directly painful to listen to. And then, in addition, allow themselves to point to all the "new" jobs for my union comrades that will probably be in line for us ..... Where are these jobs?
Dear Congress, make decisions that we may stand for.
An agreement on work at Invincible in Grenå Denmark has been signed
The protocol took time to complete this time, but again managed to get the tax agreement valid for employees in the management as well.
This tax guarantee costs a lot and is therefore not something that comes by itself. MAF is the only club in the NR area which has a similar agreement for employees who work abroad and who can thus be affected by higher taxes. This agreement ensures full reimbursement for all.
Then the collective bargaining agreement for offshore has started
Today, the wage settlement for those who work offshore started. The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days. From MAF, Frode Larsen, Jørn B Hansen and Bår Inge Pedersen are represented.
It is not allowed to inform while we are negotiating, but we will update as soon as the negotiations are concluded.
Compensation for quarantine in general
At the end of 2021, LO leader Peggy Hessen Følsvik addressed NHO (Confederation of Norwegian Enterprise) to discuss an approach towards the authorities about public compensation schemes.
The inquiry resulted in a meeting where NHO emphasized that the member companies should be able to find solutions internally, and instructed NOG (Norwegian Oil and Gas) to take the initiative for a meeting with Industri Energi to reach an agreement on the process further.
The agreed meeting with Norwegian Oil and Gas on compensation for the quarantine took place on 24 March.Industri Energi gave an account of our clear view from the meeting between LO and NHO last autumn where the representatives from the management of LO and NHO agreed stated that NOG had to ensure that the member companies were held accountable in the quarantine case. This means that we can assume that those who have a place at the top of the food chain in the oil and gas industry on the Norwegian shelf will show responsibility when it comes to compensation for quarantine. This as an alternative to involving the authorities in the compensation issue. The representatives of Norwegian Oil and Gas assured us that they immediately will address responsibilities and expectations with their member companies. The parties agreed to meet again on April 7 to discuss the way forward.
IE info after the meeting on April 7
As agreed, a follow-up meeting was arranged with Norwegian Oil and Gas yesterday, 7 April. The representatives of the employers' association for, among other things, the operating companies could regretfully tell us that their member companies will not take responsibility for the government-imposed quarantine with subcontractors. From our side, it was naturally stated that based on the signals from NHO and LO, we neither can nor will accept this.We asked NOG to inform NHO about the outcome of the "clean-up" that the main organizations called for.Industry Energy will, from our side, inform the LO leader about the same. We are planning for a dialogue with LO over Easter.
MAF may otherwise inform that the matter was discussed at our Annual General Meeting on 18-19 March 2022. Here, a claim was raised that a wording be included in the Collective Agreement which restricts an employer's right to limit the leisure for their employees. This may involve quarantine, as an example.
The claim was also promoted at NR’s collective bargaining conference on 20 April 2022.
Compensation for the imposed leisure time quarantine valid from 24 June 2021
The leisure time quarantine is also practiced for fully vaccinated personnel rigs operated by Maersk Drilling Norway contracted to work for AkerBP. This applies to personnel who come from "Countries with requirements for entry quarantine within the EU / EEA, including Switzerland and the United Kingdom (As specified in Appendix A of the Corona Regulations)".
MAF claims that personnel who are imposed leisure quarantine to be compensated with lost leisure time for the time they are not at work when they are on the rig.
The claim is applied from 24 June 2021, when version 27.0, "Departure instructions - Handling the corona situation" to AkerBP was applied.
The company believes that there is no basis for claiming compensation for the quarantine on board pursuant to the Collective Agreement.
MAF has therefore prepared a dispute protocol with the company, with an intension to institute legal proceedings.
Compensation for the imposed leisure time quarantine valid from 05 February 2022
AkerBP again introduced the leisure time quarantine on our facilities from 05.02.2022. This with reference to Departure Instructions version 33, point 4.
MAF claims that personnel who are imposed leisure time quarantine to be compensated with lost leisure time for the time they are not at work when they are on the rig.
The claim is made valid from 05 February 2022, when version 33.0, «Departure instructions - Handling of the corona situation» issued by AkerBP was asserted.
The company believes that the reason why the leisure time quarantine was introduced was to protect colleagues and reduce consequences / outbreaks on board and provide better conditions for mapping close contacts in the event of infection. The instruction was that one should not establish new close contacts outside working hours, hence refraining from using recreational services with a minimum use of common areas outside working hours and meals.
The company does not believe that there is a basis for claiming compensation for the quarantine on board pursuant to the Collective Agreement.
MAF has therefore prepared a dispute protocol with the company, with with an intension to institute legal proceedings.
Compensation for Corona test prior to departure.
Here, we do not completely agree with Industri Energi when they believe that it should only be compensated pursuant to Clause 8 of the Collective Agreement, which states overtime rates for time spent, however, at a minimum of 4 overtime hours. We set the claim a little higher. In any case, Industri Energi has submitted a summons with the said claim in accordance with Clause 8 of the Collective Agreement and we must await the outcome of this. Industri Energi assumes that if they win a verdict on this, then we may use it to achieve the same result.
The case is scheduled in the Labor Court on 28-29 April 2022.
26-04-2022 IE news - Settlement in the case of coronation test prior to business trip
The parties have reached a settlement in the claim for compensation for the time members have spent taking a coronation test in prior to work trips.
The case concerned that oil workers in several companies were not allowed to test themselves at home before start traveling on their offshore hitch, but they were required to meet at the place of departure in advance, to test themselves there.
Industri Energi / LO, Safe and their opposing party The Norwegian Shipowners' Association have agreed to resolve the dispute out of court.
The parties agree that the employees of the defendant companies will be granted compensation with effect from 1 January 2021 for the inconvenience of having to meet ready for work earlier than normal, to take a corona test. The compensation corresponds to two hours of overtime pay per departure.
By this the dispute is considered resolved without the parties having taken a position on the underlying question of understanding the wording. At the same time, the parties agree to discuss a collective bargaining solution for the future, should it become relevant to reintroduce such testing.
The notified labor law case is requested to be reconciled as a settlement.
MAF has discussed the settlement at the monthly meeting on 03.05.2022
The company claims that the settlement between NR and the employee organizations (LO / SAFE) dated 25 April 2022 does not mean that employees who were quarantined by the authorities are granted compensation for meeting earlier before leaving for offshore for a covid test.
The company does not see that this protocol should be applied to MDN employees, and further claims that MDN has provided a better compensation than what the settlement dictates.
In any case, MAF was not part of the case / settlement because we did not agree with IE. And we had better schemes. We are therefore considering disputing the case.
Claim for payment for home testing
MAF claims that our members receive the same compensation as the AkerBP employees have received for home testing in connection with going offshore. This was made valid from 15.12.21. As we see it, there is a requirement for 3 home tests. They receive 0.5 overtime hours for each test they take.
On April 11, MDN reported back that they would not compensate for home testing. MAF has therefore submitted a dispute to the company.
Illness during the quarantine period and the right to compassionate leave in accordance with Clause 14.1 a, b and c of the Collective Agreement
We have previously sent all the issues to Industri Energi, but they have not taken a position on them. We do not believe it may be right that we lose both collective and statutory rights to leave by having to be quarantined.
We have tried with local agreements, but the only subject the company has given in to is that you may now report sick during the quarantine period, without them going to deduct from your salary, if due to illness, you have not been able to complete the necessary quarantine before departure. However, we must point out that this is only the practice that the company has chosen, and we have not reached an agreement on the same.
In addition to this, we continue to have challenges with compassionate leave in accordance with section 14.1 a, b and c of the Collective Agreement when they coincide with the quarantine period.
This has also been discussed at our Annual General Meeting, and it is therefore presently a claim for the main settlement 2022 that we must work to get a text implemented to the Collective Agreement, which ensures that it will not have financial consequences if, due to justified leave, may not complete an imposed quarantine period before departure, and for that reason may not travel offshore at the scheduled time.
The Claim was also promoted at NR’s collective bargaining conference on 20 April 2022.
Compensation for claims for quarantine or isolation on the return journey
The company states that this will typically be government-imposed quarantine (which must otherwise be handled by the local infection control office) and they therefore do not believe that they should compensate, even if the close contact or infection with corona has occurred at their installation.
Industri Energi does not believe we may claim any compensation when it is imposed by the authorities and the company does not want to make a local agreement on compensation for this.
The follow up meeting with the Norsk olje og gass took place as planned yesterday, april 7th. The representatives from the employer’s organisation told us that their members did not want to take responsibility for compensating for the government enforced quaranteen periods in the subcontractor companies. It was upheld from our side that we neither can nor will accept this due to the signals given to us from LO and NHO. We told NOG to inform NHO about the outcome of this «cleanup» meeting which NHO themselves have encouraged us to have. Industri Energi will inform LO and will follow up with them past easter.
An info about dismissals, Noble, rig visits, quarantine cases and what happens next.
There is presently a lot of activity going on and we are receiving many inquiries related to rotations, crew lists, Fredrikshavn and changes.
Intrepid were supposed to have arrived in Frederikshavn a long time ago. The fact that it has not arrived there means that the company has had to change all plans for where the personnel are supposed to be working from now on in April and onwards. The good thing about it is that more of the personnel laid off will retain their job a little longer.
The problems relate quite a lot on booked holidays, childcare and an otherwise general uncertainty.
We may not say much other than that we have nothing to do with the manning and that we are all employed in MDN (so far), so the company has a clear right to move the employees around. We also know that the company are doing whatever they can do to prevent the employees from getting changes. In any case, there will be someone who must change rig and crew, but it is obvious that if there is someone for whom this turns out completely wrong, feel free to contact the company, there is a lot that may be arranged and changed.
Ongoing terminations and Merger with Noble.
Two sides of the same matter.
Too many have unfortunately received a notice of termination which applies from 1 April. MAF takes it for granted and expects that the preference right to re-employment will apply to the new company. The Legal department at Industri Energi has not yet been able to confirm all our rights, but this is something we prioritize highly and we see it as our most important task to secure the job for as many as possible.
Stoppage for hiring of hired personnel in Noble must be implemented.
Otherwise, we naturally keep a close eye on the company's use of overtime and temps. We will continuously make sure that as many people as possible have their notice period pushed forward, or even better, removed completely, if otherwise the need for manning changes.
AU had otherwise planned a rig visit in week 17 in Frederikshavn to Intrepid. No one may at the present time answer whether the rig will ever be alongside there, but there are neither no other plans known to us. The alternatives as we see it are to stay out on the field or to enter Norway. We just must wait and see.
Otherwise, we will do our best to meet with members elsewhere (Invincible in Grenaa and elsewhere at hotels and heliports).
Otherwise, there are many open cases, quarantine and compensation take their toll.
Regarding questions on compensation for the quarantine issues, a meeting has been agreed between IE and Norwegian Oil and Gas (NOG) on 07.04.22, to discuss the way forward.
We are a little uncertain whether they will discuss both the government- and operator-imposed quarantine, but we know that NOG will take responsibility towards their member companies, ie the oil companies.
Then it will be a question whether they will step up to share their profits with those who have worked a little further down the value chain.
In our aspect we think that it is in place with compensation when everyone in Equinor receives 10.2% of gross salary in bonus for last year.
1,300,000,000 will be paid out as a bonus, in this company only.
There will be new and updated info about the quarantine cases in general when we have received the latest news from the meeting between IE and NOG.
-We have planned a new meeting of the Board on 04-05.05.22.
-AU will attend a collective bargaining conference with all the other local branches on 20-21.04.22.
In this matter we have got a clear mandate from the Annual General Meeting what we will claim.
This year a main settlement will take place, ie that it is not just a question of money, but additionally the text of the Collective Agreement may also be changed. We bring along several good proposals for improvement.
email@example.com may of course be used as well, but on this address we are not online all the time.
This email address was previously observed by our secretary who is no longer employed by MAF.
Otherwise, you will find all the email addresses of members of the Board at www.mafsiden.no.
News on mafsiden.no:
At the Annual General Meeting we decided to send out an e-mail to all members when we have an update on mafsiden.no. The technical solution for this is under constrction.
Wish all of you a happy Easter, both at sea and onshore.
The announced meeting with the employer’s association Norsk olje og Gass took place 24th of March as planned. We made our opinions clear regarding the obligation put on the NOG members, by the leadership of both LO and NOG in the meeting between themselves last fall. These expectations are that we should be able to expect that the companies at the top of the food chain in the Norwegian oil and gas industy should show responsibility in this issue, as opposed to involving the authorities in the question of compensation.
NOG ensured that the responsibilities would be relayed to the members promtly and we agreed upon getting together on the 7th of April to discuss the way forward.
MAF Annual General Meeting, Stavanger 18-19. March 2022.
A very successful Annual General Meeting with a total of 25 shop stewards attending at the Clarion Hotel in Stavanger.
4 guests were invited.
Annual reports, accounts, incoming cases, etc. were processed accompanied by very good discussions and decisions.
Here is a brief excerpt:
- Jakob Korsgaard informed about the state of the company.
- Robert de Vries from IE presented an update on the MAF issues pending at IE.
- Language was a topic, MAF will always comply with the regulations.
- MAF info on the web site. It was agreed to submit an email to all members when there had been a news update.
- The quarantine issues. A good discussion at the meeting. We will post a full update on the status in a separate info containing a lot of information. Also, there probably will be a meeting between the parties these days.
- Action plan for 2022. Everyone attending probably agreed that the merger with Noble was the main topic.
- Claims for wage settlement. Apart from the fact that we claim a general high percentage supplement. It is very important for MAF to promote the position
Hydraulic to group A. New text to be inserted to avoid legal actions from employees,stating and clarify an employer's obligation to compensate and pay if they want to make use of our free time, whether this is offshore or onshore.
Crane operator and AD are also positions we claim to be promoted in the matrix.
A very good session was arranged with group work where a lot of proposals for wage the wage settlement were received. The MAF claims are submitted to Industri Energi.
We may not publish our claims for the wage settlement here, the claims will be processed through the IE Negotiation Committee before it is presented to the shipowners on 18 May.
135 considered for dismissal, temporary lay-off were not an option.
It is with a heavy heart that we will now try to put into words what has taken place lately.
Many have written to us and asked for information, if we could not possibly come up with a progress plan, etc. It has been very difficult to inform, without at the same time having to tell that the present condition would virtually end up with mass redundancies.
This autumn, after we finished the previous round of dismissals, we were aware that 2022 would be difficult in terms of contracts and activity.
What we were facing was that at that time we were promised that Invincible would have full manning during SPS and upgrading. No one mentioned anything about lay-off and Q4 in 2022 before it should have full manning. We were predicted that Intrepid would have a stay of about 3 months and MDN planned with individual rig lay-offs. The only challenge here was that we had to make the company aware that this must be of a duration of less than 12 weeks so that one could have individual rig lay-offs and not a full re-location of personnel.
Reacher and Integrator were to exchange positions, there would then be a few more positions on Integrator. So, in overall we would manage well over the summer. The drilling on Inspirer would at least go on until October 2022, so there was time for the rig situation to change for the better.
In January, we were summoned to a meeting where we were told that Invincible would not have the type of crewing that we were envisioned. This changed everything, absolutely everything.
Then the personnel were to be moved around between the rigs, and we were then told that when Intrepid was to be docked alongside (of course in DK because we do not decide in Norway). Already at the end of January, the company would then have discussions on the matter this, but there was too little time. At this time, we knew nothing about the size of the crews on either Intrepid or Invincible alongside at the quay. February arrived, the company worked in high gear to find solutions / lists / crews and we were then called to a meeting on 21.02.22 to discuss the matter.
At the meeting, we were presented with a plan in which 135 were considered dismissed, 60 people with effect from 01.03.22, this due to long seniority. The rest in March. Damn ... This hurts.
45 people were to stay on board Intrepid in Frederikshavn, SPS on Invincible had received some manning, some on the Hybrid upgrade and the rig would actually be completely without Norwegian crew until Q4 when it was to return to Norway.
We then had to see how this would look like in connection with what will happen in the future. Rig-wise lay-offs were claimed, which would be very confusing. Yes, we would have the dismissals postponed until 31.03.22, but in this case people would be laid-off and then be dismissed at the same time. Hard against hard, we claimed that all dismissals be postponed for a month and claimed that they be enforced from 31.03.22 at the earliest. We have achieved a Resource Pool of 40 persons. We are then down to about 350 employees left in Maersk Drilling Norge AS plus the Resource Pool.
A total of 135 people will be considered dismissed this time, people with more than 15 years of seniority in the company are now called to 15.1 meetings. MAF will of course assist all members who want assistance at these meetings. Just let us know when you are notified by the company about this. Otherwise, contact us if anything should be unclear.
Read the protocol, it is an incredibly complex situation where many people must have to change the rig, into an Extra competence pool for a period, back to the rig, and then not necessarily returning to where they started out.
It is very confusing, but the company is also aware that there may be many who need a review and a more in-depth explanation. What we can say with certainty is that the company has done everything they can so that everyone could have predictability and that they have tried to move as few personnel as possible.
But there is more, of course there is. What about the merger between Maersk and Noble during all this?
You may not get around this when you then see that we will end up with so many redundancies at the time for "closing" has been set. They're talking about July 1st, but this is not something you can relate to. Will this not provide jobs?
Does Noble not hire people in today?
What about my seniority in a new company?
What about my priority right for 2 years pursuant to the Collective Agreement?
Will it apply in Noble?
All of this we will have to revert to, but we may tell so much that everything that concerns the merger there is nothing to inform about yet. The Norwegian Competition Authority puts an end to everything. None of us may talk to "Noble in Norway" today if they will need personnel later on, etc. There is nothing more tell than what is said from the central parties in Town Halls from Jørn Madsen and co ..
We are not allowed to discuss anything at not our level, neither HR nor our boss Jakob Korsgaard can influence anything yet.
What we may say is that we claim, and the company agrees, that the preferential right is stated by the Collective Agreement, but legally we may not say with certainty that this will apply in the new company which will then be called Noble Corporation. Lawyers in IE are on the subject, and this is something MAF is going to fight for, rest assured.
What will take place ahead?
What happens first is that everyone who is considered dismissed will be contacted by the company next week and then the 15.1 meetings will start from Monday 7 March.
MAF will otherwise in a very short time come up with a timeline as we see the situation ahead.
We Asks for understanding that we have not been able to inform about all of this previously.
An info about AkerBP requirements, Noble, Nordea, Annual Meeting and compensations in connection with Covid-19.
AkerBP protection requirements for travel offshore
AkerBp has informed that they will introduce protection requirements for everyone who travels offshore to their installations and rigs operated by them.
The protection requirement means the following pursuant to the Covid-19 regulation:
1. Has been fully vaccinated against SARS-CoV-2.
2. Has received the 1st jab of vaccine, lasting from 3 to 15 weeks after vaccination.
3. If approved laboratory method has tested positive for SARS-CoV-2, with duration from end of isolation to 12 months after test date
Both MAF and the company must comply with the law regarding this. The same applies to AkerBP, where Industri Energi has been strongly critical of the process they have used, without the involvement of either the local union branch or the safety service.
At our monthly meeting the company informs that they will evaluate how this should be handled, and that they will have a further dialogue with us and the safety service.
We believe that many questions and a lot of law must be clarified before such an initiative may be implemented, and we have, based on the joint Team’s meeting which was held with IndustriEnergi last week, subsequently received some legal advice from the group IndustriEnergi have established to assess the subject in full.
Nothing in the law is completely black and white and there are many opinions and aspects. However, we see it as our most important task that all members are treated correctly, whether they appear fully vaccinated or whether they can document that they have had corona according to the Covid-19 regulation, or whether they do not want to state their status.
Particularly the latter is the major challenge, and also the point on which IndustriEnergi is strongly critical to, in relation to §9 of the Working Environment Act.
Merger with Noble Drilling.
On this subject we have nothing new to report, and refer to previous general news from December 2021.
Nordea Liv Pension
This concerns an older pension agreement from approx. mid-90s, which some MDN employees with foreign residences have savings in. But it turns out that it seems random who has the savings or not.
Some time ago we approached the company requesting an explanation. They have contacted the insurance broker who is presently looking into the matter. We have also been in contact with the same insurance broker and he is now trying to procure the old agreements.
We have previously asked some of our members if they may remember anything, and we have also received a few answers which have been passed on. Some believe that we had an agreement at first with Vesta, and that this agreement was later transferred to Nordea.
MAF Annual General Meeting 2022
An overwhelming majority of the Board agrees that we postpone the annual meeting, hoping that we may arrange a physical meeting.
The AGM MUST IN PRINCIPLE be arranged before the end of February, but the National Executive Board of IndustriEnergi may grant permission for the AGM to be further postponed.
We will, in consultation with the MAF Board, assess the situation on an ongoing basis. The existing Board is in office until the Annual General Meeting is arranged.
We are entering a year of negotiations on a full wage settlement, and of course quarantine and compensation will also be a theme at the AGM, resulting in various claims for the settlement. This will include a follow-up on the various cases of quarantine.
Compensation for quarantine in general.
Of course, many have asked about the cases, and we have just received this update from IndustriEnergi:
As previously announced, LO leader Peggy Hessen Følsvik approached NHO to discuss an inquiry with the authorities about public compensation schemes. The inquiry resulted in a meeting where NHO emphasized that their member companies should be able to find solutions and instructed Norwegian Oil and Gas to take an initiative for a meeting with IndustriEnergi to reach an agreement on the further process.
Unfortunately, Norwegian Oil and Gas has changed leader resulting in a tightening of the meeting activity before Christmas. Unfortunately, it has taken a long time to set up a meeting for a follow-up. Now, however, it is agreed to meet in mid-February to discuss our claims.
Compensation for leisure time quarantine which is not imposed by the authorities.
As previously reported, we have claimed compensation for all leisure time quarantine valid from 24 June 2021.
We had another meeting with the company again last week where we did not reach an agreement. We are therefore now preparing for a dispute with the company, which in turn will be submitted to IndustriEnergi for further processing.
Compensation for Corona test before departure.
We do not completely agree with IndustriEnergi when they believe that this should only be compensated in pursuant to clause 8 of the Collective Agreement, which states overtime for time spent, however, for a minimum of 4 hours overtime. We set the claim a little higher by requiring it to be regarded as part of the period on board. In any case, IndustriEnergi has submitted a writ of summons with the said claims in accordance with clause 8 of the Collective Agreement and we await the result of this. IndustriEnergi assumes that if they win through a verdict on this, then they will be able to use it to achieve the same result.
Illness during the quarantine period and the right to leave of absence in accordance with clause 14.1 a, b and c of the Collective Agreement
We have previously submitted all the issues to IndustriEnergi, but they have not taken a position on them. Of course, we do not believe that it may be right that we lose both collective and legal rights to leave of absence by having to be quarantined. But when it is not legally decided what a quarantine day should be defined as, and when there is nothing mentioned about quarantine in the Collective Agreement, then the Company may apparently continue to make its own rules and pretensions on how they will handle this.
Of course, we have tried with local agreements, but the only thing the company has given in to is that you may now report sick during the quarantine period, without the company deducting from your salary, if you due to illness, have not been able to complete necessary quarantine before departure offshore. And you also no longer must make changes to your rotation or owe days to the company. But we must point out that this is only the practice that the company has now chosen, and therefore not something we have an agreement on. And in addition to this, we continue to have challenges with leave of absence in general according to section 14.1 a, b and c of the Collective Agreement when they occur during the quarantine period.
Compensation for requirements for quarantine or isolation on the journey home.
The company states that this will typically be authority-imposed quarantine (which must otherwise be handled by the local infection control office) and they therefore do not believe that they should compensate, even if the close contact or infection with corona has occurred at their installation. IndustriEnergi does not believe we can claim anything as when it is imposed by the authorities. The company does not want to make a local agreement on compensation for this.
If you have tested positive while traveling to a hotel or reporting point.
The company points out that the reporting point is the heliport, but exceptions to this may be assessed through dialogue.
If you travel offshore on overtime, however, MAF will recommend that you make an agreement with your coordinator first.
The company reminds that you must contact both the local infection control office and your own doctor for a medical certificate if you test positive. It is mainly your own doctor you are supposed to use, but in special cases you may seek help from the occupational health service. You may also use the departure medic on duty for advice.
In general, on all quarantine cases, we like to state the following:
On all of our claims related to quarantine or compensation the company believe that none of this is regulated in our Collective Agreement. This has been the fact all the way and it turns out that the company ONLY pay for what may be re-invoiced to the operators or the Norwegian state.
MAF can do nothing but dispute this and ask others for help, because MDN will not pay.
AkerBP introduces requirement for Corona vaccine from 1 February 2022
AkerBP has announced that it will introduce protection requirements for travel offhore.
By protection they mean fully vaccinated against Covid-19, or that you have received the first vaccine dose (lasting 3-15 weeks), or that you have previously been confirmed positive for Covid-19 (by approved laboratory method, with duration from isolation until 12 months after test date).
This shall apply to everyone who travels offshore to AkerBP's installations and drilling rigs on AkerBP's contract.
IE has stated that they are highly critical of the process.
We have participated in a TEAMS meeting with Industri Energi together with all other local branches that may be affected by the decision.
Nothing new came out of the meeting, but everyone has reported their concerns and challenges on the subject. IE states that they have established a working committee which will assess all the legal issues and provide advice and instructions.
Whether the companies may force employees to get vaccinated and whether they may force employees to state their vaccine status is not clear, but it is of course a subject that IE must present their opinion on and take a stand to as soon as possible.
This concerns the entire industry and must be resolved by the central parties and we need quick answers.
We will revert with more info as soon as there is news on the subject.
Some info about Merger Noble, PTS, Nordea Liv, Pension agreements, annual meeting MAF, various compensations in connection with Covid-19 and MAF board elections.
