Rig visit to Noble Íntrepid.
NAF visited Intrepid in Aberdeen on 30 June to 1 July, together with two representatives from Styrke. These were Arne Geir Mehl, Organizational secretary, and Fraser Knox, Negotiator, who chose to join our visit.
The rig is currently staffed with a number of permanent employees in NDN and some temporary workers, but also many employees from Noble internationally, and agency employees from there.
We had some good conversations, both with our members, but also with all the international employees in Noble Drilling.
Some of them chose to join us, even thought it unfortunately, only will be for a shorter period.
We feel a general uncertainty about the future, both from those who are temporary employees, but also from many of those who are international employees in Noble Drilling. 
Many asked about the possibilities for permanent employment in NDN, in connection with this project. Unfortunately, at this point, we can only answer that we fully understand the uncertainty that many must live with, and therefore we naturally want to get as many permanent positions as we possibly can. 
But with a contract for 50-90 days only, it is not enough for us to demand many permanent positions. This would just lead to a new round of dismissals.
Having said that, we must also say that the company has become much more positive in their statements to us, regarding getting more rigs up and running in Norway. We have written about this before without anything happening, but this time we have more faith in it. Several options are being seriously worked on, but we must wait a little longer for something more concrete.
Everyone on board Intrepid, is now on a 2-4 rotation, and everyone will switch over to our collective agreement, either when they cross the border while sailing, or upon their first travel out on Intrepid in Norway.
In practical terms, we can again state that the company agrees with us that all NDN employed, who agree to travel to Aberdeen, will follow our protocol from 2018 "Agreement regarding work outside the Norwegian shelf"
This protocol states, among other things, the following:

• Work outside the Norwegian continental shelf in this context shall be based on volunteerism.
• The employees maintain membership in Norwegian National Insurance Scheme during short temporary assignments (as defined above) outside the Norwegian Continental Shelf.

• MDN will make advance deductions as if working on the Norwegian Continental Shelf.

• With regard to personal tax, the individual employee must not be worse off than if he/she worked in Norway.

We can also inform you that we now have shop stewards on all 6 crews on Intrepid. A big thank you to them for standing up so quickly.
You can find them here: https://www.nafsiden.no/om-oss/plass-og-bedriftstillitsvalgte/noble-intrepid
 
Helicopter transport to Intrepid.
Here we were faced with major challenges, because DNO could not find available helicopters in Norway, but fortunately the solution to this came while we were on board. After many negotiations about alternative solutions, DNO was finally able to announce that there will be departures from Stavanger with Sikorsky S92. In other words, completely as usual.
In addition to several meetings with DNO and the company, we have had close and constructive cooperation with the Federal Secretary for HMS in Styrke, Henrik Solvorn Fjeldsbø, in the work of assessing the alternative solutions that DNO came up with in this process. We know Henrik as a very dedicated person, with a very strong focus on safety around helicopter transport on the Norwegian Shelf, and we of course greatly appreciate Styrke's involvement in this.
 
Hydraulics salary
What happened at the salary settlement this year, will not make any difference to our ongoing work to find solutions for our hydraulics. And this matter still remains a permanent item on our agenda with the company.
A committee in Styrke has worked for 3 years to create a more equal distribution of the level in the individual salary groups, and this meant that the groups A and A1 were merged back to what it was before.
NAF never supported the creation of A1, and for this reason, among other things, the salary level became minimal between the two groups.
Incidentally, this was an interim settlement, where we normally do not negotiate the salary groups, but there was a broad agreement that if the plan for this equal distribution of the salary groups was to be implemented, it should be done now, to avoid it affecting the next year's main settlement.
 
International employees on Norwegian contracts.
NAF is ready to sign an agreement. But we must wait for DSO, who are currently conducting their own negotiations with the company.
 
Clause 3.7 of the collective agreement - The right to go ashore.
As previously informed, the case is scheduled for the Labor Court on 2-3 September 2025.
 
We will of course inform you as soon as something new happens.
But with this, we at AU and the Board of NAF, wish you all a really good summer.
 

Everyone who says yes to this, will be regulated by our protocol from 2018 "Agreement concerning work outside the Norwegian Continental Shelf". 
This states, among other things, that it must be based on voluntariness, and that you maintain your membership in Norwegian National Insurance, and that you are also covered tax-wise if such challenges should arise.
If any other challenges should arise that we have not foreseen, please contact us so that we can look into it as fast as possible.
The protocol can be found here:

Compensation for lost off-time, when changing shifts, in accordance with the collective agreement, section 3.4.
We also receive various questions about how you are compensated if you lose your earned time off, when changing to another rig or crew.
Regardless of whether you are in the competence-pool and change to a fixed rotation on a rig, or whether you change from one rig to a new rotation on another rig, you will be compensated with lost free time, which is 4 overtime hours per day, for the earned days off, you lose due to the change. However, if there are any disagreements about compensation, please contact us of course.
 

International employees on a Norwegian contracts.
As we wrote in our latest news update, DSO has now chosen to negotiate alongside us. We are not writing this to attack anyone, but we find it necessary to inform our members about why this case is now delayed, and our members can only get that information from us.
We just had a new conversation with the company, where we came up with proposals for how these new challenges can be solved. We cannot get into what the proposals are about yet, but the company will take it further into their other negotiations.
If the international contracts should be inconsistent with the rules in the law, we have not tested legally, because we have always believed that we can achieve the best results with local negotiations.
We believe we have a good agreement in place, so we would like to see the new challenges resolved quickly. Our desire is to have an agreement signed that ensures good conditions and security of employment, according to the seniority principle for our managers.
 
The staffing situation.
HR is working to find solutions on how to solve the temporary need for staffing of Intrepid, which, if all goes according to plan, will drill a single hole for DNO, with expected start-up d. 1 August, and a duration of approx. 50-90 days. With such a short contract, there will unfortunately and inevitably still be a need for some use of temporary staffing.
 
We receive many questions about how Intrepid will be staffed, but HR is still so early in the process that we have not yet received a complete overview.
As we have previously stated, the company agrees with us that they will prioritize some of the temporary employees they have used the most in the last couple of years, both when it comes to the need for temporary employees, but also when it comes to permanent employment.
Furthermore, the company agrees that everyone who is reassigned to Intrepid must, as a starting point, be returned to where they came from, after Intrepid has completed the contract in Norway. However, they also point out that there may be operational considerations that must be taken into account.
 
In the last newsletter we informed that 6 floorhands, 3 planners and 3 assistant crane operators were to be employed for the shuttle crew on Invincible. Unfortunately, AkerBP has just informed the company that they are not needed anyway. Instead, the shuttle crew that is currently on Integrator will eventually be used on Invincible when needed.
 
The size of the competence pool will of course be negotiated continuously in all this, but first of all, we must have the full overview of the coming staffing situation.
 
Clause 3.7 of the agreement - The right to go ashore.
The case is being prepared and is scheduled in the Labor Court on 2-3 September 2025.
 
Well control level 2 course.
As a result of requirements from HAVTIL, this course has now been added to the course list as "mandatory" for the positions Operator Drilling and Hydraulic mech.
We have received several inquiries about this. Some concerns are about what will happen if they do not pass the course. We have raised these concerns with the company, and they state that if anyone should have challenges passing, they would like to see if they can possibly contribute with some help to get the course completed.
The course has a duration of four days and is compensated with overtime when it's passed.
We will of course follow how this will go, and we would very much like to hear from our members if any challenges should arise.
 
Hydraulics salary.
We have once again presented all our best arguments for the company and asked them to take a new assessment of this.
NAF still believe that this must be put in place. Unfortunately, we have also met with a lot of resistance in all the years we have tried. But we continue because we are convinced that it is the only right thing to do.
 
Safety meetings on Integrator.
We believe that the management on board continues to violate Section 14 of the framework regulations:
"Norwegian language shall be used to the greatest extent possible in the activities. Other languages ​​may be used if necessary or appropriate to carry out the activities, and this does not compromise safety."
 
The company states that they practice this, in such a way that if everyone at the safety meeting is Scandinavian speaking, the meeting is held in Scandinavian, but if not, the meeting is held in English, but stopped and translated when desired.
We do not agree that the management on board can say that "Norwegian language is used to the greatest extent possible" when it have to be completely unproblematic for the management to conduct safety meetings in both Scandinavian and English language, and we do not believe that all the Scandinavian speaking, get the full benefit of the meeting if it is held in another language.
 
Board meeting NAF.
The next board meeting will be held on June 3-4 at Clarion Hotel Energy. We will inform you more after the meeting.
 

The wage settlement for offshore employees started on Tuesday, May 20th at 11:00.

We have been in negotiations until now (Wednesday, May 21st at 02:00)

International employees on Norwegian contracts
Last month we could write here, that we were now just waiting for the final approval from the company, before we had a final agreement for our international employees in place.
But now it has happened that DSO has started negotiations with the company, but in parallel with us. We do not find this particularly appropriate for the case, and unfortunately it can only delay the project further.
In the spring of 2023, NAF informed the company that they should see it as a formal requirement from our side, that all our members with international employment, should be employed in Noble Drilling Norge AS. Our most important reason for this, was so that our leaders should also have good predictability, in order to be able to keep their workplace in Norway.
NAF subsequently had a meeting with DSO, where we agreed to do this together, in order to be able to take care of as many of our members as possible. Therefore, we had our first joint meeting with the company about this on May 16, 2023.
A new meeting with the company was held on June 12, 2023. But here DSO chose not to show up, and thus withdrew themselves from the negotiations.
Now it has happened that the same club has returned to the negotiating table with the company, but this time without us in NAF. This has unfortunately put a brake on the project, and in the worst case it could end up with the whole thing falling to the ground. This is very regrettable for those of our members, who have been looking forward to a quick decision, and a security to keep their current workplace in Norway.
We have spent a very long time reaching an agreement with the company, and we therefore have no faith that others can achieve a better result. The agreement that is ready for signing today, we believe is the best we can achieve, and it will provide good conditions, and security of employment, according to the principle of seniority.

The staffing situation:
If everything goes according to plan, we will hopefully get Intrepid to Norway, to drill a single hole for DNO, with an expected start-up on 1 August, lasting 50-90 days. This means that HR is busy planning how to handle this temporary need to staff a full XLE rig, and we are in dialogue with the company as well. 
They agree with us, that they will prioritize some of the temporary workers, that they have used the most in the last few years, both when it comes to the continued need for temporary workers, but also when it comes to permanent employment. And there will be a need for permanent employment again.
The good news is that the company informs to us, that the customer for Invincible has requested a shuttle crew. This means that 6 floorhands, 3 planners, and 3 ass. crane operators will be hired within a short time.

Welding positions in NDN 
We have agreed with the company, that we will continue with two permanently employed welders, at least for now.
 
Stripping drill course (AkerBP simulator)
This course in handling the well control situation on Invincible, is conducted in AkerBP's simulator, for the positions AD, AUX-AD, Driller, TP and DSL. The company agrees with NAF that it will be compensated according to 9.2 of the collective agreement, with 8 hours of overtime pay.
 
Well control level 2 course
As previously written here, the company has decided to add “Well control level 2 course” as mandatory on the course matrix, for the positions Operator Drilling and Hydraulic mech. Since this is a requirement from HAVTIL, it may be difficult to avoid. However, we have encouraged the company to provide more information about the course content and duration. We will update as soon as we know more about this.
 
Hydraulics - higher salary
NAF absolutely still believes that Hydraulics should have a higher salary, to match the other positions in the technical department. The fact that they now also must take Well control level 2 course, is just another argument among many. The company has so far said no, but we are by no means ready to close this case.
 
Safety meetings at Integrator
On some teams, safety meetings are only held in English. NAF believes that this is against Section 14 of the Framework Regulations, and we have therefore asked the company to rectify this.
 
Clause 3.7 of the collective agreement - The right to go ashore
The case is pending in the Labor Court. We will update as soon as there is a decision in the case.
 
Service Award Programme
The 5-year service award program has been introduced to legacy MD employees as per 1st January 2025, meaning that all employees regardless of legacy company are in the same program.
However, we backdated the program for legacy MD employees who reached a 5-year mark in 2024 (5, 10, 15, 20, 30, 35, 45 etc.), so they were awarded for their service. Everybody else will become part of the program as soon as they reach a 5-year mark.
 
However, since the Noble Benefit Policy is not fully completed, we have not yet removed the legacy MD process for 25- or 40-, year anniversary, so that continues until further notice.
 
 
The gifts included in the 5-year program are actually 2-folded:
 

1. The employee can chose either a lapel pin or charm for a bracelet and the cost ranges pending on how many years the employee has reached.

 

1. The employee can choose from a range of gifts, relevant for the number of years of service. There are lifestyle items as well as jewelry and watches. The cost ranges pending on the number of years, the employee has reached (anything from USD 400 to over USD 7,000 at 40 years).

Monthly meeting
The planned monthly meeting we always have with the company is postponed until April 8th, so this means that the processing of some cases has unfortunately been postponed.
 
The competence pool.
We are fully aware that the use of temporary workers is too high, and that we therefore need to have more permanent employees in the K-pool. This generally applies to all positions in technical, deck and drilling.
We started the new negotiations back in February, when we initially demanded more floorhands into the pool. But this will happen continuously during some time, and the results will of course also depend on the prospects for future needs, where everything is not yet completely clear. But we hope for increased activity very soon, and thus the need for more staffing. We know that a deal is currently being worked on for Intrepid, to drill a single hole for DNO in Norway, but no contract has been signed yet. We hope to have some positive news on this very soon.
We will also raise with the company that they should look at prioritizing the temporary workers, that they have used more or less permanently for a very long time.
 
International employees on Norwegian contracts
We have discussed the final details that we believe should be included in the agreement, and now we are just waiting for feedback from the company, before we hopefully can reach an agreement, and proceed to the signing of the protocol.
 
Welding positions in NDN
As we have previously informed, the company has notified us that they will reduce the number of our permanent welders. NAF does not agree that we do not need our own welders, and we will continue the discussion at our next monthly meeting on April 8th.
 
Well control level 2 course.
With reference to a HAVTIL audit on INTEGRATOR in 2024, the company plans to introduce “Well control level 2” as mandatory on the course matrix for the positions Operator Drilling and Hydraulic mech.
This has not been discussed with us in NAF in advance. The company informs us that they see it as a requirement that they must comply with, and that it has already been introduced globally in Noble Drilling.
NAF has received collective inquiries, with concerns about this, and why it is necessary. We will take up the matter again at the next monthly meeting.
About the well control course in general, the company informs us of the following:
IOGP 476 is an international standard that contains recommendations for improvements to well control training, examination and certification. HAVTIL has long used IOGP 476 as a guideline but has slowly moved to consider it a requirement. This therefore applies to all rigs, but HAVTIL probably only supervises those that have “SUT” and operate in Norway.
The recommendations in IOGP 476 apply to personnel who plan, approve or carry out well work at any stage of a well's life cycle.
Issues raised include the following:
Important input parameters for well design (pore pressure and fracture gradients)
Well design
Designing activities on wells
Well construction (drilling and completion)
Well intervention, wellhead maintenance or overhaul
Plugging, suspending and abandoning wells.
 
Hydraulics - higher salary
As we previously wrote about, on February 12, this case is by no means dead.
The hydraulics need a higher salary to match the other positions in the technical department. 
As we write about in the article above, the company will apparently introduce the “well control level 2 course” as a mandatory course for our hydraulics. Whether this will be implemented, we cannot say yet, but it would of course give us an even better argument in the case. The discussion with the company will continue at our next monthly meeting.
 
Stripping drill course (AkerBP simulator)
The company has planned together with AkerBP, that the positions AD + Aux-AD, Driller, TP and DSL on Invincible shall complete a course in handling the well control situation at AkerBP in their simulator.
The company wants to discuss compensation for the course. This has not been finally clarified with us, but we believe that it is clearly described in clause 9.2 of the collective agreement
If you have already taken the course, you will regardless be compensated with what we reach an agreement on.
 
The right to necessary health care in Norway for those living abroad.
Based on a request from the safety representatives on Integrator, we have investigated the rules for the right to receive necessary health care, for residents abroad who travel and work in Norway.
 
For residents living in or outside the EU/EEA.
If you are working in Norway, or on the Norwegian continental shelf, and are resident outside the EU/EEA, you become a member of the national insurance. This will cover the necessary expenses for health care in the public health system in Norway, but you must pay deductibles for some treatments (those deductibles also apply to residents of Norway)
 
Links to UK and EU health card applications.
https://overseas-healthcare.nhsbsa.nhs.uk/get-healthcare-cover-travelling-abroad/start
About the card.
https://employment-social-affairs.ec.europa.eu/policies-and-activities/moving-working-europe/eu-social-security-coordination/european-health-insurance-card/applying-european-health-insurance-card_en
 
For residents in Denmark.
The usual yellow health insurance card is not valid outside Denmark. Here you must apply for the blue health insurance card which is valid in all EU/EEA countries. It may be that if you receive a pension or other benefits from Norway, you must apply for the blue health insurance certificate in Norway. We will check this out as well.
https://www.borger.dk/sundhed-og-sygdom/sundhedskort--laegevalg-og-tandlaege/EU-sygesikringskortet-det-blaa-kort 
 
BankID and D-number.
We have been informed that Sparebank 1 can again provide BankID with D-number for residents abroad.
 
 

 
NAF had our monthly meeting with the company on February 6.
The company did not have much news to inform about, other than what we already knew, that Integrator and Invinsible have good contracts in the alliance with AkerBP until the end of 2027, and that we have no gaps in the program this year. This provides a good stability in the staffing and in the economy, but of course all possibilities are being worked on, to get more rigs back to NDN, and there is a good optimism for that this will happen in 2026.
 
International employees on Norwegian contracts
The final details of the long-awaited agreement were discussed, and we hope that it can lead to a final signing very soon.
 
Welding positions in NDN
The company has previously notified us that they are planning to reduce the number of our permanently employed welders. They justify this by, among other things, that we are now down on two rigs, but still the same number of welders.
NAF does not agree that we cannot use our own welders, and we refer to all the jobs that constantly arise that must be carried out by certified welders.
It may be necessary to use hired personnel for larger projects, but we also definitely see a need to have our own welders. We have submitted our best arguments to the company and are now awaiting their feedback. We will update as soon as we have news on this case.
 
Hydraulics - higher salary
This case is by no means dead, even though not much has happened for a long time. We still believe that hydraulics should have a higher salary, to match other positions in the technical department, so we have now taken up the case again.
The recent time has not been entirely optimal for negotiations, we have had major cases such as the merger with Noble, the transfer of the company to Odfjell, and the court case about quarantine. All of which, of course, does not exactly benefit the negotiation situation towards the company.
Everyone probably knows the story, but in short, we have previously tried numerous negotiations locally, we have had the case in the "job position committee" we have tried to get the other local clubs to support our case through our NR-forum (here the biggest challenge was probably that all the mechanics in the other companies are still placed in salary group C) and we have also tried our best at all the main negotiations for many years.
Now we have brought the case up again. We believe that the time is right to go back to the company. We are back where we started, but now with new management in the company and a new HR to discuss with.
We have come through 2024 reasonably well, where there was otherwise a high risk of dismissals and lawsuits, and we have no other major pending cases against the company, apart from the case about the right to go ashore according to 3.7.
Therefore, at the last monthly meeting, we presented and argued with everything that we have gathered in this very long case. However, the company has not yet commented on this.
 
The competence pool.
At the last monthly meeting, we started negotiations on the size of the competence pool, generally for all positions in technical, deck and drilling.
The negotiations will take place continuously until we can say that we have a competence pool that reflects the requirements in all positions, and what we can require in accordance with the rules in relation to the number of employees and the present sick leave. Initially, we required more floorhands into the pool.
Since May 31, 2024, when we signed the agreement that 25 employees would be transferred to Odfjell Technology, we have had to accept a lot of use of temporary employees. This is because we also had to make an agreement on a temporary competence pool, which was established to prevent too many changes in the individual crews, in connection with the company transfer. This agreement expired on December 31, 2024. All of this has meant that our normal competence pool has not been optimally composed, but that was the price we had to pay to avoid layoffs. And that was absolutely the main objective for us.
 
Anniversary
We received many questions about what happens to our anniversary bonus, as we are now changing from the current Maersk practice to Noble's anniversary practice.
We have asked the company for some better information that we can publish here.
 
3.7 - right to go ashore
We continue to receive questions from the lawyers, who are now in the process of preparing the summons to the Labor Court.
We will inform more, as soon as we have news on the case.
 
Safety meetings on Integrator
We have been informed that management has once again switched to only holding safety meetings in English language. We have therefore asked the company to rectify this.
 
Workday
Many are telling us that they don't have their correct employment date in Workday. The company says they are in the process of updating all employee profiles. So this should be resolved soon.
 
NAF Board Meeting and Annual Meeting
The last board meeting for the old NAF board was held in Stockholm on January 23, followed by the Annual Meeting on January 24-25.
Erik Evensgaard, Hilde Finnesand Egeland and Randi Mellegaard informed and answered questions from all the board and shop stewards who attended the annual meeting.
In addition to the major regular topics such as salary requirements for this year's coming negotiations, and the action plan that AU will continue to work on, there were also many individual questions that we have now collected and will take up with the company.
This was a great annual meeting, with many good discussions and inputs, and we thank everyone who participated for the great participation and involvement.
 

The others who share the deputy chairmanship are Jørn B Hansen and Frode Sell.
Frode Larsen continues as chairman, Bår Inge Pedersen continues as association secretary.
 
The annual meeting of NAF was held in Stockholm on 24-25 January 2025.
 
The new NAF board constituted itself, and the following tasks are distributed:
 
• Frode Larsen: Chairman - NR-Forum - salary negotiations.
• Jørn B. Hansen (1st deputy): Deputy chairman - S-AMU - medical follow-up.
• Frode Sell: Deputy chairman offshore.
• Ulrik Vassgård: Deputy chairman offshore - Apprenticeship manager.
• Bår Inge Pedersen: Association secretary - NR-Forum - salary negotiations - medical follow-up.
• Odd Richard Kollstad: Insurance representative.
• Odd Jacobsen: Active board member.
• Tom Eirik Hansen Finance manager - training insurance.
• Eirik Gjemble: Social representative - Pension Norway.
• Glenn Andersen: Pension Norway
• Glenn Gulbrandsen: Study representative - deputy S-AMU.
• Henrik Eiersted, (2nd deputy): Pension DK
 

Frode Larsen, Ulrik Vassgård, Odd Richard Kollstad, Frode Sell, and Tom Eirik Hansen will be elected to the association's board for two years.

 

Jørn B. Hansen will be the 1st alternate and Henrik Eiersted will be the 2nd alternate. Alternates will be elected to the board for one year at a time.

 

See the election protocol here.

The contract situation
We had the first monthly meeting of the year with the company on January 9. There was not much new information that they could provide, other than that we have stability in staffing this year, and that they are working with all possibilities to get more rigs back to Norway. There is good faith that we will get bigger in 2026.
 
The quarantine case.
As earlier informed, unfortunately we lost the case for compensation in the Labor Court. Everyone who has raised a claim should now have been notified by email from STYRKE.
NAF finds this highly unfair, and we have therefore once again taken up with the company, that we believe that regardless of the court's decision, they should give with some kind of financial compensation, for those of our members who spent far too many of their earned off-days, in a quarantine hotel, as a result of restrictions imposed by the authorities or the company, during the Covid-19 pandemic in the years 2020 to 2022.
The company fully understands the claim, but does not feel obliged to compensate.
 
3.7 right to go ashore
A very long-standing case, which will hopefully be resolved soon.
The dispute protocol between LO and NR (the Norwegian Confederation of Trade Unions and the Norwegian Shipowners' Association) has been signed, but we are still waiting for a date in the Labor Court.
 
International employees on Norwegian contracts.
Not much has happened in the negotiations over Christmas and New Year, but as previously informed, it's only details that we need to discuss before we hopefully can sign a good agreement.
 
Apprentices in the Electrical Department.
The company continues the good dialogue they have with MAROOP (Maritime Training Office) and new meetings have been agreed already from the beginning of the year. We will inform you more as soon as we have news on the matter.
 
Temporary Competence Pool - after Inspirer
This agreement has now expired. The company has previously stated that it could mean around 5-7 shifts to the competence pool. Most of those affected by this have probably been informed by now. We hope that this does not cause major inconvenience to our members, but this agreement was absolutely necessary for us to avoid layoffs last year.
 
NAF Annual Meeting 2025
The annual meeting will be held in Stockholm on January 24-25. 
Our NAF board meeting will be held the day before, on January 23. 
We are looking forward to some good and constructive days, with all the board and local shop stewards who will join.
The wage and salary settlement this year is an interim settlement, so the focus will mainly be on salaries.
 

Member of NAF/STYRKE and living abroad.
After we unfortunately lost our case for compensation of quarantine, we experience that the discussion is coming up again, about what NAF and STYRKE do for those of their members who live abroad.
To give our input to that debate, we would like to summarize a little about what we have actually done, especially for those who live outside Norway.
 
The quarantine case.
Unfortunately, we lost, but we tried. Since we persuaded STYRKE to start the case back in September 2022, they have spent huge resources, and millions of kroner on this case. They have had the best case workers and lawyers to run the case, because they had a goal of winning this case, which they have called very unfair. And they have never considered to not pursuing the case, for the reason that it mainly only applied to members living abroad.
 
We in NAF have heard the word discrimination many times. But it’s not STYRKE or NAF that has discriminated, when someone who was in quarantine was compensated for it, while others were not compensated. - All based on which country they traveled from and based on the authorities very often hastily made rules, which caused this very unfair discrimination.
Those who have discriminated, are the authorities with their too hasty created rules, NR (Norwegian Shipping Association) and MDN who refused to negotiate compensation with us in NAF, probably because they were dictated by NR, but we cannot prove that, only strongly suspect.
 
Unfortunately, we see someone who no longer wants to support our union, who has spent so many resources on this case. This annoys us, it surprises us, and we don’t really understand why.
To try to weaken our union that has supported the members case all the way through, will only make one part to win, and that winner are the real sinner here, namely those who refused to compensate for the quarantine.
We understand 100% that you are dissatisfied with the verdict. We absolutely are too, but we would like to appeal to you to choose to support our union, that at least tried to make a difference. Our union will support you, regardless of which country your mailbox is placed in.
 
What else do NAF and STYRKE do for members who live outside Norway?
As mentioned, we will very much like to give some examples of some of the work we have done in the past, to also support our members with addresses outside Norway.
 
Pension for members living abroad.
At the salary main negotiations in 2012, we raised the pension for residents abroad from 9% to 15%.
This took place in the negotiating room for us in STYRKE, and NAF were of course very active in supporting this, because we have a large proportion of our members who live outside Norway.
It is now 12 years ago, and for an employee in salary group C6, the 6% alone today means an annual additional savings of approximately NOK 52,000, - 
With returns, this has given a pretty good boost to the pension savings over the past 12 years, for those who do not live in Norway.
 
Tax on returns on pension.
As a result of the increased pension, our returns became so large that it became a challenge for some to pay the annual tax on returns.
We therefore made an agreement with the company that they would allow you to withdraw money from your pension savings to cover the additional tax. This was by no means easy to achieve, and the company had to use its external tax advisors, before they after many discussions, finally agreed to this.
 
The tax agreement (compensation for additional tax when working abroad)
Here, it was especially residents of Denmark who got into problems, as they had to pay tax to Denmark during shipyard stays. We managed to sort this out by including in our "work abroad" agreement that the company compensate with the amount that everyone was over-taxed with, compared to what they otherwise should have paid in Norway, for the same income. The amount was doubled up, because the compensation was taxed again.
No one else in our branch has managed to come up with that kind of agreement before, and many were surprised that we managed to make it.
 
Unemployment insurance in Denmark for those laid off in Norway
Many of our members who were unfortunately laid off during the previous down manning situations, ran into major challenges with the Danish labor unions, that not wanting to payout unemployment benefits to those who had worked in Norway for 5 years or more.
It was the Danish labor unions who interpreted the EEA rules incorrectly. And we ran into very big challenges in convincing them about it.
It is far from all case workers in the Danish unions, who even bother to listen to what a small local club in Norway thinks about the EEA rules. But finally, after many emails and many conversations, we convinced them that our dismissed members were entitled to unemployment benefits from the first day, regardless of how long they had worked in Norway.
When you are permanently resident in Denmark and you work the rotation in Norway that we do, then you are not considered as a "Danish expatriate". Then you are considered as an "other worker than a cross-border worker" and thus the 5-year rule does not apply.
Initially, it was "DEF" (the trade union for electricians) and "Dansk Metal" (the trade union for metal workers) that finally agreed with us in NAF, and then we could use it as the convincing arguments up against the other Danish labor unions.
Later, we only had to remind them of the rules occasionally. Some labor unions are still trying to deny their new members their rights, but we will of course still help, because it concerns former members of ours.
 
General information about pension and social rights for people living abroad.
This can be a kind of a jungle to navigate in, but we do our best to keep you informed, and much of it has been about the challenges we have had with the Danish unemployment funds, as described above.
 
DMO-certificate for residents abroad
Just another example of a case that only concerns residents abroad. You must have an address in Norway to be able to register for the theory exam and practical test for the certificate. Styrke is still working on the case, and we will follow up.
 
Insurance
All insurances you have as a member of Styrke also apply to foreign members. And a few years ago, we also made the lawyer insurance work for members living in Denmark and Sweden.
 
LO (The National Organization in Norway)
Why is it also beneficial for residents living abroad to be a member of LO?
It’s quite simple to answer that question, because regardless of whether you are a supporter of LO or not, we cannot avoid LO if we shall continue with exploration drilling in Norway.
We can through STYRKE and further up in the LO system, put pressure on the government, to continue with expansions and exploration drilling on the Norwegian shelf.
LO has more than 1,000,000 members and is by far the biggest power factor that we have, and the government must listen to LO.
These are not just "empty words". It’s a fact. and it’s fully documented that LO had planned to recommend a stop date for exploration drilling in Norway, but we got this twisted around.
At the latest LO conference in 2022, NAF contributed significantly when Frode Larsen went up to the podium and talked for our case. A lot was listened to him, also among the more critical members. And after this, LO decided that at this time, there should not be a stop date for exploration drilling. 
NAF could also have chosen not to participate in the conference, either for political or other reasons. But then the conference would probably have set a stop date for exploration drilling.
Therefore, it is very important that we have access to influence where such important decisions are made. And this applies especially to LO, where we can make a big difference. Therefore we hope that our members will continue to support this, for the sake of our own future.
 
If anyone thinks they haven't received help from NAF or STYRKE in a case?
NAF has always had a large proportion of our members living abroad, and it has always been very important to us to treat everyone equally, and we want to continue to do so. Also, we have taken the lead in getting the other clubs to treat everyone equally.
If any of our foreign members don't think that they have received the help they are entitled to, we will very much like to hear from you.
 

The quarantine case:
Unfortunately, we lost in the Labor Court on 11 December. Briefly explained, it was NHO (Næringslivets Hovedorganisasjon) that sued us, and the Labor Court did not find that our claims could be covered by our collective agreement.
The judgment in the labor Court is final and cannot be appealed. Styrke has assessed the judgment carefully, but after this, they unfortunately do not find it possible to continue the cases in ordinary courts. More detailed information should have been sent out to everyone who was a part of the case.
STYRKE has used very large resources, and they have had the best lawyers and case managers on the case. We therefore have no faith that anyone else could have done this better than them. They have done everything they could to win this case. Unfortunately, we just have to admit that the legal system does not find it unfair that our members had to spend so much of their free time coming to work, and in many cases, at the same time that others were fully compensated for their time spend in quarantine, due to different rules on entry.
The company would have had great challenges keeping the rigs running if so many people had not spent their free time in quarantine. But they would not meet our claims, and all attempts to negotiate locally were rejected.
At the Main Negotiations in 2022, we tried to get a text into the collective agreement that would reinforce the clarity that our employers cannot just take our free time without compensating. At the time, we were only one vote away from going on strike for this. But it is possible that we will have to try again at the upcoming main negotiations. That said, we have always believed that the collective agreement should cover this, and it was also a significant part of what Styrke took legal action on, but the Labor Court unfortunately did not agree.
 
3.7 right to go ashore
The dispute protocol between LO and NR (Norwegian Confederation of Trade Unions and the Norwegian Shipowners' Association) has now been signed, and the next step is the Labor Court. We are awaiting a date for that.
 
Temporary competence-pool - after Inspirer
This temporary competence pool was created to avoid too many changes in the individual crews, as the result of the company transfer to Inspirer. And it was also part of the whole plan to avoid layoffs in 2024.
The agreement expires on December 31, 2024. This means that some will be affected by some minor changes on the crews that the company have to do now, in order to comply with our agreements, that employees with the longest seniority should have the greatest predictability. It will be approximately 5-7 shifts to the competency pool that HR will have to make. We hope that this will not cause too much inconvenience to our members.
 
The contract situation
Not much new to write about. We can only be happy that despite the previous decline, there is now stability in the manning, and that there are no “white spaces” planned for next year either. We look forward to 2026 and have good faith that we will be bigger in NDN. In any case, the company states that 2026 looks very promising, and that they are working on all fronts to get more rigs into Norway.
 
International employees on Norwegian contracts.
We are continuing with the negotiations. Only the small details are being discussed now, so we have great confidence that we can sign an agreement very soon.
 
Apprentices in the Electrical Engineering Department.
The company is in good dialogue with MAROOP (Maritime Training Office). They are working on some clarifications, and what requirements are made for NDN as a training company. We see good advantages in this, and hope that we can turn this into reality.
 
The position of Safety Officer will be changed to 3C-Coach.
The 3C coach position is advertised both internally and externally.  As previously written here, the company agrees with us that the salary for 3C-Coach will remain the same as for the position of Safety Manager in salary group A1.
 
Taxation of treatment insurance
Several people have asked how we will be taxed on our new treatment insurance. The answer is that we will be taxed on the price of the insurance, but not on the value of the treatments. The taxation will be visible on the “A-melding”
The company has informed us of the following annual prices:
Euro accident - approx. NOK  2,688,- per year (all residents in Scandinavia)
BUPA UK – GBP 588,- per year (all residents in the UK)
BUPA International -GBP 843,- per year (all residents outside Scandinavia and the UK)
 
If any should wonder why the insurance is more expensive for those living outside Scandinavia, the answer from the company is that this was the best they could get, and that BUPA is a recognized and good insurance company.

AU, the NAF-board and all the local shop stewards wish you all a Merry Christmas. 
 

The board asked Anders Blom to resign as KHVO, this due to distrust in the board and is justified by major cooperation problems on November 8th.

The board then initiated the process for a new appointment, which resulted in 6 interviews with very good current candidates. The choice fell on Frank Fosse as the new KHVO. We informed the company of this and they recognized our appointment.

NAF and the company agreed on the personal conditions and both parties were ready to sign the agreement. Then the company was contacted by the Norwegian Marine Industry Authority (Havtil) who then believed that we could not dismiss a KHVO according to the Working Environment Act (AML). A meeting was held on December 13th, 2024, where the company explained its position and we explained the process surrounding the dismissal of the KHVO and that a new one had been selected.
Havtil's response was a "notice of order" that they order the company to deal with the elected KHVO during the election period of 2 years starting from February 2024. This means that if the company does not do as Havtil says, the company will receive an order.
The company elected on December 19 and accepted the order.

The club has had its say, NAF deals with Frank Fosse as KHVO.
 
NAF believes that we have the full right to appoint multiple KHVOs in the company, this is stated in the Basic Agreement's clause 10-8. Here it says: In companies where there are multiple chief safety representatives, one or more coordinating chief safety representatives shall be elected.
 
We have notified the company that we will request a meeting with the Norwegian Shipowners' Association (NR) and STYRKE on the matter. For us, it appears crystal clear, we have the right to appoint multiple KHVOs. The question is perhaps who will take on this role with freed up time on shore.

The company has chosen to comply with Havtil's notice of order and instead take the conflict internally. We believe that the company had a clear opportunity to challenge this order, but the fear of receiving a notice was too great. Just a reminder that the company has acknowledged our appointment of Frank Fosse to Havtil, and that the process surrounding the removal was accepted and everything was done correctly according to AML.

We have the impression that different actors have different opinions on the matter. The authorities, the company's employer organization, legal expertise and employee organizations.

All in all, this is just sad. We just want the person who is going to coordinate one of the most important things in the company, which is safety representative organization, to have trust.
 

-We are disappointed and take note of the ruling, says Karianne Rettedal, head of the legal department at Forbundet Styrke.

-We are disappointed that the Labour Court did not find that our claim can be covered under the collective agreement. We will carefully review the ruling and assess whether it has consequences for the claims pending in the ordinary courts, says lawyer Karianne Rettedal.

Read more here

 

If you have not received this e-mail, first see if it has ended up in the "spam filter", then contact NAF at post@nafsiden.no

Use your voting right, good luck.

Some information after the NAF-board meeting on 14-15 Nov.
In week 46 we held a board meeting in NAF, and as usual we discussed the issues that are most relevant right now.
Here is a short update:
 
The quarantine case
The labor court case on quarantine compensation during the corona pandemic began in Oslo on 18 November.
STYRKE writes this on their website:
It is NHO and Offshore Norway that have sued LO and STYRKE because the employers want a judgment in the Labor Court that goes against the union's demand for compensation for imposed quarantine during the corona pandemic.
We state that the employment agreements in conjunction with the collective agreements provide a basis for compensation for the lost free time our members had when they had to sit in quarantine at the employer's order before they had to go to work offshore, says Karianne Rettedal.
Read more about the case here:
https://styrke.no/nyhet/karantenesaken-i-arbeidsretten-har-startet/
(the article is not yet translated to UK)
 
International employees on Norwegian contract
The final details of the protocol are being discussed. This should be a good agreement that we have fought for in many years. It will surely contribute to our current international employees, to get better predictability and belonging in Noble Drilling Norge as.
 
