Common use of Joint declaration on individual remuneration Clause in Contracts

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,relating to individual salaries. Industri Energi and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by Industri Energi and SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri Energi, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration remuneration, one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,, relating to individual salaries. Industri Energi and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- 110 per employee unionised unionized by Industri Energi and SAFE. The amount will also be paid for non-unionised unionized personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri Energi, SAFE and any other associated organisations organizations invited to participate will prepare statutes for the fund and ensure its management. Employees who, during the agreement period from 1 June 2024 up to 31 May 2026 receive a notice of termination of employment, shall have an extended priority to employment, cf. Section 14-2 of the Working Environment Act, from the date of termination and for two years from the expiration of the notice period. The extended priority will expire at the age of 60 for employees on mobile offshore units. For employees on platform drilling, the extended priority right expires at the age of 62 years. Diploma positions and DVO The parties agree that a party-composed committee will be set up to assess the scheme around compensation for professional certificates and the establishment of new professional certificates (within 01.01.2013), including salary placement for the DVO position with or without, if applicable certificate of apprenticeship. There must be an opportunity to put forward a demand for a new salary group placement by DVO the position in connection with the regulatory negotiations for the 2nd contract year (2013) with the option to terminate the position. The parties refer to the Labor Court's cases ARD 2002 page 437, ARD 2009 page 9, ARD 2011 no. 23 and ARD 2011 no. 24 regarding waiting time in connection with workshop stays. The parties have noted that the legal situation that has been established following these court decisions may entail some practical challenges, and therefore agree to equate situations where the employees live on land in the workshop area, where they have not currently been entitled to waiting time allowance, with the situation where they live on board the facility and are entitled to waiting time allowance. 35 The time for maternity leave of up to 14 days is linked to term or birth at the employee's request and so that leave is granted flexibly within a period of 14 days before or 14 days after either the due date or time of birth. In order to be entitled to paid leave, the employee must notify the employer as soon as possible, and no later than four months before the due date, that the person concerned will take care leave. New employees notify as soon as possible. The notice must be given in writing and state the date of birth. Examples of practice.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,relating to individual salaries. Industri Energi and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- 110 per employee unionised by Industri Energi and SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri Energi, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management. Employees who, during the agreement period from 1 June 2020 up to 31 May 2022 receive a notice of termination of employment, shall have an extended priority to employment, cf. Section 14-2 of the Working Environment Act, from the date of termination and for two years from the expiration of the notice period. The extended priority will expire at the age of 60 for employees on mobile offshore units. For employees on platform drilling, the extended priority right expires at the age of 62 years.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration remuneration, one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,, relating to individual salaries. SAFE and Industri Energi and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- 110 per employee unionised unionized by SAFE and Industri Energi and SAFEEnergi. The amount will also be paid for non-unionised unionized personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. SAFE, Industri Energi, SAFE Energi and any other associated organisations organizations invited to participate will prepare statutes for the fund and ensure its management. Employees who, during the agreement period from 1 June 2020 up to 31 May 2022 receive a notice of termination of employment, shall have an extended priority to employment, cf. Section 14-2 of the Working Environment Act, from the date of termination and for two years from the expiration of the notice period. The extended priority will expire at the age of 60 for employees on mobile offshore units. For employees on platform drilling, the extended priority right expires at the age of 62 years. Diploma positions and DVO The parties agree that a party-composed committee will be set up to assess the scheme around compensation for professional certificates and the establishment of new professional certificates (within 01.01.2013), including salary placement for the DVO position with or without, if applicable certificate of apprenticeship. There must be an opportunity to put forward a demand for a new salary group placement by DVO the position in connection with the regulatory negotiations for the 2nd contract year (2013) with the option to terminate the position. The parties refer to the Labor Court's cases ARD 2002 page 437, ARD 2009 page 9, ARD 2011 no. 23 and ARD 2011 no. 24 regarding waiting time in connection with workshop stays. The parties have noted that the legal situation that has been established following these court decisions may entail some practical challenges, and therefore agree to equate situations where the employees live on land in the workshop area, where they have not currently been entitled to waiting time allowance, with the situation where they live on board the facility and are entitled to waiting time allowance. The time for maternity leave of up to 14 days is linked to term or birth at the employee's request and so that leave is granted flexibly within a period of 14 days before or 14 days after either the due date or time of birth. In order to be entitled to paid leave, the employee must notify the employer as soon as possible, and no later than four months before the due date, that the person concerned will take care leave. New employees notify as soon as possible. The notice must be given in writing and state the date of birth.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi Industry Energy - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi Industry Energy have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,relating to individual salaries. Industri Energi and SAFE The organisations establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by Industri Energi and SAFEDSO. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri Energi, SAFE and any other associated The organisations invited to participate will prepare statutes for the fund and ensure its management. Meetings related to operation and maintenance summoned by the Platform Manager, Section Supervisors or whomever they may have authorized, shall be considered mandatory meetings. This does not apply for employees who are individually remunerated or when the meeting is concerning personal circumstances for the employee summoned.