Staff regulations
These are the current staff regulations for all employees at BI.
Staff regulations
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The Employee shall be appointed and dismissed by the Board of BI Norwegian Business School or a party authorised by the Board.
All Employees shall receive a copy of these regulations upon the commencement of their employment.
Notice of termination of employment shall be given in writing by either party. In the case of termination by the company, the notice shall be delivered to the Employee in person or sent by registered mail to the address stated by the Employee.
Notice of termination given by the company shall contain information concerning:
- The Employee’s right to request negotiations and to take legal action;
- The right to continue in the position in accordance with the provisions of Sections 17-3, 17-4 and 15-11 of the Norwegian Working Environment Act;
- The deadlines that apply for requesting negotiations, taking legal action and continuing in the position; and
- The name of the Employer and the legal defendant in the event of a dispute.
An Employee who is given notice of termination may request that the reasons for the termination be given in writing; cf. Section 15-4(3) of the Working Environment Act.
Before the Employer reaches a decision concerning termination of the Employee’s employment, the matter shall be discussed with the Employee and the Employee’s union representative wherever practicable, unless this is against the wishes of the Employee.
On leaving, the company shall provide an ordinary leaving reference.
An Employee who is dismissed (cf. Section 15-14 of the Working Environment Act) shall also be entitled to a reference. However, the Employer may in this case state in the reference that the Employee was dismissed without stating the reason for this; cf. Section 15-15(3) of the Working Environment Act.
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The mutual period of notice for permanent Employees is three (3) months. This period of notice shall commence on and include the 1st of the month after issuing of the notice, unless otherwise agreed in a collective agreement or other written agreement.
The periods of notice specified in Section 15-3(3) of the Working Environment Act shall apply to Employees over the age of 50 who have been employed by the company for at least 10 consecutive years.
These respective periods of notice, which may not be deviated from by agreement, are: four months if the Employee is over the age of 50, five months if the Employee is over the age of 55 and six months is the Employee is over the age of 60. (However, the Employee may terminate the employment agreement with a period of notice of at least three months).
For Employees who are employed for a trial period that has been specified in writing, a mutual period of notice of one (1) month shall apply, unless otherwise agreed in writing or through a collective agreement. Notice of termination of employment shall be given in writing.
Employment agreements that have been entered into for a specific period of time or for a specific type of work shall be terminated at the end of the period without notice, or when it has been decided that the work has been completed, unless otherwise agreed in writing or determined through a collective agreement.
An Employee who has been employed for more than one year shall be required to provide written notification of the severance date no later than one month before this date.
On the termination of his employment, the Employee shall be obliged to return all keys and access cards, in addition to all equipment, material and literature, etc. which has been made available to the Employee through his work and which is the property of BI.
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The employee is obliged to provide (via immediate supervisor) notice of sick leave as soon as possible, no later than the first business before the end.
Employees are also required to notify your self into Agresso. This notification requirement applies even if there is a medical certificate from a doctor from the first day of absence. If the absence lasts more than 8 days, the medical certificate must be submitted.
This self-certification or medical certificate must be sent by the immediate superior of the HR department. And the employee is also obliged to sign this into Agresso.
In accordance with new regulations concerning follow-up in connection with absence due to illness, follow-up meetings shall be held with the Employee concerned within six weeks.
The Employer shall investigate whether the absence due to illness was caused by conditions at the workplace. If this is the case, measures shall be implemented in relation to any deviations from the provisions of the Working Environment Act.
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- Ordinary office hours at BI are between 8.00 am and 4.00 pm for the first five working days of the week. The working hours for the various Employee categories are specified in individual special agreements.
- Deviations from standard working hours are permissible provided that the hours can be adapted appropriately to the operation or the operation requires such deviations.
The working hours may be either brought forward or delayed by one hour. Other rescheduling of working hours may be permitted in special cases.
The Employee’s superior shall decide whether deviations from standard working hours are permissible. In the event of doubt, the matter may be referred to the director of the organisation. - The lunch break shall be 30 minutes per day for Employees who work at least 5.5 hours per day.
Overtime may be imposed on the individual Employee within the framework of collective and special agreements and the provisions of the Working Environment Act.