Temporary contracts
Over the past year, we have received many concerns about the company’s use of temporary contracts, combined with a competence pool that has not been sufficient.
As previously informed, we were to ensure that there were vacant job positions in the company, if someone had reserved themself against being transferred to Odfjell.
Now later in the year, our agreement on the "transfer of enterprise"-protocol to Odfjell has meant that the competence-pool is not entirely optimally composed. 
We just had to accept this order to avoid layoffs, and this has been our main goal from the start of this year. Everyone should still have a job.
The agreement did not come by itself, but through a good cooperation between NAF and the Odfjell club, we managed to put enough pressure on both companies, that we were finally able to sign a protocol on May 31, that ensured that no one would lose their job.
So everything has had a connection, but our current priority now is of course to do what we can to optimize the competence pool, l and thus reduce the use of temporary workers.
 
Training management system.
Switch to Skills VX and Noble Global Training Matrix. We are finding that this continues to present a number of challenges.
Some challenges are being resolved and new ones are emerging. The company states that they are working continuously to resolve the issues. We are following up on the matter.
 
Information for bereaved relatives
At the last annual meeting, we agreed that NAF should prepare some information that can help bereaved relatives to get an overview of pensions, insurance, contact persons and everything else we can think of in this regard.
If the situation arises, the company will always contact the person who is registered as the next of kin, but we see that in addition to this, there may be a need for a general information that can help bereaved to get a full overview. We imagine that the information can be in a folder that everyone in the family knows about, where all necessary information has already been collected, including, for example, wills and more.
We are working on this, and expect to post the information after the new annual meeting in January 2025.
 
Apprentices
We are receiving feedback about that our apprentices are well looked after on the rigs, which is of course very positive to hear, but we have two challenges that we have taken up. 
One is that we would rather not see apprentices very often being the first to be put off the chopper due to overweight, and the other challenge is that we hear that there are plans for apprentices on Invincible, that they shall not to travel out on the same day together with their regular crew.
We do not find this appropriate, and we have taken both points up with the company.
 
Apprentices in the technical department
NAF and the company have agreed to look at opportunities for training technical personnel in the electrical profession. The company has therefore already started up the dialogue with MAROPP (Maritime Training Office) and we await the results of this.
 
The contract situation
We don't have much new to write about here other than that, stability in manning for a long time to come, must be the most positive thing we can come up with.
The company states that they are of course working with all the possibilities that arise, and that there is still a good expectation that we will get more rigs into Norway, but the time horizon is not just around the corner.
 
Employee participation onshore/offshore
The NAF-board would like to take more ownership together with the Vo-organization offshore. We must have a discussion at every meeting, and we would like to discuss individual matters that come from the rigs.
 
Crew visits at the heliport
Until now this year, we have had close to 40 meetings at the heliport with crews travelling out. It is important for us to meet as many of our members as possible, and when we talk together at the heliport, we often get a lot of good input of cases that we can take up with the company and find solutions for.
 
Treatment insurance:
Are now in place for everyone, and the company has sent out information. We believe that this will be good, but if anyone experiences that insurance does not meet expectations, we would love to hear about it. 
There is a lot of new here, and some things may need to be corrected.
 
The safety Officer position will be changed to 3C-coach
NAF has been in dialogue with those who are affected by this in their current positions, and it is generally received positively.
The company agrees with us that the salary for 3C-coach will be the same as for the position of safety manager in salary group A1
The position has not yet been advertised.
 
Dispute about Section 3.7 - Right to go ashore (Integrator)
We have been in continuous dialogue with STYRKE and the legal department in LO, so that they can clarify the final details before the case can go to the labor court.
A new meeting will be held on November 26, and we will inform you more as soon as we have news about the case.
 
NAF Annual Meeting 2025
The annual meeting will be held in Stockholm on January 24-25. Invitations have been sent to all the shop stewards.
The NAF board meeting will be held the day before.
 

The board of Noble Ansattes Forening appointed at a board meeting on November 19, 2024 Frank Fosse as Koordinerende Hovedverneombud in Noble Drilling Norge as until the annual meeting of NAF 2026.
A total of 6 people were interviewed, all candidates have received feedback after the decision on November 19.
 

Monthly meeting with the company.
Monthly meeting with the company was held on 29 October.
Below is something about what was discussed.
 
The contract situation:
Not much new has happened since last.
Integrator is on Fenris, with expected duration until summer 2025. 
Invincible is on Fallstaff. After that, it will return to AkerBP.
As written earlier, there will be no major "white-space" for none of the two XLE rigs in the next three years.


 
The treatment insurance
The treatment insurance Euro Accident has now been launched for residents in Scandinavia.
Those who live in the UK, will get BUPA-UK, which will be launched on 1 November.
Those who live outside Scandinavia or the UK, will get BUPA-International. This will also be launched on November 1.
We will update with more info in the near future.
 
International employees on Norwegian contract.
We are still discussing the final details, and we are looking forward to finalizing a good agreement as soon as possible.
 
Apprentices in the technical department
The company has had a meeting with MAROPP (Maritime Training Office) where they have discussed the possibilities for training apprentices in the electrical field.
 
The Safety Officer position is changed to 3C-coach.
The company plans to change the position of our safety officers to newly created positions as 3C-coaches.
This is determined at the head office, and it also means that 3 employees will be needed as 3C coaches on each rig. The company also states that the positions will be advertised internally and externally.
This will also change some of their work routines and who they must report to.
The company agrees with us that the salary for 3C coaches is paid in the same salary group (A1)
We will continue the dialogue about this, and we are in contact with those who will be affected by this.
 
The quarantine case
A new date for the case in the Labor Court is set for 18-22. November 2024. This just takes a long time, but we have to say that the legal department in STYRKE is doing a very great job in this.
https://styrke.no/nyhet/ny-utsettelse-av-karantenesaken-i-arbeidsretten/ 
For those who, for various reasons, are no longer members of STYRKE:
Many residents abroad, who are no longer employed in Norway, and have been deregistered from STYRKE for various reasons, are currently receiving mails from the legal department, about their continued involvement in the quarantine case.
We have been in contact with STYRKE, and the legal department confirms that they have the full overview, and that it still applies that those who become members in a Danish union, or those in the UK who joined RMT, or any Norwegian sister federations, are still a part of the case.
Members who have resigned from STYRKE and do not fall in under the above mentioned. may be given the opportunity to be a member again, and pay in arrears in order to continue to be part of the case.
 
Next NAF board meeting:
Will be held at the Clarion Energy Hotel on November 14-15
We will inform more after the meeting.
 
Visits at the Heliport:
We continue to come to the heliport as often as we can, and we have had close to 40 departure-meetings at the heliport this year.
 

The new permanent employee representatives are:
Place 1: Frode Larsen
Place 2: Eddie Nees
Place 3: Bår Inge Pedersen
 
Deputy representatives:
Deputy 1: Jarl Reidar Pedersen
Deputy 2: Dagfinn Askvik
Deputy 3: Odd Richard Kollstad
 
Congratulations to everyone on the election.
 

All members will today receive an email explaining the nomination process. In short, it has previously been possible to nominate members by writing them up on lists that hang on board each unit. Now you can only nominate by sending an e-mail to the club:

post@nafsiden.no

Our website will be continuously updated on who has been nominated. If you see a name on this list, you do not need to submit a nomination for the same person.

If there are members who think they have not received the e-mail as mentioned above, we ask them to contact NAF at post@mafsiden.no and we will sort this out.

The election itself starts on 1 December.

Health insurance/treatment insurance
Health insurance (also called treatment insurance from Euro Accident) is then in place for those who then reside in Norway, Denmark and Sweden. Work is now underway to get BUPA in place for everyone else in our company. BUPA probably knows a lot of people and this must be a very good offer for those who then live outside the countries covered by Euro Accident.
This has taken a long time, many will probably say, because it has been a long time since we first informed that we were in dialogue with the company about such insurance, the first time in August 2022. This is not about who was the first or last to take this up with the company, it must be the result that counts here..
NAF thinks it's great that others have also had this high on their agenda and we now hope that the BUPA scheme will be in place for all the others as quickly as possible. Until that happens, the Light Blue prescription must be used.
There are still some clarifications we need to have, the employee portal needs to be updated and we need to look at what has been sent out to all the employees.
We have received confirmation that the age limit is not 67, it is set at 70.
Another good clarification is that there are 12 physical treatments per rolling year, not 6 as stated in what was sent out. Of these, 12 can be treated, of which 5 can be pressure wave treatment.
 
Board election in Noble Drilling Norge AS
NAF again encourages everyone who has not voted to exercise their right to vote.
Of course, we hope that you will vote on the list that NAF has sent.
Good choice.
 
3.7 Right to go ashore at leisure.
NAF has attended a meeting with Styrke og Lo lawyer Håkon Angell.
After the meeting, there were many questions, these have been answered and I now hope that everything has been clarified. We have not yet received a date for when this matter will come up, everything seems to take a long time a day, regrettably.
 
S-AMU
Just a few key words from the meeting held on 24 September:
Invincible at Fallstaff, 40 days at dry well, if not about 80. Then back to AkerBP
Integrator at Fenris, expected duration until summer 2025
Other projects:
Repsol has a program of 200 + 100 days starting in late summer 2025. Clarifications will come during the autumn.
The MPV project, Innovator in 2026, this is still something that can become a reality.
 
It is said in the meeting that as it looks now, one should not worry about "White-space" for the 2 rigs that are in operation for the next 3 years.
That has to be the best news of the day.
 
Board meeting NAF
Was held on 17-18. September in Stavanger.
 
Monthly meeting
The monthly meeting with the company was otherwise held on 16 September.
 
International employees
We await the final proposal for a protocol for those with international appointments. This will be signed in the near future. How these appointments in Noble Drilling Norge AS will be handled, we will return with more information.
 
Apprentices in the technical department
We have also taken this up again and the company is now in contact with the training office for maritime subjects. NAF assists in this matter.
 
TMS
The company states that systems have been established and that errors have been found in Skills. A lot of work has been put into this matter and there are major improvements.
 
Heliport meetings
We will continue with future meetings when this can be done.
 
Travel policy, once again
During the last monthly meetings, NAF has discussed a lot with the company about how this can be resolved. We have a protocol on this, but it does not cover everything. The 3-hour rule after arrival at the heliport presents challenges, but we believe that this can be solved.
 

The board election for the company Noble Drilling Norge AS starts today, 10 September.
The election takes place electronically through SurveyMonkey.
 
We encourage you to vote for our list, which consists of:
 
1 plass: Frode Larsen                               Elektriker
2 plass: Bår Inge Pedersen                     Rig.Adm.
3 plass: Odd Richard Kollstad                 Maintenance Engineer
4 plass: Tom Eirik Hansen                       Assisterende Driller
5 plass: Ståle Engen                                 Assisterende Kranfører
6 plass: Henrik Eiersted                          Kranfører
 
This election concerns employee representatives to the board of Noble Drilling Norge as. There are 3 people who want a place at the board table and we ask you to vote on the list that NAF has sent.
 
 
Good luck with the election!
 

Pay slip
There are still problems with payslips. We are informed by Payroll that Crowdstrike broke down. In short, Crowdstrike is a web/cloud-based antivirus program that the company uses.
We are also informed by Payroll that notice has been given to IT in Denmark several times and that they are prioritizing our case and sorting it out, as they did for the month of June.
 
International employees
We had a monthly meeting with the company on Tuesday 13 August and will now be sent a new proposal for minutes. We completely agree on the main lines and expect to sign this in the near future. We know there are many who have waited a long time for this, so this should be good.
 
Apprentices
There was a start with 12 new apprentices on Monday 12 August. 12 great guys who will now start their apprenticeship with us. NAF introduced itself and explained our role and what we could do for them. We can inform you with great pleasure that all 12 have now chosen to register with us. Welcome them out there.
 
The cabins
Frode Sell has now started running this and all you have to do is register to express your interest.
Here is a link to news about cabins: 
https://www.nafsiden.no/home/ndn-offshore-cabins
 
Health insurance
Not quite in place yet, but we know that work is being done to get the last formalities in place.
Another issue is that the company sent out an infomail on 3 June where the SupportLinc Employee Assistance Program (EPA) was introduced. This is something that applies to everyone at Noble. SupportLinc offers expert guidance to help you and your family address and resolve everyday issues.
There is a web portal and mobile app to contact them.
http://supportlinc.com/
 
3.7 Right to go ashore at leisure.
The case continues. We have just given Robert De Vries in IE&FLT(STYRKE) some clarifying information which will be forwarded to LO lawyer Håkon Angell. We do not know much more than that there will be meetings between IE&FLT and LO in the near future.
We will keep you updated.
 
 
Heliport meetings
Also this week we have been to the heliport and met many nice members. It may appear that the agreement with Odfjell has provided a certain peace of mind and that having a job versus the uncertainty of whether one should take legal action against Odfjell/Repsol/Noble is most important. Unfortunately, there were a few relegations, but everyone who was a permanent employee on the day Odfjell took over has kept a job. Without having spoken to everyone, we must thank you for the understanding shown here both from those who are on permanent crew but not least those who have a long seniority and are in their own competence pool, even though most have long enough seniority to be able have gone in a fixed 2-4 rotation.
 
DNO and Flagstaff
It has then been announced from DNO that there will be a Sikorsky S-92 helicopter for this contract. This means that all new announced flight times should be ignored. The company is in contact with DNO to find out how this should be resolved so that everyone can book their journeys.
 

This has been written by IE&FLT, freely translated by NAF.
 
Claims for quarantine compensation will be dealt with in the Labor Court and ordinary courts this autumn.
 
- Our claim for compensation for imposed quarantine stay in connection with going offshore will be processed in the autumn both in the ordinary courts as an ordinary wage claim and by the Labor Court for the understanding of the collective agreement, explains Karianne Rettedal, lawyer and head of the legal department.
 
IE&FLT believes that it is the employer's circumstances that have meant that some people had to sit isolated in quarantine for large parts of their time off during the corona pandemic.
 
- The employer has managed the free time, organized the journey and required the individual to attend the quarantine. This intervention in the agreed free time is due to the employer's order and is their risk. The quarantine and restrictions placed an extraordinary burden on these members and their families. It follows from the employment contract and collective agreements that lost free time must be compensated, says Rettedal.
 
In the first trial, against Transocean in December 2023, the district court found that there was no basis for the claim in the employment agreement or collective agreement. This case has been appealed and will be heard by the Court of Appeal in the last week of October.
- We believe the district court's judgment is wrong. The employer has imposed quarantine obligations on the individual in advance of the working periods, and lost free time must be compensated.
 
NHO has also brought the case before the Labor Court with the claim that compensation cannot be anchored in the collective agreement. The labor court will deal with this collective bargaining dispute on 9-16. September.
 
In total, IE&FLT has 678 claims for quarantine compensation in the conciliation council. Most of these have now been agreed to be put on hold pending the legal processing of the pilot cases.
- The agreements to put the cases on hold mean that we do not bring claims before the District Court as of now, but the claims are preserved and do not expire while the courts and the Labor Court deal with the cases that have been brought. We will have to decide on the way forward after the decisions in these cases are made, Rettedal explains.
 
Here is a link to IE&FLT's website
 

We are pleased to inform you that 2 welfare cabins will now be available for employees offshore.
NAF's repeated proposals for funds for cabins have now become a reality, very good! Both cabins are located at Hovden in Setesdal (https://hovden.com), with roughly the same distance from south/east/west and the middle of southern Norway.
Anyone wishing to rent the cabins must register here:
https://app.cabinweb.no/no/login/company/noble-drilling
Each request is approved by the cabin board. You can then book a cabin from 12 August 2024.
Christmas/New Year, winter holidays and Easter there will be a draw, which the cabinweb site takes care of.
When you are registered as a user on cabinweb, you will find a lot of practical information about the cabins.
In case of problems with logging in or any questions, contact Frode Sell by e-mail: frode.sell@gmail.com
 

Salary in July
Due to holiday processing and leave, this creates challenges in the payroll department in terms of what can be added to the salary we receive at the end of July.
The company states that travel bills and course compensation will not be paid in July.
This means that travel bills submitted before 10 July will not be paid until the salary we receive in August.
 
Paycheck
There are several people who have not received their paycheck for the month of May, and it turns out that there are some who have had problems with this for several of the months in 2024.
We are informed that this has to do with our private email accounts. Gmail and Hotmail are examples of this. Whether this can be resolved from the company's side with their firewall settings is not known, but work is being done on the matter. There are a lot of us who use private e-mail accounts against the company, so they just have to fix this :-)
 
International employees and Norwegian contracts
NAF will try to complete this in September and we look forward to finally having this in place. It has been a long road, but it turns out that you can achieve a lot by pushing and at the same time arguing for why this is important.
 
Health insurance
Then this is approved. Years of negotiations have finally paid off.
The company commends us for the work we at NAF have done in recent years to obtain such insurance.
This means that we will finally get this in place during the autumn.
This has also been a long process, but once again the company has met us and agreed with our argument.
 
Company cabins
During this spring and summer, NAF negotiated with the company to get back the cabins that were removed as a good many years ago. We have been promised one cabin per rig as the situation is now.
This is of course something that will be available to everyone in the company who is employed offshore and there will be a Cabin Board that will administer this.
 
Travel policy, again
We have again taken up the problems that have come in. This concerns orders ahead of time and not least the 3-hour rule after arrival at the heliport. The company will look a bit more into how far in time you have to book travel and from when these three hours after arrival at the heliport will apply.
There are rumors that people have been told to book 4 months in advance, and that these trips will actually be very expensive.
When it comes to this with the after-arrival heliport, we claim that if you arrive on land at 23.00 in the evening, you have the right to go home on the first flight, for example at 07.00. Here, the company may have meant that it can be for up to 3 hours after 07.00 that should apply. We believe that these 3 hours were used up from 11pm to 2am and that the employee should have the right to travel on the first flight if they so wish.
 
Pension for those covered by the onshore agreement
It is the case that those employed in the office are covered by the same defined contribution pension scheme as us offshore, if you have the same organization number in the company for all the employees.
This is how it is with us and it means that those on land will also get the 4/15 scheme.
This means that 4% of salary up to 7.1G must be paid in.
This increase then comes in addition to the guarantee of a minimum of 5.2%.
 
Heliport meetings
NAF has been to a lot of meetings recently and after the agreement on Inspirer was signed by Noble and Odfjell, it is liberating to finally be able to explain what has happened before, during and after the process.
In any case, many are now happy that there has been a clarification and that everyone who is now a permanent employee actually has a job on the remaining rigs. So it is that we have great understanding for those who have stood by and been temporarily employed for a long time. We hope for more work on one more rig so that these can also become permanent employees.
 
Inspirer
Yesterday, Tuesday 18.06.2024, the deadline expired to be able to reserve against being included over to Odfjell. In practice, such a reservation would mean that you had no work at Noble Drilling Norge AS and that you would then only have a right to re-employment for 12 months. This means that it will be a new era for the 25 who will then go over to Odfjell and we wish everyone the best of luck.
 
Temporary competence pool
We have started negotiations with the company about a temporary competence pool for those who are not transferred to INV and ING in vacant positions. As we see it, this will only apply to 10-12 people who were associated with Inspirer.
These will then be allowed to keep their approximate rotation, with a fixed departure day on Wednesday, plus/minus one day. This means that they know which week they will be traveling out, but this can then be on either Tuesday, Wednesday or Thursday. You can only travel to INV and ING and we hope that those who now get this rotation can live with it for a given period and that exactly this way of doing this is part of the big picture to get place an agreement with the company which means that none of those who are permanently employed today will lose their jobs.
It is not optimal for those who have a long seniority and believe that they are entitled to a fixed 2-4 rotation, but this agreement will be limited in time for those concerned, and this will then be evaluated continuously.
Everything is connected here, as few changes as possible in exactly the phase you are in now on both rigs that are left.
 
3.7 Right to disembark at leisure, ING
A little update on this matter. Forbundet STYRKE (IE) has now had the case handed over to LO legal. This means that the case will then be prepared for employment law.
We update continuously.
 
 
With these words, AU/the Board of NAF wishes everyone a good summer.
 

Don't believe everything you hear or read, someone will always and will always take credit for things they never did. That's how it will always be. In the context of trade unions, there are probably no exceptions either.
 
The facts and what actually happened, seen from our point of view, can be taken for granted.
 
On 17 January, it was announced that Odfjell will take over the contract for Inspirer. The same day we were in contact with our mother club in Odfjell, the collaboration was established.
We quickly found out that Odfjell did not envisage taking very many people with them, they were only supposed to carry out maintenance, they said. A maximum of 12 people were relevant, typically personnel who were employed within the technical department and, somewhat surprisingly, managers within drilling (is it maintenance?).

We have been to countless meetings with the company, Odfjell, IE and some independent lawyers. The only thing that has been in our heads since 17 January was that no one had to lose their job and that the Act on the transfer of business should be followed.
 
The number 12 is also used in other contexts, but Odfjell was completely determined on these 12, the matter was completely locked.

It went against court cases and a lot of uncertainty right up until the month of May. We could risk that all 82 (at least our members) would have to take legal action against Odfjell. A decision would perhaps be made in the spring of 2025 at the earliest. And what would they do in the meantime? They had no right to remain at Noble, such is the Act on the Transfer of Business. Should they go to NAV then, with the challenge this had created? Then we had only one choice, we had to go to the Stavanger District Court and demand "the right to stand in position " until the court decision was finally clarified. Note the word "clarified". If the trial that was first mentioned had ended in an appeal from one of the parties, this could have taken years at worst. "The right to stand in position" means simply explained. The parent company has an obligation to pay, the employee has an obligation to work. Who is the parent company here is unclear.
 
The good collaboration with the IE club in Odfjell began to produce results. We had frequent meetings and we managed to get Noble and Odfjell to talk again. We probably think that the scenarios presented to both companies made them think twice. A pile of lawsuits and uncertainty is not healthy for any company, not even ours.
 
What hurts in such matters is that you cannot tell what happens from day to day. All these 128 days are finally over.
 

We can also say with 100% certainty that this would not have happened without us in NAF and the Odfjell club in IE having negotiated in the back room and got the companies back to the table. Both NAF and the Odfjell club saw the risk both companies would have to take if this were to end up in a court case about the transfer of business.

It is very important to clarify that NAF had NOTHING to do with the selection of people or positions, but we contributed to Odfjell taking 25 people instead of 12. It also means that we get a significant pool of expertise in Noble, which is not absolutely optimal according to the company. The alternative was for us to go to court and demand that everyone who was not to be part of the business transfer should "right to stand in position", something that the Stavanger District Court had to decide on first. This could cause the company large expenses, as such a court case could arise in 10-12 months in the worst case. Then everyone (potentially 82 people) would have been entitled to full salary pending this trial, if the District Court had agreed with us.

So what happened last Friday?
The company then contacted everyone who was going to transfer to Odfjell and explained this. A meeting was then held for those at Inspirer at 17.00 and 18.00 on the same day, where the company informed roughly what was in the protocol/agreement.
 
We are not going into the technicalities or anything else now, as I said, we have been absolutely clear that if we were to be part of an agreement, no one would lose their job. We have now managed that.
In the meeting that took place on Friday, the company did not hide the role NAF had in this either, and was completely clear that this had not been possible. Without our contribution, the companies would not have reached a protocol of agreement.

Then you can read on Facebook (for those who are on those pages...) that it can look like others have contributed to a large extent, and that there has been collaboration across the clubs in the company. So that is not true. We don't know what others have done, but nobody else can take credit for the fact that no one lost their job this time. It is important to clarify that after the first meetings with Odfjell, all dialogue between the companies stopped. This is where we come into the picture and through talks with the IE club in Odfjell, the parties got to meet again, then with very clear hopes that this would lead to an agreement, when the number 25 was accepted, and then the companies could start the negotiations on who the 25 should be.

Of course, we think it is sad that we are losing many good colleagues to Odfjell, but we know their IE club very well, and are absolutely sure that everyone who is going to transfer will be treated well and in accordance with the applicable rules and agreements. It must be remembered that when the principles for a business transfer are at the bottom, everyone gets their rights such as seniority, salary, position etc.

There are many who have now been temporary employees, they have held on and these unfortunately face an uncertain future. We must be able to say that it is primarily those who are permanent employees of Noble that we must look after. We have achieved our goal, which was that if we were to agree on an agreement, this should mean that none of those who were permanently employed would lose their jobs. The company knows this very well.

A lawsuit is not something you just threaten.
We had the process notice ready, if the outcome had not suited us.
We had a lawyer ready for this case.
We had done what we had to for our members.

Then it is also appropriate to praise the company for going with the solution that we outlined, and getting this agreement with Odfjell in place.
 

Below we have commented on points agreed with the Shipping Association during this year's salary settlement for offshore employees.
 
• General supplement of NOK 43,000
 
• For the group of individually paid employees, a minimum limit of 5.3% is given, however a minimum of NOK 43,000
 
• We have increased the rate on the contribution pension from 3/15 to 4/15, i.e. a 1% increase on the contribution pension up to 7.1G. Value of NOK 8,805
 
Total frame of NOK 51,805, which is NOK 1,736 higher than the settlement at OBF (Operator, Drilling and Catering staff on the shelf, permanent installation).
 
 
• 3.4
In case of deviation from the work schedule, the increase is from NOK 550 per day to NOK 850 per day. day. (increase of 54.5%)
 
• 6.1
Cabin sharing is increased to NOK 1,035 per day. (increase of 8.8%)
 
• 6.3
Mask supplement is increased to NOK 31.50 (increase of 5%)
 
• 6.5
Increased mud addition to NOK 109 low rate and NOK 133 high rate. (increase of 4.8/4.7%)
 
• 6.5
The dirt and discomfort supplement was increased to NOK 23 per hour. (increase of 8.7%)
 
• 6.5
 Double injection system is increased to NOK 133, service is increased to NOK 6. per hour. (increase of 4.7/9.1%)
 
• 6.6
The smoke diver supplement is doubled to NOK 1,000 per month (100% increase)
 
• 6.10
Cleaning of the infected area will be increased to NOK 575 per person. wash down. (increase of 4.5%)
 
• 6.11
Sewage surcharge is increased to NOK 575 per shift. Previously, this was compensated with an hourly wage of NOK 30.
 
• 7
Night allowance is increased to NOK 107.50 (increased by NOK 3,650 per year for someone who works half the journey at night). (increase of 4.9%)
 
• 8
Meetings and consultations are given a minimum of 6 hours for physical meetings and a minimum of 2 hours for online meetings. The hours are compensated with overtime.
 
• 9.7
Change for temporary employees. The text changes to:
"For temporary employees who have worked in the company for a minimum of one year (1,460 hours) during the last 24 months, the company will cover course fees in connection with repetition of basic safety training, first aid training, mandatory emergency preparedness courses for the position(s) in question, as well as cover medical fees at renewal of health certificate."
 
With this sentence, restrictions are placed on how long the annual work can be used, but the company must pay for the required preparedness course for the position(s) in question.
 
• 12
Public holiday allowance is increased to NOK 2,300 per day. (increase of 1.1%)
 
• 13.2
Strengthened the irregularity point so that you have to stay overnight after 8 hours of waiting, if there is no confirmed departure within 2 hours.
 
• 13.2
The right to a meal at the heliport is increased from NOK 135 to NOK 160 and from NOK 175 to NOK 210. (increase of 18.5/20%)
 
• The preferential right of 2 years is extended until June 2026.
 
 
If you only look at salary and pension, each group will get this as a percentage increase.
We have not taken into account any of the supplements (eg: the night supplement estimated at 0.29%).
 
• Salary group A1, there is a rise of 5.76%
• Salary group A there is a lift of 5.79%
• Salary group B, there is a rise of 6.06%
• Salary group C, there is a rise of 6.2%
• Salary group D, there is a rise of 6.54%
• Salary group E, there is a rise of 6.81%
 

 
On Friday (May 31st) at 17.00, Noble will hold a meeting for all Noble employees on board Inspirer.
Of course, NAF will also be present, see the notice below.
 
 
“We would like to invite Inspirer crews to a teams meeting with a status on the Inspirer situation, where it will be possible to ask questions.
The meeting is volunteer to attend. We will conduct a meeting in Norwegian from 17:00 – 18:00 and same meeting will be held in English from 18:00 – 19:00
English speaking can log on from 18:00.”
 

At 06.00 on Friday 24 May we agreed on this year's salary settlement.
For more information, please refer to IE&FLT's website:
https://industrienergi.no/nyhet/enighet-i-forhandlingene-pa-flyteriggavtalen/

Today, the wage settlement for those who work offshore started.
The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days.
From NAF, Frode Larsen and Bår Inge Pedersen are represented.
It is not allowed to inform while we are negotiating, but we will update as soon as the negotiations are concluded.
 

We have had a monthly meeting with the company this week.
Much of the time towards HR is now spent on finding solutions for Inspirer. This means that we also have some cases that have not been resolved where we are waiting for a response from the company.
 
Salary settlement 2024
Next week, spring's most beautiful adventure begins, or the salary settlement as it is also called. Bår Inge Pedersen and Frode Larsen from AU represent NAF at the negotiations. We have submitted our demands to IE and everything that we have gathered about at the collective bargaining conference in which all the clubs participated will be handed over to the employers on Wednesday 22 May. Updates will come continuously.
 
Inspirer
As I said, we repeat our overall goal in this matter, which has been to save jobs, that everyone should have someone to go to. We fully understand that the uncertainty that currently prevails affects permanent employees and those on other contracts, but we can assure you that work is being done to put solutions in place. We have written about the transfer of business several times and the uncertainty linked to this. We can assure you that we are in dialogue with all parties in this matter, the company, the Odfjell club in IE, IE central as well as lawyers both within and outside IE. Getting a solution in place is a high priority. We hope for a clarification soon.
Otherwise, there are rumors on the rigs that Noble and Odfjell have agreed on a solution and that it will now be up to the unions... You shouldn't believe everything you hear, but what we can say is that everyone should have a job and that it must then be part of the solution.
 
Travel Policy
There have been some inquiries about that. There is point 2 about this with the 3 hours that the members are asking about.
The answer is that you cannot request business tickets on the return journey if there are cheaper tickets within the next 3 hours. It also means that if only the expensive tickets are available within this time period, then you should get these, you should not have to wait beyond the 3 hours just because it is to save money and you will get home much later as a result of that the company will then not order an expensive available ticket within the first 3 hours.
A shared taxi from the heliport to the hotel that is pre-paid is apparently difficult to get. Here you just have to post it and write it on the travel bill. It is also necessary to present receipts for public transport, so that is said.
Another reminder of section 13.1 of our collective agreement, which states that employees with travel expenses over NOK 500 for a return trip from home to the heliport can receive a travel advance equivalent to twice the price for the return trip.
 
Health insurance
This is still being worked on and we have high hopes that this will arrive during the summer/autumn.
 
Diploma for foreign members
We have described this matter very well in the past. We have said that this is now at ministry level and it would take time before a clarification could be made. A small update this time is that we have a new minister of knowledge in the current government, and that this is now on her table. IE has done a good job here of arguing that a solution to this must be found, so that one does not have to have a Norwegian residential address in order to be able to take a vocational certificate in Norway.
 
Norwegian contacts for international employees
Here we can only state that we await our input and the company will include these in the proposal for protocol as soon as possible.
 
Wage settlement for the land employees
This is now finished and we used the settlement in Frontfaget as the basis. We got what we required and can say we are satisfied.
This means that all members are guaranteed a minimum of 5.2%.
 

The rigs and contract  situations.
Integrator
In full operation and everything is going well. It is possible that the scope will be shortened a little, which could lead to a coming shorter "white-space". But if that were to happen, an agreement with AkerBP on staffing, similar to previous agreements, will most likely be made again.
 
Invincible 
Some operational challenges may cause some delays.
 
Inspirer.
The absolute biggest challenge we have this year. We fully understand that many are worried and want more information.
We have had many meetings with the company including the legal department, and we have had many meetings with our advisers at IE&FLT, who support us in this matter.
We firmly believe that this is a transfer of enterprise, but at this stage we have still not succeeded in reaching an agreement with Odfjell Technology.
For us at NAF, it’s our most important task to ensure that as many as possible can be kept in work, but the law here is unfortunately not so straightforward.
The company states that they will call in for a Teams meeting, probably next week, for everyone at Inspirer. Here it will be possible to ask questions, and us from NAF will of course also be present.
 
Contracts in general:
The company is bidding for several tenders for shorter contracts with different operators for next year. These are projects in relatively deep water and with difficult conditions. But we may find ourselves in a situation with a lack of available rigs in Norway in 2025, so it is being discussed whether Innovator could be the solution for this. Or possibly Intrepid if it can be released from the UK sector.
There is a previous agreement with Harbor Energy UK that Interceptor can replace Intrepid in the UK around the turn of the year, but due to unpredictable tax challenges in the UK, this plan has been put on hold for a while, but it can hopefully be finally decided later on the year, if the exchange will take place.
 
NAF board meeting.
We have held a board meeting on April 10 to 11. As usual, there was a lot of good inputs, which we are now working on.
 
Floorhands with MPD course?
We get questions about whether a new floorhand position should be created?
It will not happen, and the company states the following:
Some floorhands who can take over as AD, also get an MPD course which they must have in order to take over as AD at Integrator in the future. 
They are still floorhands with a floorhand's salary, only holding an extra course. So no one to be called Lead Floorhand.
There will also be a number of HLO Floorhands on board the Integrator, but the same here – only holding an extra course.
 
Safety meetings at Invincible.
There have been challenges with someone having to get up early to attend a security meeting. First it was already at 4:45 pm. Later it was changed to 5:30 pm. 
This is of course not acceptable, but the company states that the problem should now have been solved, and that rig safety meetings are now held at a time chosen by the crew on board. If not, we'd like to hear about it.
 
The health insurance.
As we have previously announced, we are quite close to making an agreement. But it takes some time to get all the details in place.
 
Norwegian contracts for international employees
As previously announced, the first official meeting has been held and we have started negotiating the protocol. This is something that we will achieve, but it takes time to fully agree in all the details.
 
Safety glasses and PC glasses.
We encourage you to obtain a price quote for safety and PC glasses before ordering.
The company does not cover amounts in excess of what appears on the order forms, unless you have special needs, and if it have been agreed in advance.
The company basically believes that NOK 5,000 is enough. for PC glasses and NOK 6,500. for safety glasses must be able to cover the general needs also outside Norway.
 
The quarantine case.
A date for the appeal has not yet been set.
We remind you that if you live in Denmark and have to sign up with a trade union/Danish social security fund, then IE&FLT expects you to choose an LO-union, in order to continue to be part of the matter.
Residents of the UK can alternatively join RMT, with which IE&FLT has a cooperation agreement.
 
The company has moved the date of the latest input to wages and travel expenses.
NAF was informed that the date for the latest input for salary and travel expenses, has now been moved from the 15th to the 10th of the month. NAF have not agreed to this, it was simply carried out. We cannot say whether other unions have agreed.
 
NAF employee advice in connection with sick leave.
It seems that there is a lot of uncertainty about this, with NAF having to follow up and advise in connection with sickness absence. Of course, we have a great understanding of this, so we would like to, based on the questions we have received, explain a little about how harmless this is.
 
NAF shall not give medical advices.
We shall in no way be a substitute for MedHelp (with which the company no longer has an agreement) and we shall in no way give medical advices.
If you need medical advice, then it shall be the company doctor or other professionals you must talk to.
 
It is voluntary if you want to talk to us.
It will be completely voluntary if you want this conversation with us. You will be contacted, and if you do not wish to speak to us, you can simply say no and ask to speak to someone from HR instead.
Incidentally, it is only planned to take place at the beginning of the sick period. For long-term sick leave, the company will take over as usual regardless.
 
What does the law say?
The law stipulates that people on sick leave must be offered advice and follow-up. And it is the employer's overall responsibility to provide medical follow-up in accordance with the guidelines in the law.
The law also states that shop stewards and the security service must be involved in the process.
So that we contact those on sick leave, is really just an early involvement of us as union representatives.
https://www.nav.no/samarbeidspartner/tillitsvalgt-verneombud 
 
It will not take any resources from NAF
This work shall be done in addition to our tasks in NAF. And we only see it as a great advantage, if NAF can do more for everyone, by accommodating and advising at the start of a sick leave.
This is something that we already have a lot of experience with, because we often get involved in long-term medical sick leaves regardless, and because many cases regardless very often end up in a dialogue between us and the company.
 
Could a conflict of interest arise?
No...It won't..
NAF is 100% aware of which hat we are wearing. We exist for our members, and to contribute by ensuring that sick follow-up routines are in accordance with the regulations, and at the same time advise based on our experience with the collective agreement, the working environment act, social rights, sick leave regulations, insurances, and not least the upcoming health insurance, with more, will not lead to a conflict of interest.
Should disagreements arise in a case, we are still fully a trade union for our members and we have to deal with the same rules regardless.
 
What changes does this mean?
No other changes than that NAF, on behalf of the company, will make the first contact with those on sick leave for follow-up interviews, as well as offer advice. 
The questions we want to ask are the same as the company is obliged to ask for anyway. We just do it for them, and then we can offer our advice at the same time.
Everything else with statistics and follow-up on long-term sick leaves etc.. will continue completely unchanged with further follow-up from the company.
As mentioned, this is completely harmless, and we only see it as an advantage for everyone.