Merger with Noble Drilling
We have been in a new meeting with the company. But - as expected - nothing new has come out since the announcement of the merger November 10th. Many ask if there is any cause for concern. Basically, you may say that we keep our jobs and seniority, and we retain our Collective Agreement. Furthermore, there is also legislation encompassing this rig activity that secures our rights in the event of a transfer of undertaking and merger. The challenges probably come more in all the local agreements we have established with the MDN over the years. But no one may at this point time, predict what the new management of Noble Drilling will challenge us on. We will claim employee participation in everything we find relevant, and otherwise be prepared for everything. We will present news as soon as we know more.
Pension Insurance Scheme for Seamen (PTS) - post-payment
As previously stated, we have reached an agreement on a scheme for post-payment of PTS, and the company is presently supposed to have submitted e-mails to all personnel encompassed by the scheme. We have also received confirmation that the agreement also applies to those who have already started on the PTS.
Nordea Liv Pension
This relates to an older pension agreement from approximately the mid-90s, in which a lot of MDN employees with foreign residences have saving rights. But it now turns out that not everyone residing abroad and who was employed at the actual time, have participated the savings scheme. Following initial inquiries earlier this year, we asked the company to explain why some have this pension savings while others do not, even though they were employed at the same time and on the same terms. The company has not yet been able to explain why, and they have instead contacted the insurance broker. We subsequently approached the broker on the matter during a meeting on pension agreements in general. He will look at the matter.
If anyone else should remember something, or perhaps even better, have an old contract where the pension agreement is stated, it might be of a great help to get this settled.
Meeting on Pension Agreements in general
We have had a meeting with the insurance broker where we have reviewed all the Norwegian pension agreements. He encourages us to provide input on how our agreements can be made better understood and how we may get it more easily communicated.
On the same occasion, we also asked to have all our agreements updated on the Insurance Portal. Of course, he will also look at this.
MAF - Annual General Meeting
We are still planning for the Annual General Meeting in the Stavanger region on 28-29 January, with a meeting of the Board the day ahead. But the corona situation may present us with challenges in being able to comply with the plan. If we book a hotel and later must cancel, it will cost us money, so we await the situation. Our position remains that we must do our best to be able to arrange a physical meeting, and we will, in consultation with the Board, assess the situation again in early January.
Compensation for quarantine in general
This case is now split into two cases, respectively government-imposed and company-imposed quarantine. Unfortunately, there is still not much news from IE, but what we do know is that there are talks at government level and as previously mentioned, Prime Minister Jonas Gahr Støre was also confronted with the issue of compensation when he recently spoke at IE's National Congress. The question was not answered, however, but he will be reminded of the issue. Read more here: https://www.mafsiden.no/home/quarantine-compensation-
Compensation for corona test before departure offshore
MAF believes that the time the employee may spend on the Covid-19 test must be considered as part of the employee's period on board and be compensated accordingly.
Industri Energi does not agree with us and has therefore rejected to support our claims. IE believe that tests must be compared with meetings and consultations, and thus be compensated in accordance with clause 8 of the Collective Agreement, which states overtime for time spent, however, with a minimum of 4 overtime hours. Industri Energi has on 2 December submitted a summons with the said claims assuming that if they win in a judgment, we may use it to achieve the same in MDN.
Compensation for leisure time quarantine which is not imposed by the authorities
Back in August, MAF has made a claim against the company for compensation for all leisure time quarantine offshore valid from 24 June 2021. We believe that it must be compensated with rates for lost leisure time for the hours when no work is carried out.
The company has still not taken a position on this. But if they do not want to compensate, or still do not respond, then we will bring the matter further.
Quarantine stays and the right to leave of absence in accordance with clauses 14.1 a, b and c of the Collective Agreement
MAF believes that the company many times during the pandemic has broken with the Collective Agreement clauses 17.3 and 14.1 a, b and c, when they have deprived employees of the opportunity to report sick during the quarantine period, without causing any consequences moneywise when they have deprived employees of the right to employer-paid leave of absence when the need for the leave has been wholly or partly during the quarantine period.
However, it must be said that the company later accepted that employees could report sick during the quarantine period, without this causing any consequences. But this was not asserted retroactively for those who had already been affected in one way or another.
We have previously submitted all these issues to Industri Energi, but they have not taken a stand on them yet. We have probably had a presumption that if there could be a judicial decision on what a quarantine day should be defined as, against both the Collective Agreement and the Working Environment Act, then the actual cases could possibly be solved accordingly. But if there is no real definition of what a quarantine day really means related to work/leisure purposes, then the case must be re-opened as a separate case. The problem is probably just that it may be difficult to get settled without first having a decision in the main case. We believe that it may not be right that we both lose tariff and legal rights by having to sit in quarantine. And this must apply regardless of whether the quarantine stay is imposed by an authority or a company.
The election to the MAF Board is underway
Remember to exercise your right to vote. Contact MAF if you have not received an e-mail with a link to the election.
At the 4th ordinary National Meeting in Industry Energy, Prime Minister Jonas Gahr Støre was present.
He gave his speech at the National Assembly and after this it was possible to ask questions.
On behalf of the Covid-19 committee we have in the association, the leader of the shelf association in Equinor, Per Steinar Stamnes, raised this in one of many posts. There were many who had questions for the Prime Minister and his government.
Per Steinar Stamnes said, among other things, the following:
-Those of our members who live outside Norway have received an extra burden, both personally and not least in relation to their family when they were imposed 10 days quarantine before the work period and 10 days after the work period before they were allowed to return home. They barely managed to be home before they had to travel to a new quarantine. Without being compensated for lost leisure time, Stamnes continued.
The challenge he gave Støre was:
- I hope you and your ministers can help compensate for the strain these people have had to bear, he says.
This was not answered by the Prime Minister from the rostrum when the Prime Minister spoke at the end, which we are disappointed but can also have an understanding that this can not be resolved via a speech from a representative in the National Assembly.
We will send an email to the Prime Minister's office and remind him of the issue that was raised.
x Translated from Norwegian to English by Google translate
Here are some of the tasks of the Maersk Employees' Association
It may be appropriate for the Maersk Employees' Association (MAF) to explain a little about the tasks of the Board and the Executive Committee (AU).
The Executive Committee (AU) are heading the daily operation of the Local Branch (MAF).
Today, AU consists of a leader, 3 deputy leaders and an elected union secretary.
3 of these positions are working onshore on full time. In additionally we also have an office secretary at our disposal.
The other members on the Board are internal company shop stewards and meets with AU on a regular basis.
Additionally comes all the skilled local shop stewards offshore on the rigs. The latter attends at the Annual General Meeting.
The Annual General Meeting is the local branch’s highest body deciding on the action plan, statutes, finances, etc.
One may well raise questions about how a trade union should appear.
A trade union must work for all members, regardless of where they have residential address or nationality, orientation, faith, etc., and there are rules and regulations in that respect to be followed in working life.
A local union branch like MAF is bound by a Collective Agreement, Basic Agreement, the Working Environment Act (AML), local protocols, etc.
A local branch like MAF must not be overestimated to have more power than it has in the way that they are subject to all the above.
MAF may not enter into agreements locally which are in breach of the present working life regulations.
One may well raise questions about how a trade union should appear.
A trade union must work for all members, regardless of where they have residential address or nationality, orientation, faith, etc., and there are rules and regulations in that respect to be followed in working life.
A local union branch like MAF is bound by a Collective Agreement, Basic Agreement, the Working Environment Act (AML), local protocols, etc.
A local branch like MAF must not be overestimated to have more power than it has in the way that they are subject to all the above agreements, regulations.
MAF may not enter into agreements locally which are in breach of the present working life regulations.
MAF is a strong local union branch, much because we have managed to have a high degree of professional trade union organization and that the local agreements are functioning for the employees.
The latter means that MAF and MDN have had and still have a good collaboration and are succeeding in finding solutions.
We wish to claim that our Collective Agreement for the rig industry is the best there is worldwide and when combining this with good agreements locally, then we have a very good company to be employed in.
There are many unresolved issues around quarantine, etc., but again, the local union branch does not have the right to negotiate this subject at the level needed. It is Industri Energi (IE) and the Norwegian Confederation of Trade Unions (LO) that is the responsible party on these issues.
Otherwise, we solve the local problems as they occur and try to answer our members back as quickly as we possibly can.
We have an incredible number of good local protocols between MAF and MDN.
Agreements affiliated to the construction of the XLE rigs or other stays abroad, agreements on rig move, shipyard stays, etc.
The 2-4 rotation on Inspirer, did not either come by itself.
MAF is known throughout the industry for making the best deals for its members, all of which are agreements that are better and expanding beyond the regulations of the Collective Agreement.
MAF has negotiated salaries for new positions, especially within the technical department, wages which is higher than the standard used by other companies.
We also know that the battle is not over if you look at the position of Hydraulics, but here we are trying to establish a certificate of trade and a certificate of competence that reflects the responsibility we believe comes with the position.
We are met with great resistance from the company on this subject, but we do not easily give in.
MAF is represented in the top management of IE, represented in both the Federal Board and the National Board.
MAF also holds the leadership of what is called NR-Forum (a forum where all the local union branches under the scope of our collective bargaining area are represented). An important arena and a meeting place for influencing the union centrally.
MAF is present in all fora where decisions are made and always tries to influence the outcome so that the outcome is the best possible for the members.
The safety service is well regulated and well established. There are safety representatives in all departments and on all shifts and MAF, as the largest local union branch in MDN, appoints the KHVO and HVO on the rigs based on input from the individual crews and in the way an HVO is supposed to be appointed.
Here it is democracy that decides who should be the local safety representative or HVO.
All members have the right to have their say and everyone may stand for election.
The shop stewards are elected on each crew decided through voting and everyone on the crew must have been given the opportunity to take part in the voting.
After the next Annual General Meeting in January, we will have a new round of finding shop stewards on the rigs.
In MDN, we have only managed to make use of the method involving seniority at downsizing. This method is a stronghold in Norwegian working life.
This means that those with the longest seniority is ending up keeping their positions.
This is reality and it is not something you may just alter.
So, what could be done to make it easier for more young people to keep their jobs?
Facilitated work for the elderly, splitting of positions (reduced working hours), severance packages, early retirement?
This is something MAF always bear in mind in the daily operations and at downsizing.
There are not many who have asked for facilitated work. There are very few who wants reduced positions.
You may be entitled to reduced working hours if you have health, social or welfare grounds.
If you have reached the age of 62, you may also be entitled to reduced working hours pursuant to the Working Environment Act (AML) § 10-2.
Severance packages and early retirement are solutions that the company will not provide or facilitate.
There have rarely been any situations where the company has offered anyone wages for their full notice period without obligation to work during the same period. This is done just to open and freeing a position for another employee.
We are starting to experience a crew base holding very long company seniority and it hurts so incredibly when employees with presently over 10 years in the company and at 50+ years, are laid off.
It goes without saying that we may not put them all into the resource pool.
As it started initially, MAF is for everyone.
The actual operation of MAF is regulated by statutes that are adopted at the Annual General Meeting.
At the AGM, all the shop stewards have the opportunity to provide inputs, proposals for changes (which the individual submits in advance of the AGM) and a vote is taken on each individual proposal. In the end, the statutes must be submitted to Industri Energi for approval.
A new election to the Board of MAF is coming up and the nomination period will be over soon (until 15.11.21).
From December 1, the election starts and then you may vote for up to 8 candidates.
There are 8 positions, 6 permanent and 2 substitutes available each year and then it is just right and reasonable that all members are allowed to have an opinion about who the 8 representatives should be. This is democracy and this is how MAF has decided it to be. Then you may say that it is difficult to become a member of the Board. There are many who have stood up for election several times without success, but is it not most fair that it is persons with the most votes who is elected?
In MAF, we are so lucky that there is an enormous interest in joining the Board. At one occasion we had over 40 candidates to select from.
Other local union branches may struggle to fill their Boards, and even greater problems getting local shop stewards on the rigs.
This we manage very well in Maersk Drilling Norge AS - we think.
Stand for election, be elected, raise your hand to say you want to be VO, you will be seen, you will be heard, MAF and the safety service will support you.
Feel free to ask those who are up for election why the individual particular candidate should get your vote.
There has been one "Townhall meeting" which was broadcast live from Copenhagen at 09.30 today. For those of us who work offshore, it will be like today, but we will probably change the logo on the coverall. For the land organizations, something is unclear at the moment. What is clear is that the head office will be in Houston and that Stavanger and Dubai will be hubs in the future.
The merger is intended to take place during the middle of 2022 and until then it will continue as a completely independent company. This means that we will continue as today in all stages until the merger is real sometime in the middle of 2022.
Then MAF will inform more as soon as we know something that is of general interest.
The Resource Pool has been deliberately reduced to a minimum to increase the possibilities for re-employment if someone should have reserved themselves against the transfer to REPSOL. An opportunity that has now expired, and which probably would not have been useful for re-employment anyway, due to the new situation where Integrator is terminating the contract.
The reduced Resource-pool has also been the reason why we have accepted the use of increased number of hired personnel than usual.
At the discussions, we managed to increase the Resource Pool up to about 53 employees. This number, combined with the fact that at that point in time there were several vacancies in different categories on the rigs. These facts in turn resulted in the following number of redundancies:
There were 34 redundancies, plus 9 who had their employment contract terminated before they had started working.
Out of this these numbers 22 were members of Industri Energi. This is a relatively low ratio of members compared to normal standard, but it is probably caused by the fact that many have only been employed for a very short time. The company states that the number of supernumerary international employees are transferred to their parent company.
WEA 15.1 meetings have been held and those affected have received their notice.
Hiring of Floorhands
Floorhands are still being hired. But this is a transition period until the Integrator is downsized and the Resource Pool thereby is filled in as agreed.
Temporary Aker BP Electrician at Maersk Reacher
The company has borrowed an Electrician from Aker BP who will assist for 300 hours to cope with outstanding maintenance on Aker-Bp and SLB equipment on board Reacher. For this reason, we have received a lot of inquiries from members who are wondering why this is happening right now, where redundancies are taking place. The company has pointed out that the Electrician will not work on Reacher's equipment, but only on Aker Bp and SLB equipment. MAF will of course follow up on the situatuion, but we will also point out that no Electricians or ETs have been fired in this round of downsizing.
We are planning a meeting for the MAF Board on 17-18 November. Unfortunately, we have found it necessary to postpone the conference for shop stewards which is usually taken place in October/Nov until the spring. The postponement is due to redundancies and upcoming transfers. We hope that the shop stewards who are transferred will stand up anew for their new teams, and preferably soon enough being able to attend our Annual General Meeting, which we plan to arrange in Copenhagen on 28-29 January 2022. The MAF Board will meet a day ahead.
Again, we have received inquiries that some are being asked to lend out their personal password, both to service personnel and employees who come offshore to replace or to assist. The company fully agrees with us that the passwords are personal and should not be submitted to others.
Pension Insurance Scheme for Seamen (PTS) – Post payment
As described in the last MAF info, after many discussions and negotiations, we have finally reached an agreement on a scheme for post-payment of PTS. We are working on drafting a protocol on the agreement. The company will shortly issue a letter to personnel concerned.
Compensation for leisure time quarantine which is not imposed by the authorities
MAF has submitted a claim for compensation for all leisure time quarantine for offshore personnel valid from 24 June 2021. We believe that this quarantine must be compensated according to the Collective Agreement’s rate for lost leisure time for hours when no work is carried out.
We may probably not write a general newsletter without mentioning the quarantine cases. But, unfortunately, we have not any more news since Industri Energi on 27 August arranged an information meeting at TEAMS, where the biggest news was that the case is now split into two separate cases – respectively government and company imposed quarantine. More from this meeting may be found here. https://www.mafsiden.no/home/quarantine-information-from-maf-
Transfer of undertaking to REPSOL
From the start of this process, we have been in ongoing dialogue with our lawyer at Industri Energi to ensure that everything has been correctly handled pursuant to the Working Environment Act's regulations on transfer of undertaking. It should be mentioned, however, that we have not been fully comfortable with the process as we have not been informed of all details about salary, working conditions and pension etc.
Another problem is related to the Contractual Early Retirement Pension Scheme -AFP. You must have been employed by the company for 7 years to be entitled to the scheme of AFP. Further, the age limit for employment with REPSOL is 65 years, which means that if you are 58 years or older by the time of transfer to REPSOL, then you will not reach the right to receive the benefit of AFP.
Furthermore, it appears that those who live abroad may receive less pension savings, compared to the agreement they have with MDN (which is in accordance with the Collective Agreement's appendix 4 on pensions for foreign employees.
We have also repeatedly asked REPSOL why they will not pay travel expenses for those traveling from abroad. The answer has simply been that they do not pay for it. MAF has no right to negotiate with REPSOL. So, we have unfortunately not had the opportunity to do anything other than note the answer, and thus leave it up to the new Board to promote the claim to have travel expenses covered - from abroad also.
As previously mentioned, we believe that it is a violation of the Working Environment Act that all personnel who are now being transferred have lost the right to reserve themselves against the transfer until receiving an answer to all the requested information.
We have therefore submitted the following to the company: MAF believes that the obligation of information pursuant to WEA Chapter 16 has not been fulfilled regarding the process of transfer of undertaking of Maersk Inspirer from MDN to Repsol.
Special emphasis is put on §16-3 Right of Reservation etc. pt. 2. An employee who opposes the transfer of the employment relationship to a new employer must notify the previous employer in writing of this within the time limit set. The time limit may not be shorter than 14 days after information pursuant to § 16-6 has been provided."
§16-6 States that the previous and new employer as early as possible shall inform the employees affected of the transfer, cf. §16-1. Special information shall be provided on matters mentioned in §16-5, second paragraph, letters a to f. We may not see that the conditions in §16-5, second paragraph, letters b to f, are met. This is justified by the fact that the final date for the transfer has not been set. The legal, economic and social implications of the transfer for the employees have not been clarified. The employees are not fully informed about what changes in the Collective Bargaining Agreements will constitute for the individual.
We claim that the deadline for the right of reservation and / or the right to choose cannot be set until at least 14 days after the information that the previous and new employer is required to provide to the employees has in fact been communicated in full, cf. §16-3 second paragraph.
Should you be in doubt about the right of reservation and the right to choose, and what the difference is, you can read more about it here:
We hope that everyone will support the new Board so that we may have an IE local branch with the right to negotiate in REPSOL. And we also hope that everyone, after all, will have a good job at Inspirer with the new owners.
Today, September 22, we convened for discussions with Maersk Drilling Norway (MDN). The reason for the dismissals is that the commercial situation in Norway is challenged in total. Maersk Integrator's contract with AkerBP is expected to be terminated at the beginning of November and the rig will subsequently be moved from the Norwegian shelf.
Individual discussions will shortly be implemented with those who are considered dismissed (AML 15.1). The company states that approximately 34 employees are being considered for dismissal.
We agree that the size of the Resource Pool will consist of approximately 50 employees.
MAF will assist in all individual discussions for those who are members of Industri Energi (IE). These discussions will mainly take place digitally.
Then it is only for us to regret that it turned out this way, we hope that the contract situation improves as soon as possible.
Some info about DMO Certificate, High Pressure Course, HR Gdansk, Pension Insurance Scheme for Seamen, and Status on personnel situation.
DMO Certificate of Trade for residents abroad
MAF has for a long time worked with the challenge that it is not possible for residents abroad to obtain a Certificate of Proficiency for the position as Drilling and Maintenance Operator (DMO) in Norway. Now it seems that something is happening in the matter. Below, read extract from a letter sent from the Co-operation Council for Vocational Training (SRY) to the Tax Administration:
Registration for the Trade- and Apprentices’ Final Examination Test for trainee candidates without permanent residence in Norway.
SRY has received reports of concern about foreign workers who commute from Sweden, Denmark and the United Kingdom and who are citizens of these countries. Especially from Denmark, there are a lot of employees who have worked for a long time as unskilled workers or with an "irrelevant Certificate of Trade for their position" on the Norwegian shelf. SRY experiences that many foreign workers who commute from abroad want to be able to sit in for the Norwegian Trade and Apprentices’ Exam through the Trainee Candidate Scheme (Education Act § 3-5).
The issue has previously been raised with the Directorate of Education, which in a letter to the Entrepreneurs' Association in 2015 (attached) points out that the issue must be decided in accordance with the Regulations on Population Registration. These regulations are administered by the Tax Administration, and the Directorate therefore requests that the inquiry be directed to the Tax Administration.
SRY wishes to follow up the above-mentioned issue and requests an assessment of foreign employees' the opportunity to register for an exam and present oneself for the Norwegian Trade and Apprentices’ Test through the Trainee Candidate Scheme.
High Pressure Course for Hydraulics
It has been decided through the Training and Competence Group that a high-pressure course for Hydraulics will be set up.
Communication with HR Gdansk
MAF receives messages from all the rigs that communication with HR in Gdansk is quite challenging. We are following up on the matter with the company on an ongoing basis and if there are disagreements that are difficult to resolve, every individual must of course get in touch with MAF.
Pension Insurance Scheme for Seamen (PTS) payment in arrears
MAF has reached an agreement with the company on a scheme for post-payment of PTS. Personnel concerned will shortly receive a letter from the company with further details about the agreement.
Status on personnel situation
Much could have been said related to the subject of the manning situation during this year.
Will try to make a short summary.
In February we were "onboarded" in 2 big projects called "Alta" and "Horsetrade".
To do so, Frode, Bår, Jørn and Anders had to sign a declaration of confidentiality.
"Alta" was the relocation of many positions in the office to Poland and "Horstrade" was the sale of Maersk Inspirer to Havila, and to be operated by Repsol.
The "Alta" project has been described in a previous info.
The sale of Inspirer made it very challenging for us onshore in that we could not talk to anyone about subject, at the same time as we did whatever we could so that the company did not hire more people into an already almost empty Resource Pool.
The reason why we wanted as many jobs as possible to be vacant was if there were many employees who would use their right to reserve themselves from joining Repsol. At a transfer of undertaking, the individual employee cannot choose to continue in their company (ie MDN). This means that if you make a reservation, you can only continue in MDN if there were vacancies, no matter how long your seniority is. By reserving and there are no vacancies, you are terminated from the company without even a notice period. At the same time, we were short on personnel, and we had to start manning Reacher. Lots of overtime, hiring, temporary crew, etc. during this period.
We felt that we had to try to make sure that there were vacancies in a Resource Pool, if, for example, an Engine Mech with long seniority in MDN would not accept a transfer to Repsol.
Regardless, the day arrived. On 27.05.21, the sale was published, and this meant that everyone who at that time was affiliated to the rig and held the longest seniority on board, calculated from the time the rig left Grenå in Denmark (September 2018), would be those covered by this transfer of undertaking. The selection criteria were formulated in cooperation with a lawyer in IE, who had also signed a separate declaration of confidentiality so that we in MAF could have someone who assisted in this process. We looked for ways to facilitate this by creating an Interim Board, consisting of those who were company and place-shop-stewards on board Inspirer after all info became public.
No, we did not tell this to anyone, or were not involved in anything concerning the fact that some were transferred to or from Inspirer, this is just to state a fact.
Then the day arrived when the individual employee had the deadline to make their reservation.
No one reserved themselves. MAF is very pleased and hopes that we helped make this happen. We have spent a lot of time on this, to get to know all the regulations, right to choose, read judgments from the court system, many meetings with the company and IE, to be best prepared if someone should need assistance.
We lose many good colleagues, several from the Board of MAF, local shop stewards and very capable people from the safety service as well as all other good friends and colleagues, but we fully understand them.
If everything is not in place in Repsol yet, we hope that this comes before long and we are very confident that this will be very good.
Which one of us can or will have a job for the next 10 years?
We wish you all best of luck in your new company.
This brings us over to what is the complete opposite.
To top all the above, we were informed that Maersk Integrator did not receive the contract with Repsol, which was clearly in the basic plan that HR had related to the manning of Reacher etc.
We have been called for discussions on subject of mass redundancies, and the paradox is that resulting from Integrator not getting the contract, the company must dismiss people who have received their first fixed start date for work for the company, but who have not started in the job yet.
We will inform about these discussions separately in relation to the numbers, etc.
New information meeting with IE on the quarantine cases:
Friday, August 27 2021, Industri Energi arranged a new information meeting on TEAMS.
Jørn Erik Bøe from Industri Energi informed about the course of events so far and the plan for the future.
Government imposed quarantine
LO has consulted a professor of labor law to scrutinize our rights. This has been very time consuming, and the very short conclusion must be that we do not have any regulative agreements or protocols that give any right to compensation for quarantine, but that we may instead have some basic rights as individual workers to be compensated when the state imposes quarantine on us. Likewise, employers have some rights in such force majeure situations, which may mean that the state may or may not compensate financially if they decide to do so.
The subject has been submitted to LO, and both the former and new president of LO, Peggy Hessen Følsvik, has taken interest in the case.
NHO and LO will now have a new meeting on the subject, to ensure that all the information is correct before they go ahead and submit it to the Government. Deputy chair Lill-Heidi Bakkerud, from IE, will participate in this meeting to ensure that all aspects are attended to. After all, it may be good news for our case if all state-imposed quarantine can end up being compensated by the state. We will of course update as soon as we get any news.
Company imposed quarantine
As for the quarantine imposed by the company, those cases are processed separately from the cases imposed by the government.
IE experience a number of challenges in getting the legal department in LO to accept all these collective cases. But efforts are being made to resolve the discrepancies. For example, a judgment by the Labor Court may weaken individual cases in civil courts. Here we keep in mind that even if it turns out that we do not have a collective right to compensation, we may still have an individual right to compensation for the inconvenience that the employer has imposed on us. So, may it therefore be a disadvantage to process both cases at the same time, ie both the government imposed quarantine and the company imposed at the same time. This is one of the subjects that lawyers are discussing right now, and it's one of the reasons it's dragging on.