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Holidays shall be scheduled in accordance with the relevant regulations of the holiday legislation in force at the time in question. In accordance with a local agreement, it has been decided that we will have an additional four working days’ holiday from the 2002 holiday year inclusive.
Holiday preferences/holiday plans shall be co-ordinated and approved by the head of the relevant institute or department.
BI is closed between Christmas and New Year, including Christmas Eve, and between Palm Sunday and Maundy Thursday.
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alaries and taxes are calculated by the Finance Department, which is also responsible for transferring net wages to the Employee’s bank or postal giro account.
Permanent Employees shall be paid monthly and will normally receive their wages on the 12th of each month. Wage slips shall be dispatched via e-mail.
The information necessary to calculate any additional payments must be received by the Finance Department by the 1st of the month for permanent Employees or the 5th of the month for staff who are paid hourly.
Staff who are paid hourly will receive their wages around the 20th of each month.
Holiday pay shall be paid together with the ordinary salary for June. The Employee shall be obliged to report any errors in the salary amount paid on the date of payment as soon as possible. The Finance Department shall make the necessary adjustments as soon as possible.
Salary deductions shall not be permitted except:
- When they are in accordance with legislation;
- Regular contributions to pension or health insurance schemes
- When it has previously been agreed by written agreement
- Where rules have been established through collective agreements concerning salary deductions for trade union membership fees or fees to the Information and Development Fund or the Low Wage Fund
- In respect of compensation for damage or losses that the Employee has caused the company to incur either wilfully or through gross negligence in connection with his work, where the Employee has acknowledged liability to pay compensation, or such liability has been established through a legal ruling or the Employee has left his position unlawfully;
- As a result of applicable routines for the calculation and payment of salaries, it has been impracticable to take account of absence due to strikes or the cessation of work during the period in question.
Before salary deductions in accordance with article (e) may be made, the company manager shall discuss the basis for the deductions and the amount involved with the Employee and the Employee’s union representative, or two representatives chosen by the Employee, unless this is against the wishes of the Employee.
In all cases, salary deductions in accordance with articles (e) and (f) shall be limited to the part of the claim that is in excess of that which the Employee reasonably requires to support himself and his household.
This shall not limit the Employee’s ordinary right to bring the matter of salary deductions before a court of law.
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All Employees shall arrive punctually for the set working hours and shall not leave their work without permission during these hours.
Employees who are prevented from reporting for work shall notify their immediate superior of their absence as soon as possible, giving the reason for the absence.
BI is currently associated with IA - agreement. Thus, an employee may use self-certification up to 8 days during a calendar year.
In case of sickness absence beyond eight calendar days, the medical certificate (sick leave certificate) submitted to the HR Department via the immediate supervisor as soon as possible after the absence. And the employee is also obliged to sign this into Agresso.
All Employees shall comply with instructions from the management, and carry out their work in the best possible way.
Employees shall comply with the provisions and instructions that are issued in order to safeguard life, health and property, and use the protective equipment that is provided.
Under no circumstances shall any Employee be under the influence of alcohol or narcotic substances while at work, nor shall any Employee be under the influence of medication in such a way that it affects the execution of their duties at BI.
Both permanent and temporary Employees may be subject to a secrecy obligation concerning company matters of which they become aware through their work where the company management deems this necessary.
All Employees shall behave in a decent and polite manner towards people that they come into contact with in connection with their work. No Employee shall provide unauthorised persons with access to the company without permission.
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The Board of BI Norwegian Business School or a party authorised by the Board may dismiss an Employee with immediate effect if the Employee is guilty of a gross breach of his obligations or other significant breach of the employment agreement.
Notice of dismissal shall be given in writing and contain information concerning:
- The Employee’s right to request negotiations and to take legal action
- The right to continue in the position in accordance with the provisions of Sections 17-3, 17-4 and 15-11 of the Working Environment Act
- The deadlines that apply in connection with requests for negotiations, the taking of legal action and for continuing in the position and
- The name of the Employer and the legal defendant in the event of a dispute.
Before a dismissal takes effect, the Board or a party authorised by the Board shall discuss the matter with the Employee and the Employee’s union representative wherever practicable, unless this is against the wishes of the Employee.