 

Sick leave follow-up
In recent months, NAF has been in dialogue with the company to, if possible, reach an agreement where NAF uses resources to contact those who have called in sick. It is thought that the working committee will distribute this task among themselves and that the time spent on this is estimated to be around 50% of the position. The idea is that we contact the person who has called in sick, tell them who they are and try to establish a dialogue using some standardized dialogue questions. We have already signed a document where everything said in these conversations is confidential. This "work assignment" is something similar to what we already do today, hold dialogue and answer questions that those on sick leave have.

Some are probably worried that we might mix up our roles. One as a trade union representative and one from the HR department in Noble. Is there one thing we have learned after many years onshore in the roles we have had, DON'T mix the roles! Nor will we do that in the future.

We are not in place with any agreement yet. We look at the company's procedures regarding sick leave and we have come up with suggestions for what we believe are improvements. We try to make the dialogue with those who are ill something more than a conversation about; "When will you be discharged?". We believe this is an advantage for all those employed in the company, whether you are employed onshore or offshore. We will try to make our joint workplace a more inclusive place to be employed, a company that follows up its employees in a positive way. But in any case, such an agreement is not going to be permanent, it will be evaluated on repeated occasions.
 
 
How do we get in touch?
One of us will take contact by phone, but if you don't want to talk to us, you can just say no. But we hope that anyone can see the advantage in the advice we will give, which we already have many years of experience with, such as insurance cases, social rights across national borders, tariff-related cases, legal matters and more..
We will of course also take the opportunity to provide guidance in the new health insurance which we quite soon have finished negotiating, and we can actually help to ensure that those on sick leave get the help they have right to.
Everything will of course be confidential, as always when we talk about this sort of thing with our members.

Then there is the question whether we as AU will be better for the members if we have half a position more offshore?
To that, we must say that we per today has a constituted AU of five people, where two of them (next leaders in NAF) work full-time offshore, and we are in close contact with them all the time.
Furthermore, we have the NAF board that we very often involve, also in between the four regular board meetings per year.
And then we are lucky enough to have a lot of skilled shop stewards who also report in to us, and give their opinions on what we should prioritise.
This is really a lot of people from offshore who get involved, and who come with good advices about what we shall prioritize.
So if AU would rather provide half a position more offshore, we think that this cannot actually be an advantage for anyone. This will only provide less capacity for AU onshore.
We are actually quite busy all the time, and the fact that three people share half a position at the office, means that we can more easily distribute meetings and tasks between the three of us. The time to do sickleave follow up, we will ofcourse find between all the other task.
A good example could be that we have once again received an inquiry about heavy workloads for electricians. We will of course have to look to this again, but we will not get better at negotiating with the company about getting more electricians offshore, by working as electricians ourself. This must take place on land, and with inputs from those who are working offshore. And we would anyway never be able to cover all types of positions offshore, even if it was required.. That's why we have board members and shop stewards + two next leaders from AU offshore.

Some members also ask us questions about whether we are getting too close to the company.
As written before – we do not mix the roles. But we do not get better agreements and protocols for our members by actively trying to remove ourselves from the company either.
If we had been on a constant collision course with the company, we would never have gotten many of the good agreements we hold today, and still use to day. Agreements that  we are not entitled to get at all (and for that reason many other local clubs under NR do not have them at all - they envy us for having them), such as the Tax Agreement for work abroad, right to make draw from PFA pension to pay tax, NDN crewing on shipyard stays both in Norway and abroad, and much more than that.
The point here is that good cooperation with the office, leads to better agreements in the long run, we have proven that over many years. But that doesn't mean we won't go into battle when needed. We were the first in the entire NR-area to claim millions for unjustified quarantine (this was one of the first things we could present to the new management when we became Noble Drilling Norway, and it probably didn't bring us "closer to the company").
Furthermore, we are generally always the ones who claim for the most in all tariff negotiations. And we were strongly involved when the pension for foreigners was increased from 8 to 15% for years ago. (that increase has given a much better pension for all who are living abroad) and we can continue to write much more. But the point is that we always want to put our members first, and it would of course be a shame if anyone were to have doubts about this.
This agreement can bring us even closer to the members, in the form of good advice and dialogue with those on sick leave. This arrangement here will be an advantage both for AU, and thus also an advantage for all our members. And if not, then we will stop the project again.
 
Have a nice and happy Easter everyone!
 

Hi all.
A little info before Easter. It has been busy times with a lot going on and that's how it should be. Remember to include one of us as a copy when you send in an email to post@nafsiden.no, this makes it easier for us and you get a faster response. Most of the time is spent on case management. The wage settlement of the Federal Confederation and Norwegian Industry is in full swing and this will affect the spring wage settlement, through the so-called Frontfaget.
Just after Easter, Bår and Frode will travel to a collective bargaining conference in Oslo, where all the clubs covered by our collective agreement will agree on our demands, which we will give to the Norwegian Shipping Association. The annual meeting in NAF had a good review and has submitted our demands to IE&FLT and we will fight to ensure that as many of our demands as possible are sent to our counterparty.
Otherwise, it is very nice to meet you at the heliport. Many questions come when we are there and that's how it should be. It is clear that Inspirer is something that preoccupies most people, which is of course completely understandable. In any case, what can be said is that NAF and the Company have the same goal, to save as many jobs as possible. The next meeting between Odfjell and Noble's representatives, from the management and all the trade unions, is tomorrow.
Otherwise, there is a board meeting in NAF 10-11.04.2024 in Stavanger
Happy Easter to all of you from us at NAF
 
3.7 Right to go ashore at leisure
IE&FLT has now received the protocol from the dispute meeting we had with the Norwegian Shipping Association and IE&FLT is now starting to prepare a case for LO. The proceedings are very slow when you have to go through a dispute meeting and then the case has to go to LO's legal department. We will provide more information as soon as we know more.
 
Changes to job titles offshore
The company could inform that Noble in Houston will change several of our job titles offshore. This is something that we really see no reason for as our positions have been through the right bodies and are approved with their salary placements. All our positions are approved by the permanent positions committee, which consists of representatives from the Norwegian Shipowners' Association, IE&FLT, DSO and SAFE.
The first is that Floorhand will now become Floorman. This is completely out of the question to accept as this title is not gender neutral and is, in our opinion, discriminatory. The Floorman title must have been in use for quite some time in COW and possibly elsewhere.
Next to come was Enigne Mechanic which they would change to Motorman. On our matrix, this is a completely different position and is salaried in group D. Our Engine Mech is salaried in group A and thus cannot be used either. This is not being introduced and Motorman is not gender neutral either.
The last one they want to change is Logistics Coordinator to Materials Coordinator. This will then only be a name change and will not change anything about the position, either in terms of tasks or salary. NAF does not see a big problem if this changes, but would like feedback on any disadvantages.
As I said, we have had a monthly meeting with the company about this and made a direct request that Floorman be removed from all documents throughout Noble and that the name we use, Floorhand, be introduced throughout the company.
NAF otherwise encourages Noble centrally to use gender-neutral names for all positions in the company.
 
Health insurance
As I said, NAF has worked for a long time to get this in place and we have good faith that this will be in place. It is important to say that even though we have had this on our agenda for a long time, it is the case that you have to have the management of the company with you, so that this is taken further in the system and gets its approvals and money is set aside.
 
International employees
As I said, the first official meeting has been held and we have begun drafting a protocol. The first draft that we received from the company has now been commented on by us and we will send our input to HR. We pretty much agree on the main lines, but there are several people who have their say before we get to signing. The company has informed us that for those who are then waiting for harmonization with the rest of the world in terms of wages in other currencies and bonuses, it is the case that Norway will be a separate area that is covered by a standard wage agreement and cannot have a differentiated remuneration with different solutions in the same tariff area. We are a Norwegian company that will have Norwegian wages and working conditions, and of course Norwegian employment.
This will be a historic agreement that we have had on our agenda since the early 2000s and will ensure our international/senior employees predictability and belonging to the Norwegian company Noble Drilling Norge AS.
 
Apprentices
Departure for these must now be arranged after repeated reminders. As we understand it, all 1st-year apprentices must travel out together with their drilling crew from April 2024. This has been a major problem right from the start with the last intake of apprentices in autumn 2023. NAF has been very clear that it is very unfortunate that an apprentice then visits several different crews and does not get the security and continuity to get a good apprenticeship.
 
Intrepid and Interceptor
We also get a lot of questions about these rigs, Interceptor will be in dry dock in Norway and there will be an exchange with Intrepid who works for Harbor Energy on the UK shelf.
We know that there is a reserved dry dock at Hanøytangen (outside Bergen) this year should they decide to take the Interceptor in there. We have not yet clarified whether the rig will then be manned by employees from Noble Drilling Norge AS. There is an agreement with Harbor Energy UK that Intrepid and Interceptor can switch places.
Then all that remains is to find work for Intrepid in Norway, which we know is being worked on intensively.
 
Inspirer
As I said, here you just have to be patient. As we have written weekly, work is being done at full blast from all sides. There have been several meetings this week. We will of course update you continuously.
 

The first information meeting between Odfjell Technology and Noble Drilling Norge AS was held yesterday, where all the union clubs also could participate.
Odfjell briefly presented the contract between Repsol and Odfjell to the employee representatives from both companies.
Odfjell also went through the first proposal for a protocol between the companies.
NAF took note of this information.
A new meeting has been set up at the end of next week.
As we said, our main goal is to work for, that as many as possible shall have a job to go to when this is finished. We made that very clear in the meeting.
 

Meeting activity in the next few weeks
After Repsol has signed an extension of the contract with Noble Drilling Norway until 30 June 2024, there will be a lot of meeting activity in the coming weeks. This week we have had a meeting with the company and IE&FLT with legal assistance. We continue with preparatory meetings with the club in Odfjell. On Monday 11 March we have our first joint meeting with Odfjell.
We will provide more information as soon as possible.
 

NAF has received several inquiries from members who are concerned because of the tragic helicopter accident outside Sotra.
This is a terrible accident, but we as a local trade union must deal with information provided by IE&FLT  and the company. And then we also have to deal with what the Luftfartstilsynet and Havarikommisjonen decide. We are following the case closely, via the media and other channels.
The latest update is a link which is:
Similar message from the Oil and Gas companies on the Norwegian continental shelf: AkerBP 
Equinor
 

The contract situation
Invincible and Integrator are in full drilling mode and will remain so for the rest of the year. The outlook further looks good.
As for Inspirer, we are pretty sure that the contract with Repsol will be extended until June this year. This includes all 93 Noble employees who are on board today. As soon as we know anything about this business transfer, we will inform you thoroughly. We just have to ask for your patience, but we also believe that the company must provide information.
 
International employees
We have agreed on Tuesday this week that we will start official negotiations on 5 March. The goal is for all employees in the positions OIM, DSL, TSL, TP and MSL to become employees of Noble Drilling Norge as, i.e. the same company as the rest of us. Will provide more information after the meeting has been held.
 
Health insurance
We believe we are very close to implementing health insurance for all employees in the company.
 
First aid team offshore
The head office in the USA has decided that all units themselves must have their own employees in first aid teams, this also applies in Norway. Catering personnel have this task today.
NAF has requested employee participation. A meeting about the EPA will be held next month.
 
Rig safety meeting Invincible
NAF has learned that you must attend the rig safety meeting at 4.45pm, this is not tenable and must be rectified immediately.
 
Apprentices
We have required our apprentices to travel with the rest of the drilling crew. First-year apprentices will soon be ready for the drill deck, so it is only natural that they will also travel with their colleagues.
 

Here there are family considerations, predictability and the fact that many are very tired of feeling that you follow almost a fixed 3-3 arrangement.

NAF has been asked what we can do.

NAF has been in contact with the operation in our company as well as the IE club in Repsol. They have weekly meetings with their company about this.

We know that the shortage of parts is great throughout Europe and the war in Ukraine has a clear effect on this. What we also know is that Repsol has changed its helicopter supplier from CHC to Bristow. They believe this has made the situation much better. NAF has been informed that the contract with Bristow is not a permanent helicopter, but that they have bought "slot" times for departure. This probably means that you then buy yourself a period of time for the helicopter to travel. We have no knowledge of how this works in practice. We do not believe that we are in any way badly treated by Repsol, but we are a service company and there may be operational priorities in relation to who is going in and out. It is probably the case that not everything is a lack of parts, the weather has probably also helped to reinforce this lately.

Changing helicopter companies and the issue of crew change has a high priority at Repsol, which our company follows up on.

Repsol and Noble Drilling Norge AS are resoundingly aware that safety comes first.
 

The new NAF board 2024
 
Some changes in the board of NAF.
The annual meeting was held in Vilnius on 2-3 February 2024.
 
- Frode Larsen: Leder, hel stilling på land, NR-Forum,
lønnsforhandlinger offshore, Interim AMU, vara S-AMU, sykeoppfølgning,
 
- Jørn B. Hansen: Nestleder, hel stilling på land, lønnsforhandlinger
offshore, S AMU, sykeoppfølgning,
 
- Frode Sell: Nestleder offshore
 
- Bår Inge Pedersen: Forenings sekretær, NR-Forum, hel stilling på
land, lønnsforhandlinger land/offshore, sykeoppfølgning, 
 
- Odd Richard Kollstad: Forsikrings tillitsvalgt, nestleder offshore. Ansvarlig individuell avlønning. 
 
- Odd Jacobsen: Aktivt styremedlem.
 
- Ulrik Vassgård Ungdomstillitsvalgt, lærlingsansvarlig, 
 
- Tom Eirik Hansen Økonomiansvarlig, opplæring forsikring
 
- Eirik Gjemble: Pensjon Norge, Sosialt tillitsvalgt
 
- Glenn Andersen: Pensjon Norge, aktivt styremedlem.
 
- Glenn Guldbrandsen: Aktivt styremedlem.
 
- Ståle Engen, 1 vara: Studie tillitsvalgt
 
- Henrik Eiersted, 2.vara Aktivt styremedlem, Pensjon DK


Board meetings were also held during the annual meeting.
The new board has appointed Anders Blom as KHVO.
 

Today it was announced who will take over the contract at Inspirer.
Odfjell Technology has been awarded the contract for YME with Repsol Norge AS. This does not change anything about the contract that we have with 3 months' notice. It has probably also been said that there is a "Hard Stop" on 29 April if an extension is not agreed upon until the drilling for this time is finished. This is not something that we have been able to confirm.
NAF has already been in contact with the local IE club in Odfjell and will have close contact with them in the future. This is a large club with very good experience when it comes to change of enterprise 

The way forward now, must we get back to. The companies must now start to find a plan for how this will take place and then we will participate in these negotiations at the level we should.
Change of enterprise and the rules surrounding this must be followed, we must ensure that our members are looked after.

Many things that need to be clarified, we need to have more information with the company.

We will keep you updated.
 

Ståle Engen and Henrik Eiersted will be the 1st and 2nd deputy members of the board, respectively.

 
Congratulations to all of them.
 
The protocol can be found here:
 

NAF will again have to come up with a clarification, as others clearly know how we think and know what we do.
This is about 3.7 of the Collective Bargaining Agreement and deals with the right to go ashore at leisure, (Right to disembark) last chapter.
The company's claim that we are under contract and that this does not entitle us to compensation when the rig is in the Åmøyfjord.
"The provisions in this point do not apply where the facility is under contract and the operator requires full staffing for emergency reasons."

Here we disagree with the company and claim that this only applies when the unit is to be moved.

But what does this help when another union clearly knows better?
We was sent a message where we can read other people's interpretation of how we have handled this situation. We therefore have to comment on this.

In the protocol from Intergrator in Åmøyfjorden on 11 September 2023, we only refer to the changes that are not to apply in the collective agreement. In this case, NAF was completely clear that 3.7 of the collective agreement would be handled in the same way as when Invincible was in Åmøyfjorden last time and that those who were entitled to compensation should have it. How other unions can allow themselves to say that we have not had this up with the company, but were forced to create a disagreement as a result of others having found out that it was not in their protocol, proves how little they know and can about this.

On 24/09/2023, we brought this up with the company for the first time. We then received an email from one of our shop stewards who had then been informed by OIM that they would not sign time sheets with demands for compensation in accordance with 3.7. Already then, we informed the company that we were going to take this up with IE,  and we informed about this on the website on 06.10.2023.
Our interpretation of 3.7 has been sent to the company and at the request of the Norwegian Shipowners' Association (NR), they have chosen to dispute this. What other trade unions have as an argument is really very unimportant to us. So it is that when a dispute has been signed by both parties, it is sent to the respective organizations (NR and IE) so that they look at it, BEFORE you possibly have to go to court to get a solution. The fact that NAF has also not answered emails from another trade union is probably connected to the fact that we were united in a trade union and could have continued with it.

It is more surprising that there is a reference to a conversation with the Rig Manager and another club leader that the compensation could be negotiated and that all the unions could sit down around the same table to find a solution to this. NAF has spoken to the Rig Manager, and he does not recognize this. By that we mean that he is completely clear that this was not something he could make any agreement about.

You cannot negotiate terms that is worse than what is in the collective agreement, it is a BREACH OF BARGAINS and in this context you can either agree or disagree. That this should then be an abused opportunity can be left to other people's opinion, we do not make agreements that conflict with the collective agreement.

Then it is also the case that NAF does not allow ourself to be pressured by the threat of layoffs or dismissals if someone were to choose to place the rigs somewhere other than in Norway as a result of the company having to follow the tariff. That the wording in 3.7 fits best if the rigs are located ashore is basically not our problem, the companies and NR themselves can put forward a demand during the main negotiations in the summer and then we can take it from there.

Organizational or Trade union fight is good, but come on, rather write about what you achieve, not what you think others don't do and in any case, we won't find ourselves in untruths and factual errors.
 

THE CONTRACT AND THE STAFFING SITUATION

INSPIRER
The company has not yet heard from REPSOL, so it is still uncertain what will happen in the nearest future. 
The notice period for the contract is 3 months, but it will end at 27 of April at the latest, unless otherwise agreed.
Unfortunately, we now know that we will not get the new contract with REPSOL, but we will of course demand "change of enterprise" according to the rules in AML, for as many as possible, in order to minimize the number of possible terminations.
We do not yet know how many that may be affected by this.

INTEGRATOR
Are expected to be ready to leave the Åmøyfjord during the Christmas days, if the weather conditions allow it. 
The contract the rig will start on, is for Harbour Energy, and is planned to last somewhere between 30 to 80 days. After this the rig will then go back to drill for AkerBP, with start-up on Alvheim Deep in April.
We may risk a gap between the two contracts, but it has already been confirmed that if that is the case, we will enter the Åmøyfjord again, with the same conditions as we now have with AkerBP.
After Alvheim Deep, the rig will continue for the next job on Fenris, that will last into 2025.

INVINCIBLE
Continues as planned for AkerBP. The company states that a "letter of intent" has been made for drilling of a single well for another drilling company. This can reduce the expected "whitespace" in 2024 down to approximately 1.5 to 3 months, but with possibilities for the gap to be closed completely. We thus have fairly stable programs for both Invincible and Integrator into 2025.

INTREPID
Are on contract in the UK until December 2024, for Harbor Energy with accommodation and drilling services. The company would like the rig to then return to Norway in 2025. Therefore, if Harbor Energy or other operators in the UK should be interested in longer contracts in the UK (what there are indications of), then they will consider offering Interceptor instead.
The company says that they are looking at everything that can be actual on the Norwegian shelf, and that they are in dialogue with operators other than those mentioned here. But in general, we (after Inspirer) probably have to deal with two XLE rigs on contract in 2024.
 
NAF conference for shop stewards
NAF held a conference for all shop stewards at the Quality Hotel Pond on 29-30 November. We thank you very much for the large turnout. The meeting gave us many good conversations and inputs.
Claus Backman was visiting us and had a good presentation about the general situation, as well as he answered questions from the shop stewards.
It came out that some at Inspirer doesn't quite feel like a fully integrated part of Noble Drilling. The company has subsequently taken care of this, and they state that they will arrange heliport meetings, as well as they will ensure that all relevant information sent to crews in Noble, is also sent to them on Inspirer.

The quarantine case:
As already informed, the first trial did not go as hoped. We were present in court, and we must say that IE did a fantastic good job, both during the presentation of the case and in witness statements.
As IE writes, they must now review the verdict, and are considering an appeal.
https://www.nafsiden.no/hjem/nyheter-fra-ie-flt   (this article is not yet translated)

The collective agreement point 3.7 – The right to go ashore in leisure time
NAF still believes that those who must stay on board the rig for emergency reasons, and those who cannot come ashore due to lack of boat transport, must be compensated with NOK 50 per hour in their leisure time.
The company does not agree, and we have therefore signed a dispute protocol which has been sent to IE. So now we are waiting for a decision.

Health insurance
NAF has again had a meeting with the company about this.
It has been a struggle for many years that we now hope to get a clarification on.
The company hopes to take a decision shortly. Regardless of the outcome, NAF wants the Steering Group for Pensions and Insurance in the company to meet to discuss this.

International employees
NAF has notified the company that we will now resume negotiations on Norwegian employment for all our international employees. We have waited a little longer in this case to see if there were any major changes when a year had passed on 3 October.
Everything is as before, and NAF will demand that everyone who now has an LOA (letter of assignment) to Norway must transfer to Norwegian contracts.
NAF is also going to make arrangements for a leading department in our local trade union, so that everyone who now has an LOA and is employed in Norway, can have their own forum together with us in NAF, where they choose their own leader and have their own shop stewards.
Here we have to change something in the articles of association, and this will be done at the annual meeting, the first weekend in February 2024.
 
AU, the board and all union representatives wish you all a very Merry Christmas!
 

If you have not received this e-mail, first see if it has ended up in the "spam filter", then contact NAF at post@nafsiden.no

Use your voting right, good luck.

KHVO will be appointed for the next 2 years.

This happens when the new board meets in connection with the annual meeting of NAF Febuary 2024.

Employees who may be interested in this position are asked to contact NAF (post@nafsiden.no) by 18 January 2024.
 

What does Industri Energi do in LO? 
(LO - The National Organization in Norway)

There are many different opinions about LO.
But one thing is certain: If we choose to stand outside, then we also choose to stand outside political influence.
Another thing is also very certain: If IE/NAF had stood outside the LO congress in June 2022, then the LO congress would most likely have recommended an end date for the search for oil.
But luckily that didn't happen. Because IE/NAF was not outside, we were inside, and the LO assembly listened to Frode Larsen's speech, which with great clarity convinced a majority in the congress of the importance of continuing to look for oil, and thus a LO resolution on continued development of the oil industry.

Quote from Frode Alvheim – Head of Industri Energi:
Frode Larsen's speech made a strong impression on the congress and was important in getting a unanimous decision that we must develop, not liquidate, the oil industry. 
Read excerpts from the LO congress here: 
Link to the oil decision here: https://industrienergi.no/nyhet/et-godt-oljekompromiss-pa-kongressen/
 
LO is huge and therefore the government must listen to LO.
If all the NR-clubs were to choose to stand outside LO, it would not weaken LO significantly. They would still be huge with close to 1.000.000 members (approx. 18% of the entire Norwegian population). The difference would just be that the NR-clubs would no longer be able to influence what LO should think about the oil industry.
NAF will continue to be the club that participates in the political pressure that will help to secure our jobs in the future. There will be more LO congresses in the future, and NR will be there where we can influence the decisions.

About party political support:
Let it be said again, Industri Energi is a non-partisan union, and our articles of association also clearly state that NAF shall be independent of party politics, and therefore we cannot grant money to political parties. But as an LO-union, we will indirectly give support to political parties. This support is calculated to be around NOK 10,- per year per member. This is the price we must pay to gain the political influence, that shall contribute to securing our jobs in the future. We must stand together on this, regardless of political positions.


Below you will find extracts from articles relating to the LO Congress in 2022. Unfortunately, this has not been translated.

Fra hjemmesiden til Industri Energi
LO står sterkt og samlet etter kongressen
JUNI 3, 2022  ATLE ESPEN HELGESEN
Frode Alfheim, forbundsleder i Industri Energi, mener at LO står fjellstøtt etter kongressen.
Etter en uke med faglige og politiske diskusjoner på kongressen står LO sterkt og samlet om alle de viktige sakene som preger samfunnet og norsk arbeidsliv.
– Med så klare vedtak som kongressen klarte å stå sammen om, så står LO nå fram med en helhetlig politikk for alle deler av samfunnet. Ingen andre arbeidstakerorganisasjoner er i nærheten av å ha den tyngden og bredden som LO har. Det bør et samlet norsk arbeidsliv være glad for, sier Frode Alfheim.
Han mener LO framstår som en fjellstø organisasjon etter kongressen.
Han er også glad for at vår egen Are Tomasgard ble gjenvalgt i LO-ledelsen.

Og jeg er mektig stolt av Industri Energi sin delegasjon på kongressen. Forbundet vårt har blitt lagt skikkelig merke til. Delegatene våre har vært aktive på talerstolen og tatt opp mange viktige saker, med stort engasjement.

Alfheim trekker spesielt fram Per Øistein Kivijarvi (Kronos Titan) sitt innlegg om psykisk helse, ungdomsrepresentantene og ikke minst Frode Larsen (Maersk Drilling) sitt følelsesladde innlegg om arbeidsplassene i oljeindustrien.
Frode Larsen holdt et sterkt innlegg om oljearbeidsplasser på kongressen.
-Frode Larsens innlegg gjorde sterkt inntrykk på kongressen og var viktig for å få et enstemmig vedtak om at vi skal utvikle, ikke avvikle oljeindustrien, sier Alfheim.
 

Her er link til Frifagbevegelse:
https://frifagbevegelse.no/magasinet-industri-energi/lo-samlet-seg-om-oljepolitikken-6.158.881217.06094ba74b
 
LO-kongressen 2022
LO samlet seg om oljepolitikken
Frode Larsen er tillitsvalgt for ansatte som driver oljeleting. Fra talerstolen på LO-kongressen holdt han et innlegg som gjorde inntrykk.
Flere store LO-forbund hadde varslet «oljekamp» i forkant av kongressen.
Delegat 206, hovedtillitsvalgt Frode Larsen i Industri Energi-klubben i Maersk Drilling, reiste til Oslo for å tale sine medlemmers sak og sikre at LO skal jobbe for å «utvikle, ikke avvikle» olje- og gassnæringen.
 
– Mange snakker om leteboring-stans. Et vedtak på Stortinget vil med umiddelbar virkning kaste 10.000 borerigg-arbeidere direkte ut i arbeidsledighet, og veldig mange på land vil også miste jobben sin, sa Larsen fra talerstolen.

https://frifagbevegelse.no/loaktuelt/noe-av-olja-ma-bli-liggende-krever-to-loforbund-tillitsvalgt-steffen-er-forferdelig-skuffa-6.158.879027.c3d68a75ad?utm_source=newsletter&utm_medium=email&utm_campaign=mie310522

– Vi er ikke klare
Frode Larsen, klubbleder i Maersk Drilling Norge AS og forbundsstyremedlem i Industri Energi, vil heller ikke ha noen brems i oljeletingen. Han vil ikke fjerne formuleringen om å utvikle oljesektoren.

– Jeg står veldig støtt på å «utvikle ikke avvikle». Vi er ikke klare enda. Vi må ta denne omstillingen, men kan ikke starte før alt ligger til rette for det, sier han, og legger til:

– Det er mye vi må gjøre før vi kan si at vi ikke trenger fossil energi lenger.

Om det skulle bli mindre oljeleting framover, vil Larsen merke det umiddelbart, ettersom de driver leteboring.

– Om vi ikke leter, ryker jobbene våre. Vi er førstelinja. Jeg ser ingen kompromisser her. Jeg er her for å forsvare formuleringen om at vi skal utvikle og ikke avvikle oljenæringen, sier han.

 

Course compensation for those with temporary employments.
Many dismissed workers who have been working on 6-week contracts for a long time, have now been given temporary employment until March 2024, due to pressure from NAF.
NAF has also addressed the problem that those, who are now temporary employees, are normally not get paid for the mandatory safety refresher courses that they must have to travel offshore.
The company agrees with NAF that these people shall have their courses compensated. The company specifies that this shall not set a precedent for the future, but we are very pleased that this is now in place.
Those who have been made redundant need us as a company, but it's the case that Noble Drilling Norge AS also needs them to get the jobs done.
 
The contracts and the personnel situation
It looks positive for Integrator, which has guaranteed activity from now on and further into 2025, and for Invincible, the last whitespace for 2024 can maybe be completely closed.
The situation with Inspirer is still unresolved, and we do not yet know who will get the new contract with Repsol for the staffing. This is expected to be clarified soon.
 
The collective agreement point 3.7 – The right to go ashore in leisure time
NAF still believes that those who must stay on board the rig for emergency reasons, and those who cannot come ashore due to lack of boat transport, must be compensated with DKK 50 per hour in their leisure time.
It is possible that others will think different because the company has not yet given feedback on what they want to do in this case. This means that they have not decided whether they will either compensate, or whether they will go for a dispute protocol on the disagreement.
NAF has been completely clear in our opinion of the case since September, and we are ready to dispute this if the company does not agree with us.
 
Subsidy for PC and safety glasses.
After NAF took it up with the company, the subsidy for PC and safety glasses has now been increased by DKK 1,500.
NDN will now refund the cost of PC glasses against presentation of supporting documentation up to NOK 5.000.
NDN will now refund the cost of safety glasses against presentation of supporting documentation up to NOK 6.500.
Order forms are available here and here.
 
Health insurance:
We are still discussing this point, but we expect to be able to come up with new information on the matter very soon.
 
Helicopter transport to Integrator on the coming Harbour Energy contract (start 1 Jan 2024)
Harbor Energy Norway now informs to NAF that, as previously stated, it will not be necessary to use the weekend days for crew change.
They confirm to us that they have just been offered helicopter transport on weekdays.
The challenge arose due to the general lack of spare parts for helicopters, and Harbor Energy Norway has previously been in contact with us regarding this, but now fortunately a good solution came up.
 

It's now around three years and nine months ago since the first of our members had to sit in quarantine without being compensated, but finally the cases are coming to court.
We regret that it should take so long time, but these are difficult cases that have not been tried in the legal systems before. 

At the same time, the company has been unwavering in our many attempts to make a local agreement on quarantine imposed by the authorities, but no other local clubs clearly did not get any local agreement for compensation either.

We also tried to get a text about quarantine into the collective agreement at the main salary negotiations in 2022, but we were the only ones who brought this case into the negotiations. 
We voted to go on strike for the matter, but we did not get a majority. This vote only took place between the IE clubs in the very last minutes of the negotiations. 
 
At the same time, the LO lawyers had assessed the case for a very long time, and when in September 2022 they finally came up with the answer that we had all been waiting for, we at NAF were in no way satisfied at all. The LO lawyers found the case of quarantine imposed by the authorities to be "difficult to win."

NAF therefore called Industri Energi to a crisis meeting, and this meeting was the start of what we see now. This meeting became the reason for why Industri Energi is now taking the case to court on behalf of all their members, who have sent their individual claims to the different companies where they are employed.
This applies to 139 NAF members and a total of 678 IE members, from a total of 46 different companies. The total financial claims are just under NOK. 500 million.
This has become a very extensive case and Industri Energi states that since October 2022, around 25 employees in legal, organization, IT, working life and communication have worked on the cases.
 
NAF will be present in the court on 20 November when the pilot case starts. This will be against the rig company Transocean. Industri Energi had its reasons for choosing Transocean, and we point out that it makes no difference to our members.
Of course, we cannot say in advance what the outcome will be, but Karianne Rettedal, head of the legal department at Industri Energi, has previously stated that they are ready to go all the way.
NAF has a great confidence that the case is in the best hands, and we really hope that a legal verdict will finally come, that will bring justice for all our members who have spent their precious free time in quarantine for an unreasonable amount of time.
We must of course also be prepared for that a judgment can be appealed to the higher courts.
 
We have seen no signs that any other Union or local clubs have been ready to go to trial on this, so we do not believe that the case would have reached the legal system at all, without the meetings we held with Industri Energi in 2022. This is justified also with the fact that (on that time) there were only approximately 5 months until the first quarantine cases would begin to expire on the time limit.
One thing we were very clear about, if Industri Energi had not decided to pursue the case, then we in NAF would have done it ourselves, with the funds we would be able to procure for the purpose, we owed that to our members. 
But Industri Energi agreed in that the case should be pursued, regardless of whether LO found it difficult. They understood the situation and chose to put themselves at the head of all this.
We are now hoping for the best and will update as soon as we receive news on the matter.
 

There will be no unwanted white space in the first quarter of 2024, between Integrator's contract with Harbor Energy and it's returning to the upcoming AkerBP agreements,

NAF was present at the office in Stavanger, when the bell was rung to celebrate the fact that an agreement has been made with AkerBP to close any white space after we have finished drilling for Harbor Energy.
The contract with an exploration well for Harbor Energy starts immediately after the turn of the year, and will last for 30 to 80 days.
The contract for AkerBP on Alvheim Deep starts in April 2024 (followed by Fenris which are running into 2025)
And it is the gap here in between that has now been confirmed closed with possible project work in the Åmøyfjord again. All depending on how long time there will be before starting up at Alvheim Deep.
Integrator has then zero white spaces in 2024. 

At the same time, the company is working seriously to close the last 3-4 months of white space for Invincible.

We have nothing new about the staffing on Inspirer, but NAF will of course be a very active part of a possible future transition process, and we are following this very closely.
 

Contract and the staffing situation
We refer to the newsletter that NDN sent out on October 17, 2023. 
The newsletter contains both good news but also less good news. 
The fact that Repsol has chosen a new operator for future contracts on Inspirer is of course not good news. 
If the company cannot offer continued employment to everyone, NAF will of course take the lead in demanding a "change of enterprise" to allowing our members, who might be affected by this, the opportunity to demand transition to the new contractor, in accordance with AML § 16.
We are following the situation closely, and we will discuss the total staffing on an ongoing basis with the company.

About the better news
We have all heard the company say many times that “next year will be difficult, but then later everything will be better again” We have probably heard this so many times that many of us may not believe it anymore. 
But the information that the company just sent out, indicates that 2025 can be the year when we will become bigger again. The company writes that they are confident that we will win new contracts, and based on the information we have been given, we feel more confident too for 2025. 
In the meantime, we must go through 2024, when fortunately, it looks like the company may succeed in reducing the whitespace for Invincible down to 3-4 months, or maybe even make the gap disappearing completely. 
At the same time, we have Integrator, which is guaranteed activity through 2024 and further into 2025. 
Our focus for 2024 shall be to ensure that as many of our members as possible keep their jobs, and if a “change of enterprise” are becoming a reality, then it must be included in our work to secure a job for as many as possible. This will be our highest priority.
 
NAF rig visit
We have visited Integrator in Åmøyfjord on October 9-10 and again on October 16 to 17.
We had many good dialogues with our members, and we got a lot of good input to move forward with. Thanks to everyone we met. We are planning to come on board again on October 30 to 31. 
We will also continue our visits to the heliport.
 
The tariff agreement point 3.7 - The right to go ashore during leisure time
NAF still believe that those who need to stay on board the rig for readiness reasons, and also those who cannot come ashore due to lack of boat transport, must be compensated with NOK 50,- per hour in their leisure time.
The company does not agree. The disagreement concerns the interpretation of the last paragraph under point 3.7 "The regulations of this section do not apply when the unit is under contract and the operator for reasons of readiness demand complete crew”
If we cannot come to an agreement with the company, we will dispute this.
 
Health insurance
We just had our monthly meeting with companies, and this topic was discussed again,
The company has not made a final decision, but they are investigating the possibilities and obtaining offers.
 
Smoke diving test (VO2max test)
As we previously informed about, for those who have challenges with running and lifting at the same time, or for anyone who for some reason don't like to take the test on the treadmill offshore, can use an alternative option (VO2max test) which is approved as part of the smoke diver test according to "Offshore Norway" (formerly Norwegian Oil & Gas) guidelines.
The VO2max test is a direct measurement of maximum oxygen uptake. 
Employees who can document that they have measured over 35 ml x kg-¹ x min-¹ on a direct test in the last 3 months have passed the test.
The company states that they will approve the VO2max test, but because they offer a free test on the rig, they will not compensate those who choose this second option.
 
Use of private phones for "On-the-go"work devices
NAF do not think that it can be right that anyone shall need to use his/her own private phone, because some programs on the work device, needs to be opened with the authenticator app.  
The company will look into other possibilities.
 
Subsidy for safety glasses
NAF has asked the company to adjust the subsidy for safety glasses so that it matches today's prices.
The company will look into this.
 
Conference for shop stewards and NAF board meeting
We plan to hold a conference for shop stewards from 29 to 30 November and a NAF board meeting from 30 November to 1 December. For shop stewards who are offshore on the given dates, we will try to find solutions in collaboration with HR. More information including registration are sent out.
 

Dear Colleagues, October 17th 2023

I'm reaching out through this newsletter to provide you with an update on our contract situation for our operations in Norway.

As you are aware, 2024 is shaping up to be a challenging year. The anticipated upswing in activity, as forecasted by analysts a year ago, has experienced delays. However, it's worth noting that we are witnessing a significant increase in activity outside of Norway as an indicator of what is to come.

Looking ahead to 2025 and beyond, we have established dialogues with several companies planning projects in Norway that is suited to our units, and we are committed to maintaining our competitive position in this regard. I`m confident that we will be awarded work in this space.

Our partnership with AkerBP has proven to be a success for all stakeholders, with both Noble Invincible and Noble Integrator consistently delivering stellar performance.
This not only keeps AkerBP satisfied but also allows us to keep our rigs active in Aamoyfjorden during shorter idle periods, creating a win-win situation.

As part of this alliance, we are also committed to optimizing our competencies for various projects, including HPHT/MPD and other requirements, this will lead to some adjustments in crew compositions.

