13.November.2021

Who is really MAF

Here are some of the tasks of the Maersk Employees' Association
Who is really MAF
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.
Why 8?
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. 

This is fully acceptable.

Take the discussions among the crews on the rig.

Use your right to vote.

Wishing you a successful election.

Regards
AU on behalf of the Board.
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