Company imposed leisure time quarantine
During the meeting, we were also able to inform that we in MAF have pressed quite hard to stop this completely unreasonable leisure time quarantine that some foreigners are imposed in their first three days offshore. This applies to those who come from countries with requirements for entry quarantine within the EU / EEA, including Switzerland and the UK. And this takes place in spite of the fact that the employees show up fully vaccinated.
AkerBP states that all leisure time quarantine will be stopped on 1 September.
Some info about Inspirer, AFP in Repsol, Floorhands, smoke diver certificate, quarantine / compensation and Relief pool.
Sale of Maersk Inspirer
The Interim Board is now up and running, and we naturally invite all those who become part of the transfer of undertaking to support the new Board and continue as members of IndustriEnergi with all the benefits provided.
MAF has attended many meetings with IE to make this happen, and we have received full support from central federation.
About AFP in Repsol
Regarding previous article here on the web site ‘MAFsiden’ on 28 May "Sale of Maersk Inspirer info 2".
It is important to point out that AFP (Contractual Pension) is a pension scheme that does not apply to any offshore employees in MDN, and for that reason we obviously have no accrual period to transfer to another company which is encompassed by the scheme.
Industri Energi also states that they will offer free pension advice to all affected via the adviser "Tredjepart"
Rental of Floorhands
The company states that they have challenges in recruiting Floorhands fast enough, so therefore they use temporary employment agencies.
The plan is for MDN to hire in personnel for three trips, and then offer permanent employment to those who qualify.
MAF is following up on the case, and we have pointed out to the company that this should not be a new way of hiring in, but that it should lead to permanent employment after a maximum of 3 trips.
Requirements for smoke diver certificate are removed for MDN Crane Operators
Following several years of discussions, it has finally been decided that the requirement for a public Smoke Diver Certificate will be removed from the Training and Qualification Matrix for Crane Drivers.
Reference is made to the minutes from the last meeting of the T&C group on 22 April. Nutec and ResQ have slightly different solutions on how to participate in the Search & Rescue Team course without having passed the smoke diver test. However, this is now possible at both course centers, where the leader of the fire brigade will be able to attend courses, either at an alternative event or get an exemption for the smoke diver part.
Personnel who cannot pass the smoke diver test will then participate in courses as described above.
Important to be noted:
We see this as a great benefit for those who really fail to complete the test. But both we in MAF and the company strongly encourage you to continue to complete the test and the entire course for all those who possibly are able to.
Quarantine and compensation
Although there are currently lights in the tunnel, the case about compensation in general, as well as all the other cases we have received about missing rights to lack of leave, right to sickness benefits during the quarantine period, etc. are by no means forgotten.
IE's deputy leader Lill-Heidi Bakkerud participated in a Teams session for the 27 participants at our Annual General Meeting on 2 June where she received questions and informed about the subject.
The lawyers in LO have just called for more examples and we have been in dialogue with IE on the subject.
What else the plans are and how quickly something will happen, we presently have not yet received any information.
Despite the fact that it is important for the Lawyers to prepare 100% for this case, we believe that it has taken too long time and we will continue to push for more information.
Relief pool and Quarantine
We have raised the subject that employees in the Relief Pool living outside Norway are asked to stay in Norway during their time off period and preferably for a longer period of time, and some of the employees feel compelled to do so.
The company is aware that employees have remained in Norway between two hitches. The company state that this is at own request on the part of the employee as they would like to be able to use their available days over a shorter period of time and thereby reduce their quarantine periods. The company also state that there is currently a high level on number of sick leave and it is not to be disregarded that there may have been some pressure from the company.
The Company want to have a dialogue and are not aware that anyone is being forced to do so.
The company states that if this poses a problem for any individual employees, they are encouraged to contact either MAF or HR.
Everyone in MDN offshore has today received a conditional notice of redundancy.
This is because, as the company describes it;
«In connection with the collective bargaining negotiations in 2021, Maersk Drilling Norge has received written notification of termination of employment from Industri Energi and DSO for all their members employed or associated with rigs operated by Maersk Drilling Norge AS. According to the dismissals, the work stoppage can be implemented after 16 June 2021 at 24:00 if mediation does not succeed ».
MAF will only inform that this is routine in connection with a labor struggle. We will be in negotiations on Wednesday 16 June. If we do not reach an agreement, there could be a strike.
IE has given notice of termination, it is not the same as resignation.
Resignation of a place must be reported at least 4 days before a possible work stoppage can be carried out. We probably believe that IE will report resignation on rig / rigs with us, but it will certainly not be announced before the deadline. If a seat belt is reported, it means that it is the rig (s) that will start a possible strike when the deadline for negotiations expires.
Then we can hope that we come to an agreement so we avoid this possible conflict.
Due to the time perspective, this info is translated from google translator.
Recruit a colleague, get double recruitment points
MAF has in collaboration with Industri started a recruitment campaign, new members get free membership for 3 months.
The campaign has started and ends on December 31, 2021.
Double paint points
During the campaign period, those who recruit a colleague to the association receive double recruitment points in the association's recruitment shop. This applies from the start of the campaign until the end of the campaign.
During the campaign period, the newly registered receive a free membership for three months. This applies from the start of the campaign until the end of the campaign.
February 2 MAF was summoned for a meeting where we received the tedious message that REPSOL and Maersk Drilling were close to finalizing an agreement that REPSOL would take over the operation of Maersk Inspirer.
To attend the meeting, we were all bound by professional secrecy.
The company informed us that the signing of the contract could be expected at the beginning of March. But this was subsequently postponed many times.
The company also informed us that they considered this to be a transfer of undertaking in accordance with Chapter 16 of the Working Environment Act and that an agreement had already been entered into with REPSOL that 54 of the persons employed at Maersk Inspirer on the date of the transaction are considered a part of this transfer of undertaking. The date of the transaction has not been set, but it is expected later in 2021.
At the same time, we were also informed that the plan is for MDN to hire out drilling personnel to REPSOL (approx. 75 people) for the drilling campaign, which is expected to last approx. 10 to 14 months after start-up later in 2021.
It was, of course, very frustrating that we were bound by professional secrecy and that we therefore did not have the opportunity to discuss the issues with the members concerned. Until now, it has been unclear how many members who actually are willing to accept a transfer to REPSOL, or how many will prefer to follow the regulations in the Working Environment Act and exercise their right of reservation.
About the right to a reservation:
If you have been selected to be part of a transfer of undertaking, but do not want this, then you may exercise the right of reservation. In practical terms, this means that you oppose the transfer of your employment to a new employer. But it also means that your working conditions are terminated in MDN at the same time as you are not transferred to REPSOL. So, basically you are without a job. However, if you have been employed by MDN for at least 12 months of the last 2 years before the date of transfer, then you have a priority for 12 months to be re-employed in MDN. Thus, you follow the seniority principle for re-employment, but there may well also be some employees in the company who have shorter company seniority. And if the company does not have any vacancy to offer, then after 12 months you no longer have a guarantee of being re-employed when/if there is a vacancy.
If you are re-employed within the 12 months, you will return to your original place in the seniority order.
Read more about transfer of undertaking and the right of reservation here: https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_18#%C2%A716-2
Meetings with Industri Energi, Lawyer and REPSOL:
MAF has had several meetings with one of our Case Officers at Industri Energi and we have had meetings with one of the Central Union’s Lawyers who has special scope of field. Of course, both also had to sign declarations of professional silence. Furthermore, we have met with HR in REPSOL to try to get more clarity on what those who are transferred may expect in terms of wages and working conditions. Some of the most important issues we presented to REPSOL were questions about salary group placement, pension agreements (both for Norwegians and for expats), various supplements, no compensation for travel for foreign employees and employment security, especially regarding to whether there was a risk of future downsizing, which they could not guarantee.
REPSOL was not especially informative, but they confirmed the fact that it is correct that employees who live outside Norway do not get travel expenses covered.
Neither MAF nor Industri Energi do have any rights to negotiate with REPSOL, but we wanted more specifics from REPSOL about what they want to offer to their new employees. We did not obtain that, and in no way sufficient facts to be able to advise our members.
Here is a link to the Shelf Agreement no. 284 SAFE. https://safe.no/wp-content/uploads/2021/02/Sokkelavtalen-nr-284-SAFE-2020-2022.pdf
For salary table and more, there is also a special agreement between SAFE and REPSOL.
What we can read from the wage groups in the Special Agreement is that there is no guarantee that those who are transferred may retain their current salary. There are opportunities to get a higher salary, but this apparently does not depend on how many years of experience you have in the position (as with us) but more on REPSOLS assessment of the individual. We must therefore recommend that you inquire into this by yourself before deciding whether you would rather use the right of reservation. Likewise, of course, one must also consider other factors. Whether REPSOL, for example, may provide greater security of employment is also not something we may answer.
Will MDN have vacancies for those who use their right of reservation?
This is probably a question that only the company may answer the individual asking.
We have long expected that the arrival of Maersk Reacher in Norway may contribute with a large number of vacancies, but after the schedule for signing (and thus announcing the sale) has been postponed many times, and with Reacher's impending rig move to Norway, the company has already started hiring crew for Reacher. However, for the same reason throughout the process, we have asked the company to retain the size of the Competence pool to a minimum, this to maintain as many vacancies as possible, should there be many who choose the right of reservation.
What happens to the pension?
All employees will be treated equally with identical pension agreements. This means for foreigners that there no longer will be paid anything into their local pension agreements such as PFA or Scottish life. It will probably then be up to the individual employee residing abroad to contact their local pension administrator and agree with them what should happen to the individual’s savings.
REPSOL is a so-called AFP company (established private AFP early retirement pension). MDN (offshore) is not a member of this scheme. https://www.nav.no/no/person/pensjon/avtalefestet-pensjon-afp/avtalefestet-pensjon-afp-i-privat-sektor-fra-2011
The fact that Repsol is affiliated with AFP is of course positive, but the transfer of personnel may mean that someone must stay more years at work than they may have planned to if they must work for 7 of the last 9 years in REPSOL to be entitled to the AFP pension. Many of the elderly will probably wonder if they may claim the right to choose based on this example above and choose to stay on in MDN.
Our lawyer states that there are no verdicts showing that you may just claim the right to choose if, for example, if you are 55 years old and then must work until you are 62 years old to be able to obtain AFP. The lawyer states that experience rather says that one must approach 62 years before there is a probable certainty in being able to claim the right to choose, but still points out the lack of case law on the subject.
We consider this a major problem, and it looks even worse because REPSOL states that they have an age limit for their employees of 65 years. Our Lawyer will not deny that the argument about the age limit in REPSOL may be positive in a case concerning the right to choose. But apparently nothing is certain partly due to lack of fixed regulations in the field and partly as mentioned the lack of case law. Regardless, this is utmost important to take into consideration if you are of a certain age.
How do we assess the pros and cons when many subjects are so unclear?
We naturally expect many questions from those affected. There will be a need for many individual issues when looking at the advantages and disadvantages, especially related to wages, pension and job security, etc .. and here REPSOL must be much clearer if they want to avoid that many may choose the right of reservation and rather take the chance that MDN may offer new employment. We therefore have a high expectation that both REPSOL and MDN will provide more accurate information so that everyone concerned may have a reasonable chance to assess their own future financial situation before the deadline for the right of reservation expires.
Today, it has been announced that Maersk Drilling has entered into an agreement with Repsol and Havila Sirius to sell Mærsk Inspirer.
This also means that parts of the crew that currently have their work on board will be offered employment in Repsol in connection with a business transfer. When the employees will receive the offer, MAF does not know, then reference is made to MDN / Repsol.
MAF and the safety representative have had several meetings in this connection, to try to clarify questions that it is natural to ask. Unfortunately, the series of questions has become longer after a meeting with Repsol / MDN. The vast majority of questions concern wages, working conditions and job security.
MAF will provide more information as soon as possible.
Some info on corona and quarantine, PTS, Reacher and the MAF Annual General Meeting.
Corona and Quarantine
We are heading towards summer and we see more countries are opening up. This may result in that the rules in, for example, Denmark and the UK allow you to go on holiday without being quarantined when you return home to your country. As it is now in Norway, there has been no easing of the quarantine provisions and that is why we will inform on the present situation.
MDN is quite clear on a situation that if you should end up in quarantine in, for example, Denmark resulting from a travel to other countries causing a delay in your mandatory quarantine in Norway, then MDN will make a deduction in salary if you do not have a valid accepted reason of absence. This applies to all kinds of travel.
The present situation implies that you accordingly must be aware of having sufficient time to complete any quarantine in your home country allowing you enough time to carry out your 7 x 24 hours in quarantine before going offshore.
From the monthly meeting this week we like to report the following:
There is nothing new to report regarding the quarantine hotel. Still the same quarantined facilities as previously.
Both the company and the trade union work for a better solution on the quarantine regulations.
Regarding the subject of vaccine passports, or separate quarantine regulations for personnel who have been vaccinated, nothing has been clarified yet.
Information will be submitted to all employees about voluntary registration of vaccines in Connect for future tracking if this becomes a requirement.
Pension Insurance Scheme for Seamen, PTS
We have not yet reached an agreement on this matter. MAF has basically claimed that the company must pay in arrears for all employees in relevant positions back to 2012.
After new discussions this week, the company has promised us that they will come up with one new proposal for a possible solution as soon as possible. We are therefore awaiting this and will keep you updated accordingly.
Crewing of Reacher
Manning of Reacher has started. Personnel in the Competence Pool and those with the right of reinstatement will be the first in line to fill the permanent positions, before new personnel are hired. Transfers across rigs operated in Norway are also being looked at. The intention is for all junior personnel to be employed from within MDN, which we are previously used to. Simultaneously work on a manning study and training matrix is proceeding.
MAF Annual General Meeting
Earlier this year The Board decided that the AGM should be postponed in a way to allow as many people as possible to get the opportunity to attend the meeting physically. Unfortunately, we now see that this will not be an option in the foreseeable future. Therefore, we now expect to arrange the Annual General Meeting at TEAMS open for all members. In any case, it should be possible for everyone who is at work to be given time off to participate. We expect to arrange the meeting in early June. We will revert ASAP when the dates are set.
Monday night, IE submitted an email to the Cooperation Committees.
In a short email from National Secretary, Mr Jørn Erik Bøe of Industri Energi, the following is stated:
«As previously informed, we should have met with LO's Legal Department today (LO the Norwegian Confederation of Trade Unions).
Presently they have been able check out and assess the report received from an external legal resource and we were told that work has been initiated on the formulation of claims for negotiations. It was stated that it is the intention to forward the claims either before or just after Easter.
You will be updated when we receive confirmation that the claims for negotiations have been submitted."
The report referred to in this email is a document of 15 pages, written by Anette Hemmingsby who is a Lecturer at the Department of Law and Management at the Norwegian Business School, BI.
The background for this report is the result from the inquiry made by LO regarding questions regarding quarantine time related to the covid-19 situation.
The letter presented does not consider a position on the economic compensations, LO must do so in its claim against NHO. This is a task for LO to present in their claim against NHO.
As you may see, the issue is now at a level where MAF as a Local Branch no longer has an influence on what takes place. We may only push for IE to do everything they can do to influence the LO.
We raised the current issues within our industry and especially in our company.
A meeting in the internal Covid-19 group in Industri Energi took was arranged yesterday, March 10, 2021.
Again, problems related to this epidemic were discussed with the management of the trade union federation and other local branches from our industry, the oil service and the operators.
There is an enormous wear and tear on many members and MAF now demands that a comparative study is carried out in all parts of the federation on how the mental health is among all members who have been exposed to the quarantine and the wear and tear this has caused. There are many who are suffering and we believe that there are dark numbers when it comes to mental health, stress, etc. MAF believes that both the central and local authorities have a responsibility in this respect and a survey is now in place.
Norway has more or less been in shut down for a year on March 12, 2021 and there are very many who are struggling ..
What will happen when you are vaccinated and when you may avoid being quarantined?
There is a lot of aspects that has not been clarified on the subject yet and if it was ever important to get equal guidelines for an industry, it is in our section. Here, there are many who have expectations that as soon as they have been vaccinated, they should be able to travel to work, without having to be quarantined.
Dispute about compensation.
Many of our members are requesting status on the dispute that has been submitted from IE to LO.
LO has now received an expert assessment of the case and there are two lawyers in LO who are now assessing the content to prepare a claim which in turn will be negotiated with LO.
Industri Energi will meet with these two lawyers March 22.
This meeting one must expect that pressure will directed for claims prepared to be submitted for negotiations between LO and NHO (Confederation of Norwegian Enterprise).
Hopefully, the issue of compensation will soon be solved once and for all.
There are a number of scenarios that require different clarifications and MAF hopes that the opposing parties manage to find solutions which all companies MUST act according to and which will be the same for everyone.
Some info about quarantine situation, quarantine compensation, terminations in the office and MAF annual general meeting.
Status – Quarantine situation
We still receive questions from frustrated members who are in quarantine. We fully understand the great existing frustration. Unfortunately, MAF is not positioned to execute influence on the majority of the most thorough inconvenience caused by the imposed quarantine regulations, simply because they are government-imposed requirements. All other issues that we may influence are directed towards the company and our trade union Industri Energi.
Otherwise, MAF participates in weekly team meetings invited by MDN - Mondays for personnel who work at Intrepid, and Fridays are open to all personnel.
Status on the matter of quarantine compensation
All claims for compensation related to Covid-19 have been sent to IE / LO. And the identical claim applies to all nationalities; "All quarantine shall be regarded as part of the employee's period of on board, to be compensated according to the Collective Agreement."
LO has now received an expert statement from a professor of labor law. The statement is now being carefully reviewed by LO's lawyers. A concrete assessment is now being made where all the cases are reviewed. This has to do with varying terms of employment at the individual companies. There are several Collective Agreements and aspects that are affected, this is probably causing the time-delay. All this must be seen in relation to the management prerogative and what compensation we as employees are entitled to, even if it is not related to actual work performed.
In some cases, the quarantine may also entitle to compensation according to the provisions of the Collective Agreement related to work performed.
This shows the complexity of the case, but this is then the MAF and IE's statement of claim.
IE hopes that there shortly will be a meeting with LO in the matter and we have been promised to get immediate feedback on any development.
Terminations in the office
As you have probably observed in the media in recent weeks, Maersk Drilling Norway will lay-off employees at the office. These are positions within the Rig Team, Supply Chain, Finance, HR and Service teams.
MAF carried out formal discussions on Thursday last week. We were summoned according to the Working Environment Act § 15-2 and the Basic Agreement, section 5.5. and 5.9 in connection with downsizing of personnel at the office of Maersk Drilling Norge AS.
As we have stated, MAF does not agree that many of the above positions will be transferred to Gdansk, Poland. The minutes from these discussions are being prepared and will be signed early next week. Then we will see how this ends. Here you will find links to some further information on the subject:
MAF Annual General Meeting
MAF has nor arranged ther AGM yet. The board will have this matter for consideration during this month (April). The board has decided that the Annual General Meeting be postponed until further notice. We want as many people as possible to participate in their physical presence. It has been decided by IE centrally that the AGMs of the local branches in Industri Energi may be postponed. So, the formalities are settled.
But a foreigner who works on mobile or fixed installations is not denied entry to Norway.
The government announced on Wednesday night that the borders to Norway will be closed from midnight to Friday, many of those who are employed by MDN and living abroad are probably wondering what is happening.
After hectic meeting activity throughout yesterday, it was confirmed today that the exception in the entry regulations will be maintained. One of the exceptions that previously applied is continued: «aliens working on mobile or permanent installations, cf. the Immigration Regulations § 1-10 or § 1-11».
It is important to note that this has not changed the fact that our industry (NR area) has been defined as socially critical in relation to quarantine stays.
Frode Larsen, Jørn B. Hansen, Odd Richard Kollstad, Frode Sell, Eirik Gjemble and Jarle Halvorsen will be permanent members of the MAF board. Kristoffer Norheim and Jan Haakon Vikra becomes 1 and 2.vara
Congratulations to them all and thank you for so many lined up to the elections.
After a long period of waiting, we were finally invited to meet with the Permanent Position Committee
After a long period of waiting, we were finally invited to meet with the Permanent Position Committee to have our requirements assessed, but unfortunately it did not turn out as we had hoped for.
Explanation follows below.
The Permanent Position Committee does not have a mandate to alter the salary classification for a position group which is already stipulated in the Collective Agreement. This may only be done at a main settlement. So, if we were to obtain anything done in our case, we would have to try to convince the Committee that the qualification requirements for Hydraulics in MDN are so far above what is normally required for the position that it qualifies for a whole new job title in a higher wage group.
There is another Local Branch that has previously presented the same issue as we are doing by naming the most experienced of their Hydraulics as Senior Hydraulics, but the Permanent Position Committee decided at the time that the Senior Hydraulics should also be placed in Wage Group B.
This was not particularly any benefit to our case, but we promoted all our best arguments (which were already submitted and well documented) in an attempt at convincing the Committee that the job the Hydraulics in MDN is doing is at a far higher level than what is normally expected of a Hydraulic Engineer with a professional certificate. So, that they should not be considered as ordinary Hydraulics, but consequently should be promoted into a completely new and higher paid position.
We naturally put great emphasis on our strongest arguments, such as the development of technology on the new rigs, the equivalent cooperation with technical personnel in higher wage groups (and the injustice thereof). The fact that the Hydraulics stand alone on board with their special skills which is not part of the regular Hydraulic training, the work with safety-related equipment and hence the great responsibility attached to the position. Here we referred to all the specialized offshore equipment for pipe handling on the drilling floor, personal lifting equipment, cranes, lifeboats and advanced BOP systems where faults may cause fatal consequences. Work tasks where the Hydraulics are responsible for both repair and testing. All this and much more was presented at the meeting.
In any case, the Committee did not accept our argumentation and the following was stated in the minutes:
The Committee referred to their mandate and stated they may not decide on changing wage placement of already classified positions in the Collective Agreement. If the employee side believes that Hydraulic positions in Maersk have been assigned work tasks beyond what normally belongs to the Hydraulic position/in reality is a new position, which eventually in turn needs to be documented.
Decision: The position as Hydraulics in Maersk is paid in Wage group B.
During the meeting, it was also referred to that the Hydraulics already are in a higher Wage group than the Mechanics in Wage group C, and that they are placed together with, for example, the Engine Room responsible in Wage group B, and that no account is taken of MDN having established their own and new types of positions in the Technical Department, which in turn are classified in higher Wage groups.
The company also found no basis for establishing a new type of position for the Hydraulics in MDN. We therefore requested a written justification, which we presently have now received.
Read the full answer from the company here:
This is an issue that has been discussed between the company and MAF for a long time. MAF chose to forward the case to the Permanent Position Committee after not being supported by the company in internal deliberations. It was claimed by MAF that position as Hydraulic Engineer should be promoted into the Wage group based on what is considered as increased responsibility and extended requirements for qualifications and competence due to more advanced equipment on board the rigs.
The company believes that changes in a Wage group for positions that have already been established in the Collective Agreement belong in negotiations at the main settlements and cannot, or should not, be changed locally. As we see it, the scope of responsibility was primarily changed when the position was changed from Drilling Deck Mechanic (Wage group D) to Hydraulics and further was transferred from the Drilling Department to Technical Department. We also believe that equipment is developed over time in the industry in general, and that this does not provide a basis for other wage placement in MDN in particularly. The same applies to other companies encompassed by the same Collective Agreement.
Formal qualification requirements regarding education have not been altered. Upgrading of competencies are implemented by the company based on new equipment. It is not considered to be a basis for a change in wage placement in the wage matrix, as this is also regarded to be something of a general nature for the most majority of positions.
The way the company sees this, there is no reason to make changes regarding the placement of the position, just as the Permanent Position Committee also concluded.
The company also does not consider that there is any basis for a Competence Supplement pursuant to the Collective Agreement 4.2.3. This is defined as a supplement to additional competence beyond what the position actually requires, and as argued above, we do not see that additional requirements have been set for this position or individuals who hold the position.
What the company states in their answer does not come as a surprise to us as we have tried several times to solve the matter in local deliberations, but we wanted an official answer to be able to document what we are up against.
Otherwise, both the company and the Permanent Position Committee believe that the case belongs as part of the main settlement, but we all know how difficult a case this is when we have to convince a majority among the other local branches about the importance of moving the Hydraulics up in the wage group when all the other local branches still have their Mechanics in Wage group C, and thus have completely different claims and intentions about who should be promoted in the Wage Matrix.
It is just otherwise at MDN, where new kinds of positions in the Technical Department have resulted in higher rankings in salaries. It is of course good for those in the positions that have been changed and are put in a higher wage group, but it also causes a great deal of dissatisfaction, especially for the Hydraulics, who are thus ranked lower than the positions with which they are normally compared.
The case is not over with this result, but if we are to return to the Permanent Position Committee, then a completely new kind of position must first be established for the Hydraulics, which the company presently does not find a basis for, and if they are to be convinced, then clearly much stronger and completely different arguments must be brought to the table.
It is also important to mention that even if we locally were to agree on a new type of Hydraulic position, the Permanent Position Committee will in any case be able to decide that this new position must remain in Wage group B, just as it happened for the other local branch which established a position as Senior Hydraulic.
This issue is just not as straightforward as anyone may imagine. The board of MAF has for many years agreed to give this issue high priority, and we do everything we can do with the opportunities we have. This was another annoying bump in the road, and clearly unfortunately not the last.