Noble Invincible (Alliance contract with AkerBP until 2027):

2023: Ongoing work for AkerBP
Potential white space starting in May 2024, AkerBP is actively working to minimize this window, and as it stands, it may be reduced to 3-4 months. We are exploring all options to close this gap, including the possibility of Aamoyfjorden during a brief idle period.

Noble Integrator (Alliance contract with AkerBP until 2027):

2023: Contracted with AkerBP performing projects in Aamoyfjorden.
2024: Exploration well for Harbour Energy, followed by a direct continuation for AkerBP on Alvheim Deep, then Fenris extending into 2025.

Inspirer Manning (Repsol, Yme):

The current drilling program is estimated to be finished in February 2024.
Noble has offered to extend the current contract, which expires in April 2024. However, Repsol has chosen to change contractors, and the identity of the new contractor remains undisclosed. Ongoing discussions with Repsol are aimed at exploring whether this transition process will include a change of enterprise, allowing our crew members the opportunity to transition to the new contractor.
Once Repsol announces the new contractor, we will initiate discussions, including Noble union representatives from the start.

I wish I could provide more definitive information in this newsletter, especially regarding the Inspirer manning and the white space for Invincible. These processes take time, and I want to prevent any rumors by sharing the current status. More updates will follow in this space.

Lastly, I want to express my sincere gratitude to all of you for the outstanding performance delivered over the past year. Please remain focused and, above all, stay safe.

Kind regards,

Erik Evensgaard

Operations Manager Norway

Health insurance
Then we are made aware that it may appear that it is others and the company who are driving this when we had a joint meeting with a 3rd party who ran the Employee Focus Group, (Employee Benefits Survey Phase 2: Focus Group, Norway) , a survey on behalf of Noble Drilling to reduce sickness absence.

Let it be absolutely clear that when we put forward all our views on what needs to be done to reduce sickness absence, it was our points that were noted down and others agreed with us. This is not who said what, it is what you get from results in the end. Remember that those who had this survey can do nothing other than bring forward the views that everyone came up with and pass this on to the client.

We know this, NAF was there with 6 representatives in the meeting.

 

Through its representation on the board of Noble Drilling Norge, NAF has also given clear notice that we expect health insurance to be in place. Then we speak directly with Claus Bachmann and chairman of the board of Noble Drilling Norge AS, Marius Dahl.

We know this too, we were there.

We listed all of our suggestions that we raised at the "Emplyee Focus Group" meeting in the August info, but we'll do it again:

• The company must offer health insurance that covers most aspects of health.

• Give all employees e.g. travel insurance, extended accident insurance, etc.

• Offer psychological help.

• Dental health insurance.

• Offer financial advice for personal finances.

• Reintroduce cabins for rent for all employees.

• Offer free/reduced price at health studio.

• Offer training clothes/footwear at a reduced price

• Give all employees a summer/Christmas present, something of quality.

• All newsletters must be translated into Scandinavian.

• Continue the "bonus" for those with a long time in the company (25/40 years).

• Better pension scheme for onshore employees.

• Make arrangements for employees who have/may have reading/writing difficulties (dyslexia).

Incidentally, NAF has been doing this for a long time, here is a bit of history in the case:

NAF sees health insurance as a very important staff benefit, and we have therefore discussed it with the company at length. Back in August 2022, however, we had not agreed with the company, and because we came too close to the merger with Noble Drilling, the company wanted to postpone the matter.

 

This was taken into the minutes on 16/08/2022
The company does not see that we can do anything about the insurance scheme at the present time. Suggest this be put on hold until we know how the insurance set-up/agreements are planned in the new company.

When the new company became a reality, we resumed negotiations with NDN, and for a period the matter became part of the sick leave project. This project is now nearing completion and negotiations are once again back in our forum.

In the meantime, we have been in contact with some insurance companies, and we have discussed the possibilities of how this can be arranged, so that everyone is covered equally, regardless of which country you live in.

We have a new meeting with the company next week, and we will inform more when there is new information.

 

NAF is in dialogue with the company about what deals with the collective agreement point 3.7, Right to disembark. This is a complicated point and has its origin in section 46 of the Seamen's Act.

NAF has asked the company to check this with its organisation, the Norwegian Shipping Association, and hopes that they will agree with our interpretation of this.

We believe that 3.7. The right to go ashore should not be governed by whether one is on a contract as it is read and asserted. NAF believes that the operator must document why this is for emergency reasons and NAF believes that this cannot be claimed unless this is in connection with the installation being moved.

This is a right that the individual has and in any case, those who have an emergency and cannot go ashore in their spare time must have been compensated.

Then this comes with the fact that there is no boat available for everyone else, which NAF believes should be compensated in the same way as when Invincible was in the Åmøyfjord last time.

We will update as soon as we receive a response from the company.

The staffing situation
We are fully aware that the company has recently made use of temporary workers and a lot of overtime, despite the fact that former employees are queuing up to be re-employed.

This is ofcourse something we are discussing with the company, and we expect that they will soon get an overview of how many employees our operators (AkerBP and Repsol) will need in the near future. As soon as the company has received the full overview, we will start negotiating the total manning on the individual rig in addition to the competence pool.

 

Integrator in Åmøyfjorden
NAF has negotiated a protocol for the manning of Integrator during the stay in the Åmøyfjorden.

Only the extra positions (Rig admin. and Roustabout) will be moved from the rig, the rest will be kept on board for the entire period. It is expected to man up with drilling crew in November.

Read the entire protocol here: 

 

NAF Board meeting.
NAF held a board meeting at Clarion Energy on 6-7 September.

In addition to the various matters on the agenda and the action plan, we had many good discussions and there was a lot of good input from the board members, including the following:

 

"3C Observation system"
Asst. KHVO gave us a presentation of the new system for treating of near miss reports, which is called "3C Observation system."

The system is still so new that we do not know all aspects of it yet. But here are probably some things that we will look further into, such as e.g., the lack of possibility to report anonymously.

 

Smoke diver test
For those who have challenges with running and lifting at the same time, there is an alternative option that is approved as part of the smoke diving test according to "Offshore Norway's" (formerly Norwegian Oil & Gas) guidelines.

The test is a direct measurement of maximum oxygen uptake.

People who have documentation that they have measured over 35 ml x kg-¹ x min-¹ on a direct test in the last 3 months have passed the test.

The company will check how it can possibly be implemented with us. We will follow up on the matter.

 

Sick leave
We have received questions about why people living abroad, must submit a diagnosis to NAV on sick leave for less than 16 days. The company responds as follows to this:

NAV requires a diagnosis for a sick leave to be approved regardless of the length of the sick leave. In order for the company to advance sick pay, you must provide an approved sick leave.

For residents living in the UK, a diagnosis is always included with the sick report.

The company also informs that, as part of the ongoing project for sickness absence in the company, they have terminated their contract with MedHelp at the end of October 2023. Until then, Medhelp shall be used as normally.

 

MOB boat training
We have received inquiries from some of our members who are concerned about participating in MOB boat training offshore. This is justified by the fact that the boat is located 70 meters above sea level, and that there are no railings nor any other form of security when boarding, or during lowering/raising the boat.

In short, the concerns are that some do not find it justifiable to carry out the practical exercise offshore.

The company does not see that there is an alternative with training on land that meets the regulations, and they therefore find it necessary to carry out the training as practical exercises offshore, to meet the current regulations.

They further inform that it will lead to a personnel case if the practical part of the exercise is refused to be carried out by the employee.

 

Unions organizational fight offshore
NAF does not see anything wrong with an organizational fight being between the clubs offshore, but we will strongly encourage it to take place in a respectful and decent manner.

 

Heliport meetings and rig visits
We are currently trying to meet most of our members at the heliport on departure.

We will of course also prioritize rig visits on Integrator when it is in the Åmøyfjorden.

 

Election of local shop stewards
We encourage the teams that have not yet elected a local union representative to carry out elections and report back to us.

We are planning to hold a shop steward conference at the end of November.

 

New apprentices
6 new apprentices will soon come offshore. Welcome them and help them through the challenges they may face.

We have contacted the company to find out when they will be leaving, and we will try to get their local shop stewards to welcome them already at the heliport if they are leaving at the same time.

 

The quarantine cases
It is now about a year since NAF called IE into a crisis meeting, because LO's lawyers announced after an excessively long case processing time that they found the matter of quarantine imposed by the authorities to be "difficult to win".

We found this message completely unacceptable and after a series of intense meetings with IE, they decided to pursue the case with their own lawyers, despite LO finding it difficult.

This was a major milestone for us at NAF and for the entire industry, which soon followed in our footsteps.

Since then, the working group at IE has done a great job of collecting and preparing all the requirements that have come in, which have all been sent individually to the company.

Now a date has finally been set for the first pilot case.

Karianne Rettedal, head of the legal department at Industri Energi states that the first pilot case is scheduled for Sør-Rogaland district court on 20-24. November.

https://industrienergi.no/nyhet/the-date-is-now-set-for-the-first-trial-on-quarantine-compensation/

139 NAF members and a total of 678 IE members have submitted claims for compensation.

It is important to mention that it makes no difference to our case that the pilot cases are run against other companies than Noble, even the fact that it started with us.

 

For those who have raised a claim but are no longer employed
IE states that they expect those who are out of the company for various reasons to continue their membership with IE, as long as the case is ongoing. 

However, this does not apply to foreigners who must register with another trade union/a social security fund in order to receive support.

Residents of the UK can alternatively register with RMT, with whom IE has a cooperation agreement. In that case, the individual must notify IE about that. (Refer to the quarantine case)

For those who choose to continue their membership with IE, take contact to member services to agree on possible reduced fee. 

If you are in doubt, contact us at NAF.

Salary negotiations on land
As mentioned in previous information, the Stavanger office was only overtaken from Houston in this settlement. NAF did not agree with either the outcome or how this was done. There were no real negotiations and we cannot have it that way.
NAF drew up a protocol of disagreement on this and announced that this was going to be taken up centrally.
NAF demanded that our members should have a minimum of 5.2%, i.e. far above what the management in Houston had just set.
We have now received a clarification on this and we were told last week that our claim had been met and that of course not only our members, but EVERYONE in the office would receive 5.2%. Here you can see the advantage of being organised, the advantage of having a club behind you when such things happen. You just have to sign up.
 
 
New members
During the summer, we gained 10 new members.
 
 
Norwegian contracts for international employees
Negotiation meeting number 2 was held on 12 June. The DSO did not meet and the company put further negotiations on hold until after the meeting with the DSO week 25.
What happened in that meeting between DSO and the company is unclear.
NAF has respected that the company will now await further negotiations on the basis that they would like the majority of those who currently have international contracts to switch to Norwegian contracts.
NAF otherwise believes that it must not be a majority that must be decisive and has informed the company that we will consider going to legal action on behalf of our members to achieve this.
 
If NAF had the majority alone of those with international employment and who want Norwegian contracts, then we would have gone to the company and got this in place, without having to threaten legal action.
The discussions were well under way and this is a unique opportunity for our international employees to have a predictable employment relationship and a secure framework.
 
On 1 July, everyone who was employed in Guernsey was transferred to Danish employment, when the company probably realized that the way they were employed in Guernsey would violate Norwegian law under the new rules. Having said that, the company could have just given all these Norwegian contracts….
 
 
Meeting with the "Employee Focus Group"
NAF, together with other employees in the company, was called to a video meeting with a consulting firm in Houston to be presented with the results of the survey about "how are you doing" in Noble. At the same time, we were able to make suggestions for improvements that we thought should be made, here are some of the suggestions:
• The company must offer health insurance that covers most aspects of health.
• Give all employees e.g. travel insurance, extended accident insurance, etc.
• Offer psychological help.
• Dental health insurance.
• Offer financial advice for personal finances.
• Reintroduce cabins for rent for all employees.
• Offer free/reduced price at health studio.
• Offer training clothes/footwear at a reduced price
• Give all employees a summer/Christmas present, something of quality.
• All newsletters must be translated into Scandinavian.
• Continue the "bonus" for those with a long time in the company (25/40 years).
• Better pension scheme for onshore employees.
• Make arrangements for employees who have/may have reading/writing difficulties (dyslexia).
 
Right to regain previous position
Do I have the right to get back a previous position, after a downsizing?
The answer is no.
You are not entitled to get your old position, or rather a higher position back.
When you go out on your first trip after we have had a downsizing, you accept the new position you have been given and then everyone is really on the same page.
Having said that, the company tries as far as is practically possible to give the position back to those who have held them previously.
Nor is there any reason for them to give it to someone who hasn't had it.
We have not had many cases where someone has believed that they have been passed over, but there are no rules or rights attached to getting their old position back.
 
Another issue that has also been discussed outside is what rights you have if you are a company shop steward. These are then those who sit on the board of their local club.
You have one right that stands out, and that is that in the event of layoffs, these must be considered to have the longest seniority in their position. (ref HA§ 7.12 and 7.2)
In the event of dismissals, the company's shop stewards, replacement shop stewards and Vo/HVO have no special protection other than that under otherwise similar conditions as an employee on the same day, went out on the rig on the same day, the trade union can demand that the person then holding the position must be offered a job instead of the is not a shop steward or a safety representative.
 
Use of the Norwegian language
The issue surrounding the use of the Norwegian language was again discussed. NAF believes that all information is now only available in English and that this is very unfortunate and that regulations are being used.
Information that is considered important, and that is relevant to employment, and/or safety-critical, should be in Norwegian and English.
NAF has submitted the article "Norwegian language is the first choice" from Ptil. The Norwegian language MUST be used to the greatest extent possible in the petroleum business. This applies both in writing and orally. If you choose to use another language, the employer MUST document that the Norwegian language is NOT appropriate, and that it does not compromise safety.
 

Here is a link to the new salary tables

After a long day of mediation, an agreement was reached in Oslo.

In short:

- 6.5% salary supplement

- 6.5% minimum limit, however minimum 5.2% for individually paid employees

The night supplement is increased by 5.50 to 102.50 per hour.

The public holiday allowance is increased by NOK 75 to NOK 2,275 per day.

 

Here is the meeting book from the Riksmekleren
Here is lnkt to IE´s homepage

The negotiations in connection with this year's salary settlement are now for mediation in Oslo. The mediation has until midnight today, Wednesday 28 June. The law says that we cannot inform before the mediation is finished. We will therefore not inform before the meeting is over.

NAF is now preparing for a possible strike. The shipowners made an offer that was too low, we submitted a counterclaim, then the shipowners broke.

If an agreement is not reached by midnight, the night of Thursday 29 June, there will be a strike. The strike is then a fact at Noble Integrator. At the same time, 11 other units/locations in our area will be taken out on strike on the NCS.

 

What does this mean for those of you who are on board, or will be on board, if the strike is implemented?

First of all, the rig must be shut down. How this is to be done must be clear and handed over to IE if the strike becomes a fact. It is NDN and AkerBP (Operator) who will hand over the "shutdown procedure".

A security crew must then be established on board.

A local safety manning protocol for each individual unit must be drawn up at any time, this can be found here: The final name of who is included in the safety manning has not yet been determined, but seniority in position on board the rig is the triggering factor. The second criteria is that everyone has the qualifications for specific emergency response functions.

Those who are not part of the safety crew on board will have to risk traveling onshore. Then the company can/will probably think that you are no longer earning a salary, so you are on strike.

So what do I do then, apparently I have to go home?

Industri Energi gives you line support which is currently NOK 223,- per hour during the hours you were actually supposed to work. This is a tax-free payment. NAF is considering whether to provide strike support, but this has not yet been decided.

If you are not part of the safety crew on board and are not traveling for work, then the above applies. In other words, you get strike support from Industri Energi and any strike support is additionally provided from NAF.

Those who are part of the safety crew on board will maintain their salary.

Then it should be mentioned. Normally in the case of strikes offshore, the employer pays wages to all those who were not entitled to wages if an agreement is reached when the parties meet and agree during the strike, i.e. wages are paid in arrears.

We will have a direct dialogue with every single member on board Integrator if the strike becomes a fact.

In connection with this year's salary settlement, the company has sent out a conditional notice of layoffs.
As is known, no agreement was reached during this year's salary negotiations for those who work offshore, therefore the parties must meet at the Riksmekleren, which we will do on 28 June. The meeting takes place at the Riksmeklers office in Oslo.

Every year we end up in the same situation, a conditional notice of layoff is sent out. We have, on average, found ourselves in that situation almost twice every year for the last 10-15 years.

Here is a link to the memo the company has sent.

 

Today there was a breach in the salary settlement for offshore employees.

The settlement is then transferred to the national mediator. We are awaiting a date for mediation.

For more information, please refer to IE's website: https://industrienergi.no/nyhet/mellomoppgjoret-2023-brudd-i-lonnsforhandlingene-pa-flyteriggavtalen/

Today, the wage settlement for those who work offshore started.
The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days.
From NAF, Frode Larsen, Jørn B Hansen and Bår Inge Pedersen are represented.

It is not allowed to inform while we are negotiating, but we will update as soon as the negotiations are concluded.

Norwegian contracts
NAF and DSO in Noble had their first meeting on 16 May. The aim is that those with international contracts get a Norwegian contract. This applies to the positions OIM, MSL, STP, TP and TSL.

Challenges from the company and the employees' representatives were highlighted. All parties now go their separate ways with possible clarifications until the next meeting, which is scheduled to take place on 12 June.

Sick leave project
NAF has had a meeting with consultants who work at the firm Buhr. These have been given a mandate to survey all factors surrounding the high level of sickness absence. NAF has proposed a number of changes that should be considered. Some of these changes include introducing health insurance for all employees, reassessing the "light blue prescription", offering travel insurance to everyone (including leisure time), expanding accident insurance, offering financial advice for personal finances, discounted prices for gym/training clothes, great Christmas/ summer gifts, offer psychological help, grant subsidies so that cabins/apartments can be offered at greatly reduced prices for all employees.

NAF also asked them to look into follow-up of those who are called in sick. The routines if you fall ill must also be better communicated. Are there physical barriers that must also be worked on. The social factors are important, you have to feel good at work.

Personal information to an unknown address in the USA
Some employees in Norway have received an email from an agent requesting that personal information/copy of passport be sent to an unknown address. This includes new registration of the rigs in the Marshall Islands.

The company will prepare information for the employees.

NAF asks all employees who do not feel comfortable sending such information to wait for information from the company.

Apprentices
6 new apprentices have agreed to start their apprenticeship with us from mid-August.

Wage regulation onshore employees
NAF has signed a disagreement protocol regarding wage regulation for those who work onshore. The offer, which was not actually an offer, is far too low. Real negotiations have not been carried out, NAF believes. Then we have to wait and see what the Norwegian Shipping Association/IE does next in this case.

Salary negotiations offshore
The negotiations start in Oslo on Tuesday 23 May at 11.00. This includes everyone who works offshore. This is an interim settlement and we are then negotiating about finances, not technical provisions in the collective agreement.

 

Updated 16 May
After today's meeting on 16 May, the company states that it will prepare information for the employees. You choose whether you want to send the requested information or wait for information from the company.


NAF has received several inquiries after receiving a specific e-mail.

An email has been sent to employees from an agent company called "RelyOn Nutec". They ask that various personal information, photos and copies of passports be sent. NAF finds this strange and has asked the company for more information.

NAF does not think that confidential information should be sent to an agent with an unknown e-mail address without it being announced in advance by the company. We fully understand members' skepticism about this.

We are in possession of information that this concerns information that will be needed after the rigs in Noble change their flag state to the Marshall Islands.

We will consider the feedback from the company and in any case have this as an agenda item at next week's monthly meeting.

We update.

IE is now carrying out a member survey and you will receive an email from:

Gellert Keresztes <undersokelse.industrienergi@vardehartmark.no>

Please take part, you can actually win an electric bicycle.

Here's what's in the email.

 

Dear member,

As a member of Industri Energi, you are invited to participate in Industri Energi's member survey 2023.

The purpose of the survey is to get concrete feedback from you as a member. Your input will be very valuable to us in our work to further develop and improve the membership offer.

The survey will take approx. 15 minutes, and as a thank you you have the opportunity to win one of five electric bicycles.

The survey is anonymous, and all responses are treated confidentially. Completing the survey is voluntary.

Click on the link below to give your feedback.

Thank you for participating. Together we are strong.

Sincerely, Industri Energi

 

As before, NAF has informed that we now require Norwegian employment for our members with international contracts. This has been an important issue for us for a long time.

NAF has had a monthly meeting this week with the company and they confirmed that they will now have negotiations about this, which will happen in the near future.

 

NAF requires that our members who are international employees must also have predictability in relation to being able to keep their workplace in Norway and not that it is the coincidence of which rig one is on that should be decisive.

 

 

We have called for members who have had to leave Norway as a result of layoffs in the past in order to be able to pursue a case, but the exposure that would have entailed has probably made it difficult to get anyone to stand up against the company.

This time we have members who will do this if necessary. Here lies our Connection Agreement in the pot and it must then be assessed whether it should be terminated. This agreement regulates, among other things, these international contracts

NAF believes that now is a favorable time and hopes that we will be able to get a protocol regulating this. There will be several things that need to be clarified such as seniority, new hires, entry into force etc.

The tax agreement for those who have worked outside Norway

We remind you that those who have worked outside Norway in 2022 and who have paid a higher tax abroad than they otherwise would have paid to the Norwegian tax, can now make use of the Tax Agreement as described in the following protocols from 2022:

Reacher rigmove to DK.

Intrepid stacking in DK.

Invincible yardstay & stacking in DK.

Invincible rigmove from Grenaa to Norway.

Intrepid rigmove to UK.

 

If you wish to make use of this offer, KPMG will, in agreement with the company, make the calculations, but you yourself are responsible for settling your tax with the countries where you have worked and are thus liable to tax, and based on this document that you have paid a higher tax abroad than if you had worked similarly in Norway.

You must submit your completed annual tax returns in both countries to which you have paid tax, and for the Danes it may also be necessary to submit the spouse's annual tax return, in the event that the spouse has lost tax deductions as a result.

You must also comply with the deadlines that are set.

We are aware that it is a lot of work and challenges to be taxed in two countries and to have everything documented and submitted to KPMG. But this deal is, despite all the trouble, quite good and quite unique. Compensation for higher paid tax abroad is not something that we are entitled to in the collective agreement, and we are not aware of any other clubs that have negotiated a similar agreement in the NR area. We made the Tax Agreement for the first time in 2011 for those who accompanied Guardian to Hirtshals , and many have subsequently made use of it. The agreement has been corrected many times and appears today in a more simplified version. Below is the text from the Grenaa protocol.

 

The company will acknowledge changes in personal tax conditions for employees resulting from short assignments at the end of the stay at shipyard in Grenaa, Denmark. As regards to personal tax, the individual employee shall not be put in a worse position than if he or she worked in Norway. If it turns out that MDN employees who have worked in Grenaa or participated in the sea passage will be tax liable to Denmark, they will be offered tax assistance. This is subject to the necessary information and documents being shared with the consultant MDN uses to make the necessary calculations in this connection, within the set deadlines.   

 

Tax across national borders is not always that simple, and we often experience that rules change and things do not go quite as planned. Therefore, if someone experiences something that may be valuable for other members to know, we would very much like to hear about it and share it here, so others can benefit from your experience.

 

Negative return on pension savings in 2022

Important info for those who have a pension savings where they pay tax on returns: 

For those who have a pension savings where they pay tax on returns: Remember to report the negative return for 2022 to Tax, to have the amount set off against tax on any later positive returns.

In Denmark, the deadline for reporting negative returns is on May 1, 2023 

Those who have their pension savings in PFA should have received a message from PFA in their inbox, with their saving and return statement included an explanation of how it is to be reported to tax. So check your inbox from PFA.. 

We do not fully know the tax rules for all countries and for all pension agreements. But of course we encourage everyone to check whether they can set off their losses from last year against later tax on profits. Get in touch if you have any doubts.

Members with International contract
NAF has claimed Norwegian employment for all our members with international contracts.

We are waiting to see how the company will react to this, so for that reason we cannot inform more right now.

 

Health insurance
We have asked the company to look into the possibility of getting health insurance for our members. This will be a great advantage, we therefore hope that we can make an agreement.

We will follow up on the matter at the upcoming meetings.

 

Rig visit on Invincible
We managed to visit Invincible in Åmøyfjorden five times, and thus we managed to meet with most of our members. But regardless of this we will also follow up with some heliport meetings.

We got many good inputs and had a lot of good discussions.

One of the biggest topics was of course the manning situation and how things will go on in future on the Norwegian shelf.

The company states that we have reasons to be optimistic, and that they have a good dialogue going on with the alliance with AkerBP about reducing the so-called coming "white spaces". This to prevent that we are not getting too long periods without contracts, that in worst cases can result in the need of down manning.

The company also states that they have a good dialogue with Repsol regarding extension of the contract for the manning of Inspirer.

Of course we must clearly point out that no new agreements have been signed yet, but as they say the dialogue is good and there is optimism.

In addition to this, the company is also working seriously on making agreements with several other operators in Norway. Hopefully we are looking forward to more stability.

 

NAF Info screens
We have installed info screens in both coffee shops on Invincible and sent out two screens to Integrator. We thank those who have helped with the mounting work and the technical solutions on Invincible and we will of course be very grateful to get similar help from the Integrator crew.

The screens are a supplement to the informations on the NAF site. Short news updates from NAF will be published here, as well as continuous updates from Norwegian, Danish and British news channels and whatever else we can come up with. We are of course open for feedback about what else we should publish on the screens.

In addition, you can download an APP so that you can access the news via your phone (follow instruction on the screen)

 

Salary negotiations
The negotiations are set to start on May 23.  

The annual meeting has already decided what we shall bring into the negotiations, and those claims have already been sent in.

But before the negotiations we will meet with the other clubs in NR-Forum in week 16 to discuss and to collate our claims.

For the sake of the negotiations, we cannot write what we will go for.

 

NAF Board meeting
The next meeting will be held at Hotel Clarion Energy on 3-4 May.

Industri Energi has received a claim for compensation for imposed quarantine for approximately 690 members against 83 businesses.

Some questions and ambiguities are still apparent in the cases we have received. Many of these questions have already been answered – Please check the designated website before contacting us.

Some reminders:

• For employees who have been transferred to a new employer as a result of the transfer of ownership of undertakings, claims must be made against the employer to whom you were transferred.

• In other cases, e.g. that you have quit or been dismissed after the quarantine, the claim must be directed against the company you were employed at at the time you were in quarantine.

• Medical quarantine, quarantine after leisure trips, and testing fall outside the scope of this case.

• Remember to claim the correct rate and number of hours (You must NOT use the overtime rate). See

  the (bottom of the) FAQ for clarifications.

  A task force in the union has sorted and collected all documentation and information over several months. We have taken out more than 300 compensation claims against aproxximately 26 businesses as of now. When a dispute arises regarding the employment relationship, one can freely choose the court of jurisdiction. We have combined the cases for joint consideration by the Stavanger Conciliation Council. A settlement complaint has therefore been sent – against each business – for the employees in this business.

  The primary purpose of the conciliation complaint is to have the claim brought in front of the cociliation council in order to interrupt the statute of limitations. The claims expire three years after the day the employee should have received their salary for the quarantine period. Thus, for many of you the claims will expire continuously from March/April 2023. Workshop stewards in the companies where a settlement complaint has been put forward to the conciliation council have received a copy of the claim, including a lists of names of the individuals included.

  We are receiving several inquiries regarding missing names from the lists sent to the conciliation council. The reason for this is probably that these cases lack documentation, which means that we cannot send a settlement complaint. Those concerned have received an e-mail from us directly.

  Those who wish to submit a claim for compensation must send us complete documentation to covidkompensasjon@industrienergi.no – Please include the case number in the subject field of the e-mail. For the sake of the proceedings, we must set a deadline for sending the requested documentation to 10 March 2023. We will bring remaining cases before the conciliation council during April 2023.

  Our aim is to put most of the settlement complaints on hold while we pursue a few cases before the district court. We have selected four businesses against which we will initiate so-called pilot cases. These will be dealt with outside the case complex outlined above and pursued separately. However, these four cases will also begin in the conciliation council.

  We will try to arrange a digital information meeting for those who have submitted claims as soon as practicable. In the meantime, we reiterate that those who want to pursue the claim must send us the requested documentation as quickly as possible – no later than March 10th.

  If you have any questions, you can contact us at covidkompensasjon@industrienergi.no – please use your assigned case number in all communication.

  Kind Regards

  Industri Energi

This is information for everyone who has made a claim in connection with the quarantine case.

The first 42 cases have now been forwarded to the Conciliation Council in Stavanger and IE continues to work with the rest of the cases in Noble Drilling Norge AS.

These 42 will now receive an email from NAF shortly.

We will then send emails continuously to ALL of you as soon as the cases have been processed, and IE has sent these to the Conciliation Council.

Anyone who has not submitted the missing information that IE has requested is now seriously running out of time.

Reference is otherwise made to the article on IE's website and the way forward in the matter.

https://industrienergi.no/nyhet/kravene-om-karantenekompensasjon-er-na-fremmet-for-retten/ 

 

 

NAF Annual Meeting 2023
The annual meeting was held in Stavanger on 10-11 February

21 shop stewards + KHVO participated.

We had many good discussions, and one of the main topics was, as planned, the upcoming salary negotiations, where the reduced purchasing power (the Norwegian Consumer price index) of course will be brought into the negotiations for a higher salary.

All Inputs from the annual meeting to the salary negotiations, will first of all be taken into the tariff conference in the NR-forum, which will be held in week 16. And then later on to the salary negotiations, which are set to start on May 23.

The salary group for the Hydraulics was also discussed. For the status of this case, we refer to the separate info on the Maf site. on February 10.

Our guests at the Annual Meeting:

Asle Reime from the "Working committee" in Industri Energi.

Claus Bachmann, Vice President Operations North Sea and Australia.

Claus introduced himself and talked about the state of the kingdom, the future for the company, and the importance of recognizing the good work that the offshore employees do. He was also a guest at the annual meeting dinner.

Joey Cawaja, Senior Vice President in Noble Drilling, was a guest at the annual meeting dinner.

Erik Evensgaard, Astrid Ivesdal and Hilde Finnesand answered questions and were also guests at the annual meeting dinner.

 

Quarantine and compensation
Everyone who has signed up for the matter, shall now have received a personal case number.

Here's the latest news from IE:

https://industrienergi.no/nyhet/kravene-om-karantenekompensasjon-er-na-fremmet-for-retten/

 

Important:

For members who have been notified from the Covid-group that there is still missing some documents, they must urgently reply to the e-mail and send what is missing, in order to get their case to the courts.

 

Rig visit on Invincible.

We visited Invincible in Åmøyfjorden on February 2, February 23 and we are planning the next visit on March 2.

This is both cozy, but at the same time also very important to take advantage of this good opportunity to meet most of our members on board.

We have received many good inputs and had many good discussions, and we look forward to more.

The upcoming salary negotiations are of course also an important topic. We are listening to everyone, but for the sake of the negotiations, we cannot publish which demands we will proceed with.

What happens to the rig contracts in the future is also one of the big topics. This is of course something that worries everyone a lot.

We know that the company is doing their very best to make new agreements for the rigs, but we still haven't received any confirmation for a signed agreement that can help to limit the "white space" on Integrator, or extend the staffing on Inspirer. We will follow up as soon as something new happens.

Those of you who have received an email about missing submitted information must now have this sent in.

IE says that the deadline is actually on Monday, but in any case as soon as possible.

The link is closed, so you must submit this by replying to an email from Industri Energi requesting missing information.

NOW IT IS URGENT, there is a lot happening next week.

 

Info from Coordinating Main Safety Delegate (CMSD), Anders Blom:

All!
I’m pleased to announce that all the six AoC that we had in Maersk Drilling Norge AS for operating Noble Intrepid, Noble Interceptor, Noble Invincible, Noble Integrator, Noble Reacher and Noble Innovator has been transferred to Noble Drilling Norge AS!

The PSA has also published that on their web side:
https://www.ptil.no/en/supervision/acknowledgements-of-compliance/

Thanks to everyone for helping out with maintaining the AoC!

Everyone who has registered for the case regarding compensation for quarantine via Industri Energi (IE) should now have received a case number.

If you have NOT received this case number, you must IMMEDIATELY send an email to the Covid group at this email address:

covidkompensasjon@industrienergi.no

You must do this by Friday 17 February 2023!

There are usually three ways we can go, in attempt to move the Hydraulics up in a higher salary group:
The employment committee, local negotiations, and the main salary negotiations.
In addition, at the main negotiations in 2022, however, we did open for a fourth option, which is the committee work that was adopted during the mediation. (More on that below)
We have already been in the "Positions committee" with the matter, we have tried local negotiations several times, and we have tried through the main negotiations several times, but unfortunately, we have met equal resistance everywhere.
We are therefore making this update on what we have done, and what we can do in the future.
At the same time, we also want to explain why it has not been successful, even though we have given this matter a very high priority for a very long time.
 

• The Position Committee.

NAF was in the position committee in December 2020, to try to convince the committee that the Hydraulics should move up in a higher salary group. We teamed up with the SAIPEM club to appear stronger.
 
We have previously submitted a joint and a very detailed report with our well-documented arguments which, among other things, contained the following points:
Greater requirements for competence.
Greater requirements for education - CETOP-II course, with more.
(NAF previously pushed very hard for the CETOP-II course to be included in the course matrix, to increase the required level of competence)
Comparison with other positions with the same responsibility and the same requirements for competence.
Far greater responsibility, especially regarding safety-related equipment.
And the very important fact that the Hydraulics are always standing alone with the challenges, and thus also alone with the responsibility.
(For more details on requirements for competence and responsibility, read further down)
 
However, no matter how good and how strong arguments we pushed into the case the committee already made it clear to us at the start of the meeting, that they would not approve to move up any position for an already fixed tariffed position.
In other words, if the job committee is to approve this, then we must come up with a completely new job description that proves that this new position has work areas that are completely outside of what can be expected from a hydraulic position. So not just a new title.
This cannot be done unless we do it in cooperation with the company, and they have repeatedly said clearly no to that.
It has also not been possible for us to be able to compare our Hydraulics position with an already higher ranked position such as e.g., a Subsea Engineer.
 

• Local negotiations with the company

Here it’s only possible to negotiate a salary increase for a job position if it has already been approved in advance by the position committee.
For example, when we negotiated the position of Operator Drilling up to salary group A, the position committee had already approved it in advance.
The company can invent new positions such as Operator Technical and Engine Mech, but this must be assessed and determined through the positions committee before we can negotiate locally.
The problem is that the company has completely refused to cooperate with us to create a new position for the Hydraulics, and therefore we do not have the option of going back to the position committee.
We have thus run into a solid concrete wall, both in terms of local negotiations and the positions committee.
 
Competence allowance:
A form of a compromising solution could also be to negotiate a competence allowance for the Hydraulics. After all, it would be better than nothing, but the company has completely rejected this.
 

• NR - Main salary negotiations.  (NR = Norwegian Shipowners Association)

We have already given this case a very high priority every time at the last five main negotiations, but we have not been able to obtain a majority among the delegates.
That's why we previously before the main negotiations in 2020, tried through NR-forum to create an alliance to get more clubs to vote for our proposal to raise the wages of the Hydraulics. But only the SAIPEM club was particularly interested in participating in this. 
A few other local clubs used as their main argument for not supporting this, that they found it difficult to defend it against their Mechanics, who are still in pay group C. And furthermore, they have their own cases to promote.
Our case therefore again failed to obtain a majority among the delegates.
 
It seems quite clear that it’s us in Noble Drilling who face the biggest challenges, because we are the only ones with all other job positions in the technical department placed in minimum salary group A. 
We are of course pleased that we have succeeded in getting so many technical positions up in higher salary groups, but of course it also makes the feeling of discrimination and injustice even greater for the Hydraulics. We truly understand this.
 
At the last Annual Meeting in 2022, it was decided that we should once again prioritize Hydraulics as our highest priority in the main negotiations, if it became possible to get any raises. But unfortunately, there we did not get any positions lifted at all, and we learned again that most other clubs do not have higher salaries for the Hydraulics at the top of their agenda.
 
There were 17 individual demands for raising different job positions in 2022.
Therefore, it was decided that a working committee should be set up to assess the salary system and salary group placement considering responsibility, competence, and qualification requirements.
 
This was written into the minutes of the main negotiations 2022:
 
Committee work adopted during the mediation in June 2022 (item 18)
Pay System Review Committee
 
The parties have discussed the organizations' requirements regarding skill additions and promotion of individual job categories, as well as a review of the exceptions for individually paid employees and categories of minimum wage rates. It has been agreed to set up a committee with representatives from NR, DSO, SAFE and Industri Energi which will assess the salary system and salary group placement considering responsibility, competence and qualification requirements seen in the light of developments since the previous job placement committee. The committee must also review exemptions and the system for individually paid employees.
The committee must issue a recommendation to the parties by the end of 2023 with a view to implementing any changes in the main settlement in 2024.
 

• Here is a partial extract of the case which was sent to the positions committee and which we also used in attempts at the local negotiations.

 
Greater requirements for competence:
It is expected that the Hydraulic Technician has, or acquires, the necessary competence on all hydraulic systems on board. This is a knowledge of specialized offshore equipment that is far beyond what is required to pass the normal certificate for the Hydraulics.
This necessary acquisition of competence must be done partly by courses/further training and partly with self-studies on board. At the same time, the technology on new types of drilling rigs has become far more advanced than before. And this also applies for the hydraulic systems.
 
It is our clear conviction that the technical challenges faced by hydraulics today are fully on par with those faced by electronic technicians and electricians.
 
