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MAARK:

MAARK:. Working against temporary contracts in Norwegian Archaeology. Tine Schenck Legal counsel, MAARK. Norwegian labour force structure . Tripartite system: Employer Negotiating power Employee Negotiating power. Organisation (Unions )

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MAARK:

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  1. MAARK: Working against temporary contracts in Norwegian Archaeology Tine Schenck Legal counsel, MAARK

  2. Norwegian labour force structure Tripartite system: Employer • Negotiating power Employee • Negotiating power Organisation(Unions) • Key players in legal structuring: collective agreements. • Collective negotiating power • 66 % organisation rate Contract

  3. Norwegian labour force structure Legal base: • Working Environment Act • Civil Service Act • Individual contract • Creates a flexible contract situation regarding wages, working hours, schedule, duties: All negotiable

  4. Norwegian labour force structure The employee shall be permanently employed. Access to temporary contracts restricted to: “the work differs from that which is ordinarily performed in the undertaking” or Working Environment Act “is needed only for a limited period or to carry out a specific assignment” Civil Service Act

  5. The use of temporary contracts in Norwegian Archaeology Percentage of temporarily employed in Norway, overall: 9,75 % (Statistics Norway) Percentage of temporarily employed archaeologists in Norway: 62 % (DISCO 2014)

  6. Problem • Archaeologists work for official government • The number of archaeologists outranks the number of jobs Archaeologists are afraid to not get work: accepts employers terms (General unemployment: 3.3 % Archaeological unemployment 29 %)

  7. “…the work differs from that which is ordinarily performed in the undertaking” Average number of months per year in working activity: 8,5 months (MAARK’s own surveys 2011 & 2012)

  8. MAARK Sub-group to the Norwegian Association for Researchers (Forskerforbundet/NAR) Association for temporarily employed archaeologists in NAR • Focus: Battling temporary contract use and improving working conditions for temporarily employed archaeologists

  9. MAARK: Organisation 2007: Constitution. Membership. Local clubs. Newsletter. 2010: Official integration in NAR. Central restructuring: Board (12+4 reps) and general assembly. Individual restructuring: Members organised with NAR.

  10. MAARK: Role Independent, subject-specific, political counsel to the NAR trade union. Consultative body in political hearings regarding archaeology and cultural heritage management • Takes action in relation to temporary employment issues: Meets employers, local and central government.

  11. MAARK: Role MAARK-members: On average 3-4 contracts per annum with 2 employers. More than half has experienced at least one < 2 week contract in 2011. Provides counsel to members without relation to local union reps. Directs members to legal/admin expertise.

  12. MAARK: Role Keeps track of the archaeological labour market: • Yearly member survey • Contributes funding to the DISCO 2012-2014 project • Maintains contacts with local union reps Educates members on labour law and collective rights (seminars, meetings, newsletters)

  13. Museum director, 20/9/10 “When a farmer runs his farm, it is an ordinary undertaking. But when the strawberries are ripe, he must hire people to pick the berries. He does not have the time to do it himself, and he cannot hire them on a permanent basis, even if the same phenomenon occurs every year. The same goes for excavations.”

  14. Strawberry season vsarchaeological season

  15. Milestones Autumn 2010: Petition against temporary contracts in archaeology 1/2-2011: 450< signatures presented Minister of Research and Higher Education Photography: Forskerforum

  16. Milestones Summer 2011: First member- and employer survey conducted.

  17. Milestones 2011: The level of temporariness amongst archaeologists gets news coverage in sector based media 2011: MAARK is included as official consultative body in cultural heritage issues

  18. Milestones Summer 2012: Second member survey

  19. Milestones Summer 2013: News coverage in 3 national media

  20. Current foci Political activities: Working towards meeting at Ministry level Establishing regular meetings with employers Campaign: Brain Flight The loss of competence in cultural heritage due to temporary contracts

  21. Current foci Member activities: • Increasing presence locally and in workplaces • Continuing education and information • Continuing and increasing member support • Yearly member surveys Long term aim: Becoming ARK – Association for allarchaeologists in NAR

  22. For more information Contact: maark@maark.no www.maark.no (Norwegian website) t.schenck@exeter.ac.uk

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