MAF board election 2021 ends on 16. January. Until then it will be possible to cast a vote via the link already sent out by e-mail.
E-mails with reminders about the election have been sent out periodically to those who have not cast their vote. The last reminder is being sent out January 14., 2021.
Haven't received emails about the election?
The system that collects the votes shows that some members have blocked "Surveymonkey" in their e-mail program prior to the election. Those members will not receive e-mails about the election this year, nor at upcoming elections. In addition, there are some members from whom we got the e-mail in return. This may mean that the e-mail address we sent the election e-mail to is not in use, or other issues. It is each employee's responsibility to ensure that the employer and MAF has updated contact information, including e-mail address.
Those who have not received a link, and who wish to vote, are asked to contact the election commitee on firstname.lastname@example.org no later than 14. January.
An info about re-employment, competence group, corona, quarantine and Pension Insurance for Seafarers.
Re-employment and the Competence Group
A small bright spot in a very strenuous year with corona and many redundancies, is that the company is in the process of re-employing some of those who were laid off earlier this year.
Invinsible must have 18 extra floorhands, and Intrepid must have 3 extra on deck for a period until April, with the possibility of extension. Many have already agreed to re-employment.
At the same time, we have been pushing to get more people into the Competence Group. We currently have a very high level of sickness leaves, which has led to an excessive consumption of temps especially in the deck and drilling sections, but also a with a high consumption of overtime in general.
The plan right now is to employ 14 more individuals for deck/drilling in the Competence Group, then we will end up with a total of 54 persons in this group. MAF does not think that this is enough to cover the full need, but we see it as an initial start and we will follow up again on this subject already in the month of January.
Corona and Quarantine
Of course, we still receive many questions about how things are going with the two largest quarantine related cases, respectively compensation for quarantine in general and the length of the quarantine period for those arriving from abroad.
Our claim for compensation still remains with our lawyers in LO, where we are awaiting legal action. We claim compensation for all quarantine whether it is imposed by the authorities or not.
At the request of both MAF and other local branches, Industri Energi sent a joint letter through the cooperation body Konkraft to the Minister of Health at the end of November, proposing that the quarantine period for those arriving from abroad be shortened to a maximum of 6 days. We are still awaiting a response. For more details about the inquiry to the Minister of Health, please read here:
Pension Insurance for Seafarers
The company has been in contact with PTS, which informs that employees who have been moved up into group 1 are entitled to a higher rate of payment from 2017, ref circular letter dated 10.04.2017, and will arrange this for employees in relevant positions valid from 01.01.2017.
MAF disagrees and claims that their information indicates that this cannot become a matter of obsolescence. MAF and claims that the company pays in arrears for all employees from 2012. MAF will take the information submitted to the company and submit the same back to IE and PTS.
MAF changes their claim to involve retroactive effect for the individuals who are employed as of 1 Nov 2020.
The company will make an assessment of the effect of the changed claim, and will provide an answer as soon as possible.
Otherwise, on behalf of AU and the MAF Board, we wish everyone a Merry Christmas and a Happy New Year.
Error in the election leads to a one-day postponement
The election committee announces that a human error has occurred during the design of MAF board election 2021 in the program «Surveymonkey». There is one nominee who is running for election who was not on the list of those you can vote for.
When the election committee were made aware of the error, the election was closed, so that one can no longer vote. Those who in the future try to vote by clicking on the original link will therefore get an error message.
The election committee have come to the conclusion that the best solution to this problem will be to restart the election tomorrow, 2. December. In order for the election to proceed as normal, the voting period is extended by one day. This means that the last day to cast a vote will be 16. January, 2021. Votes given before 2. December will not be counted.
Those who have already voted have received an e-mail encouraging them to vote again. It will be possible to vote from 2. December at 8:00 a.m. A new link will be sent out.
Teams meeting concerning quarantine and compensation
Last Friday MAF arranged a Team meeting where all members were invited.
It was a split linguistic meeting, one part in Scandinavian and the other in English. Based on feedback and that this was a new way to share information we will probably repeat this form of meetings several times.
Lill-Heidi Bakkerud, Deputy leader of IE and Jørn Erik Bøe, National Officer of IE took part in the meeting where the members received an update on what IE had done in the cases concerning quarantine and compensation related to the ongoing pandemic, the SARS-CoV-2 virus.
Lill-Heidi informed about the work that recently has taken place behind the scenes to get the parties in the working life to come together to claim equal regulations and not least, reduce the quarantine period. It has been a demanding exercise to get all wishes and requirements fulfilled.
During this process, IE has brought together Norwegian Oil and Gas, Norsk Industri and the Norwegian Shipowners' Association and on Thursday night they sent a joint letter to The Minister of Health, Mr Bent Høie, asking for an adapted level of quarantine regulations for our industry. Norwegian United Federation of Trade Unions (Fellesforbundet) has also signed this letter.
Our claim has always been the re-introduction of the previous exception of 5 days quarantine and 2 negative tests after arriving in Norway. But this time we supported the common joint agreed proposal of the group of 6 days and 2 tests.
Jørn Erik Bøe informed about the collective dispute on compensation which is now being processed by the LO lawyer. In essence, IE's claim is that this entails restrictions on the employee's ability to decide on his or her own leisure time, and that this - in the union's opinion - triggers the right to compensation.
We hope for a quick clarification.
We receive many inquiries on the fact that those who live in Norway may travel offshore without being quarantined, even if they come from areas in Norway that have a more heavy pressure on infection than the pressure at the places where they themselves come from. MAF has a great understanding of this attitude, and we must just say that there is little sense and logic in this. Even though Maersk now is testing all Norwegians as well, and that they must have passed a test that is maximum 48 hours old before going offshore, it is not difficult to understand that words like frustration, unfair and discriminatory will be passed on.
No matter what, it is the individual operator company who ultimately decides how the quarantine regulations beyond the national regulations should be.
During the day, all members will receive an e-mail from MAF, in which we invite you to a TEAMS meeting tomorrow, Friday 27 November. The invitation contains information about when the meeting will be held and what the meeting will be about.
Board meeting - Shop Steward conference – Visit hotel
This week, the Executive Committee (AU) has been in Stavanger where a Board Meeting and shop stewards' conference were arranged at Clarion Energy Hotel. Members who did not have the opportunity to come to Stavanger attended the meetings via TEAMS.
At the same time, we took the opportunity to meet many of our members who are currently in quarantine at the Clarion Energy hotel and at the Clarion Air hotel.
We attended two sessions at the Air hotel, where we at the first session were invited to take part by the Rig Manager from Maersk Integrator. A total of 28 persons attended this session.
We were able to shed light on the quarantine situation and all the issues involved. We could also inform the latest from Industri Energi on the status and their standpoint related to the subject and what processes they have started to find solutions to all the challenges and subsequent problems that we have submitted on behalf of all our members in quarantine.
During the Shop Stewards' Conference, National Officer Jørn Erik Bøe from Industri Energi participated via Teams. The information he provided was very well received. Therefore, an initiative is materialized to set arrange meetings via TEAMS, where Industri Energi will submit information and where members may present their questions. Meetings are planned to be arranged in both Norwegian and English.
MAF election 2021
The nomination period for the MAF election 2021 is now ended, and all the lists have been sent in from the rigs. There is a total of approx. 25 members who are nominated. They will all be contacted to find out if they would like to stand.
Like the last year, the election will take place via the Suvey Monkey.
The new regulations that Norway is now introducing have made everyday life for those with a foreign address even worse.
When at the same time there is full confusion around the application, it does not make the matter any better. Employees from non-"EU RED" areas have been asked to practice the 10-day quarantine, in "case" the areas turn red. This is not acceptable for us and we have asked the company for an explanation.
MAF addressed Industri Energi (IE) already on Tuesday this week to put pressure on our central parties, IE and the Norwegian Shipowners' Association (NR), to claim that we as an industry will retain the exemption with 5 days and 2 tests. This must then be addressed to authorities who have introduced the regulations, so here central parties have a challenge. We feel that our industry have been hit unfairly hard on this, and not least Maersk with about 270 employees with foreign address are being punished by the fact that they are subjected to the new regulations just introduced, without taking into account that this is an industry that has shown that it may perform when having mechanisms that make the system with quarantine and testing are working.
There has been a total of 9 cases in the entire offshore industry so far. It is to be mentioned that the majority are in the same company – no names to be mentioned. In Equinor, they now pass 100,000 persons joining the offshore units without infection.
Yesterday, MAF attended a meeting with the IE Central and the local unions branches in Equinor, AkerBP, Copno, COSL, Seadrill, Archer, Halliburton and Oceaneering where, once again, we examined all the problems.
MAF presented our views and we learned that the other companies experienced much the same problems.
Common regulations, restoring of the previous exception used and possibly implement quick testing of all personnel will be recommendations submitted to IE as a claim from the industry when IE are to face our problems.
We believe and hope that the central parties in the working life will meet as soon as possible.
Answers to questions after the Central Settlement 2020
There should be no doubt that the result of this year's wage settlement turned out to end up on the somewhat moderate side, and this has raised a number of questions for us to answer. Based on this we would like to share some of the answers we have already submitted.
Due to the Covid-19 situation the negotiating committee this year was reduced to 15 members representing different IE Local Branches in the NR Sector, plus 3 members from Industri Energi Central.
What about all the claims prepared at the Annual General Meeting?
We will always put the claims from the AGM at the top of our agenda, and this applies both to the prior joint Collective Bargaining Conference with our fellow IE Local Branches in the NR Sector, as well as at the negotiations during the Central Settlements
But MAF is not the only one preparing claims for the Central Settlement. At the prior Collective Bargaining Conference, a total of 138 claims from the different IE Local Branches were dealt with. So, reaching consensus in the Negotiating Committee on our own claims, such as promotion of positions, is very difficult to obtain a majority for when the total framework of the Settlement is as small as it turned out this year.
Someone asks why the position of the Hydraulic Engineer was not lifted into a higher wage group as it represented such a prominent claim at our Annual General Meeting.
We were already well aware that it would be difficult to obtain a majority support for our claim on the position of the Hydraulics Engineer, so we tried joining forces with one of the other IE Local Branches, where we persuaded the Local Saipem Branch to form an alliance with us on the matter. Sorry to say, it still did not give a majority, but nevertheless gave us an extra party to influence the other Local IE Branches, through negotiations and lobbying work. But it unfortunately turned out that no matter how much support we had managed to collect, all claims for promotions of positions in the wage scale were swept off the table in order for us to at least achieve something that just looked like a general wage increase.
So, none of the other Local IE Branches, nor even SAFE for that matter, managed to pass such large and expensive individual claim as a promotion position represents.
This time we tried with the Hydraulics and no one would have been able to do more because there was no more to achieve this year. Furthermore, also because our influence represents not more than approx. 10% in the negotiating committee. MAF will continue the work on the matter on their own.
Why percentage increase of salary?
It was simply a general claim from an overwhelming majority of the shop stewards attending the AGM, and the claim obtained a priority in the Negotiating Committee.
Why not having a ballot?
There may be many different opinions on how far to press on and how much risk one should dare to take on behalf of the members. But we do not believe that we, as members of the Negotiating Committee, should send a decision out for a referendum when everyone has the knowledge that the possibilities of bringing more money home are disappointingly small.
In light of what others have achieved this year, there was no belief that we would get any kind of sympathy from the National Mediator, and in order to move on from there, collective dismissals and economical strike support would have become realities.
Here, the long experience as member of the Negotiating Committee is quite important. And the whole committee must dare to take responsibility and not just hide behind the result of a referendum, only to be able to tell the members afterwards that it was a choice of their own.
In the worst case, it might have ended in an economic disaster for the members who would have been forced into a strike from which they probably would not get anything out, while many are already having a hard time due to the corona crisis.
Of course, we will never be afraid to take on an industrial action, which is our most important weapon as a union, but it must be done responsibly to our members and with the right timing.
There simply have to be 2 potential paths to go, otherwise it makes no sense for the members to vote.
We should rather have liked to present our members with a better Settlement, but one should probably also be able to put trust in the result obtained by the IE Negotiating Committee with so many years of experience when the Committee sees that it is best to make a holt with a moderate result.
But in other words, if we are to empty the strike funds of the Union Central, then there must also be a profit in sight that may be defended towards those who are affected, but there was simply nothing more to bring home this year.
What’s the status of the Korona dispute between LO and NHO?
A meeting has now been arranged between IE and LO lawyers...
A meeting has now been arranged between IE and LO lawyers where IE has explained the situation and what are the disagreements IE experience with the Norwegian Shipowners' Association (NR) and Norwegian Oil and Gas (NOG).
In the meeting the LO lawyers were informed on all aspects that apply to quarantines, periods onboard, work plans, travel regulations and other relevant provisions that are believed to be affected.
We have high expectations that requests for negotiations will be forwarded towards NR and NHO for an organizational clarification of the disagreements.
The nomination period lasts until 15 November 2020
The nominees will after 15 November be asked by the nomination committee If the nominee is willing to sit on the club's Board, accordingly he/she will be put up for election.
The election takes place from 1 December to 15 January. The election will take place electronically and an e-mail will be submitted with a link to the election.
The representatives leaving the current Board are:
Frode Larsen, Jørn B. Hansen, Frode Sell, Odd Richard Kollstad, Kristoffer Norheim, Tore Landa, Eirik Gjemble og Jarle Halvorsen.
The representatives elected to the Board for another year are:
Bår Inge Pedersen, Hanne Holmboe Bang, Kim Harboe, Finn Boserup, Frank Fosse og Odd Jacobsen.
Nomination lists have been hung up on all the rigs, in several places on board.
Those of you who for various reasons, do not have the opportunity to nominate on the rig, may nominate per. e-mail using the following forwarding address: email@example.com submitting the full name of the nominee, as well as name of the rig he/she is working on.
Questions may be directed to the nomination committee:
Eliabeth Brekke, Finn Boserup og Kim Harboe at:
+ 47 400 04 380
The position of Hydraulic Engineer in the higher wage group
This years settlement has ended and there were no promotion of the position to a higher wage group as was the fact for all other positions. This is not the first time we have tried a promotion at a main Settlement without us being able to get a majority in the negotiating team, where MAF probably makes up about 10 percent. Therefore, this time, during preparation, we also chose to bring the matter forward in the NR forum, where we then got the Saipem club to join in our claim. It then became one more club, but still far from a majority in a forum where everyone wants to highlight their individual wishes, such as other positions to be promoted in the matrix. But we had to try something new, and of course it always helps to get more people on board, even when we at the last minute before a main Settlement discuss and fight with the other local branches about who should have their claims in focus. But this time, all claims for promotion of positions were swept off the table before we got this far. Regardless, no one ever gets all of their claims through, this year there were over 100 submitted claims, and with such a moderate Settlement, there were no promotions of positions at all.
Then there is the Permanent Position Committee. The meeting of the committee was set for 18 August. We met in the office the week before, to go through all our arguments and to be as battle-ready as possible. But then came the news that another party had canceled, and the meeting was unfortunately canceled. We are awaiting a new date.
The case was also in the Permanent Position Committee in 2009, where the claim for a higher wage group for Hydraulic Engineers was rejected. Therefore, one of our most important arguments, among many others, is also the great technological development that has clearly taken place, and which of course requires a much higher requirement for competence and responsibility for the Hydraulic Engineers.
Especially in terms of responsibility, we also strongly point out the great responsibility that lies in troubleshooting and testing safety-related equipment where the Hydraulic Engineer is actually the only one on board with the right experience and competence. Mistakes here may lead to fatal consequences. But this is just an excerpt from a long document that has been sent to the Permanent Position Committee, also documented with references to our job descriptions. We have talked to quite a few Hydraulic Engineers, and we are sure that all arguments have been heard. What we often hear about is, of course, the unfairness of Hydraulic Engineers being paid less than other technicians on board, so this has also been taken into account.
We may not be more prepared, so now the big question is whether the Permanent Position Committee will accept our claim. Unfortunately, this case already has a far too long history, but we are not going to drop the case, no matter how long the story should go on.
Corona, hotel og diet:
We have been addressed that the quality of the food packages at Energy Hotel has dropped to a poorer level, both in terms of quality and quantity of food. The company has contacted the hotel on the subject. However, they state that there have also been positive feedback, but possibly the quality varies.
The company also states that you have the opportunity to claim compensation for diet in your travel expence report. But then you must, upon check-in at the hotel, give notice that you opt out of the food scheme.
As for the quarantine situation, we know that Industri Energi is in dialogue with the employers, but IE also states that it is a difficult process that is taking place. Therefore, it takes time. We are very much looking forward to something new positive information coming from them. IE's Deputy Leader Lill-Heidi Bakkerud, with whom we have been in extended contact, wrote this last week https://www.industrienergi.no/nyhet/the-branches-and-companies-must-coordinate-and-ensure-that-offshore-workers-have-a-situation-in-which-it-is-possible-to-live/
Attached you will find the Minutes (Agreement) signed at this year's wage settlement (2020) for the tariff range "Agreement between the Norwegian Shipowners' Association and the Norwegian Confederation of Trade Unions and Industri Energi", the so-called Agreement for Mobile Offshore Units, the one we are using at Maersk Drilling Norway.
We intend to comment on each individual point in the Minutes (Agreement), at least the points that we believe are important to you who are covered by this Collective Agreement.
We must mention that the comments we make are based on the knowledge we possess as participants in the Negotiating Team and as a member of the Select Committee (small group selected from the total Negotiating Team which in turn negotiates directly with NR).
And, let be that the employers may not agree with our comments.
• Let us start with the general increment which is 1.7%, however at a minimum of NOK 13 693.00 per year, which is added to the wage matrix line 2 "annual wages vacation incl.” in the applicable wage matrix for groups A1-E.
Generally we have used Group C6 as a basis for the Settlement, in reality we this time move the basis to A1-6. This means that in fact the general increment is 2.2%, not 1.7% as it actually is for Group A1-6. We have not expressed that we should "hide" the settlement from the public, but it looks nicer for the employers when this is presented to the employers fora. In reality, the wage increase is between 1.75 - 2.4%. In addition, there are variable increments that we have not taken into account when calculating the total increase at the Settlement.
• The group Individually Remunerated (group 0,0,1,1,2) is given an increase in salary within a limit of 1.7%, however at a minimum of NOK 13 693.- per year. This means that if we put everyone Individually Remunerated (IR) into one box in each individual company, then the company must pay a minimum of 1.7% to each individual IR on average. For example, if the company "Alfa" spends NOKs 25 million on salary for all their IR’s, then the company must distribute a minimum of NOK 425 000.- (1.7% of 25 million) on their IR’s. However, a minimum wage increment of NOK 13 693.- per IR has been agreed. This may result in that some gets 13 693, - pr. year, while others may get whatever the company likes on top of the agreed minimum.
When it comes to the minimum wage rates, these are also raised by NOK 13 693.- but actually very few companies are using these rates because the current level of wage rates are far above the minimum, with the exception of catering companies / platform drilling.
Another fact that should be noted is that this is the minimum framework. So, the individual company may offer increments of their own choice to their IR’s.
• The Night Shift Allowance is increased by NOK 1.50 per hour, this amounts to approximately 2%.
• Allowance for public holidays is increased by NOK 25.-, this amounts to almost 2%
• Sharing of single cabins (clause 6.12), currently very little used, is increased in line with the protocol between LO / YS and NHO to NOK 907.-.
• The Safety Insurance, or Loss off License Insurance we have (loss of Health Certificate) will be discussed before premium renewal summer of 2021.
• " The Pensions Committee immediately to resume work to establish a pension scheme to be valid from 1 January 2020 on the basis of the protocols and discussions that have taken place until the recently received reply letter from The Financial Supervisory Authority og Norway (Finanstilsynet). It is open to negotiate subjects on pensions with right to industrial actions at the interim settlement 2021 if the committee does not reach an agreement."
In short, this means that we have the opportunity to go on strike next year if the pension committee does not agree. This committee consists of representatives of the employee organizations and employers within the scope of the Collective Agreement with NR for the mobile offshore units.
• The extended preferential right to re-employment will be continued for 2 years until the next main settlement in 2022. This applies to personnel who lose their jobs due to operational restrictions. We at MDN have had this right since 2007 in our local protocols.
• There will be an end to the fact that some employers have stopped advancing sickness benefits. This means that you shall receive your salary from the employer during the period you are on sick leave. So, you do not have to contact NAV, the employer will claim sickness benefits refunded from NAV.
We are partly satisfied with the settlement. We missed out on many of our claims forwarded on technical improvements. Further, we are also not satisfied that there were no changes within the wage groupings. The fact that MAF makes up about 10% of the votes in the Negotiating Team this was not enough to get the rest of the Team to agree on claims for technical improvements to the Collective Agreement and changes in the wage groups, unfortunately.
Then the collective bargaining agreement for offshore has started
Today, the wage settlement began for those who work offshore. The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days. From MAF, Frode Larsen and Bår Inge Pedersen are represented.
MAF Board meeting
1-2 September a MAF Board meeting was arranged at Hotel Energy. We almost managed to gather the whole board at the hotel in Stavanger.
As at previous meetings we experienced many good discussions, with input from the rigs, input from the Safety Service and with a review of outstanding cases and our Action Plan. But one of the big issues that was discussed, of course, was the challenges of quarantine and compensation. Understandably, MAF still receives many inquiries about this subject.
Some wants more information about why MAF may not approach the company and claim compensation for all quarantine, and why it is not possible to get an agreement established locally. Here we refer to info presented on the MAF page "Quarantine compensation" from 12 August and "General info August". But in short, the company would not make an agreement to compensate for quarantine due to ordered national requirements. Therefore, we ended the meeting with a disagreement, and now we are awaiting some decisions from Industri Energi. A general dispute on quarantine has been signed. The dispute is presently with LO. The Board has also provided input on compensation for quarantine to AU. The input will be forwarded to the Central Wage Settlement in week 39.
Other inquiries are more specifically about the unfair discrimination that our members are subjected to when those who work on rigs under the AkerBP contract receive compensation for staying in quarantine, while others are not compensated depending on whether there is a national requirement for quarantine or not. MAF finds this completely unreasonable. MAF believes that all quarantine must be compensated regardless of who demands it. The subject is presently handled at LO level, under the same case as quarantine in general.
We also receive many inquiries regarding sick leave or various compassionate leaves in accordance with clause 14.1 a, b and c of the Collective Agreement (death / terminal phase, documented illness, birth / adoption). In our opinion, these are collective bargaining rights that the company chooses to override, and instead offers other solutions like swapping of offshore hitches or owing of some days of work. If you do not make an agreement, the company reserve themselves the right to make deductions in the salary. MAF disagrees completely with this practice, and has also submitted a complaint on the practice to Industri Energi. We would love to hear from more of our members with similar experiences.
And if the above related to quarantine should not be enough, many of our members experience that confirmation of their children are being arranged these days and at a period when a parent are supposed to be quarantined before going offshore. Under these circumstances we encounter the same challenges, with every individual having to make a special agreement with the company.
We can also read from some of the inquiries we receive that some of our members believe that Industri Energi and MAF are not doing enough to solve the problems around compensation. But we must face the fact that things take longer when we do not have any agreements to relate our claim to, and so we are not able to make an agreement with the company to offer to our members. But we are in constant dialogue with the leaders at Industri Energi. MAF is well known at Industri Energi for being a local branch that pushes quite hard, and a branch which contributes with most inputs to the current cases. We hope to obtain a favourable results in the best interests of our members. Too many have already spent far too much of their precious leisure time quarantined. We will keep up the pressure.
Booking of travels and testing
You are now individually responsible for complying with the Covid-19 testing regulations and booking of travels. What will happen if you have not fully understood all the rules and regulations, which otherwise changes constantly, and if you consequently are mistaken? Will you be responsible for the consequences?
MAF will address the company on the subject.
An info about quarantine, Hydraulic Engineers and collective bargaining.
Unfortunately, the Covid-19 crisis continues, which of course causes a lot of frustration among our members.
As described on the Maf Pages 11 August, we did not agree with the company on a compensation model, and we had to end the meeting with signing of a protocol of disagreement.
We now see the result of in this unfair discrimination. Personnel who works on rigs for AkerBp and who in addition comes from a green/yellow zone are compensated, while others are still not compensated. MAF believes that all quarantine periods should be considered as part of the hitch offshore.
IndustriEnergi states that a dispute has been raised with both NR and Norog regarding compensation for quarantine in general, and in addition also for AkerBp's claim for quarantine which is not imposed by the authorities. The general disputes are submitted to LO for further processing, and the local dispute regarding AkerBp will be dealt with in Norog at September 9.
Position of Hydraulic Engineer in higher wage group
Last week, MAF was called to a meeting of the Fixed Position Committee. We were prepared with all our arguments, but unfortunately the meeting was cancelled the day before the meeting, as all parties could not attend as planned.
We are awaiting a new convening to meet, but the issue has also been submitted for the central wage negotiations. The negotiations presently have been postponed to week 39 due to the corona crisis.
On 25 August, a conference on this year’s collective bargaining was arranged among all the local branches in NR sector, in preparation for this year's central negotiations to take place in week 39. MAF has, of course, submitted all the claims raised at the Annual General Meeting back in February.
Recently, employees on board "Intrepid" have been asked to sign a "Safety contract". MAF and the Safety representative have asked a number of questions in this connection, the "contract" is now withdrawn.
You employees shall not sign such an agreement.
MAF disagrees with the compensation model that the company presented related to the covid-19 quarantine.
Yesterday, Tuesday 11.08.20, MAF had a meeting with the company regarding various compensation models for those who will now work at Maersk Invincible and Maersk Integrator.