Greater responsibility:
The hydraulic engineer reports to the Technical Manager, who has overall responsibility. But the Technical Manager is more than fully occupied with administrative tasks on a very busy offshore day. It’s therefore in no way possible for the Technical Manager to have full insight into the hydraulic systems. This means that the Hydraulic Technician stands alone with all the responsibility most of the time. (This also appears in the attached job descriptions)
 
It is expected that the Hydraulic Technician on his own can find all kinds of faults and repair them both safely and quickly. If more people are needed for the job, it’s also the Hydraulic Technician who shall lead the work.
All in all, it puts a lot of pressure and responsibility on the Hydraulics.
The responsibility is not lessened by the fact that many of the hydraulic functions are very important for safety in general. For example, his work area includes safety-related equipment such as cranes, personal lifting equipment, lifeboats, fire steamers, etc.
Furthermore, the Hydraulic Technician is responsible for maintaining the BOP and well control equipment, which is very essential for safety on board. This is specialized equipment that can only be found offshore, and mistakes can have fatal consequences.
 
It is our clear conviction that the Hydraulic Technician responsibilities and tasks are fully on the same level as other technical personnel who are paid in salary group A1. We therefore do not find it fair that they are still being placed in Salary Group B.
 

• So, what are our options now?

 
The Position Committee.
Is a very closed land without a collaboration with the company on a completely new type of position.
 
Local negotiations with the company:
The company believes that all the arguments we have presented for them in several discussions, are all natural developments in the position for the Hydraulics, and they will therefore not negotiate this with us. Nor will they help us create a new type of position for the Hydraulics.
Furthermore, they point out that the salary classification shall be taken during the main negotiations.
 
The main salary negotiations.
In the current situation with a company that does not want to negotiate with us, and a position committee that does not want to deal with the matter at all, the main salary negotiations is the only option right now.
NAF completely agrees that this matter must continue to be a high priority, and we feel quite certain in advance that the Annual Meeting will support this.
 
The working committee:
The committee which was adopted during the main negotiations in 2022.
We hope that the working committee can come up with some good solutions to solve all the challenges we have regarding the salary groups.
 
We 100% agree that the Hydraulics shall be raised up in a higher salary group, and we will of course continue to work on this matter and take advantage of every possible opportunity that may arise.
If anyone has some new inputs on the matter, or just wants to discuss it with us, or whatever, please feel free to contact us.
 

The Covid group at Industri Energi is currently reviewing all the submitted documents and expects to be done with this very soon. This means that everyone should receive an email with their individual case number before Monday February 6. 

The email has been sent, or will be sent from the Covid group with this text in the subject field «SaksøktSelskap AS – FirstnameMember LastnameMember [IE2023-12345]»

 

If you against expectations, should not have received the email before this day (also check the spam filter) you must
AFTER February 6 (NOT BEFORE) send an email to the covid group covidkompensasjon@industrienergi.no with the text "CASE NUMBER MISSING" in the subject field.

Your case number must be used in all future correspondence about your case.

 

The staffing situation and temporary layoffs.
A combination of a delayed rig move for Invincible and a slightly greater need for manning during the stay in Åmøyfjorden, has reduced the planned temporary layoffs somewhat, but unfortunately this could not be avoided for everyone. 

The delay of the Invincible rigmove has caused many to have more days offshore than originally planned. Those days must first be taken off before any temporary layoff period can start, and if so, you will be on full salary from the company for the first 45 of the temporary layoff, before you may have to switch over to support from NAV. This means that many will not need to apply for support from NAV.

Regarding the AkerBP alliance, we must say that it's very good that the alliance was just extended for 5 new years, but 2023 can still be a year with major challenges and unwanted gaps between the contracts.

The company informs that they are negotiating with both AkerBP, Equinor and several others in their best attempt to close the gaps between the planned contracts, and furthermore we would like to have more rigs back to Norway. 

There is also ongoing communications with Repsol about further extensions on Inspirer after April 28.

 

The merger
We do not have much news about the merger, but as previously written here we are very satisfied that NAF have made an agreement which ensures that our previous agreements and protocols are continued.

 

Members with international contracts
As previously mentioned, NAF believes that the current situation gives us a unique opportunity to make an agreement that regulates the employment conditions for those with international contracts. Therefore, this is being prioritized now.
We have started discussions with the company and we are planning a new meeting as soon as possible.

 

Rig visit to Åmøyfjorden 
We are planning a visit to Invincible, initially on February 2.

Annual meeting in NAF
We will hold our annual meeting in Stavanger on February 10-11.
All shop stewards are invited as delegates.
There will be guests both from the company and from Industri Energi.
A major topic at the Annual Meeting will certainly be the coming salary negotiations, which by the way will start on May 22
Our board meeting is held the day before the annual meeting.

 

Quarantine and compensation.
The cases regarding compensation for quarantine imposed by authorities and the company, are now being processed by the Covid-19 group at Industri Energi.
We hope that everyone who has chosen to get involved in the case has submitted the documentation that the group has requested.
NAF is following the case through our contacts at IE, but we do not have access to the submitted documents, so if anyone has questions about their case, they can contact the Covid group.

Many members have asked us why it took so long to get here.
The answer is that we simply had to wait for the LO lawyers to decide what they wanted to do, and when their conclusion finally came in September 2022, we were not at all satisfied. The LO lawyers found the case of quarantine imposed by the authorities to be "difficult to win".
We found this completely unacceptable to all those who had waited for so long, and this was the sentence that made us urgently call in IE to a meeting.
IE saw the problem, and in cooperation with them we very quickly got the current plan in motion, where the cases were taken over by IE and run as individual claims against the company instead of a joint case against the government.

After this was published, close to 650 members under IE from 90 different companies have now joined the case.
We are aware that the waiting time was far too long, but of course we are also very satisfied that the matter has finally been started.

Here is the latest about the case from IE

https://industrienergi.no/nyhet/industri-energi-krever-karantenekompensasjon-for-naer-650-medlemmer-i-90-selskaper/

 

Other quarantine related cases

Reported sick during the quarantine period
The case concerning those who were sick in the Quarantine period and for that reason was deducted from the salary, or had to owe offshore days to the company, or those who did not get their rightful leave according to 14.1 a-b-c.
The cases we have received have been solved by settlement with the company, and those affected have been compensated.

 

Claim for compensation for Covid-19 home tests
There is nothing news, but the case has been reported as a dispute on a general basis to Industri Energi

 

Aker BP imposed leisure quarantine - effective from 24 June 2021
There is nothing news, but also this case has been reported as a dispute on a general basis to Industri Energi

For those who have recently received an e-mail from the Tax Administration in Norway who have a d-number, typically people who live outside Norway, NAF has received a message from the company that you can do the following.
 
Make a color copy of your passport and send it by e-mail to the company. 
The address is:
MDN-payroll@noblecorp.com
 
The company will then arrange the rest with the Norwegian Tax Administration.
 
The company also states that the tax withholding for the month of January will be the same as that used in 2022 if you have not been able to identify yourself to the Tax Authority before the salary is run this month.
 

 

Lars Reber will be the 1st substitute.

There is a tie for the 2nd item, this applies to Eirik Gjemble and Alf Erik Andreassen. It will then be up to the annual meeting to draw lots during the annual meeting. All deputies are elected for one year.

Bår Inge Pedersen, Odd Jacobsen, Ståle Lønne Engen, Henrik Eiersted were not up for election. They still have one year left in their term.

Congratulations to all of them and thank you for so many standing for election.

The protocol can be found here: https://www.mafsiden.no/protokoller

Continuation of agreements
NAF signed "Continuation of agreements between MDN and MAF NOBLE DRILLING NORGE AS (NDN) NOBLE ANSATTES FORENING (NAF)" on 22 December 2022.

The agreement is important because it ensures that all agreements and protocols we had locally between Maersk Drilling Norge as and Maersk Ansattes Forening are continued between NDN and NAF.

To put it simply; all the agreements and protocols we had will remain as before.

 

Agreement regarding preferential rights
Today we signed the "Agreement regarding preferential rights in Noble Drilling Norge AS".

This signing is important for all those who were made redundant in spring 2022.

According to the collective agreement, you only have the right to reinstatement from the time you had your last day of pay after receiving notice of dismissal.

Now NAF and NDN have agreed that everyone who is entitled to reinstatement and who was dismissed in spring 2022 has priority right until 14 December 2024.

 

Both agreements can be found here: https://www.mafsiden.no/protokoller

 

The translations of these agreements are not yet complete but will be posted online as soon as they are completed.

 

NAF will pay the dues for all temporary laid-off members, so you don't have to do anything yourself. This will apply to everyone who receives social security from NAV.

We have received questions about how to keep your membership when you are made temporary laid-off. It is the case that as long as you are on salary from NDN, i.e. the 45 days that are the employer's period, you will be withdrawn from the company and then pay the normal dues. Then it is that if you have to transfer to social security from NAV, you get a reduced contribution, but you also have to be sent an invoice from IE and pay this yourself.

NAF has decided today that we will pay the dues for everyone who is made temporary laid-off this time and has to transfer to social security from NAV.

Then you maintain all your rights and insurances.

It's not the big sums for the individual, but less of a worry for those who are then not offered temporary trips.

If you get a substitute tour, everything will be drawn through NDN.

The only thing you should NOT do is go to "My page" and register yourself as laid off. You will then receive a giro for payment.

We will review this with IE when the temporary laid-off are complete.

As a final piece of information, we can inform you that no payments will be made to the Pension Scheme for Seamen, PTS if you then receive social security from NAV.

AU and the Board wish you all a Merry Christmas and a very happy New Year.

The election committee states that on Monday evening there will be a reminder about the election to the board of NAF.
The reminder comes from SurveyMonkey with a link to how you can vote. The election committee asks everyone who has not received this email (who still hasn't voted) to check their settings themselves, check their spam filter and miscellaneous. If you are unable to vote due to these technical challenges, please contact us at this e-mail: post@nafsiden.no

Invincible is currently working on Ivar Aasen for AkerBP, where the operation is expected to be completed in the latter half of December. The rig will subsequently be moved to the Åmøyfjord outside Stavanger, where it will lie in storage until the next mission, which is scheduled to start in early April 2023. It is expected that the rig will be manned again in the latter half of March 2023.

It is planned with a rig crew of 22 (66 in total) plus catering, the remaining 87 will be temporarily laid off. NAF believes that there could have been fewer redundancies due to the short time between assignments, but understands that this is a compromise within the alliance.

We have been in discussion meetings with the company and we agree that no one will be laid off for longer than 12 weeks. This means that the company can make layoffs in stages. This means that those who have their workplace on board Invincible will be temporarily laid off if they are not part of the stacking crew, which numbers 22 (66 in total).
 

What does being temporarily laid off mean?
In short, the employer is required to give notice of redundancies 14 days before the redundancies are implemented. The employer is then obliged to pay ordinary wages for the first 45 days. After the employer period, you can apply for unemployment benefit via NAV.

We agree that the company should first ask the temporarily laid off if they wish to use other personnel who are permanently employed by Noble Drilling Norge AS(NDN).

Let's take an example:
You receive notice of temporary layoff on 6 December, then you will be laid off on 20 December at the earliest. A prerequisite for this is that you have completed your time off. The employer's salary obligation only starts when you have completed your leave. For the first 45 days after this, NDN pays ordinary wages. After that, NDN is exempt from the wage obligation, then you must apply to NAV for unemployment benefits.

If you travel to work during the employer's compulsory wage period, the days for which the company pays redundancy pay stop, and continue continuously after the end of the leave.
If you travel to work when you receive unemployment benefit from NAV, unemployment benefit ends and you can reapply for unemployment benefit when you have finished your leave.

We have learned in the protocol that NDN undertakes to take temporarily laid-off personnel back on salary from the first departure after staffing up in March, however no one shall be temporarily laid-off for longer than 12 weeks. Normally, it will be the case that the person who has been on temporary layoff the longest will return to work first.
 
 
Temporary stacking mode in Stavanger
The rig will lie in the Åmøy fjord just outside Stavanger. The crew on board will be around 22 plus catering. The positions and numbers are here:
3 OIM, 3 DSL, 6 Tourpusher, 3 TSL, 3 Maintenance Engineer, 3 MSL, 6 Roughneck, 6 Crane Opr, 3 Assistant Crane Opr, 6 Roustabout, 6 Operator Technical, 3 Engine Mech, 3 ET, 3 Electrician, 3 Hydraulic , 3 Medics and 3 Logistics Coordinators. This amounts to 66 people in total.

The protocols you will find here: 

https://www.mafsiden.no/protocols

 

NAF reserves the right for errors in the English translation as this is directly from Google Translate with small adjustments.

Hi all
Now the offshore bags have been packed onshore and on their way to the rigs.
​It is the shop stewards who are responsible for the distribution on board to all members.
Then we hope you will be satisfied.

Board meeting and shop steward conference
Last week, a board meeting and shop steward conference was held in the Noble Employees' Association at Clarion Energy.

The vast majority of shop stewards and board members were present. The discussions and engagement were very good, and we were able to address many important things. It is reported that the mood on the rigs is good and it looks like the merger with Noble has gone well so far. Having said that, there was a lot of uncertainty, where the employees will go after Intrepid leaves, the crew will be split up, training etc.

Then we had a great visit from the office. Claus Bachmann, VP Operation North Sea and Australia and Erik Evensgård, Operation Manager. Good info from them and many questions were asked from the participants.

We also had contributions from KHVO, Anders Blom and the challenges in the Safety Organization.

We had Fredrik Løfsgaard from Arctic on Teams and he went through insurance and pensions. We will also invite him to the annual meeting in February 2022 to go into this more thoroughly.

Under the condition of the rigs, we can mention some of the points:

- Temporary employment/hiring and overtime

- PULSE, lack of follow-up

- Wifi problems in some places

- At Inspirer, training in the permit system etc. (SAP is used there, among other things)

- Increased workload, fewer people

- Welcome on-board meetings, are these voluntary?

 

Members with international contracts
NAF has started discussing with the company that international positions should have local employment. They have not been willing to negotiate about this in the past.

This means in practice that if a member who had an international employment has been dismissed, then the person has had to go to court to claim that they should be employed in Norway. It has proven to be difficult to find anyone willing to take legal action against the company.

We have a Joining Agreement(Tilslutningsavtale) from 12 August 2004 which regulates this, and the agreement has not been renegotiated or changed since. There has only been an agreement that new rigs that have arrived in the period up to now should be covered by this agreement. NAF believes that we do not necessarily need to change it either, if we can find a solution with the company.

NAF believes that we now have a unique opportunity to create an agreement that will regulate employment conditions for those with international contracts.

Why shouldn't someone who is in management out on our rigs have the same predictability as someone who is in a junior position?? Why shouldn't the principle of seniority apply to them?

The creativity is great and the arguments many. It must be said that there are of course both "pros and cons" in this and we will have to come back with more about this later.

The company has heard our initial thoughts and we will put a lot off efforts into reaching an agreement.

 

Monthly meeting with the company
On 2022.11.11 we had a monthly meeting with the company.

Many had probably hoped, after being at the shop stewards' conference last week, that there would now be a clarification on what will happen when Invincible is to be published before it is released again for AkerBP in April 2023. There is a lot in this, and Many different solutions are being worked on. In any case, we could not enter into any discussions when the staffing is not ready.

NAF is waiting for what the company comes up with as a proposal for staffing and then they have to prove to us that any layoffs will be of a shorter duration than 12 weeks, if this is to be a permanent layoff. Here, the rules are straightforward considering that the employer must pay wages for the first 45 days, so the period that the employees must be on NAV is shorter.

The company calls in NAF when they are ready for discussions.

We will provide more information as soon as we have something.

 

Welcome onboard meetings, offshore
Here NAF will have a discussion on how these meetings are now used. They were volunteers in the past, and believe that they must give this a try.

 

Right of re-employment
Otherwise, we are working on an extended preferential right for those who were made redundant earlier this year. NAF is of the clear opinion that all those who were dismissed in March and worked on temporary contracts (6-week contracts), will receive very poor conditions with a view to re-employment within 2 years. To explain this, one can imagine that a person who was dismissed in March, had 2 months' notice, should then have finished and been paid from 01.06.22. Then the right to re-employment would apply from 01.06.22 and for 2 years until 01.06.24. Then it is the case that many have stayed on and worked right up until now as temps, a few have had their notice period extended, others have only had a single trip, etc., but still contributed to the rigs being in operation. Some have also quit completely because they haven't taken the chance to be a substitute. NAF is of the clear opinion that here the company must meet us and give ALL who were dismissed in March better conditions. We believe that the right to re-employment must apply from a date after Intrepid has left the Norwegian continental shelf, and for 2 years. A proposal would be that if Intrepid goes, for example on 01.12.22, then everyone should have a re-employment right from 14.12.22 to 14.12.24.

Offshore bags are coming
New bags with the new logo will be sent out shortly.

NAF reserves the right for errors in the English translation as this is directly from Google Translate with small adjustments.

 

Industri Energi (IE) sent an e-mail on Monday evening (21 November) to everyone who may be entitled to quarantine compensation. The e-mail should have been sent to everyone who has been a member in the period from March 2020. The e-mail address IE has used is the one to which you are registered in the member archive.
IE is now asking EVERYONE who wants to run such a case to register this with them, in an e-mail you should have received on Monday evening (November 21).
First, they check whether you qualify to join.
If it turns out that you have grounds to apply for compensation, you will receive information on how to proceed with making the claim.
 
NAF has today sent out an e-mail to everyone to make sure that everyone has received this information.
 
Here is a link to IE's website which explains in more detail:
https://industrienergi.no/covid-19-compensation/
 
All questions related to quarantine questions are answered by Industri Energi, here is the e-mail address where you can ask questions:
covidkompensasjon@industrienergi.no
 
 
Here is the address you should send to the company:
"The Dispute Act - compensation for passed quarantine before departure to workplace, cf. Disputes Act § 5-2", by 5 December to:
Noble Drilling Norge AS
w/ Claus Bachmann
claus.bachmann@maerskdrilling.com
 
If you have not received this e-mail from IE, you must immediately write an e-mail to IE and have it sent to you. You write to:
covidkompensasjon@industrienergi.no
 
NAF reserves the right for errors in the English translation as this is directly from Google Translate with small adjustments.
 

Merger, Maersk Drilling Norge AS and Noble Drilling Norge AS.
Have now had a meeting with the company and we can inform you that this was, in rough terms, only really a name change.

Noble Drilling Norge AS maintains the legal entity that Maersk Drilling Norge AS had, only with a new name.

Then the company and NAF believe that then all agreements will continue as before.
The company and NAF will draw up a separate protocol which states that all current protocols for MDN will be carried over into the new company, Noble Drilling Norge AS.

This then applies to protocols, the collective agreement's special agreements, employment contracts and not least the right to re-employment.

For those with international employment, these companies have also only changed their names. NAF otherwise has a clear opinion that we want local employment for our members.

 

Heliport visit

It has been incredibly positive and nice to meet so many members in recent weeks.

We were in Bergen and hoped to meet two crews that were going out and the two that then came in. Here it turned out that we only got to meet those who were going out due to helicopter problems.

We still have quite a few on Intrepid, but when that is said, we have almost visited all the crews that have exits/entrances in Stavanger.

 

Sick leave or leave during the quarantine period

In the first 8-9 months of the corona pandemic, the company maintained the right to withdraw wages, if you were either on sick leave or needed leave in accordance with clause 14.1 a, b or c of the collective agreement, during the imposed quarantine period. Alternatively, you could move on your own, or owe days to the company.

MAF has always believed that this practice was wrong, and if we still cannot reach an agreement with the company, we will dispute the cases that we have received.

In order to clarify how large the scope is, and to ensure that all those affected can participate in a possible case, we are asking everyone who in the period March 2020 to approx. November 2020 were either on sick leave or needed welfare leave during the imposed quarantine period, and for that reason either had their wages deducted or had to owe days to the company.

Answers are requested within 2 weeks to: jornbhansen@gmail.com

 

Board meeting and union election conference

Otherwise, we are looking forward to the first board meeting of the Noble Ansattes Forening and the first shop stewards' conference which will come in 3 weeks.

Well met.

 

Noble Ansattes Forening (NAF) in Industri Energi (IE) will shortly send out information to be completed for all members who have so far said "YES" to be involved in the cases.

IE is now working on the last details before this is sent out.

This also applies to those who have not said "YES", and who may be entitled to participate.

We have been made aware that some say that this is a case that will create a precedent and that this will apply to everyone in Noble Drilling Norge AS.

THIS IS NOT TRUE AND IS DIRECTLY WRONG.

This is a civil case from each member of Industri Energi and is not a collective action.

Other trade unions or unorganized persons have to run their own affairs.

More information will come soon.

The website will only be used for general information in this case.

03.10.22, the name Maersk Drilling Norge AS was changed to Noble Drilling Norge AS.

03.10.22 we also changed our name from Maersk Ansattes Forening (MAF) to Noble Ansattes Forening (NAF). New bags with a new logo etc. will be ordered . This will arrive soon. We will otherwise use the old email (post@mafsiden.no) until further notice.

Many of us know Claus Bachman, VP of Operations-North Sea and Australia, from before and he will , as most people know, be in the Stavanger office. The first impression of those who have visited us at our NAF office from the management in Houston, as well as Claus Bachman, is that we have every reason to believe we will archive our goals. They are very concerned about the employees and the great work you do offshore.

The first thing we will do is that we will assist the employee side in the office AMU to come up with inputs to what the organization in Norway should look like. The first meeting is on Wednesday 05.10.22 at 2.30 pm.

We will keep you continuously updated when new information comes to us.

We do not expect major changes for those employed offshore, but this will be clarified in the near future. We know there are many questions that need to be answered, about seniority and re-employment rights etc., these are the things that NAF takes as a matter of course, and will be clarified when we have own meetings on these topics.

You all can still meet us at the heliport, this week in Stavanger and next week we will travel to Bergen (outbound for crew 2 and inbound for crew 6 for Intrpid). The aim is to reach everyone, but we must attend many other meetings which mean that it will take some time before we have visited all the crew.

Otherwise, a board meeting and union elected conference are planned for 16-18 November. Invitations have been sent out.

PTS, the pension insurance for seamen

We have been contacted by several people who have probably received too high an excess in connection with the promotion from group 2 to group 1. The company has looked at the examples we have received and will correct this with the correct rates.

The amounts the individual had to pay themselves should be within the order of NOK 2,000, and up to approximately NOK 10,000.

If anyone has an amount over NOK 10,000, we ask them to contact MAF or the company.

 

Merger between NOBLE and Maersk

Both MAF and Vernetjenesten have put forward demands for employee participation in relation to this merger from day one. This has also been done by employee representatives on the board of MDN.

There have been some information meetings between employee representatives and MDN/MD, but the information has been very limited at this stage. Most of it has been possible to read through the information that has been available from MD and Noble.

The last meeting was last week where it was made absolutely clear to us that the information and participation we are requesting can only come after the merger date, which is set for 03.10.22. It was announced that there will be a transaction period of about a month, before we get to know how the organization will look to us who work in Norway.

It can be stated that Ptil has been informed that employee participation in this process has been far too poor.

 

Hire

You should be happy that Maersk Intrepid has got more work and that we now probably have work well into November, but it also means that 6-week contracts and some subletting will be the normal everyday life for many.

MAF can only explain once again that when the decision for the downsizing was made in March, this was then based on Maersk Intrepid being completed by April 2022 at the latest. The rest of the story is known.

 

Illness during the quarantine period

These are old matters, no less very important for those concerned. MAF has again raised this issue with the company, which then deals with sick leave during quarantine. MAF has argued for and has prepared a dispute on this. The company will look at this once more before we send this to IE. MAF has always claimed that no one should have any reduction in salary or should have to move their trips when they were on sick leave during the quarantine.

 

Heliport and hotel visits

In the last 3 weeks, we have met many members and others out at the heliport and in the hotels.

It has been good for many to ask us questions directly and we have been able to explain what is happening. It is very good that the members get to know what happens at board meetings and in the day-to-day operations. We are challenged by the fact that there is too little information and that we are not visible enough, and we hope that such visits can help to improve this. We haven't been able to be in Bergen and on the Maersk Intrepid yet but hope that we will be able to do this in the future. It is difficult to talk to everyone, other meetings and tasks prevent this, but we hope that we will get across many of the crews.

 

During the corona pandemic, the rig company Maersk Drilling Norge demanded that offshore employees who lived abroad had to complete the mandatory quarantine of 14 days in a hotel before departure. The company has always objected to compensating for the inconvenience this caused the employees.
 
- Our members were away from home and completely isolated for 14 days before going to work, without any form of compensation. It is completely unsustainable, says Frode Larsen, club leader in the Maersk Ansattes Forening (MAF).
 
Industri Energi and MAF believe that the employer's requirement to stay in quarantine outside the home in order to attend work, prior to the working period, cannot be imposed without compensation for this.
 
- The measure was very intrusive and burdensome for the individual. Industri Energi believes that those affected are entitled to compensation for this and is now considering legal action to pursue the wage claims, says Erling Holmefjord, Head of the Labor and Employment Department at IndustriEnergi
 
He points out that the employer is the closest to bearing the costs of the measures that were implemented.
 
Both MAF and Industri Energi acknowledge that the situation during the corona pandemic was extraordinary and there are few comparable situations. - At the same time, it is our clear opinion that it is the employer who must bear the costs of his orders, not the individual employee, says Erling Holmefjord
 
Can have a ripple effect for several people
Head of the cooperation committee for employees in floating rigs and drilling (NR-Forum), Bår Inge Pedersen, points out that there has been no hearing from employers about compensation during the salary negotiations.
 
- This case can have ripple effects for the entire offshore industry. Just within the NR area (floating rigs, jack-ups, catering and platform drilling) there may be around 700 people involved, says Pedersen.
 

There have been several reports that Industri Energi (IE) is more or less throwing in the towel and would sign long before the other two unions.

Here we probably need more than an ever so small correction.

Firstly, we see that the organizational battle that is unfolding is moving into a phase where lies abound on the rigs. In this information, we only deal with the salary settlement.

 

After there was a breakdown during the negotiations in May, we had to go to the National Ombudsman at the end of June.

MAF had 3 representatives in the mediation. Like all other mediations, we cannot publish anything about what is happening or what offers are coming up.

What we can say anyway was that we had clear demands and expectations that our demands had to be met. One of the main demands from MAF was this with an employer's right to be able to use the employees' free time in connection with e.g. a pandemic, quarantine or testing, and compensation for this. As far as we know, only IE had a requirement that this should be included in the collective agreement and compensated for.

This was included until the very end and when the national mediator came with the absolute last offer, this was taken away.

At the same time, two other clubs in IE also had demands that Norwegian Ship owners Association(NSA) did not want to meet either. MAF also believed that the percentage in the latest offer was too low.

We ended up having to vote on whether to take the offer or go on strike.

MAF and three other clubs voted against and with our representatives, we lost the vote by one! (1) voice. 

During this vote, something happens that everyone should notice.

SAFE and DSO were then ready in the hallway waiting for our delegation leader and wanted him to sign the offer. He actually had to go and ask them to wait a bit because we were in the middle of a very critical situation.

How can it be that some employees of Maersk Drilling Norge AS who were not there, can say that IE did not contribute to the salary settlement?

The three organizations negotiate in parallel, everyone gets the same offer, everyone can say either yes or no. As I said, we were very close to voting down the last offer the national mediator had made. Then you can't say that there was someone else who did more than others.

I have every respect for both SAFE and DSO during the mediation and there has not been a single word that SAFE or DSO did anything more than others. We know that there were hard discussions at both SAFE and DSO and that they had their disagreements, but that there too it was the majority in the delegation that then everyone must stand behind.

But let this be about what came out of this instead of trying to take credit for something that isn't there.

That this, in addition, then comes from people who were not there and that this is only put in a context to create discord and strife is then completely wrong and directly misleading.

We were there, we know.

 

The board election for the company Maersk Drilling Norge AS starts tomorrow, 1 September.

The election takes place electronically through SurveyMonkey.

We encourage you to vote for our list, which consists of:


1st place: Frode Larsen - Leader in MAF/Electrician
2nd place: Anders Blom - KHVO/Crane operator
3rd place: Bår Inge Pedersen - Association Secretary MAF/Rig Adm
4th place: Jørn B. Hansen - Deputy leader MAF/ET
5th place: Eirik Gjemble - Board member MAF/Crane operator
6th place: Tom Eirik Hansen - Board member MAF/Ass driller

This election concerns employee representatives to the board of Maersk Drilling Norge as. There are 3 people who want a place at the board table and we ask you to vote for the list that MAF adopted at its annual meeting earlier this year.


Good luck with your choice!
 

Two protocols have been signed today

As regards the protocol for Invincible, there is an agreement on how the rig is to be manned before it is moved to the Norwegian sector with regard to staffing etc. The agreement has similarities with protocols we have drawn up previously under similar conditions. In short, the rig is being manned already today and conditions are like working on the Norwegian continental shelf.


As for the protocol for Intrepid, it also has similarities to what we have done previously. At worst, the rig is without a contract from the beginning of September. It is then moved to Grenå in Denmark without any form of contract and put into "strike mode". Norwegian conditions for those who are employed by MDN until the rig is removed by MDN employees. MAF has thought that we should put the rig in circulation in Norway.
It may be that some personnel are asked to work on board at the beginning of the circulation period in Denmark, the request will then be made in accordance with the agreement to work single trips outside the Norwegian sector but with Norwegian conditions. This will be voluntary for each individual.


Otherwise, it is enough to say that all these changes have been taken into account when we had downsizing this spring. There will be no new possible rounds of dismissal at the present time, as said, these were effected before the summer.


Here you will find the English version of the protocols
 

That 2022 should become a bad year, is absolutely confirmed now. And those who have been affected in the hardest way, are of course all those who now don't have a permanent job.

First some history. Back in March, the company presented us with a very detailed plan showing how many positions they should keep employed on each rig, month by month and during the various projects until October. This led to 124 redundancies.

We managed to postpone a large part of the redundancies by one month. This was an attempt to keep as many as possible employed on the day for the merger with Noble.

We had been assured that about 40 of Noble's third-party employees would not be permanently employed, and it was of course the plan that we should demand the right to re-employment for all dismissed into the "new company", this should happen based on the Norwegian rules for company mergers and seniority. 

However, IE's lawyers could not with a hundred percent certainty confirm that all the dismissed would have the right to reemployment into "the new company"  but we had a clear plan for claiming it. (This was also supported by the company and written into the minutes of the individual termination discussions)

Unfortunately, it seems that those jobs will not be relevant to us, because they are now planning to sell "Noble Lloyd Noble" to Shelf Drilling, if everything will be approved. 


The redundancies and thus the submitted manning plan are based on the fact that Intrepid does not have any contract after October, and the plan is also based on that Intrepid should have been stacked for a few months during this summer. This has created a higher need for manning than the original plan. And this is of course also a reason for why MAF now receives many inquiries from dismissed members who want to know more about their rights.

But with the current situation, where no new contracts have been signed, and where the company has not yet secured the options for extending manning on Inspirer, then we cannot go to the company and claim that they shall start to reemploy.

We therefore have to accept that the company right now is hiring on temporary contracts and has more use of overtime work than normal. It is not illegal what they are doing, because this is a temporary need for manning, and the basis for the initial redundancies is still unchanged when looking forward to October.

We have a big understanding for all the frustration this creates for many. We are following the situation all the time, and we will of course claim for re-employment as soon as we have the opportunity.


Some also ask if we can claim for "permittering" but also this will require that there is work at the other end. So at present time this is not possible.

We see a much higher use of third-party employed on Invincible in Grenaa, denmark. This is also a part of the company's original plan, and we must very strongly point out that MAF has no right at all to claim that Invincible shall be manned by MDN-employed during the yearstay. But of course we will prefer that the rig is only manned by MDN-employed, especially considering those who have now been laid off.




Quarantine and compensation
We have not received anything new from the lawyers at IE since we published the last update on the MAF page in May.  https://www.mafsiden.no/home/quarantine-issues-may-22

Last month we were asked to provide an estimate of how many days everyone has been in quarantine in total. We have made a rough calculation and sent it to Industri energi.

The lawyers are working on the case, but we clearly believe that it's still going too slowly.

We brought a number of quarantine related claims into the main negotiations, and again into the mediation. But sadly it was swept aways during the last minutes of the mediation.

Unfortunately, only MAF and one more club, also from Industri Energi, had brought quarantine related stuff into the negotiations, and therefore it was not possible to obtain a majority.

It is important to point out that if we had got something into the protokol, it would only have been valid for future situations.


Overtime trips are often canceled on the day of the agreed departure.
We have received many inquiries about this. HR are contacting employees and asking if they can travel out on extra trips on overtime payment.  But it happens very often that the day before departure they have found another solution, and the agreement has therefore been canceled.

The company is allowed to cancel agreed overtime, without compensating as long as the employee has not reached the place of departure(heliport). But when cancellations  happen so often as we now experience, then we think that we need to change some unwritten procedures for how HR are making agreements with the employees.

We have also received inquiries from some who have been out on their normal trips, and have been asked to stay on board for a longer time. The agreements have been confirmed, the travel plans have been changed and in addition many have also changed or canceled private agreements at home. Then later HR canceled the agreement.

If HR wants to use this practice, then we believe that they at least have to make it clear to each individual when it's a request for overtime and not a confirmation.

We have discussed the case with the company but have not yet reached an agreement.


"Nordea Liv" Pension saving (This maybe only relevant for the Danish)
This case started with inquiries from several members who thought they had been cheated for a "Vesta" pension saving (later taken over by "Nordea Liv")

Based on the feedback we have received, we can now state that this "Vesta" pension saving (today "Nordea liv") was a supplementary pension that employes from abroad received in the years from about 1990 to 1999, if they didn't already had a "PFA" or another pension saving for foreigners.

Until 1999, the criteria for getting the "PFA'' pension saving was controlled by the company. Some got the "PFA" pension already at the time of the transfer to Norway, and others only got it if they later after the transfer to Norway signed a contract with Maersk in Copenhagen for International employment. 

The "PFA "pension saving, became mandatory for all employees living in Denmark, after it was included in Appendix 4 to the agreement in 1999, that the company's total pension contributions must on average be the same per. foreign employed as for

the Norwegians.  (Those who lived in the UK got "Scottish Life" pension savings instead, or maybe other solutions)

We do not find reason to investigate further on this case, but we thank all the members who have blown the dust off their well-preserved documents from the 1990,s to contribute to the clarification.


MAF wishes all our members a good summer, hoping that the current manning situation will soon change for the better.

At full seniority in A1 and 6 years seniority, this is 4.58% plus about 5700.- at night, public holidays and holiday pay on this sum.
37000, - as a minimum is not a bad settlement, so it is said.



But there are several things we did not get. MAF does not agree that the limit for the individually paid was 3.7%, however a minimum of 37,000. This is and will be too low. We had a clear expectation of a minimum of 4.3%, which would reflect the latest bid from the broker.

So to the technical requirements.
MAF had a clear requirement that the employer had to pay if they demanded that one had to travel in their spare time to get to their place of departure earlier. This is clearly aimed at quarantine and testing, but there are also other situations that could then be closed.
Our demand was included until the last round, so we did not get it. What one must take into account in this is that only IE had this requirement and it was MAF and another club that fronted this.

When you then look at the problems that several other clubs have in both chapters 8 and 9.2, as well as 3.7% for the individually paid, this actually had to be voted on.

MAF voted against what then became the final outcome as this did not include our requirements.

3 other clubs also voted against this.

More info on what the settlement itself gave will come.

Have a nice summer.

An agreement was reached with the National Mediator in Oslo.

Here you will find more information from IE´'s website.

 

The negotiations in connection with this year's wage settlement are now for mediation in Oslo. The mediation has a deadline of 24.00 tomorrow Tuesday. The law states that we can not inform until the mediation is completed. We will therefore not provide information until the end of the meeting.

MAF was contacted by Industri Energi(IE) last week where it was asked how many nights you all had in connection with the quarantine since March 2020.

MAF has stipulated this in the first instance as this should only give an estimate of how many overnight stays there had been in our company.

Possibly it would be smart to get an overview yourself and have this clear, how many nights you have not received any compensation for.

We will be back with more info as soon as possible.
 

Frode Larsen, Jørn B Hansen and Bår Inge Pedersen travel to Grenå in Denmark on a rig visit for a few days. We know it's busy on board but we still hope to meet many faithful members.

Here is the speech that Frode delivered at the congress:

Honorable chairmen and members of Congress. 

Under item 3.9, Production, line 606 the following is stated: The petroleum industry must be developed as regards with jobs, climate objectives and the needs of our important trading partners. 

Here I would like to have a new line inserted, but I do not need it as this virtually covers everything we need. 

In plain text, this means that the petroleum industry must be developed and not phased out. 

I think the text already stated is very comprehensive and if it is interpreted correctly, it is quite strong.

 

Otherwise, l support everything that my good friends Eirik Birkeland and Ingard Haugeberg said in their speeches. Very good contributions that reflect our vulnerable industry.

 

Then l would like to thank IE, LO, NHO and the oil companies who stood together to establish the famous oil package in 2020. It saved many jobs and got several projects started.

Leave it that Erna Solberg today publicly admits a mistake in that connection, saying that the oil package was too favorable, because none of us could have predicted what Europe would look like 2 years later. 

When you also bearing in mind the LO Congress' strong statement, it probably does not suit the Conservative Party who at the time wanted to represent this attitude alone - to protect the oil industry. 

 

Much has been said about the oil price and the present situation in Europe and the rest of the world and I believe that we presently are not in position to set an end date for the Norwegian oil and gas production.

Our union is fully aware of what we think about this situation and with the input that Jørn Eggum presented in his speech, about the uncertainty about Europe's ability to resist Russia's blackmail and the power and energy crisis this may lead to, this is not the time for to set an end date for Norwegian oil and gas production.

