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The Norwegian Collaboration Model

The Norwegian Collaboration Model. Svein Oppegaard, NHO. Global Industrial Relations Network. Telenor, 25. O ctober 2012. This is NHO. Norway’s largest stakeholder organization for businesses 21,400 members and 525,000 employees of member companies. photo : Olav Heggø.

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The Norwegian Collaboration Model

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  1. The Norwegian Collaboration Model Svein Oppegaard, NHO. Global Industrial Relations Network. Telenor, 25. October 2012

  2. This is NHO • Norway’s largest stakeholder organization for businesses • 21,400 members and 525,000 employees of member companies photo: Olav Heggø

  3. The Norwegian Model Population: 5 017 500 Populationbetween 15-74 years: 3 763 000 Persons outside labour force: 1 042 000 Total Labour force: 2 693 000 Unemployed: 89 000 Employed: 2 604 000 Public sector: 800 000 Private sector: 1 800 000 Source: Statistics Norway, Labour force survey Q2 2012

  4. Our Labour market: Unemployment rate: 3,3 % (unemployed/labour force) Employment rate: 69,7 % (employed/population) Labour force participation ratio: 72,1 % (labour force/Population) Source: Statistics Norway, Labour force survey Q2 2012

  5. NHO believes in: • A strong and influential private sector • A state which limits its industrial policies and legislation to what is needed to stimulate business • Bipartite cooperation: Trade unions and employers organizations being able to cooperate on a broad basis • Tripartite cooperation: State and social partners photo: Olav Heggø

  6. Good labour relations: • Competetive companies must be efficient and productive • Constructive labour relations may contribute • Cooperation must be based on trust and mutual respect photo: Scanpix

  7. How to achieve it? • Constructive dialogue between management and workers representatives • Workers involvement at all levels • Areas of formal cooperation – within the agreement framework photo: Scanpix

  8. Law and collective agreements • Law: • Workers protection • Holidays • Sick leave and payments • Paid parental leave • Board representation of workers in companies • Conflict solving mechanisms • Collective agreements: • The Basic Agreement • Collective wage agreements photo: Scanpix

  9. The Basic Agreement • The most important tool for dialogue: • The right to unionise • The right for workers to be informed, involved and consulted • The right to form a liaison committee at the enterprise level • The provisions are binding for all parties • Alleged violations may be brought before the Labour Court

  10. Areas oftripartitecooperation: • Guidelines for wage determination (from the technical calculation commitee to high level meetings) • Vocationaleducation and training, apprenticeship in companies • The Inclusive Working life Agreement – to reduce absenteeism • Programs to promote accountability in vulnerable industries Photo: Olav Heggø

  11. Stable union density Source: Kristine Nergaard, FAFO-notat 2010:25

  12. Trade union density in different countries Source: OECD 2009-2010, FAFO-report 2012.16 Eldring& Alsos

  13. Detailedregulation: Workingenvironmentactwithdetailedregulation NHO: 240 collectiveagreements New regulation: Employment services

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