MDN will provide a compensation which is equal to the model that applies for employees in AkerBP, but if national Norwegian requirements will involve, for example that Denmark is declared to be "red zone", then the compensation scheme presented would lapse, and lead to that only individuals living in Norway will receive compensation according to the AkerBP model.
Everyone who presently lives in Norway and Denmark and who depend on the use of public transport, will get a quarantine period of 3 days (in practice 3 nights in Norway).
For personnel living in the UK or other countries that AkerBP has not defined as "green zones" (see page 20 in the AkerBP instructions for travels offshore - see link below) then the quarantine period would be 10 days, but with 2 tests implemented the period will be reduced to about 5 days.
AkerBP has defined all other countries within the Schengen/EEA area to be "red zones". So, under these circumstances, and if the Norwegian Government’s point of view implies that these countries are defined to be ‘green’, personnel from ‘green zones’ will receive compensation. For all countries outside the Schengen / EEA, the quarantine period will normally be 10 days, unless you have a production-critical role defined by AkerBP.
Simply put, EVERYONE from the UK who now works at Maersk Integrator and Maersk Invincible will be paid for their quarantine period, as long as the UK remains "green".
What was MAF's starting point when it all started?
From the beginning, MAF is of the opinion that all quarantine should have been regarded as part of the employee's period onboard, with compensation in accordance with the current Collective Agreement. It has not been possible to claim any compensation based on the Collective Agreement, so actually quarantine periods imposed by both authorities and operators has been impossible to be compensated for. For a local trade union branch it has not been possible to cope with the challenge to obtain compensation for time in quarantine. The issue is submitted, lifted, via IE to LO and that is where the disagreement lies today.
At the risk of anticipating the course of events, we see that infection rates are rising again both nationally and elsewhere in the world. So why is it possible to get compensation at this time, and not for the employees who previously worked on Maersk Reacher for AkerBP? The answer is that the company now sees that this will be round 2 of the quarantine for many individuals and it will include great many of MDN's employees. We do not know who pays ....
MAF is of the opinion that everyone should have been treated equally, so, that if you got a 10 days quarantine if you arrive from the US, and AkerBP had its 5-day quarantine, then the employee should be compensated for 5 of the days, ie independently of the national quarantine rules.
The company's proposal to compensate for what is beyond national requirements, means that all compensation lapses for everyone who is working on Integrator and Invincible for personnel who arrive from "red zone" countries if this now changes.
There is a proposal from FHI (National Institute of Public Health) to redefine several countries to be “red zones” this week together with parts of Denmark.
MAF believes that the employees are equally quarantined if there exist a national requirement or there is regulations required by AkerBP, and why should not our members be met with at least as the same good conditions as those who are employed by the operator of the field? The answer was simple; because MDN is not obliged to pay for it.
So what about personnel who are not on these two rigs contracted to AkerBP, and consequently have no operator requirements towards quarantine regulations at present?
Under such circumstances it becomes difficult to claim any compensation as Equinor and Repsol do not have internal quarantine requirements for their employees. This means that you must be quarantined without compensation if the national rules are changed, and then with reference to the disagreement between the Norwegian Shipowners' Association and Industri Energi. The issue is now with the parties at the highest level in working life.
In the meeting the company otherwise stated that they would compensate everyone who experienced quarantine restrictions beyond the national requirements only, for employees in the company who work on the Norwegian shelf. A protocol of disagreement has been drawn up for this situation and it has now been signed by both parties. MAF has only confirmed its position in the protocol which is attached to this info.
In the protocol the company describes what they want to introduce, with a view to compensation for accommodation, driving and testing.
The company must themselves inform about their proposed solution for compensation. As previously stated, MAF do not agree with the model presented.
All questions how to handle the situatuin must of course be answered by the company themseves.
The individual must contact their coordinator if there should be any questions.
Again, MAF will approach IE to start working to implement an industry standard, so that we have something to relate to in the future.
This is for sure not the last time we will be exposed to the fact that our members may end up in quarantine or other phenomena that prevent them from traveling offshore to their workplace.
The fact that one may hide behind a government requirement to avoid paying for employees who have to spend large parts of their time off in quarantine, this situation must come to an end.
You may wonder if this will be a subject at the wage negotiations this autumn .....
MAF has received a number of inquiries about the status on the subject.
Maersk Integrator and Maersk Invincible will soon transfer to work for AkerBP.
Just for some small update - our company is in daily dialogue with AkerBp to get a clarification from AkerBP on how to handle the present situation.
Both our company and we are aware that this is not an optimal situation for the employees, nor for the company. There are many factors that need to be in place related to testing for Covid 19, travel, possible quarantine, etc.
MAF and the company might have been in meetings on the subject, but presently it seems to be more questions than answers. Hopefully, we expect further clarifications during the coming week.
MAF is otherwise in close dialogue with IE.
We are on the "ball"
Info about quarantine, quarantined illness and shop stewards.
Quarantine regulations when working for AkerBP
Many of you have probably observed that Integrator and Invincible will be transferred to Ivar Aasen and Valhall, respectively. This means that both units will be hooked-up to oil-producing units and that AkerBP have their own rules related to the quarantine for these installations. The company has informed us on the subject, but MDN are waiting for final information from AkerBP on how the regulations will be implemented.
The company will then call upon MAF immediately, to try to find solutions on how to handle the situation.
MAF will provide more info as soon as possible.
Quarantine for UK personnel
Friday last we were told that all leisure trips from the UK would not involve quarantine, but that business trips should still be encompassed. A more profound idiotic provision should hopefully not be experienced ever. Related to this idiotic decision an email was sent to IE with a clear message that this decision is not an action to be accepted.
The decision was then changed later in the evening on 10.07.20, so that business trips were also exempted from quarantine.
This did not solve all problems related to quarantine for members of MAF, as we have employees who live in other countries as well, so the job is still not finished on their behalf.
Attached follow copy of an e-mail sent to IE and others:
Hey to all of you.
Know it is holiday and weekend for some, but I must ask for help. Unfortunately, our members do not have a holiday at the same time, and then we must be there for them.
I just have to apologize on behalf of the idiotic sides of Norwegian bureaucracy when doing their best to save the travel and tourist industry by opening up for holiday trips, but not for those who are going to work - for example personnel from the UK.
Is it really a fact that nothing may be done to influence someone so that this can be re-arranged so that those who go to work may also be exempted from quarantine?
Up till now the focus has been on business trips, but then – suddenly - holiday trips come into focus and are opened for.
There is someone with influence that have been listened to when it comes to who will be allowed to enter Norway without being quarantined. Have we dozed off for a sec?
I urge you that this decision be taken up at the very first opportunity possible and that everything can be done so that this, possibly the most incomprehensible decision within man's memory, is re-arranged so that our more than 80 UK employees may avoid being quarantined on business trips.
We have personnel who by now have returned home after 132 days in Norway, and now this must come to an end.
This has nothing to do with the spread of covid-19, this is just direct bureaucracy.
We hope you will manage to submit these facts further and that the oil companies and not least LO now will do their best so that we may equate business travel with leisure travel in this situation.
I know it's a weekend, I know it's a holiday, I know you've been busy, but I must again ask that you do whatever possible, and not least inform about your position and what you intend to do for these members.
Wish you a nice day. I will try to explain to everyone who makes contact about why everyone in the UK is affected in this way and why MAF has not manage to solve the problem.
Sickness and leave during the quarantine period.
One of the many other challenges we have experienced, but which have not yet been decided, applies to those who have been on sick leave, or those who have reported well within the regular quarantine period.
The company has in these circumstances reserved their right to make deductions from the salary if you have not been able to agree on some other solution, such as moving your trip or owing the company a few days. The case has been submitted to Industri Energi on a general basis.
Collective Agreement clause 14.1 a-b-c
The Collective Agreement provisions under clause 14.1 a-b-c (death / terminal phase in the immediate family, documented illness in the conjugal family, birth of own child) have also been challenged, and will continue to be so at future similar quarantine situations. If, due to one of the three situations mentioned under a, b and c, it is not possible to carry out the required quarantine period, the company will also under these circumstances have the right to make deductions. Thus, everything under point 14.1 a-b-c is in really put out of force. This issue has also been submitted to Industri Energi.
As a result of redundancies and consequent redeployments of employees there are unfortunately many shop stewards who have lost their positions. We encourage elections to be arranged on the crews where shop stewards are missing. Lists are sent out to the shop stewards today.
Info from monthly meeting with the company dealing with Covid-19, courses, outbound conversations, hydraulics and compas.
The company is working on how to handle the various changed quarantine requirements and opportunities with regard to testing, while at the same time meeting customer requirements and keeping the risk of infection down.
The company will come back with more information when there is somewhat more concrete on how one envisages this to be handled henceforward.
Booking of courses
It has been decided that booking of courses will be transferred and carried out by Maersk Training (MT) as of 10 August 2020.
Dialogue prior to offshore hitches
There is a need for some to conduct conversations at outbound travels offshore, so we have agreed that two of two medics terminated will be offered to do this work from home full time. The offer will be presented according to seniority.
Position of Hydraulic Engineer in higher wages group
The company will not meet our demands for a higher salary group for this position. The company believes that changing the salary group for positions already set in the Collective Agreement belongs as part of the Central Wages Settlement. The case is presently forwarded to the Voluntary Positions Committee (between NR and IE) in a cooperation between MAF and Saipem. A meeting in the Committee is scheduled on August 18. If we are not successful in the Position Committee, we will forward the case to the Main Wages Settlement, which is postponed to week 39 due to the corona crisis this year.
Compass Q2 2020:
There was a discussion over the subject of Communication when the company was sending / providing information to employees, and on how the company should not provide guidelines for responses.
AkerBP terminates contract for extra personnel at Maersk Invincible
Once again MAF must regret that bad news is coming the way for several of our members.
AkerBP has terminated the contract for several of the additional personnel onboard the Maersk Invincible. These are 6 Ass Drillers, 18 Floorhands, 8 Roustabouts and 3 Hotel Administrators - a total of 33 employees.
So, what can be done to reduce this number?
MDN has signed a new agreement to have 6 extra ADs and 6 extra Roustabouts on board Maersk Invincible from 01.08.20.
Additionally, it has been requested that MDN delivers 6 additional SIMOPS drillers to Maersk Integrator from 20.08.20.
MAF and the company have agreed that there is a need to increase the number of Floorhands in the competence pool. By doing so we have managed to reduce the number that is considered for dismissal to +/- 10.
Personnel in question will be called to the AML 15.1 meeting this week.
MAF will, of course, assist members who request assistance at these meetings.
In this info we like to submit some information in general about daily and weekly activities.
Presently, on daily basis MAF is managed from home offices due to the Covid-19 situation. We have been doing this since 10 March. We were originally heading down to Eigersund and Mandal on rig visits, but this was canceled. We have now arranged for our office secretary Elisabeth Brekke, who has returned after maternity leave, to work out of our office at Forus.
Otherwise, we may inform that AU (Executive Committee) meets in daily video sessions. AU include leader (Frode Larsen), deputy leader (Jørn B Hansen) and local union secretary (Bår Inge Pedersen). We are also in close dialogue with the company safety service, primarily KHVO Anders Blom. Further, we are in daily contact with the company, keeping up close contact with Industri Energi and other union representatives from other companies in the rig industry.
An example and listing of last week’s workflow for our local branch:
Arranging MAF Board meeting, participated in central union IE Board meeting, finalizing the changes at the office due to downsizing of personnel, Intrepid departure meeting, Board meeting in MDN AS, attending in IE National Council and locally managed approximately 30 cases.
In addition, a lot of time is spent preparing for meetings to come and meetings that we anticipated would come. In between, some casual office work must be carried out.
Quarantine regulations changed for all residents of the Nordic countries from June 1st 2020
This is good news to many, but it is not a reality and in not in place for many others in our industry.
In Maersk Drilling Norge AS there are over 80 (!!) employees domiciled in the UK who are still encompassed by the 10-day quarantine regulations when entering Norway. This is a fact that MAF is focusing on, and we are in a dialogue with IE which in turn has to press on higher up in the system.
It does not make the case any better that personnel living in the UK are also subject to a 14 day quarantine when going back home. MAF is not in position to influence upon the quarantine regulations on entries into the UK.
Our present initiative is to make sure that IE does everything they possibly can to resolve this issue and that the focus is to impose the equal quarantine regulations that applies on entries into Norway for personnel living in the UK.
No matter what, MAF would especially like to thank Lill-Heidi Bakkerud and Ommund Stokka in IE for the support and work they have put down so far towards NR, NOG, LO etc. This is something that they have taken extremely seriously and used their channels to press for a change, and called on the local IE Branches in the oil companies to push on their companies to follow the national guidelines.
It should also be mentioned that MAF has also received very good feedback from IE central, considering that we have been constantly pushing for this to have been prioritized and in focus.
MAF and MDN agreed on agreement avoiding lay-offs.
Together with the company MAF today made an agreement that no lay-offs will be implemented as a result of 2 rigs leaving Norway and pending the Maersk Intrepid to start drilling again later this year.
In a meeting with the company May 14 the parties agreed that 45 employees would be temporary laid off pending Maersk Intrepid to start drilling.
For MAF, it was important that the current downsizing of crew was completed in full and that the company had to select those who would be transferred to Maersk Intrepid before any lay-offs could be implemented.
What makes this agreement possible to avoid the uncertainty for 44 people's salaries this summer is that all personnel intended going to Maersk Intrepid will join an "Intrepid Resource Pool". This is an agreement that allows everyone who is now going to Maersk Intrepid to follow their 2-4 rotation, but with a flexible departure for offshore hitches stating departures on Wednesday plus/minus 2 days. In practice, this means that during the week you were supposed going offshore, you do not have a fixed day for departure, but you may be asked to join any Maersk Drilling Norway operated rigs from Monday to Friday. We have made similar agreements in the past with great success.
It is quite clear that by using the common ordinary lay-offs on each individual rig, personnel with the longest company seniority in each position would maintain their fixed 2-4 rotation, but by using the local solution stated personnel with longest company seniority will help as many as 44 people retain full pay.
The alternative today would be 6 days on full wages after termination of time off from the last hitch offshore, then 14 days with wages up to 6G and then about 63% of 6G. Today, 6G is equal to approx. NOK 600,000.
(6 times the Basic Amount in Norway equal about NOKs 600,000, - per year, or approx. NOKs 50,000, - per month)
MAF hopes that this agreement will make everyone who is now encompassed will see the value of the fact that so many people are now avoiding lay-off, and that the period in the "Intrepid Resource Pool" will be short. Anyway, no one should be encompassed by the arrangement longer than at the latest until their first regular departure offshore after September 1st.
The rig moves from the Norwegian sector to Denmark. In this connection, a protocol has been made for the voyage. In all essentials, this means that the Norwegian agreement applies, it is based on voluntary and there is a tax guarantee.
Information about your right to unemployment benefits in UK
and other EU/EEA countries if you are terminated or temporary laid-off in Norway.
To get your rights to unemployment benefits transferred to UK (or other EU/EEA-countries)
If it's coming to a mass dismissal, the employer has to inform Nav about the situation, and they have to provide you with a form PD U1/N-301 that allows you to claim benefits from your home nation. You must bring this document to the job center in UK, to proof that you have been paying into the Norwegian system, and therefor are qualified to claim for unemployment benefits in UK. (or other EU/EEA-countries)
If you want to get your right to social benefits transferred to UK (or other EU/EEA-countries) as described above, then follow the link and submit the form NAV 04-02.05 “Application for certificate PD U1/N-301 for coordination of social security rights in EEA countries”
To qualify for unemployment benefits in Norway if you are terminated and want to stay in Norway as job a seeker.
Many think that they can live in another country and get benefits from Norway, because they have paid into the system. But same as in all other EU countries you are not entitled to get benefits, unless you are residing or staying in Norway and being an active job seeker, ready to take any job on offer.
If you want to qualify for this, you must follow below link and submit the form NAV 04-01.03 “Application for unemployment benefits” and you must also register as a job seeker (same link).
To qualify for unemployment benefits in Norway, if you are temporary laid-off only (permitteret) and want to stay in UK (or other EU/EEA-countries).
IndustriEnergi informs that NAV accept that you can stay in another country and get unemployment benefits from Norway, but as a main rule you shall make yourself available for work and be a serious job seeker. It’s very important that you also state this in the application by ticking off the right boxes. Furthermore relocating and travelling for work can be expected. We advise you to read the attached document from IndustrEnergi very carefully before you submit the application
If you want to qualify for this, you must follow link and submit the form NAV 04-01.04 “Application for unemployment benefits in the event of temporary lay-off” and you must also register as a job seeker.
MDN is obliged to call MAF for discussions as early as possible if the company can see that it will be without assignments in the near future. At these meetings, the company are obliged to inform about the situation and at the same time notify the NAV (Labor and Welfare Agency).
MAF and MDN prepare a protocol that tells how the downsizing in manning shall be carried out. Such protocols usually take a few days to prepare. An example of such a protocol is ”2020-04-23 Drøftelsesprotokoll- Endringer i bemanning i MDN”, can be found here.
The individuals who are considered terminated will be contacted by the company to attend at a so-called 15-1 meeting. A MAF epresentative will always be present during the meeting if the member so wishes. The meeting is by telephone or by attendance. In this meeting, the following matters are discussed with the individual:
• Age and prospects at the labor market
• Financial situation, burden of debt, dependency burden, and so on
• Information on preferential rights to new employment
• How many employees considered dismissed who have longer seniority than you.
In addition, MDN / MAF will answer questions from the individual and whether there is something the individual like to be added as a comment for MDN to consider before eventually they decide to give notice. All MDN employees are entitled to a 2-year of preferential right to reemployment. The right starts at the last day on wages.
After this 15-1 meeting, MDN will decide whether to opt for termination or not. This decision is often taken after all 15.1 meetings have been arranged.
If you have received a notice, you have the option to ask for a so-called 17-3 meeting.
At this meeting, you state why you believe MDN has terminated you unlawful. At the same time, there is the custom that when one claim this 17-3 meeting, one also claims the right to stay in position. MAF has all the forms that must be filled in and recommends that you include a representative from MAF or another person who is familiar with labor law at the 17-2 meeting. In some cases, we recommend lawyers from Industri Energi (IE) to attend the meeting as they have very good knowledge concerning most types of terminations. In our company, it occur that 17-3 meetings are arranged, but as a general rule any unclear conditions are resolved before such meetings.
Rarely does a case end up in the courts. If MAF and IE think a case should be pursued, then the IE / LO will attend with their lawyers.
Periods of notice
How long is the period of notice in MDN ?
The answer is two-dimensional. One is the Law and the other is the Collective Agreement.
In Law, we think this is the most important parts:
(2) In the case of employees who, when notice is given, have been in the employ of the same undertaking for at least five consecutive years, at least two months' notice shall be given by either party. If the employee has been in the employ of the same undertaking for at least 10 consecutive years, at least three months' notice shall be given by either party.
(3) If an employee is dismissed after at least 10 consecutive years' employment with the same undertaking, the period of notice shall be at least four months when given after the employee is 50 years of age, at least five months after the age of 55, and at least six months after the age of 60. The employee for his part may terminate his contract of employment with not less than three months' notice.
In recent days, MAF has participated in discussions related to downsizing of personnel in the company.
COVID-19 and the decline in oil prices are the triggering factor. In the present situation our clients tighten up on investments, postpone projects and want to spend minimum money. This situation is facing us now.
AkerBP has terminated the contract with Maersk Reacher and the rig is likely to be moved to Denmark. Other projects are postponed indefinitely by several of our customers. As a result, unfortunately, this leads to approximately 100 dismissals in MDN.
Employees who are considered terminated will be contacted directly by MDN by the end of this week for invitations to individual discussions in accordance with § 15-1 of the Working Environment Act, where final decisions regarding dismissals will be made following these discussions with a final decision expected within the end of this month.
MAF will assist all members who wish to attend these meetings. The meetings will take place by telephone on Monday and Tuesday of next week (April 27-28).
Attached you will find information from the company. Newsletter
Presently this are two topics that presently are very important for our members from abroad.
MAF receive many inquiries stating that MAF does not do enough for their foreign members. Some members even think that MAF would have worked harder for their Norwegian members if they were to quarantine for 14 days, and at the same time lose 30% of their salary.
The truth is quite clear and explicit, we could never think of treating our members differently depending on the country of residence.
The present topics are problems that has hit everyone in the industry, and we must point out and underline that we do everything we as a trade union can do, and we do what any union possibly can do.
Unfortunately, our options are limited when it comes to losses due to reduced exchange rates and government imposed quarantine regulations. It is by no means a lack of will on our behalf, but it is problematic to act when the issues are outside the tariff agreements and regulations that we usually make use of.
All other local branches and trade unions in Norway with members residing abroad, are in the exact same situation. So, we help each other rather than compete. So, there should be no doubt that we are moving in the same direction. We are in daily contact with our colleagues in the NR sector, and we have daily contact with Industri Energi, and the issue on quarantine is not a chapter concluded.
The exchange rate of NOKs is historically disastrous. Some are of the opinion that if the exchange rate comes down far enough, then the company must do something related to compensation. But the obstructing element is that we are on tariff wages and if the company should pay some extras, for example to Danes or other groups, the company then would be obliged to offer the same to all personnel on the actual tariff wages.
However, we have repeatedly requested the company if they could find any creative solutions to the subject. Partly to help our Danish members financially, and partly to prevent anyone from resigning their position.
Initially the company locally refused our request. Not because the company had no sympathy for the request, but simply because we are on tariff wages, the message sounded. MAF received the answer, but still forwarded the matter to the Board of MDN, hoping that they could help, but unfortunately we got the same answer in Lyngby.
The matter has also been discussed as a matter of concern in S-AMU, without this changing anything.
And then the case with the quarantine at a hotel emerged on top of the first subject. Definitively, we understand the frustration of losing so much money on reduced exchange rates, and at the same time spending so much of your leisure time in quarantine at a hotel. And many of you have certainly experienced a lot of challenges previously at home.
This is not a situation that we in any way wish for any of our members.
The first time the matter was brought to our attention, of course, we started discussing compensation, but the subject was quickly lifted to a higher level to be negotiated centrally. Currently this is not definitively settled.
We also saw a risk that our members from abroad may end up in layoffs because they were not immediately available for work. We were totally clear that if layoffs should come into use we would claim layoffs across borders so that not a single group of foreigners should be affected. No layoffs took place. Unfortunately, we could do nothing but recommend our members from abroad to make themselves available for hotel quarantine.
We can only appeal to you all that you show understanding that we presently are doing everything we can do and that we are doing it for all our members. Presently we just so damn much wish that the subject of quarantine hotel caused by government requirements was part of our Collective Agreement. But there was probably no one who had foreseen this situation.
And yes, we have heard that those who work internationally receive compensation for quarantine stays. But they have no Collective Bargaining Agreement and during the last crisis they received a reduction in wages, while we were given a salary increase and continued working the 2-4 rotation. We must therefore ask you to think about what IE and MAF have previously achieved, and what we will continue to do for all our members.
MAF like to submit some information to criticism directed at AU in recent weeks.
Information posted by MAF during the last weeks has been intended to be factual and stating the present situation only.
That the MAF and AU then will be blamed for the company not being able to compensate for the quarantine time and that the MAF also have to be blamed for the fact that the IE has not provided sufficient information becomes somewhat unreasonable. MAF works equally hard for all members regardless of nationality and we find it very unfortunate that our foreign colleagues have ended up in this present situation. There have been several inquiries that do not relate to the actual quarantine situation, but inquiries directed towards persons in AU as individuals. The allegations relate to that we do not support and serve the Danes in a proper manner and that all issues from diet and compensation during the quarantine should have been easily settled right away.
We are of the opinion that the criticism is unreasonable, considering that we have not been in position to influence this time. We tried to get a compensation scheme in place, the same for diet to be paid, but we were in a position that the company did not have to comply with our claims. Reason: There is no breach of the Collective Agreement, it is impossible to define a single breach of the tariff allowing us to get IE to take on the case. You will find this same information on the web sites of all trade unions involved, whether it is IE or Safe. This is not an issue that can be disputed as it presently stands. The parties are dependent on a solution at a higher level. When the regulation is decided on such level where we are not a party (Government), then it becomes difficult - even for MAF. The history shows that MAF has had very good agreements locally when it has been possible to negotiate the terms. Sorry, but it has been out of our reach this time.
We were in early contact with IE and had many meetings where quarantine was a topic.
It is IE who owns the Collective Agreement. MAF is a local branch (no184) in IE. MAF handles / assist all members of this branch. IE and Safe have the right to negotiate with the Norwegian Shipowners' Association (NR). On a national level IE is a member LO and Safe is a member of YS.
IE/LO and Safe/YS are both opposing parties to the NR.
Today MAF has a sent letter to IE asking them to clearly state their opinion on both the Governments imposed quarantine and not least how we should deal with the local internal quarantine. Here everyone must be aware that our industry is not defined as socially critical, as the oil companies are. This is essential when considering how the actual issues are solved for personnel on the fixed installations and also one has to be aware that oil companies have a completely different money bag and accordingly have found solutions for how to manage quarantine with compensation. It is important to note when reading responses on compensations from Safe, they are not referring to our scope of the industry as no one in the NR sector has this type of compensation.
This last week before Easter has been filled by meetings.
We know that the issue of quarantine regulations has been the subject of higher level discussions.
We know for sure that the Norwegian Confederation of Trade Unions (LO), Industri Energi (IE), The Norwegian Shipowners' Association (NR) and Norwegian Oil and Gas (NOROG) have presented the subject to the Government and to a number of Ministries.
MAF has contributed to the matter by use of contacts both in the Danish Parliament and to central positions in IE and presented our views and our input on the subject.
We have highlighted this discrimination / border barrier, as a result of the different quarantine regulations between the countries.