 

But back to my industry and scope of trade. 

 

Many people talk about stopping the exploration. 

A decision by the Storting will, with immediate effect, throw 10,000 drilling rig workers directly into unemployment and the same goes for many workers onshore. In the long run, there are an awful lot of people who lose their jobs.

They have the best Basic Agreement in Norway, and one of the best of our Collective Agreements.

 

This one's burning like hell. Those who promote this proposal must take the consequences of the proposal very seriously. To stand here in all seriousness to actually think that our organized workplaces should be closed down, at a LO Congress, the biggest workshop scene of them all, is not only disappointing, it is directly painful to listen to. And then, in addition, allow themselves to point to all the "new" jobs for my union comrades that will probably be in line for us ..... Where are these jobs?

Dear Congress, make decisions that we may stand for. 

Develop not wind up. 

Dear Congress, please do not remove our jobs. 

Thank you for your attention.


Here is the speech that Frode delivered at the congress:

 

Our Frode is at the LO-congress. Here is an example of why it is important that we work on several fronts.

https://frifagbevegelse.no/loaktuelt/noe-av-olja-ma-bli-liggende-krever-to-loforbund-tillitsvalgt-steffen-er-forferdelig-skuffa-6.158.879027.c3d68a75ad?utm_source=newsletter&utm_medium=email&utm_campaign=mie310522

The article has not been translated into English by the publisher.

The protocol took time to complete this time, but again managed to get the tax agreement valid for employees in the management as well.

This tax guarantee costs a lot and is therefore not something that comes by itself. MAF is the only club in the NR area which has a similar agreement for employees who work abroad and who can thus be affected by higher taxes. This agreement ensures full reimbursement for all.

The agreement can be found here: https://www.mafsiden.no/protocols

Here is a link to IE´'s website for more information.
 

Today, the wage settlement for those who work offshore started. The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days. From MAF, Frode Larsen, Jørn B Hansen and Bår Inge Pedersen are represented.

It is not allowed to inform while we are negotiating, but we will update as soon as the negotiations are concluded.

Compensation for quarantine in general
At the end of 2021, LO leader Peggy Hessen Følsvik addressed NHO (Confederation of Norwegian Enterprise) to discuss an approach towards the authorities about public compensation schemes.
The inquiry resulted in a meeting where NHO emphasized that the member companies should be able to find solutions internally, and instructed NOG (Norwegian Oil and Gas) to take the initiative for a meeting with Industri Energi to reach an agreement on the process further.
 
The agreed meeting with Norwegian Oil and Gas on compensation for the quarantine took place on 24 March.Industri Energi gave an account of our clear view from the meeting between LO and NHO last autumn where the representatives from the management of LO and NHO agreed stated that NOG had to ensure that the member companies were held accountable in the quarantine case. This means that we can assume that those who have a place at the top of the food chain in the oil and gas industry on the Norwegian shelf will show responsibility when it comes to compensation for quarantine. This as an alternative to involving the authorities in the compensation issue. The representatives of Norwegian Oil and Gas assured us that they immediately will address responsibilities and expectations with their member companies. The parties agreed to meet again on April 7 to discuss the way forward.
 
IE info after the meeting on April 7
As agreed, a follow-up meeting was arranged with Norwegian Oil and Gas yesterday, 7 April. The representatives of the employers' association for, among other things, the operating companies could regretfully tell us that their member companies will not take responsibility for the government-imposed quarantine with subcontractors. From our side, it was naturally stated that based on the signals from NHO and LO, we neither can nor will accept this.We asked NOG to inform NHO about the outcome of the "clean-up" that the main organizations called for.Industry Energy will, from our side, inform the LO leader about the same. We are planning for a dialogue with LO over Easter.
 
MAF may otherwise inform that the matter was discussed at our Annual General Meeting on 18-19 March 2022. Here, a claim was raised that a wording be included in the Collective Agreement which restricts an employer's right to limit the leisure for their employees. This may involve quarantine, as an example. 
The claim was also promoted at NR’s collective bargaining conference on 20 April 2022.
 
 
Compensation for the imposed leisure time quarantine valid from 24 June 2021
The leisure time quarantine is also practiced for fully vaccinated personnel rigs operated by Maersk Drilling Norway contracted to work for AkerBP. This applies to personnel who come from "Countries with requirements for entry quarantine within the EU / EEA, including Switzerland and the United Kingdom (As specified in Appendix A of the Corona Regulations)".
 
MAF claims that personnel who are imposed leisure quarantine to be compensated with lost leisure time for the time they are not at work when they are on the rig.
The claim is applied from 24 June 2021, when version 27.0, "Departure instructions - Handling the corona situation" to AkerBP was applied.
 
The company believes that there is no basis for claiming compensation for the quarantine on board pursuant to the Collective Agreement. 
MAF has therefore prepared a dispute protocol with the company, with an intension to institute legal proceedings. 
 
Compensation for the imposed leisure time quarantine valid from 05 February 2022
AkerBP again introduced the leisure time quarantine on our facilities from 05.02.2022. This with reference to Departure Instructions version 33, point 4. 
MAF claims that personnel who are imposed leisure time quarantine to be compensated with lost leisure time for the time they are not at work when they are on the rig. 
The claim is made valid from 05 February 2022, when version 33.0, «Departure instructions - Handling of the corona situation» issued by AkerBP was asserted.
 
The company believes that the reason why the leisure time quarantine was introduced was to protect colleagues and reduce consequences / outbreaks on board and provide better conditions for mapping close contacts in the event of infection. The instruction was that one should not establish new close contacts outside working hours, hence refraining from using recreational services with a minimum use of common areas outside working hours and meals.
 
The company does not believe that there is a basis for claiming compensation for the quarantine on board pursuant to the Collective Agreement. 
MAF has therefore prepared a dispute protocol with the company, with with an intension to institute legal proceedings. 
 
 
Compensation for Corona test prior to departure. 
Here, we do not completely agree with Industri Energi when they believe that it should only be compensated pursuant to Clause 8 of the Collective Agreement, which states overtime rates for time spent, however, at a minimum of 4 overtime hours. We set the claim a little higher. In any case, Industri Energi has submitted a summons with the said claim in accordance with Clause 8 of the Collective Agreement and we must await the outcome of this. Industri Energi assumes that if they win a verdict on this, then we may use it to achieve the same result. 
The case is scheduled in the Labor Court on 28-29 April 2022.
 
26-04-2022 IE news - Settlement in the case of coronation test prior to business trip
The parties have reached a settlement in the claim for compensation for the time members have spent taking a coronation test in prior to work trips. 
The case concerned that oil workers in several companies were not allowed to test themselves at home before start traveling on their offshore hitch, but they were required to meet at the place of departure in advance, to test themselves there. 
Industri Energi / LO, Safe and their opposing party The Norwegian Shipowners' Association have agreed to resolve the dispute out of court. 
The parties agree that the employees of the defendant companies will be granted compensation with effect from 1 January 2021 for the inconvenience of having to meet ready for work earlier than normal, to take a corona test. The compensation corresponds to two hours of overtime pay per departure.
By this the dispute is considered resolved without the parties having taken a position on the underlying question of understanding the wording. At the same time, the parties agree to discuss a collective bargaining solution for the future, should it become relevant to reintroduce such testing. 
The notified labor law case is requested to be reconciled as a settlement.
 
MAF has discussed the settlement at the monthly meeting on 03.05.2022 
The company claims that the settlement between NR and the employee organizations (LO / SAFE) dated 25 April 2022 does not mean that employees who were quarantined by the authorities are granted compensation for meeting earlier before leaving for offshore for a covid test. 
The company does not see that this protocol should be applied to MDN employees, and further claims that MDN has provided a better compensation than what the settlement dictates.
 
In any case, MAF was not part of the case / settlement because we did not agree with IE. And we had better schemes. We are therefore considering disputing the case.
 
Claim for payment for home testing
MAF claims that our members receive the same compensation as the AkerBP employees have received for home testing in connection with going offshore. This was made valid from 15.12.21. As we see it, there is a requirement for 3 home tests. They receive 0.5 overtime hours for each test they take.
On April 11, MDN reported back that they would not compensate for home testing. MAF has therefore submitted a dispute to the company.
 
 
Illness during the quarantine period and the right to compassionate leave in accordance with Clause 14.1 a, b and c of the Collective Agreement
We have previously sent all the issues to Industri Energi, but they have not taken a position on them. We do not believe it may be right that we lose both collective and statutory rights to leave by having to be quarantined. 
We have tried with local agreements, but the only subject the company has given in to is that you may now report sick during the quarantine period, without them going to deduct from your salary, if due to illness, you have not been able to complete the necessary quarantine before departure. However, we must point out that this is only the practice that the company has chosen, and we have not reached an agreement on the same.
 
In addition to this, we continue to have challenges with compassionate leave in accordance with section 14.1 a, b and c of the Collective Agreement when they coincide with the quarantine period. 
This has also been discussed at our Annual General Meeting, and it is therefore presently a claim for the main settlement 2022 that we must work to get a text implemented to the Collective Agreement, which ensures that it will not have financial consequences if, due to justified leave, may not complete an imposed quarantine period before departure, and for that reason may not travel offshore at the scheduled time. 
The Claim was also promoted at NR’s collective bargaining conference on 20 April 2022.
 
Compensation for claims for quarantine or isolation on the return journey
The company states that this will typically be government-imposed quarantine (which must otherwise be handled by the local infection control office) and they therefore do not believe that they should compensate, even if the close contact or infection with corona has occurred at their installation. 
Industri Energi does not believe we may claim any compensation when it is imposed by the authorities and the company does not want to make a local agreement on compensation for this.
 
 
 
 

The follow up meeting with the Norsk olje og gass took place as planned yesterday, april 7th. The representatives from the employer’s organisation told us that their members did not want to take responsibility for compensating for the government enforced quaranteen periods in the subcontractor companies. It was upheld from our side that we neither can nor will accept this due to the signals given to us from LO and NHO. We told NOG to inform NHO about the outcome of this «cleanup» meeting which NHO themselves have encouraged us to have. Industri Energi will inform LO and will follow up with them past easter.

There is presently a lot of activity going on and we are receiving many inquiries related to   rotations, crew lists, Fredrikshavn and changes.
Intrepid were supposed to have arrived in Frederikshavn a long time ago. The fact that it has not arrived there means that the company has had to change all plans for where the personnel are supposed to be working from now on in April and onwards. The good thing about it is that more of the personnel laid off will retain their job a little longer.
The problems relate quite a lot on booked holidays, childcare and an otherwise general uncertainty. 
We may not say much other than that we have nothing to do with the manning and that we are all employed in MDN (so far), so the company has a clear right to move the employees around. We also know that the company are doing whatever they can do to prevent the employees from getting changes. In any case, there will be someone who must change rig and crew, but it is obvious that if there is someone for whom this turns out completely wrong, feel free to contact the company, there is a lot that may be arranged and changed.
 

Ongoing terminations and Merger with Noble. 
Two sides of the same matter. 
Too many have unfortunately received a notice of termination which applies from 1 April. MAF takes it for granted and expects that the preference right to re-employment will apply to the new company. The Legal department at Industri Energi has not yet been able to confirm all our rights, but this is something we prioritize highly and we see it as our most important task to secure the job for as many as possible.
Stoppage for hiring of hired personnel in Noble must be implemented.
Otherwise, we naturally keep a close eye on the company's use of overtime and temps. We will continuously make sure that as many people as possible have their notice period pushed forward, or even better, removed completely, if otherwise the need for manning changes.
 

AU had otherwise planned a rig visit in week 17 in Frederikshavn to Intrepid. No one may at the present time answer whether the rig will ever be alongside there, but there are neither no other plans known to us. The alternatives as we see it are to stay out on the field or to enter Norway. We just must wait and see. 
Otherwise, we will do our best to meet with members elsewhere (Invincible in Grenaa and elsewhere at hotels and heliports).
 

Otherwise, there are many open cases, quarantine and compensation take their toll. 
Regarding questions on compensation for the quarantine issues, a meeting has been agreed between IE and Norwegian Oil and Gas (NOG) on 07.04.22, to discuss the way forward. 
We are a little uncertain whether they will discuss both the government- and operator-imposed quarantine, but we know that NOG will take responsibility towards their member companies, ie the oil companies. 
Then it will be a question whether they will step up to share their profits with those who have worked a little further down the value chain.
In our aspect we think that it is in place with compensation when everyone in Equinor receives 10.2% of gross salary in bonus for last year.
1,300,000,000 will be paid out as a bonus, in this company only.
 
There will be new and updated info about the quarantine cases in general when we have received the latest news from the meeting between IE and NOG.
 
Other activity: 
-We have planned a new meeting of the Board on 04-05.05.22. 
-AU will attend a collective bargaining conference with all the other local branches on 20-21.04.22. 
In this matter we have got a clear mandate from the Annual General Meeting what we will claim. 
This year a main settlement will take place, ie that it is not just a question of money, but additionally the text of the Collective Agreement may also be changed. We bring along several good proposals for improvement.
 
Please feel free to mail members of AU directly: 
maf.frode@gmail.com
jornbhansen@gmail.com
baari.p@online.no
 
post@mafsiden.no may of course be used as well, but on this address we are not online all the time.
This email address was previously observed by our secretary who is no longer employed by MAF. 
Otherwise, you will find all the email addresses of members of the Board at www.mafsiden.no.  
 
News on mafsiden.no: 
At the Annual General Meeting we decided to send out an e-mail to all members when we have an update on mafsiden.no. The technical solution for this is under constrction. 
 
Wish all of you a happy Easter, both at sea and onshore. 
 

Here are links to IE´'s websites and Facebook:

https://industrienergi.no/nyhet/krever-kompensasjon-for-koronatest-pa-fritiden/


https://www.facebook.com/127013601165/posts/10159647695686166/

The announced meeting with the employer’s association Norsk olje og Gass took place 24th of March as planned. We made our opinions clear regarding the obligation put on the NOG members, by the leadership of both LO and NOG in the meeting between themselves last fall. These expectations are that we should be able to expect that the companies at the top of the food chain in the Norwegian oil and gas industy should show responsibility in this issue, as opposed to involving the authorities in the question of compensation.

NOG ensured that the responsibilities would be relayed to the members promtly and we agreed upon getting together on the 7th of April to discuss the way forward.

A very successful Annual General Meeting with a total of 25 shop stewards attending at the Clarion Hotel in Stavanger. 

4 guests were invited.

 Annual reports, accounts, incoming cases, etc. were processed accompanied by very good discussions and decisions.

 Here is a brief excerpt:
- Jakob Korsgaard informed about the state of the company.  
- Robert de Vries from IE presented an update on the MAF issues pending at IE.

- Language was a topic, MAF will always comply with the regulations. 

- MAF info on the web site. It was agreed to submit an email to all members when there had been a news update. 

- The quarantine issues. A good discussion at the meeting. We will post a full update on the status in a separate info containing a lot of information. Also, there probably  will be a meeting between the parties these days.  

- Action plan for 2022. Everyone attending probably agreed that the merger with Noble was the main topic. 

- Claims for wage settlement. Apart from the fact that we claim a general high percentage supplement. It is very important for MAF to promote the position 
Hydraulic to group A. New text to be inserted to avoid legal actions from employees,stating and clarify an employer's obligation to compensate and pay if they want to make use of our free time, whether this is offshore or onshore. 
Crane operator and AD are also positions we claim to be promoted in the matrix. 
A very good session was arranged with group work where a lot of proposals for wage the wage settlement were received. The MAF claims are submitted to Industri Energi.
We may not publish our claims for the wage settlement here, the claims will be processed through the IE Negotiation Committee before it is presented to the shipowners on 18 May.

It is with a heavy heart that we will now try to put into words what has taken place lately.
Many have written to us and asked for information, if we could not possibly come up with a progress plan, etc. It has been very difficult to inform, without at the same time having to tell that the present condition would virtually end up with mass redundancies.

Some history:
This autumn, after we finished the previous round of dismissals, we were aware that 2022 would be difficult in terms of contracts and activity.

What we were facing was that at that time we were promised that Invincible would have full manning during SPS and upgrading. No one mentioned anything about lay-off and Q4 in 2022 before it should have full manning. We were predicted that Intrepid would have a stay of about 3 months and MDN planned with individual rig lay-offs. The only challenge here was that we had to make the company aware that this must be of a duration of less than 12 weeks so that one could have individual rig lay-offs and not a full re-location of personnel. 

Reacher and Integrator were to exchange positions, there would then be a few more positions on Integrator. So, in overall we would manage well over the summer. The drilling on Inspirer would at least go on until October 2022, so there was time for the rig situation to change for the better.

In January, we were summoned to a meeting where we were told that Invincible would not have the type of crewing that we were envisioned. This changed everything, absolutely everything.

Then the personnel were to be moved around between the rigs, and we were then told that when Intrepid was to be docked alongside (of course in DK because we do not decide in Norway). Already at the end of January, the company would then have discussions on the matter this, but there was too little time. At this time, we knew nothing about the size of the crews on either Intrepid or Invincible alongside at the quay. February arrived, the company worked in high gear to find solutions / lists / crews and we were then called to a meeting on 21.02.22 to discuss the matter.

At the meeting, we were presented with a plan in which 135 were considered dismissed, 60 people with effect from 01.03.22, this due to long seniority. The rest in March. Damn ... This hurts.

45 people were to stay on board Intrepid in Frederikshavn, SPS on Invincible had received some manning, some on the Hybrid upgrade and the rig would actually be completely without Norwegian crew until Q4 when it was to return to Norway. 

We then had to see how this would look like in connection with what will happen in the future. Rig-wise lay-offs were claimed, which would be very confusing. Yes, we would have the dismissals postponed until 31.03.22, but in this case people would be laid-off and then be dismissed at the same time. Hard against hard, we claimed that all dismissals be postponed for a month and claimed that they be enforced from 31.03.22 at the earliest. We have achieved a Resource Pool of 40 persons. We are then down to about 350 employees left in Maersk Drilling Norge AS plus the Resource Pool.

A total of 135 people will be considered dismissed this time, people with more than 15 years of seniority in the company are now called to 15.1 meetings. MAF will of course assist all members who want assistance at these meetings. Just let us know when you are notified by the company about this. Otherwise, contact us if anything should be unclear.

Read the protocol, it is an incredibly complex situation where many people must have to change the rig, into an Extra competence pool for a period, back to the rig, and then not necessarily returning to where they started out. 

It is very confusing, but the company is also aware that there may be many who need a review and a more in-depth explanation. What we can say with certainty is that the company has done everything they can so that everyone could have predictability and that they have tried to move as few personnel as possible.

But there is more, of course there is. What about the merger between Maersk and Noble during all this? 

You may not get around this when you then see that we will end up with so many redundancies at the time for "closing" has been set. They're talking about July 1st, but this is not something you can relate to. Will this not provide jobs?

Does Noble not hire people in today? 

What about my seniority in a new company? 

What about my priority right for 2 years pursuant to the Collective Agreement? 

Will it apply in Noble? 

Etc ......

All of this we will have to revert to, but we may tell so much that everything that concerns the merger there is nothing to inform about yet. The Norwegian Competition Authority puts an end to everything. None of us may talk to "Noble in Norway" today if they will need personnel later on, etc. There is nothing more tell than what is said from the central parties in Town Halls from Jørn Madsen and co ..

We are not allowed to discuss anything at not our level, neither HR nor our boss Jakob Korsgaard can influence anything yet.

What we may say is that we claim, and the company agrees, that the preferential right is stated by the Collective Agreement, but legally we may not say with certainty that this will apply in the new company which will then be called Noble Corporation. Lawyers in IE are on the subject, and this is something MAF is going to fight for, rest assured.

What will take place ahead? 

What happens first is that everyone who is considered dismissed will be contacted by the company next week and then the 15.1 meetings will start from Monday 7 March. 

MAF will otherwise in a very short time come up with a timeline as we see the situation ahead. 

We Asks for understanding that we have not been able to inform about all of this previously.

You will find the protocol on mass redundancies here, and the agreement on yardstay for Intrepid here.
 

Since Monday this week, we have been in constant negotiations with MDN regarding a challenging situation we have found ourselves in.

We have to ask for even more patience and we expect a final clarification during tomorrow, Thursday 24 February. Then comes a complementary information from our side.

The agreement is similar to other agreements we have had before.

Here you will find all relevant protocols
 

AkerBP protection requirements for travel offshore 
AkerBp has informed that they will introduce protection requirements for everyone who travels offshore to their installations and rigs operated by them.

The protection requirement means the following pursuant to the Covid-19 regulation: 
1.    Has been fully vaccinated against SARS-CoV-2. 
2.    Has received the 1st jab of vaccine, lasting from 3 to 15 weeks after vaccination. 
3.    If approved laboratory method has tested positive for SARS-CoV-2, with duration from end of isolation to 12 months after test date

Both MAF and the company must comply with the law regarding this. The same applies to AkerBP, where Industri Energi has been strongly critical of the process they have used, without the involvement of either the local union branch or the safety service.

https://industrienergi.no/nyhet/kritisk-til-aker-bps-prosess-for-a-innfore-krav-om-koronavaksine/

At our monthly meeting the company informs that they will evaluate how this should be handled, and that they will have a further dialogue with us and the safety service.  

We believe that many questions and a lot of law must be clarified before such an initiative may be implemented, and we have, based on the joint Team’s meeting which was held with IndustriEnergi last week, subsequently received some legal advice from the group IndustriEnergi have established   to assess the subject in full.

Nothing in the law is completely black and white and there are many opinions and aspects. However, we see it as our most important task that all members are treated correctly, whether they appear fully vaccinated or whether they can document that they have had corona according to the Covid-19 regulation, or whether they do not want to state their status. 

Particularly the latter is the major challenge, and also the point on which IndustriEnergi is strongly critical to, in relation to §9 of the Working Environment Act.



Merger with Noble Drilling. 
On this subject we have nothing new to report, and refer to previous general news from December 2021.



Nordea Liv Pension
This concerns an older pension agreement from approx. mid-90s, which some MDN employees with foreign residences have savings in. But it turns out that it seems random who has the savings or not.

Some time ago we approached the company requesting an explanation. They have contacted the insurance broker who is presently looking into the matter. We have also been in contact with the same insurance broker and he is now trying to procure the old agreements.

We have previously asked some of our members if they may remember anything, and we have also received a few answers which have been passed on. Some believe that we had an agreement at first with Vesta, and that this agreement was later transferred to Nordea.



MAF Annual General Meeting 2022 
An overwhelming majority of the Board agrees that we postpone the annual meeting, hoping that we may arrange a physical meeting.  

The AGM MUST IN PRINCIPLE be arranged before the end of February, but the National Executive Board of IndustriEnergi may grant permission for the AGM to be further postponed.

We will, in consultation with the MAF Board, assess the situation on an ongoing basis. The existing Board is in office until the Annual General Meeting is arranged.

We are entering a year of negotiations on a full wage settlement, and of course quarantine and compensation will also be a theme at the AGM, resulting in various claims for the settlement. This will include a follow-up on the various cases of quarantine.



Compensation for quarantine in general. 
Of course, many have asked about the cases, and we have just received this update from IndustriEnergi:  

As previously announced, LO leader Peggy Hessen Følsvik approached NHO to discuss an inquiry with the authorities about public compensation schemes. The inquiry resulted in a meeting where NHO emphasized that their member companies should be able to find solutions and instructed Norwegian Oil and Gas to take an initiative for a meeting with IndustriEnergi to reach an agreement on the further process.

Unfortunately, Norwegian Oil and Gas has changed leader resulting in a tightening of the meeting activity before Christmas. Unfortunately, it has taken a long time to set up a meeting for a follow-up. Now, however, it is agreed to meet in mid-February to discuss our claims.



Compensation for leisure time quarantine which is not imposed by the authorities. 
As previously reported, we have claimed compensation for all leisure time quarantine valid from 24 June 2021. 

We had another meeting with the company again last week where we did not reach an agreement. We are therefore now preparing for a dispute with the company, which in turn will be submitted to IndustriEnergi for further processing.




Compensation for Corona test before departure.
We do not completely agree with IndustriEnergi when they believe that this should only be compensated in pursuant to clause 8 of the Collective Agreement, which states overtime for time spent, however, for a minimum of 4 hours overtime. We set the claim a little higher by requiring it to be regarded as part of the period on board. In any case, IndustriEnergi has submitted a writ of summons with the said claims in accordance with clause 8 of the Collective Agreement and we   await the result of this. IndustriEnergi assumes that if they win through a verdict on this, then they will be able to use it to achieve the same result.




Illness during the quarantine period and the right to leave of absence in accordance with clause 14.1 a, b and c of the Collective Agreement
We have previously submitted all the issues to IndustriEnergi, but they have not taken a position on them. Of course, we do not believe that it may be right that we lose both collective and legal rights to leave of absence by having to be quarantined. But when it is not legally decided what a quarantine day should be defined as, and when there is nothing mentioned about quarantine in the Collective Agreement, then the Company may apparently continue to make its own rules and pretensions on how they will handle this.

Of course, we have tried with local agreements, but the only thing the company has given in to is that you may now report sick during the quarantine period, without the company deducting from your salary, if you due to illness, have not been able to complete necessary quarantine before departure offshore. And you also no longer must make changes to your rotation or owe days to the company. But we must point out that this is only the practice that the company has now chosen, and therefore not something we have an agreement on. And in addition to this, we continue to have challenges with leave of absence in general according to section 14.1 a, b and c of the Collective Agreement when they occur during the quarantine period.



Compensation for requirements for quarantine or isolation on the journey home. 
The company states that this will typically be authority-imposed quarantine (which must otherwise be handled by the local infection control office) and they therefore do not believe that they should compensate, even if the close contact or infection with corona has occurred at their installation. IndustriEnergi does not believe we can claim anything as when it is imposed by the authorities. The company does not want to make a local agreement on compensation for this.

If you have tested positive while traveling to a hotel or reporting point.  

The company points out that the reporting point is the heliport, but exceptions to this may be assessed through dialogue. 

If you travel offshore on overtime, however, MAF will recommend that you make an agreement with your coordinator first.

The company reminds that you must contact both the local infection control office and your own doctor for a medical certificate if you test positive. It is mainly your own doctor you are supposed to use, but in special cases you may seek help from the occupational health service. You may also use the departure medic on duty for advice.



In general, on all quarantine cases, we like to state the following:  
On all of our claims related to quarantine or compensation the company believe that none of this is regulated in our Collective Agreement. This has been the fact all the way and it turns out that the company ONLY pay for what may be re-invoiced to the operators or the Norwegian state. 

MAF can do nothing but dispute this and ask others for help, because MDN will not pay.


 

AkerBP has announced that it will introduce protection requirements for travel offhore. 

By protection they mean fully vaccinated against Covid-19, or that you have received the first vaccine dose (lasting 3-15 weeks), or that you have previously been confirmed positive for Covid-19 (by approved laboratory method, with duration from isolation until 12 months after test date).

This shall apply to everyone who travels offshore to AkerBP's installations and drilling rigs on AkerBP's contract.


IE has stated that they are highly critical of the process.

https://industrienergi.no/nyhet/kritisk-til-aker-bps-prosess-for-a-innfore-krav-om-koronavaksine/


We have participated in a TEAMS meeting with Industri Energi together with all other local branches that may be affected by the decision. 

Nothing new came out of the meeting, but everyone has reported their concerns and challenges on the subject. IE states that they have established a working committee which will assess all the legal issues and provide advice and instructions.

Whether the companies may force employees to get vaccinated and whether they may force employees to state their vaccine status is not clear, but it is of course a subject that IE must present their opinion on and take a stand to as soon as possible. 

This concerns the entire industry and must be resolved by the central parties and we need quick answers. 

We will revert with more info as soon as there is news on the subject.

Merger with Noble Drilling 
We have been in a new meeting with the company. But - as expected - nothing new has come out since the announcement of the merger November 10th. Many ask if there is any cause for concern. Basically, you may say that we keep our jobs and seniority, and we retain our Collective Agreement. Furthermore, there is also legislation encompassing this rig activity that secures our rights in the event of a transfer of undertaking and merger. The challenges probably come more in all the local agreements we have established with the MDN over the years. But no one may at this point time, predict what the new management of Noble Drilling will challenge us on. We will claim employee participation in everything we find relevant, and otherwise be prepared for everything. We will present news as soon as we know more.


Pension Insurance Scheme for Seamen (PTS) - post-payment
As previously stated, we have reached an agreement on a scheme for post-payment of PTS, and the company is presently supposed to have submitted e-mails to all personnel encompassed by the scheme. We have also received confirmation that the agreement also applies to those who have already started on the PTS.


Nordea Liv Pension 
This relates to an older pension agreement from approximately the mid-90s, in which a lot of MDN employees with foreign residences have saving rights. But it now turns out that not everyone residing abroad and who was employed at the actual time, have participated the savings scheme. Following initial inquiries earlier this year, we asked the company to explain why some have this pension savings while others do not, even though they were employed at the same time and on the same terms. The company has not yet been able to explain why, and they have instead contacted the insurance broker. We subsequently approached the broker on the matter during a meeting on pension agreements in general. He will look at the matter.
If anyone else should remember something, or perhaps even better, have an old contract where the pension agreement is stated, it might be of a great help to get this settled.


Meeting on Pension Agreements in general 
We have had a meeting with the insurance broker where we have reviewed all the Norwegian pension agreements. He encourages us to provide input on how our agreements can be made better understood and how we may get it more easily communicated. 
On the same occasion, we also asked to have all our agreements updated on the Insurance Portal. Of course, he will also look at this.


MAF - Annual General Meeting 
We are still planning for the Annual General Meeting in the Stavanger region on 28-29 January, with a meeting of the Board the day ahead. But the corona situation may present us with challenges in being able to comply with the plan. If we book a hotel and later must cancel, it will cost us money, so we await the situation. Our position remains that we must do our best to be able to arrange a physical meeting, and we will, in consultation with the Board, assess the situation again in early January. 


Compensation for quarantine in general 
This case is now split into two cases, respectively government-imposed and company-imposed quarantine. Unfortunately, there is still not much news from IE, but what we do know is that there are talks at government level and as previously mentioned, Prime Minister Jonas Gahr Støre was also confronted with the issue of compensation when he recently spoke at IE's National Congress. The question was not answered, however, but he will be reminded of the issue. Read more here: https://www.mafsiden.no/home/quarantine-compensation-


Compensation for corona test before departure offshore
MAF believes that the time the employee may spend on the Covid-19 test must be considered as part of the employee's period on board and be compensated accordingly. 
Industri Energi does not agree with us and has therefore rejected to support our claims. IE believe that tests must be compared with meetings and consultations, and thus be compensated in accordance with clause 8 of the Collective Agreement, which states overtime for time spent, however, with a minimum of 4 overtime hours. Industri Energi has on 2 December submitted a summons with the said claims assuming that if they win in a judgment, we may use it to achieve the same in MDN.


Compensation for leisure time quarantine which is not imposed by the authorities 
Back in August, MAF has made a claim against the company for compensation for all leisure time quarantine offshore valid from 24 June 2021. We believe that it must be compensated with rates for lost leisure time for the hours when no work is carried out. 
The company has still not taken a position on this. But if they do not want to compensate, or still do not respond, then we will bring the matter further.


Quarantine stays and the right to leave of absence in accordance with clauses 14.1 a, b and c of the Collective Agreement 
MAF believes that the company many times during the pandemic has broken with the Collective Agreement clauses 17.3 and 14.1 a, b and c, when they have deprived employees of the opportunity to report sick during the quarantine period, without causing any consequences moneywise when they have deprived employees of the right to employer-paid leave of absence when the need for the leave has been wholly or partly during the quarantine period. 
However, it must be said that the company later accepted that employees could report sick during the quarantine period, without this causing any consequences. But this was not asserted retroactively for those who had already been affected in one way or another.
We have previously submitted all these issues to Industri Energi, but they have not taken a stand on them yet. We have probably had a presumption that if there could be a judicial decision on what a quarantine day should be defined as, against both the Collective Agreement and the Working Environment Act, then the actual cases could possibly be solved accordingly. But if there is no real definition of what a quarantine day really means related to work/leisure purposes, then the case must be re-opened as a separate case. The problem is probably just that it may be difficult to get settled without first having a decision in the main case. We believe that it may not be right that we both lose tariff and legal rights by having to sit in quarantine. And this must apply regardless of whether the quarantine stay is imposed by an authority or a company.


The election to the MAF Board is underway 
Remember to exercise your right to vote. Contact MAF if you have not received an e-mail with a link to the election.

He gave his speech at the National Assembly and after this it was possible to ask questions.

On behalf of the Covid-19 committee we have in the association, the leader of the shelf association in Equinor, Per Steinar Stamnes, raised this in one of many posts. There were many who had questions for the Prime Minister and his government.

Per Steinar Stamnes said, among other things, the following:

-Those of our members who live outside Norway have received an extra burden, both personally and not least in relation to their family when they were imposed 10 days quarantine before the work period and 10 days after the work period before they were allowed to return home. They barely managed to be home before they had to travel to a new quarantine. Without being compensated for lost leisure time, Stamnes continued.

The challenge he gave Støre was:

- I hope you and your ministers can help compensate for the strain these people have had to bear, he says.


This was not answered by the Prime Minister from the rostrum when the Prime Minister spoke at the end, which we are disappointed but can also have an understanding that this can not be resolved via a speech from a representative in the National Assembly.

We will send an email to the Prime Minister's office and remind him of the issue that was raised.



x Translated from Norwegian to English by Google translate

If you have not received this e-mail, first see if it has ended up in the "spam filter", then contact MAF at post@mafsiden.no.

Use your voting right, good luck.

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.

First of all. MAF has not been aware of this merger other than rumors that have been circulating.

As we have probably all heard, a press release was sent out early today that Maersk Drilling and Noble merge into one company. You can read more here:

https://investor.maerskdrilling.com/static-files/f03310d2-a103-4da8-a7e5-b25a5354f843

https://www.maerskdrilling.com/news-and-media/press-releases/maersk-drilling-announces-agreement-to-merge-with-noble

There has been one "Townhall meeting" which was broadcast live from Copenhagen at 09.30 today. For those of us who work offshore, it will be like today, but we will probably change the logo on the coverall. For the land organizations, something is unclear at the moment. What is clear is that the head office will be in Houston and that Stavanger and Dubai will be hubs in the future.

The merger is intended to take place during the middle of 2022 and until then it will continue as a completely independent company. This means that we will continue as today in all stages until the merger is real sometime in the middle of 2022.

Then MAF will inform more as soon as we know something that is of general interest.

Integrator without contract - Status of the terminations 
As previously informed, the discussions were held on 22 September. The protocol may be found here:  https://www.mafsiden.no/protokoller/dagsaktuelle-protokoller

The Resource Pool has been deliberately reduced to a minimum to increase the possibilities for re-employment if someone should have reserved themselves against the transfer to REPSOL. An opportunity that has now expired, and which probably would not have been useful for re-employment anyway, due to the new situation where Integrator is terminating the contract.
The reduced Resource-pool has also been the reason why we have accepted the use of increased number of hired personnel than usual.

At the discussions, we managed to increase the Resource Pool up to about 53 employees. This number, combined with the fact that at that point in time there were several vacancies in different categories on the rigs. These facts in turn resulted in the following number of redundancies:  

There were 34 redundancies, plus 9 who had their employment contract terminated before they had started working. 

Out of this these numbers 22 were members of Industri Energi. This is a relatively low ratio of members compared to normal standard, but it is probably caused by the fact that many have only been employed for a very short time. The company states that the number of supernumerary international employees are transferred to their parent company.

WEA 15.1 meetings have been held and those affected have received their notice. 


Hiring of Floorhands
Floorhands are still being hired. But this is a transition period until the Integrator is downsized and the Resource Pool thereby is filled in as agreed.  


Temporary Aker BP Electrician at Maersk Reacher 
The company has borrowed an Electrician from Aker BP who will assist for 300 hours to cope with outstanding maintenance on Aker-Bp and SLB equipment on board Reacher. For this reason, we have received a lot of inquiries from members who are wondering why this is happening right now, where redundancies are taking place. The company has pointed out that the Electrician will not work on Reacher's equipment, but only on Aker Bp and SLB equipment. MAF will of course follow up on the situatuion, but we will also point out that no Electricians or ETs have been fired in this round of downsizing.


Meeting activities: 
We are planning a meeting for the MAF Board on 17-18 November. Unfortunately, we have found it necessary to postpone the conference for shop stewards which is usually taken place in October/Nov until the spring. The postponement is due to redundancies and upcoming transfers. We hope that the shop stewards who are transferred will stand up anew for their new teams, and preferably soon enough being able to attend our Annual General Meeting, which we plan to arrange in Copenhagen on 28-29 January 2022. The MAF Board will meet a day ahead. 


Personal password:
Again, we have received inquiries that some are being asked to lend out their personal password, both to service personnel and employees who come offshore to replace or to assist. The company fully agrees with us that the passwords are personal and should not be submitted to others.  


Pension Insurance Scheme for Seamen (PTS) – Post payment
As described in the last MAF info, after many discussions and negotiations, we have finally reached an agreement on a scheme for post-payment of PTS. We are working on drafting a protocol on the agreement. The company will shortly issue a letter to personnel concerned. 


Compensation for leisure time quarantine which is not imposed by the authorities   
MAF has submitted a claim for compensation for all leisure time quarantine for offshore personnel valid from 24 June 2021. We believe that this quarantine must be compensated according to the Collective Agreement’s rate for lost leisure time for hours when no work is carried out.   