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary wage adjustment for individual salaried personnelindividually compensated employees, discuss the principles intended to form the basis for the adjustment with the shop stewards employee or group representatives on the principles that one wishes to apply for the adjustmentrepresentative. Before the company determines sets the year's salary increasesannual wage regulation, meaningful there shall be real discussions between the company and the shop stewards shall take placeemployee representatives. There shall The discussions will be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even also take place if the companies initially do not initially want to make adjustments beyond what has been determined decided centrally. The shop stewards have the right employee representatives shall be entitled to check that the salaries of wage level for personnel in the salary wage group of 0-2 2, in the context of that the work cycle cycle, is in line with the intentions of the payroll wage system. At In the event of discussions under pursuant to this section paragraph, the company shall, if the shop stewards employee representatives so requestsrequest, provide salary records of present payslips for the union's federation’s own members (SAFE, DSO and Industri Energi - to – will be included include separately in the respective Agreements) and also an anonymous collective agreements), as well as anonymised wage documentation of wages for occupational categories where the position groups in which SAFE, DSO and Industri Energi have members, but in such a way that this manner which does not come into conflict with the Act on privacyPersonal Data Act. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to established which will review all matters in connection with individual compensation during the tariff period,relating to individual salaries. Industri Energi Industry Energy and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by non-union, a member of Industri Energi and or SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri EnergiIndustry Energy, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,relating to individual salaries. Industri Energi and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- 110 per employee unionised by Industri Energi and SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri Energi, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management. Employees who, during the agreement period from 1 June 2016 to 31 May 2018 receive a notice of termination of employment, shall have an extended priority to employment, cf. Section 14-2 of the Working Environment Act, from the date of termination and for two years from the expiration of the notice period. The extended priority will expire at the age of 60 for employees on mobile offshore units. For employees on platform drilling, the extended priority right expires at the age of 62 years.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary wage adjustment for individual salaried personnelindividually compensated employees, discuss the principles intended to form the basis for the adjustment with the shop stewards employee or group representatives on the principles that one wishes to apply for the adjustmentrepresentative. Before the company determines sets the year's salary increasesannual wage regulation, meaningful there shall be real discussions between the company and the shop stewards shall take placeemployee representatives. There shall be drawn a protocol from the discussions. These The discussions are will be supplemental to the central settlement and must be held even also take place if the companies initially do not initially want to make adjustments beyond what has been determined decided centrally. The shop stewards have the right employee representatives shall be entitled to check that the salaries of wage level for personnel in the salary wage group of 0-2 2, in the context of that the work cycle cycle, is in line with the intentions of the payroll wage system. At In the event of discussions under pursuant to this section paragraph, the company shall, if the shop stewards employee representatives so requestsrequest, provide salary records of present payslips for the union's federation’s own members (SAFE, DSO and Industri Energi - to – will be included include separately in the respective Agreements) and also an anonymous collective agreements), as well as anonymised wage documentation of wages for occupational categories where the position groups in which SAFE, DSO and Industri Energi have members, but in such a way that this manner which does not come into conflict with the Act on privacyPersonal Data Act. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to established which will review all matters in connection with individual compensation during the tariff period,relating to individual salaries. Industri Energi Industry Energy and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by non-union, a member of Industri Energi and or SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri EnergiIndustry Energy, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management. Employees who, during the agreement period from 1 June 2016 to 31 May 2018 receive a notice of termination of employment, shall have an extended priority to employment, cf. Section 14-2 of the Working Environment Act, from the date of termination and for two years from the expiration of the notice period. The extended priority will expire at the age of 60 for employees on mobile offshore units. For employees on platform drilling, the extended priority right expires at the age of 62 years.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary wage adjustment for individual salaried personnelindividually compensated employees, discuss the principles intended to form the basis for the adjustment with the shop stewards employee or group representatives on the principles that one wishes to apply for the adjustmentrepresentative. Before the company determines sets the year's salary increasesannual wage regulation, meaningful there shall be real discussions between the company and the shop stewards shall take placeemployee representatives. There shall be drawn a protocol from the discussions. These The discussions are will be supplemental to the central settlement and must be held even also take place if the companies initially do not initially want to make adjustments beyond what has been determined decided centrally. The shop stewards have the right employee representatives shall be entitled to check that the salaries of wage level for personnel in the salary wage group of 0-2 2, in the context of that the work cycle cycle, is in line with the intentions of the payroll wage system. At In the event of discussions under pursuant to this section paragraph, the company shall, if the shop stewards employee representatives so requestsrequest, provide salary records of present payslips for the union's federation’s own members (SAFE, DSO and Industri Energi - to – will be included include separately in the respective Agreements) and also an anonymous collective agreements), as well as anonymised wage documentation of wages for occupational categories where the position groups in which SAFE, DSO and Industri Energi have members, but in such a way that this manner which does not come into conflict with the Act on privacyPersonal Data Act. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to established which will review all matters in connection with individual compensation during the tariff period,relating to individual salaries. Industri Energi Industry Energy and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by non-union, a member of Industri Energi and or SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri EnergiIndustry Energy, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management.