We have requested the reason for why it may be that those who live in Sweden do not quarantine. It seems very difficult to get any answers from the parties we have approached so far. If we had known why there are different regulations, then at least we will have the opportunity to challenge the discrimination we think it is.
MAF has asked the parties to come to a consensus and together agree on practical regulations that may be practical. We simply believe that companies do not want a consensus. Unfortunately, the survival instinct of every individual company seems to obstruct a common platform. This is simply too stupid.
From MAF, to all of you who are offshore, at home or in quarantine, MAF wishes everyone a positive Easter.
No change in rotations - Main focus should be on quarantine challenges
On Friday, April 3, an extraordinary meeting was convened for all leaders of the local branches within the scope of the NR Collective Agreement relating to Mobile Offshore Units.
Participants in the meeting additional to the Board of the NR-Forum were 2 deputy leaders in Industri Energi along with others from the union’s central Negotiating Section.
One of the topics discussed were rotation arrangements other than 2-4. It has now been decided that one will not work to change the rotation from the one we have today.
MAF believes that changing quarantine regulations is of the utmost importance. One must try to find alternative solutions, which may be, home quarantine, shorter quarantine period if you do not travel by public transport, own transport and as a minimum that you have the same regulation as towards Sweden and Finland.
The Union must prioritize this work and now it is becoming urgent. The MAF urges the IE to contact the Norwegian Shipowners' Association (NR) as soon as possible and again put pressure on the bodies that may influence this. It is just as important to evaluate what is safety-critical personnel as there are no positions in our industry defined to be. When we see how the oil companies are acting because they are considered to have functions that are safety-critical, we mean that our foreign workers should be treated equally and not where you are employed will be crucial. You are not less contagious if you have a position that is defined as critical to security.
Maersk Drilling Norway follows the guidelines provided by the Institute of Public Health (FHI) and that changes must be decided at national level. We see that the oil companies organize this in different ways also for those living in Norway.
Here, all employers and employers' organizations must make an effort for the industry, so that they may find solutions that can actually be implemented.
It cannot be more wrong than when a resident of Sweden can go to the pub in the evening before going offshore, and one who resides for example in Denmark or the UK must quarantine for 14 days. The disparity is well understood when considering those who are in quarantine and so come ‘clean’ out on the rig to meet Norwegians and Swedes who have completely different regulations. This must now be settled, and it is urgent.
The hotel accommodation, including the meals included in the room rate, is not taxable for the employee. It is emphasized that the expense is subject to reporting, which means that the expense will be stated in the a-notification to the individual employee, but without tax deductions.
Info from meeting with "personnel quarantined" at hotel.
The meeting was arranged outdoors, with a good distance between each employee. Present were Jakob Korsgaard (VP - Head of Norwegian Operations), Astrid Ivesdal (HR Manager), Anders Blom (KHVO), Bår Inge Pedersen (Union Secretary MAF) and 42 employees in MDN.
Jacob started presenting some general information. Then the company was challenged with about 15 questions from the crew quarantined. The questions were responded to as far as possible. Bår was also addressed with some questions in the open forum and hopefully the attendees were satisfied with the direct answers.
Some of the questions were also supplemented with answers from Anders. Following the official meeting it was possible to present individual questions to MAF and KHVO. Many of the questions presented today were related to lack of information, quarantine, possible compensation for being quarantined, what will be the status of being defined as part of the risk-group with regard to illness, what to do if you become ill and frustration over not being able to get in contact with the company.
We hope that most questions were answered and that questions that need further follow-up are submitted to the company or MAF.
Thanks to Jakob, Astrid and Anders. A special big thank you to all the others who attended the meeting.
MAF has a need to once again explain our role related to the quarantine situation.
Over the past 24 hours, many questions and complaints have been raised about the food service for MDN personnel now staying at Clarion Energy, and there has also been criticism that MAF is not present at the hotel during this crisis situation.
To the last subject, both the MAF representative (Bår Inge Pedersen) and the Safety Service (KHVO Anders Blom) will meet at the hotel tomorrow from 12 o'clock. Today, MAF has been in a meeting with the company to discuss the present situation and representatives from the company would also like to come to the hotel tomorrow to explain the situation.
There are now more than 40 people in quarantine, and for reasons of contagion the meeting will be arranged outdoors. We encourage everyone to meet and present their questions to all parties. Jakob Korsgaard and Astrid Ivesdal will meet from the MDN office.
Bår Inge Pedersen and Anders Blom will also be staying after the meeting and be present for those who need further information.
In today's meeting between MAF and MDN, the food service was one of the topics. MAF addressed this subject last night, when the first pictures of Lasagna, White bread and Salad Leaf got to us by mail. We have the deepest respect for the problems that now arise as a result of this pandemic situation and then it is important that the problems are attended to.
Presently the company follows a standard set by the industry, and according to the employers’ organization (NR) the company (MDN) will provide accommodation. Basically, it stops here. In addition, MDN has chosen to provide 3 meals per day, care for washing of clothes (this is in place now), luggage storage and transport. These are additional extra benefits that the industry does NOT have to provide, it is a decision made by the company. This time MAF has had no opportunity to negotiate on behalf of its members.
There is no breach of the Collective Agreement. Such a present case of quarantine is not regulated and therefore the company believes that this is the way to solve the problem. Unless Industri Energi (IE) and NR can find another way to solve the situation, in terms of compensation, diet, etc., there is nothing MAF can do this time. To no one’s comfort it may be stated that in other companies, for example, there are no meals, staff house as accommodation, no washing of clothes, etc.
We know that solutions are being sought at a very high level in relation to quarantine, transport etc.
We can only hope that there will be an easier way to get all members available to travel offshore.
Many have called for comments from MAF as a follow up on a newsletter submitted by MDN today - here is our response.
We are sorry that no information has been released recently. Much of this is probably due to the fear of creating more frustration/chaos than trying to come up with something that then came out to be wrong the next day.
As last week was, new things were constantly happening, but we have been kept informed by the company on how the employer side has evaluated the present situation.
The effect of the guidelines set by the authorities and internal requirements of the oil companies have caused changes for us several times and have meant that we have had to opt out of a common info with the company, but MAF have responded to all inquiries received.
Today, a newsletter was submitted by the company explaining how they have decided on how to deal with the present situation. The company have used their management prerogative of control and then come up with their solution. This seems to us like the way most people in the industry have decided to handle the present situation.
It must be clear to everyone that this is not something that MAF has negotiated. This is a Newsletter from the company and not a protocol signed by two parties.
As a local union, we cannot accept anything that will be a breach of our collective bargaining agreement or otherwise will be a violation of the current applicable regulations.
Industri Energi (IE) has been in discussions with their counterparty several times about this matter. It is the Norwegian Shipowners' Association (NR) which is our counterparty related to the mobile offshore units and the Norwegian Oil and Gas (NOG) for the fixed installations.
It is these players who can make exemptions regarding our conditions. In practice, this means that IE must now agree with NR and NOG on changes.
As one can read from the newsletter, the questions on quarantine is referred to and based on national requirements on the matter. In practice this means that the company claims that they have no duty of remuneration if someone does not manage to come to Norway and are quarantined. So, what will happen if you do not travel to Norway and accept the quarantine period which is currently 14 days? In the worst case, MDN will stop paying wages, and we don't know how, or if, the company will handle the matter as a ‘no show’ for work.
Unfortunately, locally we can do nothing but submit all the cases to IE. For clarification, it is not MAF who then will decide whether this is an issue to be managed by the organizations, parties to the Collective Agreement. It is the IE who will decide whether this is a dispute for the courts to decide.
We are in constant dialogue with IE and we address all relevant issues that come up. Again, it must be made clear that it is the company that has decided on the above, and it is also the company who should have answered all the questions that you have regarding the content of their Newsletter.
Either way, we will pick up what is coming to us and post it on our web page.
Giving you information is very difficult, the situation is constantly changing. The information should come from the company.
What we can say is that we are in contact with the company on a daily basis. MAF is also in contact with other clubs and IE centrally. So there are meetings all the time, on the phone and video.
One thing is clear. When it comes to the agreement, we cannot negotiate locally away from it. All local agreements must be approved by IE.
Rumors that the 1/3 part of the rule or the length of the stay are considered changed must be made by the Norwegian authorities. At the time of writing, this has not changed. At the local level, we at MAF have not discussed this with the company.
The MAF thus responds to the agreement with applicable compensation. At the same time, of course, we will relate to today's regulations regarding the 1/3 rule and the length of the stay. If there are changes from the authorities or from the Federation, then of course we will relate to that and.
Take care of yourself and thank everyone who contributes a little extra in some way during these times.
Info from monthly meeting with the company February 2020
An INFO concerning certificate of trade for Crane Operators, PTS and ME
Certificate of trade for Crane and lifting operations
MAF and MDN have discussed whether it may be possible for personnel in positions as Assistant Crane Operator and Crane Operator to sit for an examination to obtain their professional certificate of skills. The company says that this is not something that is required and then it will have to be prioritized. The company will, however, take this back and give an answer as to whether money may be set aside for such a purpose.
MAF will convene for a meeting with the company to evaluate how this position is used.
What is included in the fixed salary, the number of overtime hours, statutory registration of hours worked, payment for work over 12 hours at extras hitches etc. Feel free to submit examples of how it works out on your rig. We see that there is considerable variation in how this is practised from rig to rig.
Info after monthly meeting with the company December 2019
An info about Hydraulics and Interceptor.
Claim for promotion of Hydraulics into higher Pay Group
The matter was prepared and submitted on August 12, but we are still awaiting a date for meeting in The Position Committee.
As previously informed, MAF has formed an alliance with the Saipem Local Branch on the matter.
Maersk Interceptor - yard stay in Mandal
We have noticed that there has been a change in the manning and that there has been a good deal of confusion around the subject related to Christmas holidays etc.
The company was very clear on this point at the time when we negotiated the agreement. The company could not settle which positions should be on board the rig at the time of signing.
For us in MAF, this was not of any decisive importance as long as no one was dismissed.
In retrospect, you may see that there was some information submitted by the company that stirred up some noise.
There may still be changes in the manning, but we know that there will be 22 people on board (17 for the stacking crew and 5 on the project).
One thing that may be a challenge is the matter related to smoke diving and that this may mean that someone holding long seniority and thus should normally be on board the rig, must join the Resource Pool during this period.
Here is what was written in the minutes of the monthly meeting: There have been some changes in the view on which positions that are needed in connection with yard stay, where the company works to identify who will be
part of the fixed stacking crew. Furthermore, the smoke diver qualifications in
connection with the contingency function and PRLO were discussed.
It was also brought up / provided information on manning and time off in connection with Christmas / New Year.
The members of AU was also on board and arranged information meetings November 28-29, 2019
Information relevant for those who were sailing, rig transfer, from Korea in 2017 and for those who were working in the UK in 2018 and who have got extra taxation abroad as a consequence.
With reference to the Tax Agreement the company intends, if someone receives extra tax as a result of the fact that the standard tax deduction is not approved to be transferred between spouses, the company will prepare double calculations and compensate for any increased tax disadvantage. This applies to the tax year 2017 and 2018.
The following was added to the minutes at the monthly meeting on December 17:
KPMG has the assignment of reviewing the tax return of everyone who has worked in the UK and DK in accordance with the Tax Agreement and in accordance with our list of authorization. The authorization list is a complete overview of all our employees in Norway who have crossed the borderline of the Norwegian continental shelf with one of our mobile offshore units. Thus, they have the complete overview of who is entitled to the tax deduction related to spouses. KPMG have submitted an overview and we are paying according to KPMG's calculations.
If you are of the opinion that you have the right to compensation and have not yet been contacted by the company, then you should get in touch yourself.
One issue that has occupied many of our members lately is how the Norwegian krone exchange rate has developed.
Accordingly MAF addressed the company on a general basis on the subject and received the following response:
"As an employee of Maersk Drilling / Maersk Drilling Norway with a place of work on the Norwegian continental shelf the individual receives salary paid from Maersk Drilling Norway in NOKs, Norwegian currency. Price development and the current exchange rate will thus naturally be one of the factors eventually affecting the wages you actually receive in the current currency used in the country in which you live, both positively and negatively. The Collective Agreement stipulates the level of compensation for the individual position in Norwegian kroner and the company relates to this".
In connection with the "Maersk Interceptor" going off contract an agreement has been negotiated
In brief the agreement contains:
No dismissals in MDN.
Yard stay in Mandal under the Collective Agreement as working offshore Norway.
Approx 63 persons will continue their regular rotation onboard the rig in Mandal after December 28th 2019.
If the rig goes abroad the Collective Agreement as working offshore Norway will apply.
"Supernumerary personnel" on "Interceptor" is transferred to the Resource Pool. These will return to the rig when a new contract is obtained.
No rearranging of personnel on other units other than on ”Interceptor”.
Tax guarantee if working outside Norway.
In recent days, MAF has discussed the situation following "Maersk Interceptor" will be off contract at December 28th 2019.
It became clear that the rig was not going to "Ivar Åsen" as predicted. Instead, it goes to Mandal for a "warm layoff".
MAF's intention was to reduce the number of layoffs as a priority. In addition, we were very worried that the 2-4 rotation would be affected.
The company showed flexibility, cost and operation as their main points, very well-known arguments.
As a result, we have managed to land an agreement that means that none of the present employees are dismissed. To achieve this, we have made an agreement that involves only those who are affiliated to the "Maersk Interceptor" with a side view to redeployment to Resource Pool.
In practice, this means that there will be approx. 48 persons who will constitute a "warm layoff" crew, and that there will be another 15 persons who will be used for projects on board the rig. This means that there are 63 persons on a regular 2-4 rotation, following their crews and having rights as being in regular operation.
The "warm layoff" crew selected is relatively large compared to what is usual, if there will be other additional positions the time will show.
This means that the remaining personnel will go into the Resource Pool pending what will happen to the rig. None of these persons will enter the Resource Pool before their regular first departure offshore after December 28th 2019. This agreement states that the same persons will not stay in the Resource Pool for longer than June 30th 2020.
By doing so in this way, the "Maersk Interceptor" personnel being transferred to the Resource Pool contributes to that 35-40 of our employees are NOT being dismissed and we do not get any redeployment on to the other rigs.
The basic rule is that everyone at the "Maersk Interceptor" should return to their crews and positions (AMU, HVO, onsite representative, etc.).
We know there are many who have enough seniority to keep their safe regular 2-4 rotation on one of the other rigs, but we hope the present local agreement is well received as no one is dismissed due to this deal.
There are more subjects dealt with in the agreement itself, and we will rather return with a more detailed explanation at a later date.
We would like to mention that if "Maersk Interceptor" were to obtain a contract outside Norway during the period mentioned above, then it is the personnel who are presently on the rig who will carry out this assignment on a regular 2-4 rotation and on Norwegian terms.
This, of course, with a guarantee for the individual related to that personal taxation should not be worse off than if the employee worked in Norway.
Last year we signed an agreement named; Agreement regarding work off the Norwegian continental shelf, dated 25 July 2018, which will regulate this.
The company is otherwise very clear that they hope that those in the Resource Pool will work on other units in Maersk Drilling during this period, but this is then on a voluntary basis and you will of course follow the Norwegian Collective Agreement and terms.
MAF has, as mentioned, previously established a protocol that addresses this subject and guarantees these rights.
MAF believes that the present agreement is very good under the prevailing conditions and especially against what others have under similar conditions.
Info from monthly meeting with the company - October 2019
An info about apprentices in Tech-dep/maritime, hiring in of Crane Operator, oil-based drilling mud, and Intreprid crew optimization project.
Apprentices in Technical Dep/Maritime dep
As we have informed in previous info, MAF’s intention and desire has been to look for opportunities to attract apprentices to the Technical and Maritime Departments.
In the Maritime Department, it looks like it may be a long process on implementation as Norwegian authorities has to be involved. MAF has forwarded this case on to the Industri Energi.
When it comes to the Technical Department, the interest from MDN and other companies in the mobile rig industry is more positive. It seems like apprentices for Electrician are the most topic. Then we just have to wait and see if the mobile rig industry will suceed in their efforts.
Hiring-in of Crane Operator at Interceptor
In previous Info’s during recent months we have informed about hiring of Crane Operator related to the SPS in June. MAF is still awaiting feedback on a number of questions from the company.
Practicing the Agreement on Oil-based Drilling Mud
The company has had a wish to change the present Agreement on the praticing of Oil-based Drilling Mud. MDN has presented a number of proposals for ammendments, but MAF will retain the current inforce Agreement. The company has informed us that they are taking this into consideration. Then we just have to wait for what they will come up with.
Intreprid crew optimization project
MAF has been contacted by Intrepid crew about what this project is all about.
The company provides information on how to best ensure competence across the rig in MDN.
So far, no changes have been implemented, but if changes are planned the HR will be involved. MAF is on the case.
This week, the first shop steward conference this year will be arranged in Stavanger. A total of 17 persons are registered. The next conference will be held in November.
MAF will visit Inspirer in Egersund next week. Wednesday and Thursday in the same week MAF will pay visits to the heliports.
Answer MAF has been given the situation regarding Mærsk Interceptor
This is the answer MAF has received after this week's inquiry to MDN:
There are multiple scenarios across the different rig schedules for the foreseeable future, and more information is needed before the business can make a decision on the necessary manning for 2020. The scenarios at this stage means we continue to see a need for our crew to be available, wherefore negotiations with the Union has not been called.
Info from monthly meeting with the company - September 2019
An info about TMS, apprentices in technical-dep/ maritime, Daily Safety Leader, hiring of Crane Operator, PPMS, oil-based drilling mud, Medhelp, VO seminar and Helicopter handling at Invincible.
Training Management Solutions (TMS)
It has been decided that TMS in MDN is postponed for the time being in order to see how GBS will look like in MDN. In practice, this means that the Training Department in MDN so far will exist as it is. In any case, MAF believes that this are tasks to be carried out by MDN.
Invincible- "Daily Safety Leader"
The company has now checked out what we thought was difficult to be implemented and that the position is now removed from the Technical Department. The arrangement will be continued for the Deck- and Drilling Department. As stated, this applies to Maersk Invincible only.
Apprentices in the Technical Department/ Maritime Department
For your information, the company will address this subject at the HR Forum to be arranged in Ulsteinvik next week. This is where most HR departments from our sector of the industry will meet. At this meeting MDN will present their/our ideas on how to implement such a scheme. The scheme is already implemented on fixed installations, but we are aware that there are other players who must be responsible onshore.
We are told that our Rig Managers are basically positive to the scheme.
Hiring in of Crane Operator at Interceptor
In our last info, which was fairly detailed on our points of view on the matter, we presented several questions to the company. These are not answered yet. We will provide more info as soon as possible.
New Personnel Performance Management System
The company informed that there will be a new system for employee performance interviews and assessments for the individual employee of Mærsk Drilling.
In Maersk Drilling Norway this will be introduced offshore straight away. All managers in the company will be trained accordingly. The main differences from the previous system are that you will not be ranked from 1-5, and that you now may actually evaluate your closest manager. We will provide more info.
Relating to the office in Norway, this new system will be implemented from start of the next year.
There has recently been a meeting to evaluate Medhelp and the usefulness of the programme. We were informed at the meeting that Medhelp was NOT implemented to reduce absence due to sickness. This came as total news to us, and perhaps even more reason to phase out the whole scheme. So, if it should not reduce sickness absence, what will be the intention of Medhelp?
The system has a 24 hour availability for the staff, you may obtain a lot of statistics and it is a tool that will make sure your closest manager will call you when he is supposed to according to a follow-up plan. For sure several other functions too, but the absence due to sickness it will be a subject for others to manage.
That being said, the system is required by everyone at the office. No matter what, MAF is of the opinion that this is work that should have been carried out by MDN personnel.
Helicopter handling on Invincible
In order to avoid scheduled overtime and thus extra workload for Medics and Hotel Administrators, the company has decided that outside of normal working hours it will be drill floor workers who will handle helicopters with the tasks that follow. Therefore, 18 drilling floor workers are now sent on DaVinci courses. Flexible schemes are prepared at the rig.
Practicing the agreement on oil-based drilling fluid
As previously mentioned, the company wants to renegotiate our agreement on the oil-based drilling mud from April 2009.
The company does not find it reasonable that the position of Operator Drilling should continue to be compared to DFO, and thus receive inconvenience allowance from the time when oil-based drilling mud is loaded into the pits and until it is removed from the rig and the pits are cleaned.
The company justifies this due to the fact that Operator Drilling does not have the same job functions in the pits as a DFO. They therefore believe that Operator Drilling should be compensated equal to other positions on board that come into contact with oil-based drilling mud.
If we do not agree on a new agreement, the company wants to terminate the current one, doing so the compensation will only be in accordance with clause 6.5 of the Collective Agreement.
Frode, Bår and Jørn will all attend at the VO seminar which will be held at Clarion Energy on 24-26 September 2019. We look forward meeting with all the VO's attending, and we expect many interesting discussions.
Info following monthly meeting with the company in April 2019
An info dealing with Tax Treaty, Chela crane, TMS, Smoke Divers Test, Apprentices in Technical Department / Maritime, Work beyond normal working hours and MLS and PHTls course for medics.
Tax Agreement for work abroad.
As mentioned in the last newsletter, this applies for those who participated on the tow from Korea in 2017, but new information suggests that also those who were working in the UK sector in 2018 may find a use for the Tax Agreement. This will depend on whether the individual is taxed in the UK or in Denmark, the company believes that it depends on whether the income is above or below the English Standard Deduction. MAF cannot confirm this finally yet.
For those who is going to make use of the Tax Agreement, it is important to transfer all interest deductions to their spouse previous to sending their statement to KPMG. The agreement says that the company is not obliged to compensate for interest deductions that might have been transferred. The Agreement also states that the company should not compensate for the standard deduction that could have been transferred to the spouse, but MAF has disputed this last point because it allegedly inflicts major challenges if it will be possible to be done at all. The company has promised to respond to this as soon as possible. We will revert with information as soon as there are new facts.
New Chela crane on Maersk Invincible
Installation of the foundation of the crane starts this week.
A meeting is planned with Maersk and AkerBP regarding questions raised by the MAF / Safety Service on the matter.
MAF and the Security Service will both participate at the meeting this presently awaiting notice.
A FAT on the Chela Crane will be carried out this week.
From the workers' organization point of view it is regarded as a breach from the companys’ side on "2019 Key Priority: Integrated Delivery" that MDN personnel should not operate this crane.
Training Management Solutions (TMS)
It was informed that MD in Lyngby on March 12, 2019 has presented a tender for the operation of TMS (Training Management Solution) in MD.
The services provided by two course coordinators in MDN today, in addition to what has been tested in the TMS pilot, are also considered to be outsourced to others. This may mean that the two course coordinators in MDN may also be affected by the tender that is submitted by MD Lyngby, but the management of MDN should consider this.
It is emphasized by MAF and the Safety Service that there has been no employee participation in this condition of tenders. Any organizational changes are also not dealt with in the Office AMU, and so not considered by that body.
Smoke Diver certificate
In order for employees to be reminded in good time prior to the Smoke Diver Test is to be renewed, the Smoke Diver Test is now added as a qualification in the Training Matrix. So, lists will be printed and submitted to the rigs on quarterly basis.
Apprentices in the Technical Department / Maritime Department
MAF has presented to the company that they should look at the possibility of attracting apprentices within the sector of Technical / Maritime personnel. The company states that apprentices will not be engaged in the Technical Department in the autumn of 2019, but they will forward the matter to the Operations.
Work beyond normal working hours:
Several positions have very much work beyond normal working hours. MAF and KHVO believe that the workload is so high that new manning analyzes must now be prepared on the rigs. This is based on the fact that both the workload, type of work and manning have changed after the rigs came into operation.
AMLS and PHTl's course for the Medics.
For clarification: The Matrix states 30 hours of preparation for each course.
This means that the Medic and OIM are supposed to find room for these 30 hours on the last trip before having an exam.
The rest of the hours you can't manage to spend on preparation when offshore, must be approved by OIM, so the extra missing hours may used at home on overtime.
All OIM`s should now be informed about this for the second time, by now there is hopefully sitting someone….
Info following monthly meeting with the company March 2019
The info contains subjects like Agreement on Taxation, Chela Crane, TMS, extra AD, Smoke Divers test, Medhelp, Waiting at heliports, “Daily Safety Leader”, Certificate of Trade for workers on deck, Apprentices in the Technical Department / Maritime Department, reporting of absence, Welders, evaluation of junior personnel and emergency training of substitites at Reacher.
Tax agreement for work abroad.
Info for those who participated on the tow from Korea in 2017, and hence became more extensively taxed in Denmark.
MAF has received several inputs from employees who have not been able to transfer their personal tax exemption back to the spouse, which means that they are not credited the acctual additional tax they have been deducted when working abroad.
The agreement says that the company should not take into account tax benefits such as transfer of debt interests that cannot be utilized. But if the present tax system in Denmark does not, as previously, allow you to transfer the total personal excemption to the spouse, so our Tax Agreement no longer works as intended. We have therefore registered the case with the company, which will first check with the Tax Manager and KPMG before they will come up with their position on the case.
Training Management Solutions (TMS)
MAF still believes it must be regarded as outsourcing that FALCK NUTEC should book all the regular courses. MAF therefore requires real employee participation when this is going to be further evaluated.
Extra AD at Invincible.
MAF is still concerned about whether Extra ADs reveive the competence they need in the drilling operation. We therefore suggested to make use of logging of data for a period, but this is not desirable on part of the operation to log hours spent in the drilling chair etc .. but the company agrees that equal training of the personnel must be ensured.
Waiting time at Heliport beyond 10 hours.