Quarantine compensation 
We may probably not write a general newsletter without mentioning the quarantine cases. But, unfortunately, we have not any more news since Industri Energi on 27 August arranged an information meeting at TEAMS, where the biggest news was that the case is now split into two separate cases – respectively government and company imposed quarantine. More from this meeting may be found here.
https://www.mafsiden.no/home/quarantine-information-from-maf-


Transfer of undertaking to REPSOL
From the start of this process, we have been in ongoing dialogue with our lawyer at Industri Energi to ensure that everything has been correctly handled pursuant to the Working Environment Act's regulations on transfer of undertaking. It should be mentioned, however, that we have not been fully comfortable with the process as we have not been informed of all details about salary, working conditions and pension etc.  

Another problem is related to the Contractual Early Retirement Pension Scheme -AFP. You must have been employed by the company for 7 years to be entitled to the scheme of AFP. Further, the age limit for employment with REPSOL is 65 years, which means that if you are 58 years or older by the time of transfer to REPSOL, then you will not reach the right to receive the benefit of AFP.   

However, it is important to point out that we do not earn the right to AFP as offshore employees in MDN, but it will of course be a big benefit for those who may achieve it. You may read more about AFP here: https://www.nav.no/no/person/pensjon/avtalefestet-pensjon-afp/avtalefestet-pensjon-afp-i-privat-sektor-fra-2011

Furthermore, it appears that those who live abroad may receive less pension savings, compared to the agreement they have with MDN (which is in accordance with the Collective Agreement's appendix 4 on pensions for foreign employees.

We have also repeatedly asked REPSOL why they will not pay travel expenses for those traveling from abroad. The answer has simply been that they do not pay for it. MAF has no right to negotiate with REPSOL. So, we have unfortunately not had the opportunity to do anything other than note the answer, and thus leave it up to the new Board to promote the claim to have travel expenses covered - from abroad also.   

As previously mentioned, we believe that it is a violation of the Working Environment Act that all personnel who are now being transferred have lost the right to reserve themselves against the transfer until receiving an answer to all the requested information.

We have therefore submitted the following to the company:  
MAF believes that the obligation of information pursuant to WEA Chapter 16 has not been fulfilled regarding the process of transfer of undertaking of Maersk Inspirer from MDN to Repsol.   

Special emphasis is put on §16-3 Right of Reservation etc. pt. 2. An employee who opposes the transfer of the employment relationship to a new employer must notify the previous employer in writing of this within the time limit set. The time limit may not be shorter than 14 days after information pursuant to § 16-6 has been provided."   

§16-6 States that the previous and new employer as early as possible shall inform the employees affected of the transfer, cf. §16-1. Special information shall be provided on matters mentioned in §16-5, second paragraph, letters a to f. We may not see that the conditions in §16-5, second paragraph, letters b to f, are met. This is justified by the fact that the final date for the transfer has not been set. The legal, economic and social implications of the transfer for the employees have not been clarified. The employees are not fully informed about what changes in the Collective Bargaining Agreements will constitute for the individual.

We claim that the deadline for the right of reservation and / or the right to choose cannot be set until at least 14 days after the information that the previous and new employer is required to provide to the employees has in fact been communicated in full, cf. §16-3 second paragraph.   

Should you be in doubt about the right of reservation and the right to choose, and what the difference is, you can read more about it here:  

https://www.lo.no/hva-vi-mener/lo-advokatene/nyheter-fra-lo-advokatene/valgrett_should_i_stay_or_should_i_go/?fbclid=IwAR1s6jfGMC4x255zPbxpfhQQTTqMBr4c_W0UT_uatNUAD9eUxUey5P98uA8

We hope that everyone will support the new Board so that we may have an IE local branch with the right to negotiate in REPSOL. And we also hope that everyone, after all, will have a good job at Inspirer with the new owners.


 

Today, September 22, we convened for discussions with Maersk Drilling Norway (MDN). The reason for the dismissals is that the commercial situation in Norway is challenged in total. Maersk Integrator's contract with AkerBP is expected to be terminated at the beginning of November and the rig will subsequently be moved from the Norwegian shelf.  
  
Individual discussions will shortly be implemented with those who are considered dismissed (AML 15.1). The company states that approximately 34 employees are being considered for dismissal. 
  
We agree that the size of the Resource Pool will consist of approximately 50 employees.   
MAF will assist in all individual discussions for those who are members of Industri Energi (IE). These discussions will mainly take place digitally. 
 
Then it is only for us to regret that it turned out this way, we hope that the contract situation improves as soon as possible.   

The protocol is attached. 
 

DMO Certificate of Trade for residents abroad
MAF has for a long time worked with the challenge that it is not possible for residents abroad to obtain a Certificate of Proficiency for the position as Drilling and Maintenance Operator (DMO) in Norway. Now it seems that something is happening in the matter. Below, read extract from a letter sent from the Co-operation Council for Vocational Training (SRY) to the Tax Administration:

Registration for the Trade- and Apprentices’ Final Examination Test for trainee candidates without permanent residence in Norway. 
SRY has received reports of concern about foreign workers who commute from Sweden, Denmark and the United Kingdom and who are citizens of these countries. Especially from Denmark, there are a lot of employees who have worked for a long time as unskilled workers or with an "irrelevant Certificate of Trade for their position" on the Norwegian shelf. SRY experiences that many foreign workers who commute from abroad want to be able to sit in for the Norwegian Trade and Apprentices’ Exam through the Trainee Candidate Scheme (Education Act § 3-5).

The issue has previously been raised with the Directorate of Education, which in a letter to the Entrepreneurs' Association in 2015 (attached) points out that the issue must be decided in accordance with the Regulations on Population Registration. These regulations are administered by the Tax Administration, and the Directorate therefore requests that the inquiry be directed to the Tax Administration. 

SRY wishes to follow up the above-mentioned issue and requests an assessment of foreign employees' the opportunity to register for an exam and present oneself for the Norwegian Trade and Apprentices’ Test through the Trainee Candidate Scheme.  


High Pressure Course for Hydraulics 
It has been decided through the Training and Competence Group that a high-pressure course for Hydraulics will be set up.


Communication with HR Gdansk 
MAF receives messages from all the rigs that communication with HR in Gdansk is quite challenging. We are following up on the matter with the company on an ongoing basis and if there are disagreements that are difficult to resolve, every individual must of course get in touch with MAF.   


Pension Insurance Scheme for Seamen (PTS) payment in arrears 
MAF has reached an agreement with the company on a scheme for post-payment of PTS. Personnel concerned will shortly receive a letter from the company with further details about the agreement. 


Status on personnel situation
Much could have been said related to the subject of the manning situation during this year.
Will try to make a short summary.  
In February we were "onboarded" in 2 big projects called "Alta" and "Horsetrade".  
To do so, Frode, Bår, Jørn and Anders had to sign a declaration of confidentiality.  
"Alta" was the relocation of many positions in the office to Poland and "Horstrade" was the sale of Maersk Inspirer to Havila, and to be operated by Repsol.   
The "Alta" project has been described in a previous info.   

The sale of Inspirer made it very challenging for us onshore in that we could not talk to anyone about subject, at the same time as we did whatever we could so that the company did not hire more people into an already almost empty Resource Pool. 
The reason why we wanted as many jobs as possible to be vacant was if there were many employees who would use their right to reserve themselves from joining Repsol. At a transfer of undertaking, the individual employee cannot choose to continue in their company (ie MDN). This means that if you make a reservation, you can only continue in MDN if there were vacancies, no matter how long your seniority is. By reserving and there are no vacancies, you are terminated from the company without even a notice period. At the same time, we were short on personnel, and we had to start manning Reacher. Lots of overtime, hiring, temporary crew, etc. during this period. 

We felt that we had to try to make sure that there were vacancies in a Resource Pool, if, for example, an Engine Mech with long seniority in MDN would not accept a transfer to Repsol.   

Regardless, the day arrived. On 27.05.21, the sale was published, and this meant that everyone who at that time was affiliated to the rig and held the longest seniority on board, calculated from the time the rig left Grenå in Denmark (September 2018), would be those covered by this transfer of undertaking. The selection criteria were formulated in cooperation with a lawyer in IE, who had also signed a separate declaration of confidentiality so that we in MAF could have someone who assisted in this process. We looked for ways to facilitate this by creating an Interim Board, consisting of those who were company and place-shop-stewards on board Inspirer after all info became public.

No, we did not tell this to anyone, or were not involved in anything concerning the fact that some were transferred to or from Inspirer, this is just to state a fact.                                                                                                                       
Then the day arrived when the individual employee had the deadline to make their reservation.  

No one reserved themselves. MAF is very pleased and hopes that we helped make this happen. We have spent a lot of time on this, to get to know all the regulations, right to choose, read judgments from the court system, many meetings with the company and IE, to be best prepared if someone should need assistance.  

We lose many good colleagues, several from the Board of MAF, local shop stewards and very capable people from the safety service as well as all other good friends and colleagues, but we fully understand them. 
If everything is not in place in Repsol yet, we hope that this comes before long and we are very confident that this will be very good.  
Which one of us can or will have a job for the next 10 years?  
We wish you all best of luck in your new company.  

This brings us over to what is the complete opposite. 

To top all the above, we were informed that Maersk Integrator did not receive the contract with Repsol, which was clearly in the basic plan that HR had related to the manning of Reacher etc.  

We have been called for discussions on subject of mass redundancies, and the paradox is that resulting from Integrator not getting the contract, the company must dismiss people who have received their first fixed start date for work for the company, but who have not started in the job yet.   

We will inform about these discussions separately in relation to the numbers, etc.   

New information meeting with IE on the quarantine cases:   

Friday, August 27 2021, Industri Energi arranged a new information meeting on TEAMS.

Jørn Erik Bøe from Industri Energi informed about the course of events so far and the plan for the future.  


Government imposed quarantine  
LO has consulted a professor of labor law to scrutinize our rights. This has been very time consuming, and the very short conclusion must be that we do not have any regulative agreements or protocols that give any right to compensation for quarantine, but that we may instead have some basic rights as individual workers to be compensated when the state imposes quarantine on us. Likewise, employers have some rights in such force majeure situations, which may mean that the state may or may not compensate financially if they decide to do so.

The subject has been submitted to LO, and both the former and new president of LO, Peggy Hessen Følsvik, has taken interest in the case. 

NHO and LO will now have a new meeting on the subject, to ensure that all the information is correct before they go ahead and submit it to the Government. Deputy chair Lill-Heidi Bakkerud, from IE, will participate in this meeting to ensure that all aspects are attended to. After all, it may be good news for our case if all state-imposed quarantine can end up being compensated by the state. We will of course update as soon as we get any news.


Company imposed quarantine 
As for the quarantine imposed by the company, those cases are processed separately from the cases imposed by the government.

IE experience a number of challenges in getting the legal department in LO to accept all these collective cases. But efforts are being made to resolve the discrepancies. For example, a judgment by the Labor Court may weaken individual cases in civil courts. Here we keep in mind that even if it turns out that we do not have a collective right to compensation, we may still have an individual right to compensation for the inconvenience that the employer has imposed on us. So, may it therefore be a disadvantage to process both cases at the same time, ie both the government imposed quarantine and the company imposed at the same time. This is one of the subjects that lawyers are discussing right now, and it's one of the reasons it's dragging on.


Company imposed leisure time quarantine  
During the meeting, we were also able to inform that we in MAF have pressed quite hard to stop this completely unreasonable leisure time quarantine that some foreigners are imposed in their first three days offshore. This applies to those who come from countries with requirements for entry quarantine within the EU / EEA, including Switzerland and the UK. And this takes place in spite of the fact that the employees show up fully vaccinated.

AkerBP states that all leisure time quarantine will be stopped on 1 September.


 

Sale of Maersk Inspirer
The Interim Board is now up and running, and we naturally invite all those who become part of the transfer of undertaking to support the new Board and continue as members of IndustriEnergi with all the benefits provided. 
MAF has attended many meetings with IE to make this happen, and we have received full support from central federation.

More info at:
https://www.industrienergi.no/nyhet/skal-sorge-for-at-virksomhetsoverdragelsen-til-repsol-norge-skjer-i-ryddige-former/




About AFP in Repsol
Regarding previous article here on the web site ‘MAFsiden’ on 28 May "Sale of Maersk Inspirer info 2".
It is important to point out that AFP (Contractual Pension) is a pension scheme that does not apply to any offshore employees in MDN, and for that reason we obviously have no accrual period to transfer to another company which is encompassed by the scheme. 
Industri Energi also states that they will offer free pension advice to all affected via the adviser "Tredjepart"

Rental of Floorhands 
The company states that they have challenges in recruiting Floorhands fast enough, so therefore they use temporary employment agencies. 
The plan is for MDN to hire in personnel for three trips, and then offer permanent employment to those who qualify. 
MAF is following up on the case, and we have pointed out to the company that this should not be a new way of hiring in, but that it should lead to permanent employment after a maximum of 3 trips.

Requirements for smoke diver certificate are removed for MDN Crane Operators 
Following several years of discussions, it has finally been decided that the requirement for a public Smoke Diver Certificate will be removed from the Training and Qualification Matrix for Crane Drivers.
Reference is made to the minutes from the last meeting of the T&C group on 22 April. Nutec and ResQ have slightly different solutions on how to participate in the Search & Rescue Team course without having passed the smoke diver test. However, this is now possible at both course centers, where the leader of the fire brigade will be able to attend courses, either at an alternative event or get an exemption for the smoke diver part. 
Personnel who cannot pass the smoke diver test will then participate in courses as described above.
Important to be noted: 
We see this as a great benefit for those who really fail to complete the test. But both we in MAF and the company strongly encourage you to continue to complete the test and the entire course for all those who possibly are able to. 

Quarantine and compensation
Although there are currently lights in the tunnel, the case about compensation in general, as well as all the other cases we have received about missing rights to lack of leave, right to sickness benefits during the quarantine period, etc. are by no means forgotten. 
IE's deputy leader Lill-Heidi Bakkerud participated in a Teams session for the 27 participants at our Annual General Meeting on 2 June where she received questions and informed about the subject. 
The lawyers in LO have just called for more examples and we have been in dialogue with IE on the subject. 
What else the plans are and how quickly something will happen, we presently have not yet received any information.  
Despite the fact that it is important for the Lawyers to prepare 100% for this case, we believe that it has taken too long time and we will continue to push for more information.

Relief pool and Quarantine
We have raised the subject that employees in the Relief Pool living outside Norway are asked to stay in Norway during their time off period and preferably for a longer period of time, and some of the employees feel compelled to do so. 
The company is aware that employees have remained in Norway between two hitches. The company state that this is at own request on the part of the employee as they would like to be able to use their available days over a shorter period of time and thereby reduce their quarantine periods. The company also state that there is currently a high level on number of sick leave and it is not to be disregarded that there may have been some pressure from the company. 
The Company want to have a dialogue and are not aware that anyone is being forced to do so. 
The company states that if this poses a problem for any individual employees, they are encouraged to contact either MAF or HR. 

This is because, as the company describes it;
«In connection with the collective bargaining negotiations in 2021, Maersk Drilling Norge has received written notification of termination of employment from Industri Energi and DSO for all their members employed or associated with rigs operated by Maersk Drilling Norge AS. According to the dismissals, the work stoppage can be implemented after 16 June 2021 at 24:00 if mediation does not succeed ».


MAF will only inform that this is routine in connection with a labor struggle. We will be in negotiations on Wednesday 16 June. If we do not reach an agreement, there could be a strike.

IE has given notice of termination, it is not the same as resignation.
Resignation of a place must be reported at least 4 days before a possible work stoppage can be carried out. We probably believe that IE will report resignation on rig / rigs with us, but it will certainly not be announced before the deadline. If a seat belt is reported, it means that it is the rig (s) that will start a possible strike when the deadline for negotiations expires.

Then we can hope that we come to an agreement so we avoid this possible conflict.

Due to the time perspective, this info is translated from google translator.

The campaign has started and ends on December 31, 2021.

Double paint points
During the campaign period, those who recruit a colleague to the association receive double recruitment points in the association's recruitment shop. This applies from the start of the campaign until the end of the campaign.

Free membership
During the campaign period, the newly registered receive a free membership for three months. This applies from the start of the campaign until the end of the campaign.

Here you can register new members:
Remember to fill in your name as a recruiter.

Recruitment prizes can be found here 
 

An agreement has been entered into for completion at shipyards in Denmark and rigmove to Norway.

The agreement can be found here.

February 2 MAF was summoned for a meeting where we received the tedious message that REPSOL and Maersk Drilling were close to finalizing an agreement that REPSOL would take over the operation of Maersk Inspirer. 
To attend the meeting, we were all bound by professional secrecy. 
 
The company informed us that the signing of the contract could be expected at the beginning of March. But this was subsequently postponed many times. 
The company also informed us that they considered this to be a transfer of undertaking in accordance with Chapter 16 of the Working Environment Act and that an agreement had already been entered into with REPSOL that 54 of the persons employed at Maersk Inspirer on the date of the transaction are considered a part of this transfer of undertaking. The date of the transaction has not been set, but it is expected later in 2021. 
At the same time, we were also informed that the plan is for MDN to hire out drilling personnel to REPSOL (approx. 75 people) for the drilling campaign, which is expected to last approx. 10 to 14 months after start-up later in 2021.
 
It was, of course, very frustrating that we were bound by professional secrecy and that we therefore did not have the opportunity to discuss the issues with the members concerned. Until now, it has been unclear how many members who actually are willing to accept a transfer to REPSOL, or how many will prefer to follow the regulations in the Working Environment Act and exercise their right of reservation.
 
About the right to a reservation: 
If you have been selected to be part of a transfer of undertaking, but do not want this, then you may exercise the right of reservation. In practical terms, this means that you oppose the transfer of your employment to a new employer. But it also means that your working conditions are terminated in MDN at the same time as you are not transferred to REPSOL. So, basically you are without a job. However, if you have been employed by MDN for at least 12 months of the last 2 years before the date of transfer, then you have a priority for 12 months to be re-employed in MDN. Thus, you follow the seniority principle for re-employment, but there may well also be some employees in the company who have shorter company seniority. And if the company does not have any vacancy to offer, then after 12 months you no longer have a guarantee of being re-employed when/if there is a vacancy. 
If you are re-employed within the 12 months, you will return to your original place in the seniority order. 
Read more about transfer of undertaking and the right of reservation here: https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_18#%C2%A716-2
 
 
About the right to choose: 
In addition to the right of reservation, there is also the right to choose. 
However, our Lawyer states that this may be a very risky path to take, and that there is not much case law on the subject when it comes to examples of how reduced   agreements individuals has accepted.
LO has previously written this interesting article about right of reservation and right to choose:
(However, MAF does not agree with the last section on how one may miss out in the event of a future downsizing. In such situation MAF will claim that our Agreement on Company Seniority is the one that applies once you are re-employed within the deadline for re-employment)
https://www.lo.no/hva-vi-mener/lo-advokatene/nyheter-fra-lo-advokatene/valgrett_should_i_stay_or_should_i_go/?fbclid=IwAR1s6jfGMC4x255zPbxpfhQQTTqMBr4c_W0UT_uatNUAD9eUxUey5P98uA8
 
Meetings with Industri Energi, Lawyer and REPSOL:  
MAF has had several meetings with one of our Case Officers at Industri Energi and we have had meetings with one of the Central Union’s Lawyers who has special scope of field. Of course, both also had to sign declarations of professional silence. Furthermore, we have met with HR in REPSOL to try to get more clarity on what those who are transferred may expect in terms of wages and working conditions. Some of the most important issues we presented to REPSOL were questions about salary group placement, pension agreements (both for Norwegians and for expats), various supplements, no compensation for travel for foreign employees and employment security, especially regarding to whether there was a risk of future downsizing, which they could not guarantee.
 
REPSOL was not especially informative, but they confirmed the fact that it is correct that employees who live outside Norway do not get travel expenses covered. 
Neither MAF nor Industri Energi do have any rights to negotiate with REPSOL, but we wanted more specifics from REPSOL about what they want to offer to their new employees. We did not obtain that, and in no way sufficient facts to be able to advise our members. 
Here is a link to the Shelf Agreement no. 284 SAFE.
https://safe.no/wp-content/uploads/2021/02/Sokkelavtalen-nr-284-SAFE-2020-2022.pdf
For salary table and more, there is also a special agreement between SAFE and REPSOL. 
 
What we can read from the wage groups in the Special Agreement is that there is no guarantee that those who are transferred may retain their current salary. There are opportunities to get a higher salary, but this apparently does not depend on how many years of experience you have in the position (as with us) but more on REPSOLS assessment of the individual. We must therefore recommend that you inquire into this by yourself before deciding whether you would rather use the right of reservation. Likewise, of course, one must also consider other factors. Whether REPSOL, for example, may provide greater security of employment is also not something we may answer.
 
Will MDN have vacancies for those who use their right of reservation? 
This is probably a question that only the company may answer the individual asking. 
We have long expected that the arrival of Maersk Reacher in Norway may contribute with a large number of vacancies, but after the schedule for signing (and thus announcing the sale) has been postponed many times, and with Reacher's impending rig move to Norway, the company has already started hiring crew for Reacher. However, for the same reason throughout the process, we have asked the company to retain the size of the Competence pool to a minimum, this to maintain as many vacancies as possible, should there be many who choose the right of reservation. 
 
What happens to the pension? 
All employees will be treated equally with identical pension agreements. This means for foreigners that there no longer will be paid anything into their local pension agreements such as PFA or Scottish life. It will probably then be up to the individual employee residing abroad to contact their local pension administrator and agree with them what should happen to the individual’s savings. 
REPSOL is a so-called AFP company (established private AFP early retirement pension). MDN (offshore) is not a member of this scheme.
https://www.nav.no/no/person/pensjon/avtalefestet-pensjon-afp/avtalefestet-pensjon-afp-i-privat-sektor-fra-2011
The fact that Repsol is affiliated with AFP is of course positive, but the transfer of personnel may mean that someone must stay more years at work than they may have planned to if they must work for 7 of the last 9 years in REPSOL to be entitled to the AFP pension. Many of the elderly will probably wonder if they may claim the right to choose based on this example above and choose to stay on in MDN. 
Our lawyer states that there are no verdicts showing that you may just claim the right to choose if, for example, if you are 55 years old and then must work until you are 62 years old to be able to obtain AFP. The lawyer states that experience rather says that one must approach 62 years before there is a probable certainty in being able to claim the right to choose, but still points out the lack of case law on the subject.
We consider this a major problem, and it looks even worse because REPSOL states that they have an age limit for their employees of 65 years. Our Lawyer will not deny that the argument about the age limit in REPSOL may be positive in a case concerning the right to choose. But apparently nothing is certain partly due to lack of fixed regulations in the field and partly as mentioned the lack of case law. Regardless, this is utmost important to take into consideration if you are of a certain age.
 
How do we assess the pros and cons when many subjects are so unclear? 
We naturally expect many questions from those affected. There will be a need for many individual issues when looking at the advantages and disadvantages, especially related to wages, pension and job security, etc .. and here REPSOL must be much clearer if they want to avoid that many may choose the right of reservation and rather take the chance that MDN may offer new employment. We therefore have a high expectation that both REPSOL and MDN will provide more accurate information so that everyone concerned may have a reasonable chance to assess their own future financial situation before the deadline for the right of reservation expires.
 
 

This also means that parts of the crew that currently have their work on board will be offered employment in Repsol in connection with a business transfer. When the employees will receive the offer, MAF does not know, then reference is made to MDN / Repsol.
MAF and the safety representative have had several meetings in this connection, to try to clarify questions that it is natural to ask. Unfortunately, the series of questions has become longer after a meeting with Repsol / MDN. The vast majority of questions concern wages, working conditions and job security.

MAF will provide more information as soon as possible.
 

please see the attachment

Corona and Quarantine
We are heading towards summer and we see more countries are opening up. This may result in that the rules in, for example, Denmark and the UK allow you to go on holiday without being quarantined when you return home to your country. As it is now in Norway, there has been no easing of the quarantine provisions and that is why we will inform on the present situation.
MDN is quite clear on a situation that if you should end up in quarantine in, for example, Denmark resulting from a travel to other countries causing a delay in your mandatory quarantine in Norway, then MDN will make a deduction in salary if you do not have a valid accepted reason of absence. This applies to all kinds of travel. 
The present situation implies that you accordingly must be aware of having sufficient time to complete any quarantine in your home country allowing you enough time to carry out your 7 x 24 hours in quarantine before going offshore. 


From the monthly meeting this week we like to report the following: 
There is nothing new to report regarding the quarantine hotel. Still the same quarantined facilities as previously. 
Both the company and the trade union work for a better solution on the quarantine regulations. 
Regarding the subject of vaccine passports, or separate quarantine regulations for personnel who have been vaccinated, nothing has been clarified yet.
Information will be submitted to all employees about voluntary registration of vaccines in Connect for future tracking if this becomes a requirement.


Pension Insurance Scheme for Seamen, PTS
We have not yet reached an agreement on this matter. MAF has basically claimed that the company must pay in arrears for all employees in relevant positions back to 2012.
After new discussions this week, the company has promised us that they will come up with one new proposal for a possible solution as soon as possible. We are therefore awaiting this and will keep you updated accordingly.


Crewing of Reacher 
Manning of Reacher has started. Personnel in the Competence Pool and those with the right of reinstatement will be the first in line to fill the permanent positions, before new personnel are hired. Transfers across rigs operated in Norway are also being looked at. The intention is for all junior personnel to be employed from within MDN, which we are previously used to. Simultaneously work on a manning study and training matrix is proceeding.


MAF Annual General Meeting 
Earlier this year The Board decided that the AGM should be postponed in a way to allow as many people as possible to get the opportunity to attend the meeting physically. Unfortunately, we now see that this will not be an option in the foreseeable future. Therefore, we now expect to arrange the Annual General Meeting at TEAMS open for all members. In any case, it should be possible for everyone who is at work to be given time off to participate. We expect to arrange the meeting in early June. We will revert ASAP when the dates are set.
 

Monday night, IE submitted an email to the Cooperation Committees.

In a short email from National Secretary, Mr Jørn Erik Bøe of Industri Energi, the following is stated: 

«As previously informed, we should have met with LO's Legal Department today (LO the Norwegian Confederation of Trade Unions). 
Presently they have been able check out and assess the report received from an external legal resource and we were told that work has been initiated on the formulation of claims for negotiations. It was stated that it is the intention to forward the claims either before or just after Easter. 

You will be updated when we receive confirmation that the claims for negotiations have been submitted."


The report referred to in this email is a document of 15 pages, written by Anette Hemmingsby who is a Lecturer at the Department of Law and Management at the Norwegian Business School, BI.
The background for this report is the result from the inquiry made by LO regarding questions regarding quarantine time related to the covid-19 situation. 

The letter presented does not consider a position on the economic compensations, LO must do so in its claim against NHO. This is a task for LO to present in their claim against NHO.

As you may see, the issue is now at a level where MAF as a Local Branch no longer has an influence on what takes place. We may only push for IE to do everything they can do to influence the LO.

A meeting in the internal Covid-19 group in Industri Energi took was arranged yesterday, March 10, 2021.

Again, problems related to this epidemic were discussed with the management of the trade union federation and other local branches from our industry, the oil service and the operators.
There is an enormous wear and tear on many members and MAF now demands that a comparative study is carried out in all parts of the federation on how the mental health is among all members who have been exposed to the quarantine and the wear and tear this has caused. There are many who are suffering and we believe that there are dark numbers when it comes to mental health, stress, etc. MAF believes that both the central and local authorities have a responsibility in this respect and a survey is now in place.

Norway has more or less been in shut down for a year on March 12, 2021 and there are very many who are struggling ..

What will happen when you are vaccinated and when you may avoid being quarantined?
There is a lot of aspects that has not been clarified on the subject yet and if it was ever important to get equal guidelines for an industry, it is in our section. Here, there are many who have expectations that as soon as they have been vaccinated, they should be able to travel to work, without having to be quarantined. 

Dispute about compensation.
Many of our members are requesting status on the dispute that has been submitted from IE to LO.
Briefly summarized:
LO has now received an expert assessment of the case and there are two lawyers in LO who are now assessing the content to prepare a claim which in turn will be negotiated with LO.
Industri Energi will meet with these two lawyers March 22.
This meeting one must expect that pressure will directed for claims prepared to be submitted for negotiations between LO and NHO (Confederation of Norwegian Enterprise).
Hopefully, the issue of compensation will soon be solved once and for all.

There are a number of scenarios that require different clarifications and MAF hopes that the opposing parties manage to find solutions which all companies MUST act according to and which will be the same for everyone.

Status – Quarantine situation 
We still receive questions from frustrated members who are in quarantine. We fully understand the great existing frustration. Unfortunately, MAF is not positioned to execute influence on the majority of the most thorough inconvenience caused by the imposed quarantine regulations, simply because they are government-imposed requirements. All other issues that we may influence are directed towards the company and our trade union Industri Energi. 

Otherwise, MAF participates in weekly team meetings invited by MDN - Mondays for personnel who work at Intrepid, and Fridays are open to all personnel.


Status on the matter of quarantine compensation
All claims for compensation related to Covid-19 have been sent to IE / LO. And the identical claim applies to all nationalities; "All quarantine shall be regarded as part of the employee's period of on board, to be compensated according to the Collective Agreement."

LO has now received an expert statement from a professor of labor law. The statement is now being carefully reviewed by LO's lawyers. A concrete assessment is now being made where all the cases are reviewed. This has to do with varying terms of employment at the individual companies. There are several Collective Agreements and aspects that are affected, this is probably causing the time-delay. All this must be seen in relation to the management prerogative and what compensation we as employees are entitled to, even if it is not related to actual work performed. 
In some cases, the quarantine may also entitle to compensation according to the provisions of the Collective Agreement related to work performed. 
This shows the complexity of the case, but this is then the MAF and IE's statement of claim. 
IE hopes that there shortly will be a meeting with LO in the matter and we have been promised to get immediate feedback on any development. 


Terminations in the office
As you have probably observed in the media in recent weeks, Maersk Drilling Norway will lay-off employees at the office. These are positions within the Rig Team, Supply Chain, Finance, HR and Service teams.

MAF carried out formal discussions on Thursday last week. We were summoned according to the Working Environment Act § 15-2 and the Basic Agreement, section 5.5. and 5.9 in connection with downsizing of personnel at the office of Maersk Drilling Norge AS. 

As we have stated, MAF does not agree that many of the above positions will be transferred to Gdansk, Poland. The minutes from these discussions are being prepared and will be signed early next week. Then we will see how this ends. Here you will find links to some further information on the subject:

https://e24.no/olje-og-energi/i/LnjqQ1/ansatte-raser-over-at-maersk-vil-flytte-jobber-fra-norge-til-polen?referer=https://www.aftenbladet.no

https://www.industrienergi.no/nyhet/skal-kjempe-med-nebb-og-klor-for-norske-arbeidsplasser-i-maersk/


MAF Annual General Meeting 
MAF has nor arranged ther AGM yet. The board will have this matter for consideration during this month (April). The board has decided that the Annual General Meeting be postponed until further notice. We want as many people as possible to participate in their physical presence. It has been decided by IE centrally that the AGMs of the local branches in Industri Energi may be postponed. So, the formalities are settled. 

The government announced on Wednesday night that the borders to Norway will be closed from midnight to Friday, many of those who are employed by MDN and living abroad are probably wondering what is happening.

After hectic meeting activity throughout yesterday, it was confirmed today that the exception in the entry regulations will be maintained. One of the exceptions that previously applied is continued: «aliens working on mobile or permanent installations, cf. the Immigration Regulations § 1-10 or § 1-11».

It is important to note that this has not changed the fact that our industry (NR area) has been defined as socially critical in relation to quarantine stays.

Congratulations to them all and thank you for so many lined up to the elections. 

Here you will find the election protocol with all results.

Hydraulic Position: 
After a long period of waiting, we were finally invited to meet with the Permanent Position Committee to have our requirements assessed, but unfortunately it did not turn out as we had hoped for. 

Explanation follows below.

The Permanent Position Committee does not have a mandate to alter the salary classification for a position group which is already stipulated in the Collective Agreement. This may only be done at a main settlement. So, if we were to obtain anything done in our case, we would have to try to convince the Committee that the qualification requirements for Hydraulics in MDN are so far above what is normally required for the position that it qualifies for a whole new job title in a higher wage group.

There is another Local Branch that has previously presented the same issue as we are doing by naming the most experienced of their Hydraulics as Senior Hydraulics, but the Permanent Position Committee decided at the time that the Senior Hydraulics should also be placed in Wage Group B.

This was not particularly any benefit to our case, but we promoted all our best arguments (which were already submitted and well documented) in an attempt at convincing the Committee that the job the Hydraulics in MDN is doing is at a far higher level than what is normally expected of a Hydraulic Engineer with a professional certificate. So, that they should not be considered as ordinary Hydraulics, but consequently should be promoted into a completely new and higher paid position.

We naturally put great emphasis on our strongest arguments, such as the development of technology on the new rigs, the equivalent cooperation with technical personnel in higher wage groups (and the injustice thereof). The fact that the Hydraulics stand alone on board with their special skills which is not part of the regular Hydraulic training, the work with safety-related equipment and hence the great responsibility attached to the position. Here we referred to all the specialized offshore equipment for pipe handling on the drilling floor, personal lifting equipment, cranes, lifeboats and advanced BOP systems where faults may cause fatal consequences. Work tasks where the Hydraulics are responsible for both repair and testing. All this and much more was presented at the meeting.

In any case, the Committee did not accept our argumentation and the following was stated in the minutes: 

The Committee referred to their mandate and stated they may not decide on changing wage placement of already classified positions in the Collective Agreement. If the employee side believes that Hydraulic positions in Maersk have been assigned work tasks beyond what normally belongs to the Hydraulic position/in reality is a new position, which eventually in turn needs to be documented.

Decision: The position as Hydraulics in Maersk is paid in Wage group B.

During the meeting, it was also referred to that the Hydraulics already are in a higher Wage group than the Mechanics in Wage group C, and that they are placed together with, for example, the Engine Room responsible in Wage group B, and that no account is taken of MDN having established their own and new types of positions in the Technical Department, which in turn are classified in higher Wage groups.

The company also found no basis for establishing a new type of position for the Hydraulics in MDN. We therefore requested a written justification, which we presently have now received.

Read the full answer from the company here:
This is an issue that has been discussed between the company and MAF for a long time. MAF chose to forward the case to the Permanent Position Committee after not being supported by the company in internal deliberations. It was claimed by MAF that position as Hydraulic Engineer should be promoted into the Wage group based on what is considered as increased responsibility and extended requirements for qualifications and competence due to more advanced equipment on board the rigs.

The company believes that changes in a Wage group for positions that have already been established in the Collective Agreement belong in negotiations at the main settlements and cannot, or should not, be changed locally. As we see it, the scope of responsibility was primarily changed when the position was changed from Drilling Deck Mechanic (Wage group D) to Hydraulics and further was transferred from the Drilling Department to Technical Department. We also believe that equipment is developed over time in the industry in general, and that this does not provide a basis for other wage placement in MDN in particularly. The same applies to other companies encompassed by the same Collective Agreement.

Formal qualification requirements regarding education have not been altered. Upgrading of competencies are implemented by the company based on new equipment. It is not considered to be a basis for a change in wage placement in the wage matrix, as this is also regarded to be something of a general nature for the most majority of positions.

The way the company sees this, there is no reason to make changes regarding the placement of the position, just as the Permanent Position Committee also concluded.

The company also does not consider that there is any basis for a Competence Supplement pursuant to the Collective Agreement 4.2.3. This is defined as a supplement to additional competence beyond what the position actually requires, and as argued above, we do not see that additional requirements have been set for this position or individuals who hold the position.

What the company states in their answer does not come as a surprise to us as we have tried several times to solve the matter in local deliberations, but we wanted an official answer to be able to document what we are up against.

Otherwise, both the company and the Permanent Position Committee believe that the case belongs as part of the main settlement, but we all know how difficult a case this  is when we have to convince a majority among the other local branches about the importance of moving the Hydraulics up in the wage group when all the other local branches still have their Mechanics in Wage group C, and thus have completely different claims and intentions about who should be promoted in the Wage Matrix. 

It is just otherwise at MDN, where new kinds of positions in the Technical Department have resulted in higher rankings in salaries. It is of course good for those in the positions that have been changed and are put in a higher wage group, but it also causes a great deal of dissatisfaction, especially for the Hydraulics, who are thus ranked lower than the positions with which they are normally compared.

The case is not over with this result, but if we are to return to the Permanent Position Committee, then a completely new kind of position must first be established for the Hydraulics, which the company presently does not find a basis for, and if they are to be convinced, then clearly much stronger and completely different arguments must be brought to the table.

It is also important to mention that even if we locally were to agree on a new type of Hydraulic position, the Permanent Position Committee will in any case be able to decide that this new position must remain in Wage group B, just as it happened for the other local branch which established a position as Senior Hydraulic.

This issue is just not as straightforward as anyone may imagine. The board of MAF has for many years agreed to give this issue high priority, and we do everything we can do with the opportunities we have. This was another annoying bump in the road, and clearly unfortunately not the last.


 

MAF board election 2021 ends on 16. January. Until then it will be possible to cast a vote via the link already sent out by e-mail.

E-mails with reminders about the election have been sent out periodically to those who have not cast their vote. The last reminder is being sent out January 14., 2021.

Haven't received emails about the election?

The system that collects the votes shows that some members have blocked "Surveymonkey" in their e-mail program prior to the election. Those members will not receive e-mails about the election this year, nor at upcoming elections. In addition, there are some members from whom we got the e-mail in return. This may mean that the e-mail address we sent the election e-mail to is not in use, or other issues. It is each employee's responsibility to ensure that the employer and MAF has updated contact information, including e-mail address.