Joint declaration on individual remuneration. The parties agree that the present wording of the agreement, concerning the stipulation of wages for those receiving individual remuneration, adequately covers the parties’ intentions, but that this has not always been satisfactorily followed up by all companies concerned. Where the parties find that there is dissatisfaction in a company with the stipulation of wages for those receiving individual remuneration, the company shall ensure that all individually remunerated persons who so wish are given a personal interview with a superior about the criteria referred to in the agreement, which are skill, experience, training, service time and areas of work and responsibility, and the manner in which these have been assessed in relation to the person concerned. If an individual is of the opinion that there is any unreasonableness, which forms the basis for new assessment and possibly adjustment of the wage, the shop xxxxxxx may demand that the case be submitted to the management of the company. Wage conditions in the company refer to the general wage conditions of the other offshore employees, both individually and non-individually remunerated. Other conditions refer to the company’s own situation, market prospects and the general development in society. The term skill covers both technical skill and the ability to organise one’s own work and to co-operate and do teamwork. Experience means experience in the company or from elsewhere relevant to the position in question. Training includes only that which is of significance to the performance of work in the position in question. Service time includes the total time of employment in the company in question, as any service in other companies will be included in the experience, where relevant. The areas of work and responsibility include both the physical and the mental workload, and the area of responsibility with regard to health, the environment and safety and the number of employees. The company shall, before the annual salary adjustment for individual salaried personnel, discuss with the shop stewards or group representatives on the principles that one wishes to apply for the adjustment. Before the company determines the year's salary increases, meaningful discussions between the company and the shop stewards shall take place. There shall be drawn a protocol from the discussions. These discussions are supplemental to the central settlement and must be held even if the companies initially do not want to make adjustments beyond what has been determined centrally. The shop stewards have the right to check the salaries of personnel in the salary group of 0-2 in the context of that the work cycle is in line with the intentions of the payroll system. At discussions under this section the company shall, if the shop stewards so requests, provide salary records of the union's own members (SAFE, DSO and Industri Energi - to be included separately in the respective Agreements) and also an anonymous documentation of wages for occupational categories where SAFE, DSO and Industri Energi have members, but in such a way that this does not come into conflict with the Act on privacy. According to the Data Inspectorate is not against the law to release personal information to the union regarding the union's own members. As concerning unorganized workers and workers organized in other unions the information should be anonymous. Information that cannot be traced back to individuals is basically unproblematic. With groups / job categories of less than five employees it will be difficult to ensure anonymity and the Personal Data Act fully applies. The Data Inspectorate has stated that privacy concerns can be addressed within the law by the representatives signing a confidentiality statement which says that the information given is only to be used for the agreed tariff purposes. By issuing such a declaration of confidentiality the employer may disclose salary information even though the number of positions within a category makes it possible to trace the information back to individuals. It will be normal in the wage settlements to agree that the individually remunerated persons in the individual companies shall be ensured a wage increase percentage equal to that of employees receiving the standard wage. One example may be to agree an average increase for the individually remunerated of 3 %, but so arranged that all workers will be ensured an increase of at least 1.5 %. The companies will normally be permitted to exceed the guaranteed percentage. To the protocol 2008: When determining the individual remuneration one should locally take night work into account. The parties agree that a committee will be establish in order to review all matters during the tariff period,relating to individual salaries. Industri Energi Industry Energy and SAFE establish a pension fund. The employer shall make a monthly payment to the fund of NOK 110,- per employee unionised by Industri Energi Industry Energy and SAFE. The amount will also be paid for non-unionised personnel in order to make the scheme as comprehensive as possible. The main purpose of the fund shall be to ensure pension rights for employees between the ages of 57 and 60 who have at least 15 years of service time and who are dismissed owing to curtailment of company operations and who are not able to use the extended preference under section 2 of the agreement. Industri EnergiIndustry Energy, SAFE and any other associated organisations invited to participate will prepare statutes for the fund and ensure its management.