The company has investigated the matter and presented an overview that showed that this does not happen very often. But they will, nevertheless, inform the Rig Management to be aware that tired employees may come offshore as a result of a long waiting time at the heliport. This in order for the Management to arrange for rest if necessary.
Reporting of absence.
A Mail-Info has been submitted on the process on how to report absence of sickness. For those who are still uncertain, they may contact their HR Coordinator.
It is pointed out that the form attached is meant to be for voluntary assistance for the employee to bring along to the doctor for assessment of a possible remaining ability for work.
MAF believes that the assignments MedHelp perform today may be carried out by MDN personnel.
Based on the evaluation meeting in the autumn of 2018, a decision was made to continue with the scheme for another year, ie until 31 October 2019.
MAF requests to be involved in the further decisions in evaluating the use of Medhelp.
Invincible- ”Daily Safety Leader”.
MAF has filed a case with the company stating that individuals may be acting as "Daily Safety Manager" on a daily basis. The company to report back.
Certificate of Trade for workers on deck.
MAF requests that the company, through their organization, will evaluate to establish a Certificate of Trade for personnel working on deck. We await feedback.
Apprentices in the Technical Department / Maritime Department
MAF wants the company to look into the possibility of attracting apprentices within the discipline of technical / maritime personnel. We await feedback.
Evaluation of junior personnel
The Asset Team / MDN took the initiative to conduct a pilot for evaluation interviews for 2018, where scores for employees in fixed wage positions were removed. MAF was informed of this.
From the company side it was not considered that there existed any agreement with the employee side about the pilot or, on how this was to be carried out in the future.
Some managers have chosen and informally set a score at the preparatory work for the employee interviews, which the company considers to be unproblematic. For good order, it is informed that no score will be registered for the individual employee within the personnel system for 2018.
Emergency course Reacher, temp workers
The company is aware that there have been challenges with regard to covering positions
in the contingency plan at Reacher due to sick leave. It will be followed up by the Rig Team on how we are covered and where there is a need to expand the training to ensure the Emergency Response Organization also in case of lack of personnel.
The company confirms that they has received claims from the Safety Service on examination of these conditions.
MAF requires the company to come up with a plan on how to handle lifting to and from Invincible with the Chela Crane.
MAF believes that this should be carried out by MDN personnel.
The fact that the lifting down at the installation is carried out by other than MDN personnel may in this one situation prove to be practical; it is part of Allincen / cooperation and that the SWAT-Team lives aboard Invincible.
It is important to emphasize that this should not create a precedent for how such a similar crane should operate on other units.
MAF will nevertheless be of the opinion that this is a type of lifting operation that will follow our procedures, and then be carried out by MDN personnel, and not by random personnel from other rigs / companies who are then shuttled around the North Sea to perform work.
All maintenance and servicing of the Chela Crane and associated equipment shall be carried out by MDN personnel.
Procedure for Smoke Divers Test.
MAF submitted comments on this procedure, stated that they did not agree with the procedure and that they could not accept this. Nevertheless, the procedure was submitted for approval by Sirius, without the comments or annotations being included. MAF is working on getting the procedure equal to the industry standard.
Info from monthly meeting with the company in February 2019
An info that deals with tax-free supplement to wages, AMLS and PHTLS courses, Chela crane, TMS, smoke divers test, HR administration, waiting at heliport, absence, waiting time payment, Welders and Engine Mech.
Tax-free supplement to wages
MAF will inform that our non-deductible wages allowance of NOK 16500, - maintained over the years, has now become taxable from the fiscal year 2018.
It is a very observant shopsteward who has made us aware of this after having the fact confirmed by the tax authorities this week.
The effect from the change leads to that everyone has lost their purchasing power corresponding to approximately NOK 7700, - per year, which in turn means that one must pay the corresponding amount of extra taxes for 2018.
There has been little or no information about this topic from the central union.
The AU has taken the initiative that this should be compensated for during this year's wage settlement, although this was not previously adopted at the AGM as one of MAF's claims for this years wage settlements.
It is easier to receive forgiveness than permission ...
AMLS and PHTLS courses
We are proceeding in our efforts on this matter. A separate meeting will be arranged, without date not yet settled. Bår Inge Pedersen and Finn Boserup will represent MAF.
Chela crane on Invincible
MAF is still of the opinion that as long as the MDN Lifting Procedures are to be followed, this must be carried out by MDN personnel. For example, lifting operations to / from Invincible, are performed by non-MDN personnel.
MAF expects that additional resources will be allocated for maintenance on this crane, including course / training.
Training Management Solutions (TMS)
This is a project that the company has informed us about, where Falck Nutec will ensure that all the "regular" courses are booked by them and will take place until the first week of April.
MAF looks into whether TMS must be defined to be outsourcing and that this task should be with MDN as part of daily operations.
Procedure for smoke diver test
MDN informed that the procedure has been approved and presently being implemented. We presented our comments on the matter, but they were not accepted.
MAF does not agree with the change of procedure and requires this to be changed.
This concerns rights whether to pass or not to pass the smoke divers test.
Principally, we will have a wording that is almost similar to the one used in the NOG sector (Norwegian Oil and Gas, fixed installations), where MDN's procedure does not secure the same rights according to our point of view.
Reorganization of the HR administration at the office
This is a case concerning that the MDN Management wanted to merge departments and establish a joint group that amongst others also should include manning of the reception.
Not all were equally pleased with this and MAF would have to look into whether this could be considered as to be that someone had got their positions changed to an extent that it would be legally regarded as an unfair dismissal due change in terms and conditions.
This process was halted this week and we just have to keep track of how the matter develops and secure that we will be part in the process if it should come back.
Waiting at heliport beyond 10 hours
This is a situation that many of our members are exposed to.
Previously we experienced that if a helicopter was delayed, the employee was sent off to hotels much earlier than what we see today.
We understand that the operators are trying to save money and that all efforts are made in order to get the personnel back to work offshore in the North Sea.
The challenge is that the personnel are staying for a long time at the heliport and then go straight on working nights offshore. We believe this is a safety risk and that we must find solutions to how the employees should have the opportunity to rest before going on a night shift after 12-14 hours in the heliport.
The company will examine the extent of the matter until the next meeting.
Notifying of absence
We have been approached about the subject that employees are not quite familiar on how to act when becoming ill, who to call etc.
MAF has asked the company to submit an email where it is explained how to report absence.
Waiting time allowance - payment at 15 minutes intervals
The company pays waiting time allowance using 15 minute intervals. MAF believes that the company has to pay waiting time compensation calculated in full hours, every working hour started should be counted as a full hour. In this matter the parties disagree and consequently preparing for a dispute protocol.
Hotel Administrators on Intrepid
Due to the situation that we reach a POB of 225, the team has requested 3 hotel administrators (daytime) on board for about 6 months.
MAF expects this to be solved by using personnel who have previously got their positions changed and who still possess this competence in the company.
Welders in the competence pool
An additional welder has now joined the competence pool, so we presently have 3 positions. This is one of the welders who previously held this position.
MAF observe that we still are using rentals in this position, and we will continue to work with the objective that we have at least one welder per rig.
Engine Mechanic and G4 welding certificate
We were informed on the fact that the contract with AkerBP for Invincible contains a provision that our Engine Mechanic on the rig are supposed to have a G4 welders certificate. This was totally unknown to us.
In this connection, we have asked the company to look into if the Engine Mechanics on the other rigs can / will keep up their G4 certificates.
We don't know if anyone wants this, but it might be of interest to some.
All voters should now have received an e-mail from firstname.lastname@example.org with a link to the election via Surveymonkey. If you have not received this email, please check if it is filtered as spam, otherwise contact MAF at email@example.com.
The voting for the MAF board election is totally anonymous, but some of you may feel unsure if this election is secure. If you hear rumors that this election is invalid, do not let it stop you from voting. The election is still ongoing, and will be completed as planned. Use your voting rights!
This is the first time the MAF board election is carried out electronically. Documentation and experience from this election will be presented and evaluated at the annual meeting in February, 2019.
Info from monthly meeting with the company in October 2018
An info about substitutes on call, Christmas/New Year's rotations, Board of MDN, election to MAF Board, BOP course Hydraulic Engineers, Operator Drilling and Chela crane.
Substitutes on call
This last summer MAF requested the company to check wage placement, payment of courses and health certificates for those who have worked for MDN as substitutes on call.
MDN has checked and says that all should be okay by now. If this is not correct please submit an e-mail to Hilde Svendsen at: Hilde.Finnesand.Svendsen@maerskdrilling.com to settle the problem.
The Collective Agreement states:
4.1.3 Wage seniority for temporary workers
Substitutes at sickness/temporary workers earn wages seniority according to the same provisions as for permanent employees. For example, one year's service time is credited for one-year work (1460 hours) offshore.
Christmas/New Year's rotas
The company is not yet done with all planning, but believes that this will be ready soon. 24th and 31st December come on a Monday this year with tall the challenges resulting.
Elections to the Board of MDN
We will thank all who voted on the list presented by the Local Union and congratulate Frode Larsen, Bår Inge Pedersen and Hanne Bang Holmboe who all 3 will join the Board for the next 2 years.
Elections to the MAF Board
The nomination is presently taken place. If there are candidates who you want to nominate if they are willing to come forward, please put them on the lists by 15.11.18.
To those who are shop stewards on a rig: Please remember to submit the lists to MAF within 15.11.18.
This time there will be electronic elections in the same way as in the elections to the MDN Board.
This means that you will receive an email in advance of the actual election, which will explain how to vote and also due to the fact that the server we are using for submitting the material for the election may cause the actual mail containing the material to end up in your junk mail.
BOP course for Hydraulics
There will be courses for this position via Maersk Training. This is basically meant for subjects which was not included in the courses at newbuilding of the XLE rigs. The company is putting their full attention to this and they are evaluating whether this should be made available for more personnel.
MAF is of the opinion that MDN now has an opportunity for obtaining transfer of experience of the competence between those attending the courses.
Chela crane at Invincible
In this case AkerBP has on their own decided that personnel from MDN will not operate this crane which will be installed on our rig.
AkerBP believes that this crane should be serviced by those who work on the Wellhead platform. MAF does not agree with this and believes that since it is our rig, our procedures are to be followed and subsequently our personnel should operate the crane. MDN has got the maintenance of the crane and we then find it natural that we operate the crane.
MAF has submitted a number of questions to the company in this regard, on which we await response.
We are awaiting a prompt decision on the subject.
Our claim still is still standing and we hope that this will be settled.
Otherwise, we can inform that AU by Frode, Jørn and Bår will travel to Egersund and will be onboard Mærsk Inspirer from Monday to Wednesday next week (from Monday to Wednesday the coming week (29-31 October).
The nomination period lasts from October 1st until November 15th
The nominees will be requested by the election committee after November 15th. If the nominee is willing to sit in the club's board, he/she will run for election.
The election is from December 1st. until January 15th. This time the election will be carried out electronically. This means that an e-mail with a link to the election will be sent out.
The people whose period in the current board is over:
Frode Larsen, Jørn B. Hansen, Frode Sell, Odd Richard Kollstad, Lars Mæland, Kristoffer Norheim, Jarle Halvorsen and Roy Stranden.
The people who still has one year left in the board are:
Bår Inge Pedersen, Hanne Holmboe Bang, Kim Harboe, Finn Boserup, Frank Fosse and Eirik Gjemble.
Nomination lists are hung in the following places on the rigs:
- The non-smoking coffeebreak room
- The control room
- The bulletin board in the canteen
Those of you who do not have the opportunity to nominate on the rig, for different reasons, can nominate per. email. Send an e-mail to firstname.lastname@example.org with the full name of the nominee, and which rig he/she is working on.
Questions can be addressed to the election committee:
Eliabeth Brekke, Finn Boserup and Bjørn Jacobsen
+ 47 400 04 380
Topics: Process Department Inspirer, Hydraulics - Bop Course, PRLO Responsibility, AMLS and PHTLS Courses for Medics, Workload for Technical Department, Extra Ass. Driller at Invincible, Question related to the retirement age, Catering and Shop Stewards Conference.
Crewing of the process operations on Inspirer:
The company informed us at the SMFM meeting on September 18 that REPSOL should have the entire manning related to the process operation at Inspirer. This is contrary to what we have previously been promised, and it is our starting point that we are obliged to crew rigs in Norway operated by MDN.
MAF prioritises this matter very much, we are in dialogue with the IE Legal Department, and we have also contacted CEO of Mærsk Drilling in Copenhagen. Additionally, KHVO has convened an extraordinary I-AMU for Inspirer, which will be arranged October 2.
More info will follow as soon as we have news.
Compensation for AMLS and PHTLS courses (Medic's):
We have not succeeded in convincing the company that this 30-hour study is quite difficult and sometimes impossible to carry out while at the same time carrying out the regular duties on board. Therefore, we have no option but to require the following:
MAF asks the company to issue instructions on how this should be practically performed and what tasks should not be done to allow time for medics to study during the working hours of the last trip before taking an exam.
''If medics can not do the studies during working hours, but have to do it outside of working hours, will any overtime have to be agreed with the OIM in advance».
If disagreements arise, we will take the cases on at an individual basis.
PRLO Responsibility at Reacher:
There will not be a Marine Section Leader on board when Reacher enters hotel mode. Therefore, the company assesses who should take over responsibility for lifting operations on deck (PRLO). Some Crane Operators have expressed concern about the extra workload it will represent if they are to take on this responsibility as well. This will naturally cause a lot of extra administrative work in an otherwise busy day. However, the company still confirms that the final decision has not been taken yet. Other positions considered are OIM or TSL. MAF follows up on the case.
Course. BOP. Hydraulic Engineers:
The company is in dialogue with Maersk Training to implement some courses tailored for the need.
Extra AD on Invincible:
The company informed that as a result of the effective operation at Invincible, more employees were needed in the AD position, thus sharing work functions.
Initially, the company wanted to establish a new position named "AUX Driller" with associated new tasks. Initially it sounded good with more employees, but we quickly received reports from ADs who were concerned about this new arrangement. Concerns expressed was related to whether they would lose practical experience, such as driving lessons in the driller's chair.
After having been in dialogue with the company, the new position has now been changed to be named "Extra AD". The position should be considered as an AD with additional tasks. We are now awaiting now to see how this will work in practice.
Internal Company Retirement Age in MDN Offshore:
The company has previously expressed the wish to change their practice of the age limit on retirement. MAF refuses to contribute to this. We comply with the legal age limit of 72 years.
Workload in technical department:
The company states that three Electricians have been employed in the pool dedicated to the EX maintenance and earth-fault problems. The fourth Electrician will be employed soon. MAF remains uncertain if this is sufficient, but we must wait and see how it turns out. In the S-AMU, it is also still the plan to initiate a questionnaire survey in the Technical Department that will measure the workload in general.
At the Board Meeting on 18-19 September it was agreed that the AU should ask the company shopstewards to submit written inputs to the AU about how the Catering functions following the recent adjustments. Based on the inputs, we will then convene a meeting of the Catering Evaluation Group.
Union representative conferences:
19-20 September we arranged the first of two scheduled shop steward conferences. Here were experienced many good discussions and inputs both related to new and old cases. This is an important forum for us so we look forward to meeting with the rest of the elected representatives on 19-20 November.
Avtale om lønns- og arbeidsvilkår for MDN ansatte i forbindelse med Mærsk Innovator yardstay i UK og Innovator Kompetansegruppe
Vi har nå signert avtale om lønns- og arbeidsvilkår for MDN ansatte i forbindelse med Mærsk Innovator yardstay i UK og Innovator Kompetansegruppe. Avtalen ligger vedlagt.
I går sende bedriften ut en info om situasjonen som beskriver situasjonen bra. Vi har altså blitt enige, etter lange diskusjoner og scenarier de siste månedene. Det har versert mange rykter om nye kontrakter, endringer av kontrakter osv. Tror faktisk at de fleste rigger som har vært på norsk sokkel har vært involvert. Men nå velger man å sette en strek.
Man forventer at Innovator reiser til UK i løpet av juli måned. Mange fra Innovator blir med på seilas og verftsopphold i UK. Denne perioden forventes å ta ca 6 uker. Avtalen blir som om du jobbet på norsk sokkel, altså tar vi med tariffavtalen over til UK. Når man er ferdig i UK overføres man til ”Innovator kompetansegruppe”, som beskrevet under. Dersom man blir spurt om å jobbe i UK når man går over til ”Innovator kompetansegruppe” vil det være frivillig om man ønsker reise over til UK.
De resterende om bord på Innovator som ikke blir med til UK overføres til en ”Innovator kompetansegruppe”. Forskjellen mellom fast rotasjon som man har i dag er at det blir ett avvik på utreise/hjemreise. Den uken du normalt skal reise offshore i følge din normale scedule blir nødvendigvis ikke samme dag som før, men det kan bli tirsdag, onsdag eller torsdag. Eventuelt merarbeid blir kompensert i henhold til overenskomsten. Avtalen sier også at når man normalt er ferdig med arbeidet i UK(ca 6 uker fra juli), så er det frivillig å reiser til UK i ”Innovator kompetansegruppe”.
I perioden fra Innovator reiser til UK og frem til bemanningen ser ut til å være endelig med Inspirer i Bergen/Egersund ser vi få endringer på de andre enhetene. Dette arbeidet forventes avklart i november. Intrepid skulle vel gått i hotellmodus fra juli/august, men den tar en liten borejobb for AkerBP, dermed forskyves nebemanning her tilsvarende. Men dette er altså tatt med i alle beregningene.
Alt arbeid i UK har en skattegaranti, memoet omkring dette vil komme når det er utarbeidet. Det innebærer at man ikke skal betale mer i skatt i forbindelse oppholdet i UK enn det man ville betalt i skatt dersom man hadde jobbet på norsk sokkel.
Alle disse scenariene er tatt med i avtalen vi nå har signert. Det betyr at de 97 kollegaene våre som fikk varsel om oppsigelse i vinter/vår er kraftig redusert. 74 av de som skulle sies opp beholder jobben. Dette har vi gjort med tanke på avtale med Inspier i Bergen/Egersund og en kraftig økning i den vanlige kompetansepoolen(50-60 mann).
Alt i alt er vi fornøyd. Vi har redusert oppsigelser med ca 74 gode kollegaer, dessverre mister ca 20 andre jobben.
Vi har limt inn info fra bedriften under og protokoller ligger vedlagt. Engelsk versjon kommer så snart vi har oversatt.
I januar ble det sendt ut varsel om oppsigelser til 97 ansatte forbindelse med at Mærsk Innovator skal til UK. I den etterfølgende periode har det vært flere endringer i forventet beskjeftigelsesituasjon for rigger i Norge. Bedriften besluttet derfor mars og april utsette videre oppsigelseprosess for de fleste medarbeidere. Dette med en forventing om kunne beholde flere medarbeidere enn først antatt.
MDN er bedt om å bistå Mærsk Innovator under yardstay i UK samt at Mærsk Inspirer kommer til Norge til høsten. I dialog med fagforeningen har vi blitt enige om vilkår for MDN ansatte i UK, samt opprette en Mærsk Innovator kompetansegruppe og videre trekke varsel om oppsigelser for en stor del av de berørte, totalt 74 medarbeidere. Intensjonen er å unngå flere større endringer i bemanningen før oppbemanning av Mærsk Inspirer mot slutten av året. De gjenstående oppsigelser vil bli sendt ut dag, 31. mai 2018.
Vedlagt finner dere protokollen (avtalen) som ble laget i forbindelse med årets lønnsoppgjør (2018) for området ”overenskomst mellom Norges Rederiforbund og Landsorganisasjonen i Norge og Industri Energi”, den såkalte flyteriggavtalen, den vi i Maersk Drilling Norge bruker.
Vi har tenkt å kommentere hvert enkelt punkt i avtalen, i alle fall de punkter som vi mener er av betydning for dere som er omfattet av overenskomsten.
Vi må nevne at kommentarene vi foretar er basert på de kunnskapene vi besitter som deltakere i forhandlingsutvalget og som medlem av engere utvalg(en liten gruppe av forhandlingsutvalget som forhandler direkte med NR). At arbeidsgiverne kanskje ikke er enig i våre kommentarer, får så være.
• La vi først begynne med det generelle tillegget, det er NOK 20 000,- pr år. Det betyr alle får samme tillegget, iallfall de som er på tarifflønn. I og med av våres tariff har lønngruppesinnplasseringer fra A1 til E, så vil dette selvfølgelig slå ut forskjellig når vi tenker oss prosent. Det betyr at prosenttillegget vil variere fra 2,77% til 3.89 %, i gjennomsnitt 3.26 %. Det nå nevnes for spesielt interesserte at antall personer som er i gruppene ikke er brukt i beregningen, men hadde vi brukt prosenttillegg i år, ville alle justeringen brukt hovedfaktor 3,01 %.
• Gruppen individuelt avlønnende(gruppe 0,0.1,1,2) gis ett lønnstillegg innenfor en ramme på 2,8% i gjennomsnitt, dog minimum NOK 20 000,- pr. år. Det betyr at dersom vi putter alle individuelt avlønnende (IA) i en bedrift i en boks, så skal bedriften bruke minimum 2,8 % på hver enkelt IA i gjennomsnitt. Eksempelvis at for bedriften ”Alfa” bruker 25 millioner på lønn for IA, da må de fordele minimum 700 000,- (2,8 % av 25 mil.) på IA. Dog er det fastsatt en minimums lønnstillegg på kr 20.000,- pr IA. Dette kan bety at noen får 20.000,- pr. år, mens andre kan få hva bedriften måtte mene.
Når det gjelder minstelønnssatsene så heves også disse med NOK 20 000,-, men det svært få bedrifter som faktisk bruker disse, med unntak av cateringbedrifter/plattformboring. Grunnen er at de er langt over satsene i dag.
En annen ting som bør legges merke til er at dette er minimumsramme. Bedriften kan altså tilby de IA de summer de finner det for godt.
• Nattillegget økes med NOK 4,- pr time, dette utgjør litt over 5 %.
• Helligdagsgodtgjørelsen økes med NOK 75,-, dette utgjør nesten 4 %.
• Deling av lugar(punkt 6.12), et punkt som brukes veldig lite i dag, økes i tråd med protokollen mellom LO/YS og NHO til NOK 856,-.
• For plattformsjef med 10 års ansettelse blir oppsigelsestiden 6 måneder. Forskjellene mellom tariffavtalene IE/DSO er herved utlignet.
For plattformsjefer hos oss i MDN vil dette ikke ha noen betydning såfremt de ikke er ansatt i Maersk Drilling Norge as.
• Trygghetsforsikringen, eller Loss off Licence forsikringen vi har(tap av helseattest) økes med 2 G(NOK 193 766,-) til 10 G (NOK 968 830,-).
• Nytt bilag om fellesordningene om AFP og sluttvederlag legges ved i tråd med oppgjøret mellom LO/YS og NHO. Rent praktisk så betyr ikke dette noe akkurat nå for vi som er ansatt i MDN.
• Utvalgsarbeid vedrørende utvikling av Overenskomsten for flyttbare offshoreinnretning m.v. opprettes. Dette utvalg har en rekke oppgaver, mer detaljert henviser vi til selve protokollen. Arbeidet skal fremlegge sitt arbeid for forhandlingsutvalget i 2019.
• Protokolltilførsel vedrørende pensjon. Dette er rett og slett en videre førsel av tidligere protokoller. Grunnen er at lov om pensjonstrygd for sjømenn enda ikke er ferdig. Riktignok er det satt begrensing, blir man ansatt i bedriften etter 1.juni 2018, gjelder ikke overgangsregelen. Her er det også selvfølgelig noen unntak. Personell som gjeninnsettes på fortrinnsrett eller er gjenstand for virksomhetsoverdragelse. Utvalget som har jobbet med pensjon en del år forsetter sitt arbeid.
• Man viderefører utvidet fortrinnsretten i 2 år frem til neste hovenoppgjør i 2020. Dette gjelder personell som grunnet driftinnskrenkninger mister sitt arbeid. Vi i MDN har hatt denne retten siden 2007 i våre lokale protokoller.
Vi er delvis fornøyd med oppgjøret, men mangler endel tekniske krav som vi fremmet. Vi er heller ikke fornøyd med at det ikke ble endringer i lønnsgruppene.
To ting må nevnes.
- Industri Energi har signalisert til Norsk Rederiforbund at de ikke aksepterer fortsatt kutt innenfor forpleiningen, og at de vil invitere arbeidsgiverne inn i samarbeidet med Norsk olje og gass om prosjektet «Løft for forpleiningen».
- Utvalget som skal nedsettes skal også se på Overenskomsten, kan man gjøre avtalen mer “forstålig”.
En info som omhandler OD, El/ET, møter, lønnsoppgjør land, Hydraulikkere, VO arbeid og kompetansegruppen
Lønnsplassering for Operator Drilling
Bedriften har undersøgt hvordan de opfatter ansvarsfordelingen i kontrolrummet. De mener ikke at Operator Drilling har fået udvidet sit ansvarsområde ved også at overvåge maskinrummets alarmpanel. Bedriften begrunder det med at Operator Drilling kun skal stilne alarmer, og derefter altid varsle Operatror Technical for videre opfølgning.
MAF er uenig i at det er sådan det altid praktiseres og vi går videre med sagen.
Arbeidsbelastning for Elektrikere og ET
MAF har haft møde med Lars Hvilsom for at diskutere tekniske udfordringer og høj arbejdsbelastning blandt Elektrikere og ET-er. Vi går videre med sagen, men må først afvente den af S-AMU planlagte survey for teknisk afdeling og bemanningsanalyse.
Bedriften har ikke godkjent at man får betalt for ett crewsaftymøte for den tid den tar. Crewet er informert at de skal holde møtet innfor 30 minutter med mindre det er avtalt noe annet med ledelsen om bord, mener MDN. Dette møtet tok 45 min og MAF mener at dette skal kompenseres med 1 time overtid. Saken går nå videre til tvistebehandling mellom IE/NR.
Lønnsoppgjør for landansatte
Bedriften har fremlagt forslag til lønnsoppgjøret men MAF har etterspurt en rekke opplysninger i denne anledning. Vi kommer til å avtale eget møte omkring disse forhandlingene.
BOP kurs for Hydraulikkere
MAF har krevd at Hydraulikkere må få kurs som gir dem den kunnskap og forståelse som trengs for å kunne arbeide på slikt sikkerhetskritisk utstyr. Saken blir nå sendt over til ”Trening og kompetansegruppen” i bedriften og forventes behandlet på neste møte i gruppen.
Besparelser på VO arbeidet
MAF mener at besparelser i Vo tjenesten er blitt for omfattende.
MAF tok opp følgende punkter på møtet.
- Gjenoppta Vo seminar i 2018.
- Høyt arbeidspress gjør at HVO/VO ikke har tid til både det daglige arbeidet og deres verv.
- På de fleste rigger vil man ikke kompensere for sikkerhetsrelaterte møter ut over en halv time.
Bedriftens svar under:
- Bedriften ber VO-tjenesten kommer tilbake med forslag til oppsett inkludert pris.
- Bedriften ønsker sammen ved VO-tjenesten kartlegge problemstillinger inkluder forskjeller mellom riggene/crew. Bedriften innkaller til møte.
- Møtene skal i utgangspunktet holdes innfor 30 minutter med mindre det er avtalt noe annet med ledelsen ombord.
MAF mener at det skal settes av tilstrekkelig tid til sikkerhetsrelatert møtevirksomhet.
MAF mener at kompetansegruppens størrelse er for liten. Den store bruken av ringe-vikarer og bruk av overtid beviser dette. MAF har derfor krev forhandlinger om størrelsen på kompetansegruppen, eget møte vil bli avholdt i slutten av mai måned.
Denne info henvender sig til bosatte i Danmark som har deres pensionsopsparing i PFA
Oppdatert 16. mai 2018.
MAF har opnået enighed med bedriften og PFA om at det skal være muligt at hæve fra sin opsparing til at dække skat i Danmark på afkast.
Det vil ikke være muligt at hæve større beløb end det man er skyldig i skat for afkastet på opsparingen, og der er en minimumgrænse på 20.000 DKr, Endvidere er der er et gebyr på 1.800 DKr.
En vigtig information er at bedriftens skatterådgivere mener der kan være en risiko for at det kan med medføre en ekstra skat i Norge, fordi man som ansat i Norge dermed er globalt skattepligtig til Norge. Spørgsmålet er sendt til skattedirektoratet, men indtil videre har de ikke svaret.
For at man skal kunne benytte sig af dette tilbud kræver bedriften derfor at man først underskriver en bekræftelse på at man er indforstået med vedlagte memo dateret 4. april 2018, som blandt andet siger at man skal rapportere sit udtræk fra opsparingen til skat i Norge.
Fremgangsmåden er at man starter med at henvende sig til Payroll, som så vil sende information om hvilke oplysninger de skal have, samt bekræftelsesbrev til underskrift.
Opdatering 16/05 2018 om at dokumentere:
Det har vist sig at ganske vanskeligt at dokumentere hvor meget man har betalt i skat som følge af afkastet på opsparingen. Så for at gøre det mere enkelt er vi derfor nu blevet enige om at man kun skal dokumentere hvor stort et afkast man har fået. Man vil så kunne få lov til at hæve op til 50% af dette beløb, minus gebyret på 1800 og fortsat ud fra før nævnte betingelser med hensyn til skatteindberetning og minimumsgrænse.
Henviser til vedlagte memo:
"PFA PENSION SCHEME - EARLY WITHDRAWAL FROM PENSION SCHEME - TAX RISKS"
I forbindelse med at Maersk Interceptor skal fungere som hotell i en periode vil det være behov for ta av det ekstra personellet som arbeider som Auxiliery crew på riggen.
Varsel om permittering er sendt ut fredag den 9.desember. Personell dette dreier seg om er 6 floorhand og 6 roustabouts. Det er de med minst bedriftsansiennitet i disse stillingene om bord på Interceptor blir permittert.
MDN forplikter ta permittert personell tilbake på lønn fra første utreise etter 7. mars 2017, dog skal ingen være permitterte lenger enn 12 uker.
Vedlagt finner dere:
- bedriftens newsletter
- lokal avtale om permitteringene på norsk og engelsk
Valget til styret i MAF har startet.
Sist oppdatert: 05.12.2016 | Opprettet: 05.12.2016
Materiell til valget i forbindelse med styrevalget i MAF er underveis. Hjem i posten og ut på riggene.
Som dere vet starter styrevalget til MAF 1.desember 2016. Dette pågår frem til 15.januar 2017.
Materiell er sendt hjem til hvert enkelt medlem og det er også sendt ut valgmateriell på riggene.
Sett opp en urne på hvert enkelt rigg slik at vi sikrer oss at flest mulig stemmer. Den plasstillitsvalgte er spesielt ansvarlig at dette gjøres.
Hvem som er plasstillitsvalgt på din rigg finner du her: http://www.mafsiden.no/category.aspx?CatId=63
Denne info skal ses som en vejledende hjælp for dem som måtte have behov for at søge dagpenge i Danmark eller i Norge, med forbehold for ændringer i gældende lovværk. For andre lande må vi henvise til lokale regler. For UK se separat info.(oppdatert 19.februar 2018)
Under årsmødet kom det frem at der stadig findes tilfælde hvor nogen Danskere har problemer med at overbevise de Danske a-kasser om at de har ret til dagpenge hvis de opsiges I Norge. Vi henviser derfor igen til vores Info om dagpengerettigheder fra 2015/2016.
Problemet som opstod dengang var at flere a-kasser fortolkede reglerne således at hvis man havde været ude af Danmark I mere end 5 år, så ville man ikke have ret til dagpenge medmindre man havde påbegyndt et arbejde inden for 8 uger med en varighed af i alt 296 timer inden for 3 måneder.
Dette er imod EØS reglerne som i sin enkelthed siger at man optjener ret til dagpenge i det EØS land hvor man arbejder, og får dem udbetalt i det EØS land hvor man bor eller opholder sig.
Det betyder at hvis man som EØS borger har betalt trygdeafgift I Norge, så har man krav på at få udbetalt dagpenge I det EØS land hvor man bor eller opholder sig som arbejdssøgende.
Dermed har man som EØS borger også mulighed for at søge dagpenge fra NAV. Men så må man som nævnt bo eller opholde sig som arbejdssøgende i Norge.
Efter en lang diskussion med de Danske a-kasser, endte vi med at få medhold fra Dansk Metal og fra Dansk El Forbund. Men det blev nok aldrig formidlet ud til hver enkelt sagsbehandler i hver enkelt lokale klub. Mange misfortolkede fortsat denne 5 års-regel som de henviste til, men vi fik løst problemerne enkeltvist. Derfor hvis man skulle være så uheldig at komme i den situation at man nægtes dagpenge i Danmark på grund af 5 års-reglen, så tag endelig kontakt med os.
Vi henviser til mere detaljeret information I tidligere artikel herunder fra 2015/2016:
Dette er kun et mindre udsnit af den info som findes på https://www.borger.dk/Sider/default.aspx og https://www.nav.no/Forsiden Så for mere uddybende og opdateret info så følg de links som er lagt ind.
Om ret til dagpenge I danmark hvis man har arbejdet i Norge:
Man har ret til at få udbetalt dagpenge i Danmark fra første dag man er arbejdsledig.
Info er hentet herfra:
Dagpenge og a-kasse
Når du vender hjem til Danmark efter et arbejdsophold som lønmodtager i et EØS-land, er du som hovedregel ikke længere medlem af en dansk a-kasse. Det skal du med andre ord sørge for at blive, før fristen udløber – ellers kan det få konsekvenser for din ret til dagpenge. Du kan kun blive optaget i en dansk a-kasse, når du har bopæl og ophold i Danmark.
Du kan overføre forsikrings- og arbejdsperioder, som er optjent i et andet EØS-land til en a-kasse i Danmark. Du skal dog huske at melde dig ind i en dansk a-kasse senest otte uger, efter du ikke længere er arbejdsløshedsforsikret i det EØS-land, du er flyttet fra. Læs mere om otte-ugers reglen nedenfor.
Hvis du har haft arbejde i et EØS-land, og du samtidig har været medlem af en dansk a-kasse inden for de seneste fem år, så skal du skriftligt søge om optagelse i din danske a-kasse. Ansøgningen skal sendes inden otte uger efter, din forsikringsdækning ophører i det EØS-land, du før var forsikret i.
Afsnittet herunder gælder kun for udenlandsdanskere som flytter hjem – se info om 5-års reglen.
Hvis du ikke har været medlem af en dansk a-kasse i løbet af de seneste fem år, skal du ud over den skriftlige ansøgning også have påbegyndt et arbejde inden for otte uger (arbejdet skal have en varighed af i alt 296 timer inden for tre måneder).
Overholder du ikke 8-ugers-fristen, skal du optages som nyt medlem – og er derefter først dagpengeberettiget efter et år.
Du kan med fordel kontakte din danske arbejdsløshedskasse, som kan oplyse dig nøjagtigt om, hvordan du skal forberede din hjemkomst.
Vigtig Info om 5-års reglen:
MAF har igennem længere tid erfaret at denne regel fortolkes forskelligt af a-kasserne i Danmark. Men efter at vi nu har været i dialog med både DANSK METAL og DANSK EL FORBUND, og begge forbund har vurderet reglerne igen, og derfor kommet med deres skiftlige udtalelser til os. Så føler vi os nu ret så overbeviste om at 5-års reglen IKKE GÆLDER for dem som Jobber offshore i Norge når de bor eller opholder sig i Danmark.
DANSK METAL skriver blandt andet følgende til os:
Hvis du bor i Danmark og arbejder i et andet land og vender hjem mindst én gang om ugen, så er du ”grænsearbejdere”. Hvis du vender hjem mindre end én gang om ugen så er du ”anden arbejdstager end grænsearbejder”.
Og de skriver dette:
Når man er fast bosiddende i Danmark er man ikke at betragte som udenlandsdansker. Så er man at betragte som ”anden arbejdstager end grænsearbejder” og dermed gælder 5-års reglen ikke.
Hvis du ikke har haft dansk medlemskab indenfor de sidste 5 år vil denne regel være gældende, men kun for dem som er tilflytter til Danmark. Hvis du har din normale bopæl og ophold i Danmark, og kun er i Norge når du har arbejdsperioder, så vil denne regel ikke finde anvendelse.
DANSK EL FORBUND skriver dette til os:
Du,som arbejder i ét EØS-land, men har bopæl i et andet EØS-land – og altså er ”grænsearbejder” eller ”anden arbejdstager end grænsearbejder” – er ikke omfattet af ”o/u 5 års reglen” og skal derfor ikke opfylde et arbejdskrav ved tilbagevenden til dansk forsikring!
Endvidere skriver de:
Uanset hvor længe en person har været grænsearbejder eller "anden arbejdstager end grænsearbejder" stilles der ikke krav om arbejde som betingelse for at medregne forsikringsperioder fra et andet EØS-land.
Vi erfarer også at DET FAGLIGE HUS følger reglerne på samme måde. Men MAF kan naturligvis ikke garantere at andre sagsbehandlere i de forskellige a-kasser i Danmark alle fortolker reglerne ens. Derfor hvis nogen af vores nuværende medlemmer, senere skulle blive nægtet rettigheder til dagpenge fra første ledighedsdag i Danmark, skal vi gerne bistå med hjælp til at overbevise den pågældende a-kasse om hvordan vi mener reglerne skal fortolkes.
Om at dokumentere:
For at få dokumenteret de dagpengerettigheder som du har oparbejdet i Norge, skal du søge om en attest PD U1. Dette gøres online her:
Om ret til dagpenge i Norge:
For at modtage dagpenge i Norge må man bo eller opholde sig I Norge og være arbejdssøgende i Norge.
Læs mere her:
Dagpenger er en delvis erstatning for tap av arbeidsinntekt som følge av arbeidsløshet. For å få dagpenger må du først registrere deg som arbeidssøker hos NAV:
Hvem kan få dagpenger?
Hovedvilkårene for å få dagpenger er at du
har fått redusert arbeidstiden din med minst halvparten (50 prosent)
har hatt en minsteinntekt fra lønnet arbeid på minst 1,5 ganger folketrygdens grunnbeløp (G) i året som gikk, eller minst 3 G i løpet av de tre siste avsluttede kalenderårene
er registrert som arbeidssøker og sender meldekort hver 14. dag
er reell arbeidssøker
bor eller oppholder deg i Norge
Hva vil det si å være reell arbeidssøker?
Som hovedregel må du være villig og i stand til å ta ethvert arbeid hvor som helst i Norge. Dette innebærer at du
må være arbeidsfør. Hvis du ikke er arbeidsfør har du heller ikke rett til dagpenger, men du kan ha rett til arbeidsavklaringspenger eller sykepenger.
ikke kan stille krav til lønn. Hvis du ikke er villig til å ta arbeid som er lønnet etter tariff eller sedvane har du ikke rett til dagpenger.
bare kan reservere deg mot å flytte hvis du er mer enn 60 år gammel eller det er tungtveiende sosiale hensyn knyttet til helse, omsorgsansvar for små barn eller pleietrengende i nær familie.
Du må være villig til å jobbe både heltid og deltid. Hvis du bare jobber deltid, eller er delvis permittert, må du være villig til å slutte i det eksisterende arbeidsforholdet ditt til fordel for et arbeidsforhold som gir deg mer arbeid.
Du må være aktiv jobbsøker. Det innebærer at du må lete etter jobber selv, sende søknader og møte til intervjuer. NAV kan kreve at du dokumenterer avtalt jobbsøkingsaktivitet, og vi kan pålegge deg å føre jobblogg.
Du må være tilgjengelig for NAV, og kunne begynne i arbeid eller på tiltak på kort varsel.
Du må holde CV-en din oppdatert på nav.no.
Du må ha en fast oppholdsadresse som NAV kan kontakte deg på.
Du må kunne skaffe tilsyn til barn på kort varsel hvis du har små barn.
Fra når kan du få dagpenger?
Hvis du registrerer deg som arbeidssøker, har du krav på dagpenger fra registreringsdatoen hvis du leverer en fullstendig dagpengesøknad innen 4 uker. I de fleste tilfeller har du altså inntil fire uker på å skaffe all nødvendig dokumentasjon, uten at du taper penger. Hvis du trenger mer tid enn 4 uker må du kontakte NAV.
Når du søker dagpenger vil du ikke få dagpenger de tre første dagene. Disse dagene kalles ventedager. Hvis du selv er skyld i at du mistet jobben, og du ikke har en rimelig grunn, så blir ventetiden forlenget med minst 8 uker.
Ventetiden begynner å løpe den dagen du søker om dagpenger. Det betyr at du bør søke dagpenger første dag du er arbeidsledig. Du må altså søke om dagpenger med én gang, selv om du ikke vil få utbetalt dagpenger for ventedagene. Du må også sende meldekort i hele ventetiden. Les mer om forlenget ventetid.
Hvis du mottar sluttpakke fra tidligere arbeidsgiver, er hovedregelen at du ikke har rett til dagpenger før tidsrommet sluttpakken gjelder for er over. Du bør likevel søke om dagpenger fra første dag du blir arbeidsledig slik at NAV kan vurdere fra når du har rett til dagpenger. I søknaden må du legge ved kopi av den avtalen som er inngått med arbeidsgiver om sluttkompensasjon.
Hvor mye får du i dagpenger?
Dagpengene beregnes på bakgrunn av hva du hadde i lønnsinntekt og eventuelle trygdeytelser i fjor (eller snittet av de tre siste årene før du søkte dagpenger). Dagpengene utgjør omtrent 62,4 prosent av inntekten før skatt. Inntekt over 6 G og engangsstønad ved fødsel regnes ikke med i grunnlaget for dagpengene.
Om ret til at få overført dagpenge fra Norge til et andet EØS land:
Der findes mulighed for at få overført dagpenge fra Norge til bosiddende i andre EØS lande i op til tre måneder. Men det kræver at man har været arbejdssøgende i Norge i mindst 4 uger og for at være arbejdssøgende I Norge må man have adresse eller opholde sig i landet.
Det kræver at søker om en attest PD U2. Dette gøres online her: https://www.nav.no/no/Person/Skjemaer-for-privatpersoner/skjemaveileder/vedlegg?key=248836
Læs om reglerne her:
Hva skjer med rettighetene i folketrygden når du søker arbeid i et annet EØS-land?
Dersom du er omfattet av EØS-avtalen, er helt arbeidsledig, har mottatt dagpenger i minst fire uker i løpet av de siste 12 ukene før avreise og får innvilget attest PD U2 fra Norge, kan du ta med deg dagpengene til et annet EØS-land mens du søker arbeid der. Du opprettholder i denne perioden ditt medlemskap i folketrygden.
Dersom du får arbeid i løpet av tre måneder opphører retten din til dagpenger fra Norge. Dette får konsekvenser for medlemskapet i folketrygden.Oppholder du deg lenger i utlandet uten arbeidsinntekt er du fortsatt medlem i folketrygden kun hvis du skal hjem til Norge før det har gått 12 måneder.
Hvis du blir i utlandet for å søke arbeid på egen hånd fordi du vil bo i landet i mer enn 12 måneder, går du ut av folketrygden når utbetaling av dagpenger opphører.
Når du får arbeid i utlandet går du ut av folketrygden, også før det har gått 12 måneder.
Når du får arbeid i et annet EØS-land skal du være dekket av lovgivningen i landet du arbeider.
Info etter månedsmøte med bedriften 10. januar 2018
En info som omhandler kurs for sykepleiere, PFA, kompetansegruppen, reisekompensasjon og "Operator Drilling".
AMLS og PHTLS kurs for Medic's
Der er ikke så meget nyt i denne sag, bedriften er fortsat i dialog med ISOS(BHT) for at se ind i muligheder for alternative oplæg til kurserne. Så indtil videre opretholdes nuværende praksis med at der kompenseres for de 8 timer som foregår på kurscenteret, og at den interaktive del må foregå i arbejdstiden offshore.
Skatt i Danmark på PFA-pensjonen(overskud)
Skattedirektoratet i Norge skal undersøge om udbetalinger fra PFA til at dække skat i Danmark af overskud på pensionen, kan udløse en gevinstbeskatning i Norge.
Bedriftens rådgivere hos "Deloitte" har rykket for svar hos Skattedirektoratet, men direktoratet har kun bekræftet at sagen er modtaget, så her er det bare å avvente.
Kompetansegruppe og bruk av vikarer
I møde fik vi en indkaldelse til drøftelser vedrørende mulig nedmanning som følge af at Maersk Innovator flyttes til UK.
Kompetansepoolen´s størrelse og vikarbruk vil være en del av disse drøftelser.
Dette mødet afholdes i næste uge.
Kurs i utlandet og kompensasjon for reisetid
Bedriften vil forholde seg til overenskomsten § 13.5 når det gjelder dette.
Det vil si at det er kr 25,- NOK pr time for medgått reisetid.
Lønnsplassering for stillingen "Operator Drilling"
MAF har ved månedsmødet med bedriften præsenteret resultatet fra den spørgeundersøgelse som vi har foretaget blandt alle "Operator Drillings"
18 ud af 24 har svaret. Vi takker for de mange gode inputs, og vi arbejder videre med sagen.
En info som omhandler OD, kurs for sykepleiere, tvist Intergrator og arbeidsbelastning Elektrikere/ET.
Vi hadde denne oppe igjen på sist månedsmøte. Bedriften trengte mer tid.
MAF har ellers vært i lønnsforhandlingene siste uke og vi prøvde virkelig å få løftet denne stillingen der. Det fikk vi ikke til, ikke helt uventet, da vi er de eneste som har akkurat denne type stilling. Derfor så ble det vanskelig å få forståelse for kravet.
Men vi arbeider videre med saken...
AMLS og PHTLS kurs for sykepleiere
MAF har full forståelse for den frustrasjon som er ute blant sykepleierne når det gjelder måten dette skal gjennomføres på. VI har bedt bedriften om at de ser på andre måter, og ikke fått noe svar som avklarer dette enda.
I påvente av dette så har vi sendt mail til bedriften der vi krever at disse kursen stoppes inntil de finner en løsning som er gjennomførbar.
Tvist om overtidsbetaling for crewmøter, Intergrator
Her har MAF overlevert vår tvisteprotokoll til bedriften, og denne blir da sendt videre til IndustriEnergi og Norges Rederiforbund(NR).
La det være sagt, dette kan ta tid å få løst. Det er mange saker som ligger til behandling, så noen rask avklaring ser vi ikke.
Arbeidsbelastning for Elektrikere og ET
Det ble ingen avklaring i S-AMU den 22.05.18 på når denne survey for teknisk avdeling skulle bli gjennomført.
Som følge av dette vurderer MAF nå å tviste på den delen for vår allerede pågående sak, som omhandler arbeidsbelastning for Elektrikere og ET, om ikke bedriften kommer oss i møte innen SMFM den 20.06.18.
Vi krever at det skal inn 3 elektrikere på hver av XLE-riggene, på permanent basis. Dette basert på alle tilbakemeldinger, drøftinger, møter osv.
MAF mener likevel at det er meget viktig at denne survey, uansett form, blir gjennomført slik at også andre stillinger i teknisk avdeling kan få belyst sin hverdag.
Tilbud om pensjonsrådgivning fra Tredjepart for de som er 57 år eller eldre
For å sikre at våre medlemmer får nødvendig informasjon om valgmulighetene mht pensjon har Industri Energi inngått avtale med Tredjepart om pensjonsrådgiving. Tilbudet sendes i disse dager det enkelte medlem i målgruppen.
Valgmulighetene er blitt mange og tidspunkt for uttak av pensjon og tidspunkt for fratredelse er gjerne forskjellig etter at pensjonsreformen trådte i kraft. Fleksibel alderspensjon, AFP og pensjon opptjent via arbeidsgiver kan nå tas ut i kombinasjon med fortsatt arbeid. Større fleksibilitet, mer omfattende regelverk og store individuelle forskjeller gjør at informasjons-behovet er stort.
Erfaringene etter flere års samarbeid er udelt positive og vi ser på dette tilbudet som en viktig medlemsfordel.
Tredjepart vil også kunne bistå dere som tillitsvalgte i pensjonsspørsmål f.eks ved skifte av pensjonsordning, omstilling og i individuelle saker. Interne foredrag og kurs kan også avtales med Tredjepart der det er behov. Selskapet er et frittstående rådgivningsfirma uten kommersiell tilknytning til andre og har pensjonsrådgivning som et av sine spesialområder. Selskapets rådgivere har lang erfaring både innen land- og offshorebaserte ordninger, i tillegg til pensjon som ytes fra det offentlige.
Målgruppen i år er medlemmer som er fylt 57 år eller eldre som har opptjent trygderettigheter i Norge og som ikke har benyttet seg av tilbudet tidligere. Rådgiving på pensjon opptjent utenfor Norge og skatteavtaler med andre land er ikke omfattet av tilbudet.
Våre medlemmer får med dette tilbudet en oversikt på fremtidig pensjon og valgmuligheter. Valget man gjør har konsekvenser for resten av livet. Vi er opptatt av at våre medlemmer får en oversikt på fremtidig pensjon og muligheter, slik at siste periode som yrkesaktiv og pensjonstilværelse kan planlegges best mulig.
For støtte til tillitsvalgte i pensjonsspørsmål er det avtalt en egen pris. Ta gjerne kontakt med undertegnede eller Terje Valskår for ytterligere detaljer.
Vedlagt finner dere brosjyre og oppdragsskjema som fulgte utsendelsen. Denne informasjonen vil også bli tilgjengelig på våre nettsider.
MAF har i dag hatt månedsmøte med MDN.
Her var det vanlige sakene samt at vi har diskutert skattesak for ett enkeltmedlem. Her blir det satt opp ett nytt møte i morgen med Payroll.
Av andre saker som kan nevnes er at vi har sett på en utvidelse av arbeidsoppgavene for de i EX-pool, onshore lønnsjusteringer, arbeid for Aker BP på land for MDN ansatte(Planning Engineering), ansiennitet protokollen og problemer rundt dette med norsk språk ute på riggene. Det sistnevnte mener MAF og Vernetjenesten er ett brudd på RF§14.
Ellers er planen for neste uke at vi skal på Landsmøte i IE. Tilsammen er vi 8 personer fra MAF. Det er Jørn B Hansen, Frode Sell, Eirik Gjemble, Anders Blom, Hanne Holmboe og Roy Stranden. I tillegg deltar Bår som sitter i Landsstyret og Frode L som er i Forbundsstyret. Landsmøte er i Oslo i perioden 28.-30.april.
Uken etterpå har MAF styremøte den 3.-4.mai i Stavanger.
Ellers så kan vi meddele at vår kontorsekretær Malin Lea har sin siste dag på jobb for oss i morgen. Hun skal begynne hos Aker BP på mandag den 24.april.
Elisabeth vil starte på igjen den 15.mai, slik at telefonen blir satt over til oss andre i AU frem til da.
MAF takker for den jobben Malin har gjort for oss og hun ønskes lykke til i ny jobb:-)
Kontoret vil bli delvis bemannet denne tiden, men dere alle vet at vi er å treffe på telefon og mail.