Those who have not received a link, and who wish to vote, are asked to contact the election commitee on post@mafsiden.no no later than 14. January.

Use your voting rights. Good luck!

Regards,
The election comittee

Re-employment and the Competence Group
A small bright spot in a very strenuous year with corona and many redundancies, is that the company is in the process of re-employing some of those who were laid off earlier this year. 

Invinsible must have 18 extra floorhands, and Intrepid must have 3 extra on deck for a period until April, with the possibility of extension. Many have already agreed to re-employment. 

At the same time, we have been pushing to get more people into the Competence Group. We currently have a very high level of sickness leaves, which has led to an excessive consumption of temps especially in the deck and drilling sections, but also a with a high consumption of overtime in general. 

The plan right now is to employ 14 more individuals for deck/drilling in the Competence Group, then we will end up with a total of 54 persons in this group. MAF does not think that this is enough to cover the full need, but we see it as an initial start and we will follow up again on this subject already in the month of January.

Corona and Quarantine
Of course, we still receive many questions about how things are going with the two largest quarantine related cases, respectively compensation for quarantine in general and the length of the quarantine period for those arriving from abroad.

Our claim for compensation still remains with our lawyers in LO, where we are awaiting legal action. We claim compensation for all quarantine whether it is imposed by the authorities or not.

At the request of both MAF and other local branches, Industri Energi sent a joint letter through the cooperation body Konkraft to the Minister of Health at the end of November, proposing that the quarantine period for those arriving from abroad be shortened to a maximum of 6 days. We are still awaiting a response. For more details about the inquiry to the Minister of Health, please read here:

https://www.industrienergi.no/nyhet/industry-energy-works-continuously-for-improving-solutions-for-members-who-have-to-stay-in-hotel-quarantine/


Pension Insurance for Seafarers 
The company has been in contact with PTS, which informs that employees who have been moved up into group 1 are entitled to a higher rate of payment from 2017, ref circular letter dated 10.04.2017, and will arrange this for employees in relevant positions valid from 01.01.2017. 

MAF disagrees and claims that their information indicates that this cannot become a matter of obsolescence. MAF and claims that the company pays in arrears for all employees from 2012. MAF will take the information submitted to the company and   submit the same back to IE and PTS. 
MAF changes their claim to involve retroactive effect for the individuals who are employed as of 1 Nov 2020.
The company will make an assessment of the effect of the changed claim, and will provide an answer as soon as possible. 

Otherwise, on behalf of AU and the MAF Board, we wish everyone a Merry Christmas and a Happy New Year. 

The election committee announces that a human error has occurred during the design of MAF board election 2021 in the program «Surveymonkey». There is one nominee who is running for election who was not on the list of those you can vote for.

When the election committee were made aware of the error, the election was closed, so that one can no longer vote. Those who in the future try to vote by clicking on the original link will therefore get an error message.

The election committee have come to the conclusion that the best solution to this problem will be to restart the election tomorrow, 2. December. In order for the election to proceed as normal, the voting period is extended by one day. This means that the last day to cast a vote will be 16. January, 2021. Votes given before 2. December will not be counted.

Those who have already voted have received an e-mail encouraging them to vote again. It will be possible to vote from 2. December at 8:00 a.m. A  new link will be sent out. 

We apologize for what has happened.

With best regards, 
The election committee

It was a split linguistic meeting, one part in Scandinavian and the other in English. Based on feedback and that this was a new way to share information we will probably repeat this form of meetings several times.  

Lill-Heidi Bakkerud, Deputy leader of IE and Jørn Erik Bøe, National Officer of IE took part in the meeting where the members received an update on what IE had done in the cases concerning quarantine and compensation related to the ongoing pandemic, the SARS-CoV-2 virus.
Lill-Heidi informed about the work that recently has taken place behind the scenes to get the parties in the working life to come together to claim equal regulations and not least, reduce the quarantine period. It has been a demanding exercise to get all wishes and requirements fulfilled.

During this process, IE has brought together Norwegian Oil and Gas, Norsk Industri and the Norwegian Shipowners' Association and on Thursday night they sent a joint letter to The Minister of Health, Mr Bent Høie, asking for an adapted level of quarantine regulations for our industry. Norwegian United Federation of Trade Unions (Fellesforbundet) has also signed this letter. 
Our claim has always been the re-introduction of the previous exception of 5 days quarantine and 2 negative tests after arriving in Norway. But this time we supported the common joint agreed proposal of the group of 6 days and 2 tests.

Jørn Erik Bøe informed about the collective dispute on compensation which is now being processed by the LO lawyer. In essence, IE's claim is that this entails restrictions on the employee's ability to decide on his or her own leisure time, and that this - in the union's opinion - triggers the right to compensation. 
We hope for a quick clarification.

We receive many inquiries on the fact that those who live in Norway may travel offshore without being quarantined, even if they come from areas in Norway that have a more heavy pressure on infection than the pressure at the places where they themselves come from. MAF has a great understanding of this attitude, and we must just say that there is little sense and logic in this. Even though Maersk now is testing all Norwegians as well, and that they must have passed a test that is maximum 48 hours old before going offshore, it is not difficult to understand that words like frustration, unfair and discriminatory will be passed on. 

No matter what, it is the individual operator company who ultimately decides how the quarantine regulations beyond the national regulations should be. 

This is where our influence stops.

During the day, all members will receive an e-mail from MAF, in which we invite you to a TEAMS meeting tomorrow, Friday 27 November. The invitation contains information about when the meeting will be held and what the meeting will be about.

Board meeting - Shop Steward conference – Visit hotel 
This week, the Executive Committee (AU) has been in Stavanger where a Board Meeting and shop stewards' conference were arranged at Clarion Energy Hotel. Members who did not have the opportunity to come to Stavanger attended the meetings via TEAMS. 

At the same time, we took the opportunity to meet many of our members who are currently in quarantine at the Clarion Energy hotel and at the Clarion Air hotel.
We attended two sessions at the Air hotel, where we at the first session were invited to take part by the Rig Manager from Maersk Integrator. A total of 28 persons attended this session. 

We were able to shed light on the quarantine situation and all the issues involved. We could also inform the latest from Industri Energi on the status and their standpoint related to the subject and what processes they have started to find solutions to all the challenges and subsequent problems that we have submitted on behalf of all our members in quarantine.
During the Shop Stewards' Conference, National Officer Jørn Erik Bøe from Industri Energi participated via Teams. The information he provided was very well received. Therefore, an initiative is materialized to set arrange meetings via TEAMS, where Industri Energi will submit information and where members may present their questions. Meetings are planned to be arranged in both Norwegian and English. 

MAF election 2021 
The nomination period for the MAF election 2021 is now ended, and all the lists have been sent in from the rigs. There is a total of approx. 25 members who are nominated. They will all be contacted to find out if they would like to stand.
Like the last year, the election will take place via the Suvey Monkey. 

More info will follow before the election starts. 
 

-We are constantly working to come up with better solutions for our members who currently must be quarantined before going to work, says deputy leader Lill-Heidi Bakkerud in Industri Energi.

Link to site:
https://www.industrienergi.no/nyhet/industry-energy-works-continuously-for-improving-solutions-for-members-who-have-to-stay-in-hotel-quarantine/
 

The new regulations that Norway is now introducing have made everyday life for those with a foreign address even worse.
When at the same time there is full confusion around the application, it does not make the matter any better. Employees from non-"EU RED" areas have been asked to practice the 10-day quarantine, in "case" the areas turn red. This is not acceptable for us and we have asked the company for an explanation.

MAF addressed Industri Energi (IE) already on Tuesday this week to put pressure on our central parties, IE and the Norwegian Shipowners' Association (NR), to claim that we as an industry will retain the exemption with 5 days and 2 tests. This must then be addressed to authorities who have introduced the regulations, so here central parties have a challenge. We feel that our industry have been hit unfairly hard on this, and not least Maersk with about 270 employees with foreign address are being punished by the fact that they are subjected to the new regulations just introduced, without taking into account that this is an industry that has shown that it may perform when having mechanisms that make the system with quarantine and testing are working.

There has been a total of 9 cases in the entire offshore industry so far. It is to be mentioned that the majority are in the same company – no names to be mentioned. In Equinor, they now pass 100,000 persons joining the offshore units without infection.
Yesterday, MAF attended a meeting with the IE Central and the local unions branches in Equinor, AkerBP, Copno, COSL, Seadrill, Archer, Halliburton and Oceaneering where, once again, we examined all the problems.

MAF presented our views and we learned that the other companies experienced much the same problems.

Common regulations, restoring of the previous exception used and possibly implement quick testing of all personnel will be recommendations submitted to IE as a claim from the industry when IE are to face our problems.
We believe and hope that the central parties in the working life will meet as soon as possible.

There should be no doubt that the result of this year's wage settlement turned out to end up on the somewhat moderate side, and this has raised a number of questions for us to answer. Based on this we would like to share some of the answers we have already submitted.

For questions about what we actually obtained, we refer to previous information submitted at the following web page: http://www.mafsiden.no/home/what-did-we-really-get-

Due to the Covid-19 situation the negotiating committee this year was reduced to 15 members representing different IE Local Branches in the NR Sector, plus 3 members from Industri Energi Central. 

What about all the claims prepared at the Annual General Meeting?
We will always put the claims from the AGM at the top of our agenda, and this applies both to the prior joint Collective Bargaining Conference with our fellow IE Local Branches in the NR Sector, as well as at the negotiations during the Central Settlements 

But MAF is not the only one preparing claims for the Central Settlement. At the prior Collective Bargaining Conference, a total of 138 claims from the different IE Local Branches were dealt with. So, reaching consensus in the Negotiating Committee on our own claims, such as promotion of positions, is very difficult to obtain a majority for when the total framework of the Settlement is as small as it turned out this year.
Someone asks why the position of the Hydraulic Engineer was not lifted into a higher wage group as it represented such a prominent claim at our Annual General Meeting. 

We were already well aware that it would be difficult to obtain a majority support for our claim on the position of the Hydraulics Engineer, so we tried joining forces with one of the other IE Local Branches, where we persuaded the Local Saipem Branch to form an alliance with us on the matter. Sorry to say, it still did not give a majority, but nevertheless gave us an extra party to influence the other Local IE Branches, through negotiations and lobbying work. But it unfortunately turned out that no matter how much support we had managed to collect, all claims for promotions of positions in the wage scale were swept off the table in order for us to at least achieve something that just looked like a general wage increase.

So, none of the other Local IE Branches, nor even SAFE for that matter, managed to pass such large and expensive individual claim as a promotion position represents.
This time we tried with the Hydraulics and no one would have been able to do more because there was no more to achieve this year. Furthermore, also because our influence represents not more than approx. 10% in the negotiating committee. MAF will continue the work on the matter on their own.

Why percentage increase of salary?
It was simply a general claim from an overwhelming majority of the shop stewards attending the AGM, and the claim obtained a priority in the Negotiating Committee.

Why not having a ballot?
There may be many different opinions on how far to press on and how much risk one should dare to take on behalf of the members. But we do not believe that we, as members of the Negotiating Committee, should send a decision out for a referendum when everyone has the knowledge that the possibilities of bringing more money home are disappointingly small.

In light of what others have achieved this year, there was no belief that we would get any kind of sympathy from the National Mediator, and in order to move on from there, collective dismissals and economical strike support would have become realities.

Here, the long experience as member of the Negotiating Committee is quite important. And the whole committee must dare to take responsibility and not just hide behind the result of a referendum, only to be able to tell the members afterwards that it was a choice of their own.

In the worst case, it might have ended in an economic disaster for the members who would have been forced into a strike from which they probably would not get anything out, while many are already having a hard time due to the corona crisis.
Of course, we will never be afraid to take on an industrial action, which is our most important weapon as a union, but it must be done responsibly to our members and with the right timing.

There simply have to be 2 potential paths to go, otherwise it makes no sense for the members to vote.
We should rather have liked to present our members with a better Settlement, but one should probably also be able to put trust in the result obtained by the IE Negotiating Committee with so many years of experience when the Committee sees that it is best to make a holt with a moderate result.
But in other words, if we are to empty the strike funds of the Union Central, then there must also be a profit in sight that may be defended towards those who are affected, but there was simply nothing more to bring home this year.

A meeting has now been arranged between IE and LO lawyers where IE has explained the situation and what are the disagreements IE experience with the Norwegian Shipowners' Association (NR) and Norwegian Oil and Gas (NOG).

In the meeting the LO lawyers were informed on all aspects that apply to quarantines, periods onboard, work plans, travel regulations and other relevant provisions that are believed to be affected.

We have high expectations that requests for negotiations will be forwarded towards NR and NHO for an organizational clarification of the disagreements.

MAF will keep you updated.

The nominees will after 15 November be asked by the nomination committee If the nominee is willing to sit on the club's Board, accordingly he/she will be put up for election.

The election takes place from 1 December to 15 January. The election will take place electronically and an e-mail will be submitted with a link to the election.

The representatives leaving the current Board are:  
Frode Larsen, Jørn B. Hansen, Frode Sell, Odd Richard Kollstad, Kristoffer Norheim, Tore Landa, Eirik Gjemble og Jarle Halvorsen.

The representatives elected to the Board for another year are:  
Bår Inge Pedersen, Hanne Holmboe Bang, Kim Harboe, Finn Boserup, Frank Fosse og Odd Jacobsen.

Nomination lists have been hung up on all the rigs, in several places on board.

Those of you who for various reasons, do not have the opportunity to nominate on the rig, may nominate per. e-mail using the following forwarding address: post@mafsiden.no submitting the full name of the nominee, as well as name of the rig he/she is working on.

Questions may be directed to the nomination committee: 
Eliabeth Brekke, Finn Boserup og Kim Harboe at:
post@mafsiden.no
+ 47 400 04 380

The position of Hydraulic Engineer in the higher wage group
This years settlement has ended and there were no promotion of the position to  a higher wage group as was the fact for all other positions. This is not the first time we have tried a promotion at a main Settlement without us being able to get a majority in the negotiating team, where MAF probably makes up about 10 percent. Therefore, this time, during preparation, we also chose to bring the matter forward in the NR forum, where we then got the Saipem club to join in our claim. It then became one more club, but still far from a majority in a forum where everyone wants to highlight their individual wishes, such as other positions to be promoted in the matrix. But we had to try something new, and of course it always helps to get more people on board, even when we at the last minute before a main Settlement discuss and fight with the other local branches about who should have their claims in focus. But this time, all claims for promotion of positions were swept off the table before we got this far. Regardless, no one ever gets all of their claims through, this year there were over 100 submitted claims, and with such a moderate Settlement, there were no promotions of positions at all.

Then there is the Permanent Position Committee. The meeting of the committee was set for 18 August. We met in the office the week before, to go through all our arguments and to be as battle-ready as possible. But then came the news that another party had canceled, and the meeting was unfortunately canceled. We are awaiting a new date.
The case was also in the Permanent Position Committee in 2009, where the claim for a higher wage group for Hydraulic Engineers was rejected. Therefore, one of our most important arguments, among many others, is also the great technological development that has clearly taken place, and which of course requires a much higher requirement for competence and responsibility for the Hydraulic Engineers.

Especially in terms of responsibility, we also strongly point out the great responsibility that lies in troubleshooting and testing safety-related equipment where the Hydraulic Engineer is actually the only one on board with the right experience and competence. Mistakes here may lead to fatal consequences. But this is just an excerpt from a long document that has been sent to the Permanent Position Committee, also documented with references to our job descriptions. We have talked to quite a few Hydraulic Engineers, and we are sure that all arguments have been heard. What we often hear about is, of course, the unfairness of Hydraulic Engineers being paid less than other technicians on board, so this has also been taken into account.
We may not be more prepared, so now the big question is whether the Permanent Position Committee will accept our claim. Unfortunately, this case already has a far too long history, but we are not going to drop the case, no matter how long the story should go on.


Corona, hotel og diet:
We have been addressed that the quality of the food packages at Energy Hotel has dropped to a poorer level, both in terms of quality and quantity of food. The company has contacted the hotel on the subject. However, they state that there have also been positive feedback, but possibly the quality varies.
The company also states that you have the opportunity to claim compensation for diet in your travel expence report. But then you must, upon check-in at the hotel, give notice that you opt out of the food scheme.
As for the quarantine situation, we know that Industri Energi is in dialogue with the employers, but IE also states that it is a difficult process that is taking place. Therefore, it takes time. We are very much looking forward to something new positive information coming from them. IE's Deputy Leader Lill-Heidi Bakkerud, with whom we have been in extended contact, wrote this last week
https://www.industrienergi.no/nyhet/the-branches-and-companies-must-coordinate-and-ensure-that-offshore-workers-have-a-situation-in-which-it-is-possible-to-live/

Attached you will find the Minutes (Agreement) signed at this year's wage settlement (2020) for the tariff range "Agreement between the Norwegian Shipowners' Association and the Norwegian Confederation of Trade Unions and Industri Energi", the so-called Agreement for Mobile Offshore Units, the one we are using at Maersk Drilling Norway.

We intend to comment on each individual point in the Minutes (Agreement), at least the points that we believe are important to you who are covered by this Collective Agreement.

We must mention that the comments we make are based on the knowledge we possess as participants in the Negotiating Team and as a member of the Select Committee (small group selected from the total Negotiating Team which in turn negotiates directly with NR). 
And, let be that the employers may not agree with our comments.


• Let us start with the general increment which is 1.7%, however at a minimum of NOK 13 693.00 per year, which is added to the wage matrix line 2 "annual wages vacation incl.” in the applicable wage matrix for groups A1-E.  

Generally we have used Group C6 as a basis for the Settlement, in reality we this time move the basis to A1-6. This means that in fact the general increment is 2.2%, not 1.7% as it actually is for Group A1-6. We have not expressed that we should "hide" the settlement from the public, but it looks nicer for the employers when this is presented to the employers fora. In reality, the wage increase is between 1.75 - 2.4%.  In addition, there are variable increments that we have not taken into account when calculating the total increase at the Settlement.

• The group Individually Remunerated (group 0,0,1,1,2) is given an increase in salary within a limit of 1.7%, however at a minimum of NOK 13 693.- per year. This means that if we put everyone Individually Remunerated (IR) into one box  in each individual company, then the company must pay a minimum of 1.7% to each individual IR on average. For example, if the company "Alfa" spends NOKs 25 million on salary for all their IR’s, then the company must distribute a minimum of NOK 425 000.- (1.7% of 25 million) on their IR’s. However, a minimum wage increment of NOK 13 693.- per IR has been agreed. This may result in that some gets 13 693, - pr. year, while others may get whatever the company likes on top of the agreed minimum.

When it comes to the minimum wage rates, these are also raised by NOK 13 693.- but actually very few companies are using these rates because the current level of wage rates are far above the minimum, with the exception of catering companies / platform drilling. 
Another fact that should be noted is that this is the minimum framework. So, the individual company may offer increments of their own choice to their IR’s. 

• The Night Shift Allowance is increased by NOK 1.50 per hour, this amounts to approximately 2%.

• Allowance for public holidays is increased by NOK 25.-, this amounts to almost 2%

• Sharing of single cabins (clause 6.12), currently very little used, is increased in line with the protocol between LO / YS and NHO to NOK 907.-.

• The Safety Insurance, or Loss off License Insurance we have (loss of Health Certificate) will be discussed before premium renewal summer of 2021. 

• " The Pensions Committee immediately to resume work to establish a pension scheme to be valid from 1 January 2020 on the basis of the protocols and discussions that have taken place until the recently received reply letter from The Financial Supervisory Authority og Norway (Finanstilsynet). It is open to  negotiate subjects on pensions with right to industrial actions at the interim settlement 2021 if the committee does not reach an agreement."  

In short, this means that we have the opportunity to go on strike next year if the pension committee does not agree. This committee consists of representatives of the employee organizations and employers within the scope of the Collective Agreement with NR for the mobile offshore units.

• The extended preferential right to re-employment will be continued for 2 years until the next main settlement in 2022. This applies to personnel who lose their jobs due to operational restrictions. We at MDN have had this right since 2007 in our local protocols. 

• There will be an end to the fact that some employers have stopped advancing sickness benefits. This means that you shall receive your salary from the employer during the period you are on sick leave. So, you do not have to contact NAV, the employer will claim sickness benefits refunded from NAV.  

We are partly satisfied with the settlement. We missed out on many of our claims forwarded on technical improvements. Further, we are also not satisfied that there were no changes within the wage groupings. The fact that MAF makes up about 10% of the votes in the Negotiating Team this was not enough to get the rest of the Team to agree on claims for technical improvements to the Collective Agreement and changes in the wage groups, unfortunately.

Here is the protocol

More information is referred to IE´'s website.

Today, the wage settlement began for those who work offshore. The negotiating committee is gathered in Oslo and the plan is to see if we reach an agreement within the next few days. From MAF, Frode Larsen and Bår Inge Pedersen are represented.

Those who have not yet voted will receive a reminder on Tuesday this week.

MAF call on all of you to vote for the list that was adopted at the Annual General Meeting of the local union branch.  

There are 2 lists to choose from:  «MAF list» or «Office list». 

We encourage you to vote on our list which consists of the following:

Frode Larsen -    Leader of MAF/Electrician
Anders Blom  -    KHVO/Crane Operator
Bår Inge Pedersen -    Secretary local union, MAF/Rig Adm
Jørn B. Hansen     -    Depurty leader MAF/ET
Eirik Gjemble           -    Board member MAF/Crane Operator
Frode Sell         -     Deputy leader MAF/OP. Drilling 

Thank you for voting!

MAF Board meeting 
1-2 September a MAF Board meeting was arranged at Hotel Energy. We almost managed to gather the whole board at the hotel in Stavanger.

As at previous meetings we experienced many good discussions, with input from the rigs, input from the Safety Service and with a review of outstanding cases and our Action Plan. But one of the big issues that was discussed, of course, was the challenges of quarantine and compensation. Understandably, MAF still receives many inquiries about this subject.

Some wants more information about why MAF may not approach the company and claim compensation for all quarantine, and why it is not possible to get an agreement established locally. Here we refer to info presented on the MAF page "Quarantine compensation" from 12 August and "General info August". But in short, the company would not make an agreement to compensate for quarantine due to ordered national requirements. Therefore, we ended the meeting with a disagreement, and now we are awaiting some decisions from Industri Energi. A general dispute on quarantine has been signed. The dispute is presently with LO. The Board has also provided input on compensation for quarantine to AU. The input will be forwarded to the Central Wage Settlement in week 39.

Other inquiries are more specifically about the unfair discrimination that our members are subjected to when those who work on rigs under the AkerBP contract receive compensation for staying in quarantine, while others are not compensated  depending on whether there is a national requirement for quarantine or not. MAF finds this completely unreasonable. MAF believes that all quarantine must be compensated regardless of who demands it. The subject is presently handled at LO level, under the same case as quarantine in general.

We also receive many inquiries regarding sick leave or various compassionate leaves in accordance with clause 14.1 a, b and c of the Collective Agreement (death / terminal phase, documented illness, birth / adoption). In our opinion, these are collective bargaining rights that the company chooses to override, and instead offers other solutions like swapping of offshore hitches or owing of some days of work. If you do not make an agreement, the company reserve themselves the right to make deductions in the salary. MAF disagrees completely with this practice, and has also submitted a complaint on the practice to Industri Energi. We would love to hear from more of our members with similar experiences.

And if the above related to quarantine should not be enough, many of our members experience that confirmation of their children are being arranged these days and at a period when a parent are supposed to be quarantined before going offshore.  Under these circumstances we encounter the same challenges, with every individual having to make a special agreement with the company.

We can also read from some of the inquiries we receive that some of our members believe that Industri Energi and MAF are not doing enough to solve the problems around compensation. But we must face the fact that things take longer when we do not have any agreements to relate our claim to, and so we are not able to make an agreement with the company to offer to our members. But we are in constant dialogue with the leaders at Industri Energi. MAF is well known at Industri Energi for being a local branch that pushes quite hard, and a branch which contributes with most inputs to the current cases. We hope to obtain a favourable results in the best interests of our members. Too many have already spent far too much of their precious leisure time quarantined. We will keep up the pressure.

Booking of travels and testing
You are now individually responsible for complying with the Covid-19 testing regulations and booking of travels. What will happen if you have not fully understood all the rules and regulations, which otherwise changes constantly, and if you consequently are mistaken? Will you be responsible for the consequences? 
MAF will address the company on the subject.

Quarantine 
Unfortunately, the Covid-19 crisis continues, which of course causes a lot of frustration among our members.
As described on the Maf Pages 11 August, we did not agree with the company on a compensation model, and we had to end the meeting with signing of a protocol of disagreement.

We now see the result of in this unfair discrimination. Personnel who works on rigs for AkerBp and who in addition comes from a green/yellow zone are compensated, while others are still not compensated. MAF believes that all quarantine periods should be considered as part of the hitch offshore.

IndustriEnergi states that a dispute has been raised with both NR and Norog regarding compensation for quarantine in general, and in addition also for AkerBp's claim for quarantine which is not imposed by the authorities. The general disputes are submitted to LO for further processing, and the local dispute regarding AkerBp will be dealt with in Norog at September 9.


Position of Hydraulic Engineer in higher wage group
Last week, MAF was called to a meeting of the Fixed Position Committee. We were prepared with all our arguments, but unfortunately the meeting was cancelled the day before the meeting, as all parties could not attend as planned.

We are awaiting a new convening to meet, but the issue has also been submitted for the central wage negotiations. The negotiations presently have been postponed to week 39 due to the corona crisis.


Tariff conference 
On 25 August, a conference on this year’s collective bargaining was arranged among all the local branches in NR sector, in preparation for this year's central negotiations to take place in week 39. MAF has, of course, submitted all the claims raised at the Annual General Meeting back in February.

Recently, employees on board "Intrepid" have been asked to sign a "Safety contract". MAF and the Safety representative have asked a number of questions in this connection, the "contract" is now withdrawn.
You employees shall not sign such an agreement.

Yesterday, Tuesday 11.08.20, MAF had a meeting with the company regarding various compensation models for those who will now work at Maersk Invincible and Maersk Integrator. 

MDN will provide a compensation which is equal to the model that applies for employees in AkerBP, but if national Norwegian requirements will involve, for example that Denmark is declared to be "red zone", then the compensation scheme presented would lapse, and lead to that only individuals living in Norway will receive compensation according to the AkerBP model.  

Everyone who presently lives in Norway and Denmark and who depend on the use of public transport, will get a quarantine period of 3 days (in practice 3 nights in Norway).
For personnel living in the UK or other countries that AkerBP has not defined as "green zones" (see page 20 in the AkerBP instructions for travels offshore - see link below) then the quarantine period would be 10 days, but with 2 tests implemented the period will be reduced to about 5 days.
AkerBP has defined all other countries within the Schengen/EEA area to be "red zones". So, under these circumstances, and if the Norwegian Government’s point of view implies that these countries are defined to be ‘green’, personnel from ‘green zones’ will receive compensation. For all countries outside the Schengen / EEA, the quarantine period will normally be 10 days, unless you have a production-critical role defined by AkerBP.
Simply put, EVERYONE from the UK who now works at Maersk Integrator and Maersk Invincible will be paid for their quarantine period, as long as the UK remains "green".

What was MAF's starting point when it all started?
From the beginning, MAF is of the opinion that all quarantine should have been regarded as part of the employee's period onboard, with compensation in accordance with the current Collective Agreement. It has not been possible to claim any compensation based on the Collective Agreement, so actually quarantine periods imposed by both authorities and operators has been impossible to be compensated for. For a local trade union branch it has not been possible to cope with the challenge to obtain compensation for time in quarantine. The issue is submitted, lifted, via IE to LO and that is where the disagreement lies today.

At the risk of anticipating the course of events, we see that infection rates are rising again both nationally and elsewhere in the world. So why is it possible to get compensation at this time, and not for the employees who previously worked on Maersk Reacher for AkerBP? The answer is that the company now sees that this will be round 2 of the quarantine for many individuals and it will include great many of MDN's employees. We do not know who pays ....
MAF is of the opinion that everyone should have been treated equally, so, that if you got a 10 days quarantine if you arrive from the US, and AkerBP had its 5-day quarantine, then the employee should be compensated for 5 of the days, ie independently of the national quarantine rules.

The company's proposal to compensate for what is beyond national requirements, means that all compensation lapses for everyone who is working on Integrator and Invincible for personnel who arrive from "red zone" countries if this now changes.
There is a proposal from FHI (National Institute of Public Health) to redefine several countries to be “red zones” this week together with parts of Denmark.
MAF believes that the employees are equally  quarantined if there exist a national requirement or there is regulations required by AkerBP, and why should not our members be met with at least as the same good conditions as those who are employed by the operator of the field? The answer was simple; because MDN is not obliged to pay for it.  

So what about personnel who are not on these two rigs contracted to AkerBP, and consequently have no operator requirements towards quarantine regulations at present?
Under such circumstances it becomes difficult to claim any compensation as Equinor and Repsol do not have internal quarantine requirements for their employees. This means that you must be quarantined without compensation if the national rules are changed, and then with reference to the disagreement between the Norwegian Shipowners' Association and Industri Energi. The issue is now with the parties at the highest level in working life.  

In the meeting the company otherwise stated that they would compensate everyone who experienced quarantine restrictions beyond the national requirements only, for employees in the company who work on the Norwegian shelf. A protocol of disagreement has been drawn up for this situation and it has now been signed by both parties. MAF has only confirmed its position in the protocol which is attached to this info.
In the protocol the company describes what they want to introduce, with a view to compensation for accommodation, driving and testing.
The company must themselves inform about their proposed solution for compensation. As previously stated, MAF do not agree with the model presented.   
All questions how to handle the situatuin must of course be answered by the company themseves.
The individual must contact their coordinator if there should be any questions.

Again, MAF will approach IE to start working to implement an industry standard, so that we have something to relate to in the future.
This is for sure not the last time we will be exposed to the fact that our members may end up in quarantine or other phenomena that prevent them from traveling offshore to their workplace.
The fact that one may hide behind a government requirement to avoid paying for employees who have to spend large parts of their time off in quarantine, this situation must come to an end.
You may wonder if this will be a subject at the wage negotiations this autumn .....  

https://www.akerbp.com/wp-content/uploads/2020/08/Offshore-travel-Instructions-Handling-the-Corona-situation-rev.9-Copy.pdf​

http://www.mafsiden.no/Protokoller/2020%20Aug%2011%20Meeting%20Quarantine%20and%20compensation.pdf

No agreement on the compensation model for the quarantine MAF will sign a disagreement protocol.

More information about this will be on our website tomorrow.

Maersk Integrator and Maersk Invincible will soon transfer to work for AkerBP.
Just for some small update - our company is in daily dialogue with AkerBp to get a clarification from AkerBP on how to handle the present situation.

Both our company and we are aware that this is not an optimal situation for the employees, nor for the company. There are many factors that need to be in place related to testing for Covid 19, travel, possible quarantine, etc.

MAF and the company might have been in meetings on the subject, but presently it seems to be more questions than answers. Hopefully, we expect further clarifications during the coming week.
MAF is otherwise in close dialogue with IE.
We are on the "ball"

Quarantine regulations when working for AkerBP
Many of you have probably observed that Integrator and Invincible will be transferred to Ivar Aasen and Valhall, respectively. This means that both units will be hooked-up to oil-producing units and that AkerBP have their own rules related to the quarantine for these installations. The company has informed us on the subject, but MDN are waiting for final information from AkerBP on how the regulations will be implemented.

The company will then call upon MAF immediately, to try to find solutions on how to handle the situation.

MAF will provide more info as soon as possible.

Quarantine for UK personnel
Friday last we were told that all leisure trips from the UK would not involve quarantine, but that business trips should still be encompassed. A more profound idiotic provision should hopefully not be experienced ever. Related to this idiotic decision an email was sent to IE with a clear message that this decision is not an action to be accepted. 

The decision was then changed later in the evening on 10.07.20, so that business trips were also exempted from quarantine.

This did not solve all problems related to quarantine for members of MAF, as we have employees who live in other countries as well, so the job is still not finished on their behalf.

Attached follow copy of an e-mail sent to IE and others:

Hey to all of you.
Know it is holiday and weekend for some, but I must ask for help. Unfortunately, our members do not have a holiday at the same time, and then we must be there for them.

I just have to apologize on behalf of the idiotic sides of Norwegian bureaucracy when doing their best to save the travel and tourist industry by opening up for holiday trips, but not for those who are going to work - for example personnel from the UK.

Is it really a fact that nothing may be done to influence someone so that this can be re-arranged so that those who go to work may also be exempted from quarantine?

Up till now the focus has been on business trips, but then – suddenly - holiday trips come into focus and are opened for.

There is someone with influence that have been listened to when it comes to who will be allowed to enter Norway without being quarantined. Have we dozed off for a sec?

I urge you that this decision be taken up at the very first opportunity possible and that everything can be done so that this, possibly the most incomprehensible decision within man's memory, is re-arranged so that our more than 80 UK employees may avoid being quarantined on business trips.

We have personnel who by now have returned home after 132 days in Norway, and now this must come to an end.

This has nothing to do with the spread of covid-19, this is just direct bureaucracy.

We hope you will manage to submit these facts further and that the oil companies and not least LO now will do their best so that we may equate business travel with leisure travel in this situation.

I know it's a weekend, I know it's a holiday, I know you've been busy, but I must again ask that you do whatever possible, and not least inform about your position and what you intend to do for these members.

Wish you a nice day. I will try to explain to everyone who makes contact about why everyone in the UK is affected in this way and why MAF has not manage to solve the problem. 

Regards 
Frode


Sickness and leave during the quarantine period.
One of the many other challenges we have experienced, but which have not yet been decided, applies to those who have been on sick leave, or those who have reported well within the regular quarantine period. 

The company has in these circumstances reserved their right to make deductions from the salary if you have not been able to agree on some other solution, such as moving your trip or owing the company a few days. The case has been submitted to Industri Energi on a general basis.

Collective Agreement clause 14.1 a-b-c

The Collective Agreement provisions under clause 14.1 a-b-c (death / terminal phase in the immediate family, documented illness in the conjugal family, birth of own child) have also been challenged, and will continue to be so at future similar quarantine situations. If, due to one of the three situations mentioned under a, b and c, it is not possible to carry out the required quarantine period, the company will also under these circumstances have the right to make deductions. Thus, everything under point 14.1 a-b-c is in really put out of force. This issue has also been submitted to Industri Energi.

Shop stewards
As a result of redundancies and consequent redeployments of employees there are unfortunately many shop stewards who have lost their positions. We encourage elections to be arranged on the crews where shop stewards are missing. Lists are sent out to the shop stewards today. 

Covid-19 
The company is working on how to handle the various changed quarantine requirements and opportunities with regard to testing, while at the same time meeting customer requirements and keeping the risk of infection down.
The company will come back with more information when there is somewhat more concrete on how one envisages this to be handled henceforward. 

Booking of courses 
It has been decided that booking of courses will be transferred and carried out by Maersk Training (MT) as of 10 August 2020. 

Dialogue prior to offshore hitches 
There is a need for some to conduct conversations at outbound travels offshore, so we have agreed that two of two medics terminated will be offered to do this work from home full time. The offer will be presented according to seniority. 

Position of Hydraulic Engineer in higher wages group 
The company will not meet our demands for a higher salary group for this position. The company believes that changing the salary group for positions already set in the Collective Agreement belongs as part of the Central Wages Settlement. The case is presently forwarded to the Voluntary Positions Committee (between NR and IE) in a cooperation between MAF and Saipem. A meeting in the Committee is scheduled on August 18. If we are not successful in the Position Committee, we will forward the case to the Main Wages Settlement, which is postponed to week 39 due to the corona crisis this year. 

Compass Q2 2020: 
There was a discussion over the subject of Communication when the company was sending / providing information to employees, and on how the company should not provide guidelines for responses. 
 

AkerBP has terminated the contract for several of the additional personnel onboard the Maersk Invincible. These are 6 Ass Drillers, 18 Floorhands, 8 Roustabouts and 3 Hotel Administrators - a total of 33 employees.

So, what can be done to reduce this number?
MDN has signed a new agreement to have 6 extra ADs and 6 extra Roustabouts on board Maersk Invincible from 01.08.20.

Additionally, it has been requested that MDN delivers 6 additional SIMOPS drillers to Maersk Integrator from 20.08.20. 

MAF and the company have agreed that there is a need to increase the number of Floorhands in the competence pool. By doing so we have managed to reduce the number that is considered for dismissal to +/- 10.
Personnel in question will be called to the AML 15.1 meeting this week. 

MAF will, of course, assist members who request assistance at these meetings.




 

Presently, on daily basis MAF is managed from home offices due to the Covid-19 situation. We have been doing this since 10 March. We were originally heading down to Eigersund and Mandal on rig visits, but this was canceled. We have now arranged for our office secretary Elisabeth Brekke, who has returned after maternity leave, to work out of our office at Forus.

Otherwise, we may inform that AU (Executive Committee) meets in daily video sessions. AU include leader (Frode Larsen), deputy leader (Jørn B Hansen) and local union secretary (Bår Inge Pedersen). We are also in close dialogue with the company safety service, primarily KHVO Anders Blom. Further, we are in daily contact with the company, keeping up close contact with Industri Energi and other union representatives from other companies in the rig industry. 

An example and listing of last week’s workflow for our local branch:
Arranging MAF Board meeting, participated in central union IE Board meeting, finalizing the changes at the office due to downsizing of personnel, Intrepid departure meeting, Board meeting in MDN AS, attending in IE National Council and locally managed approximately 30 cases. 

In addition, a lot of time is spent preparing for meetings to come and meetings that we anticipated would come. In between, some casual office work must be carried out.

This is good news to many, but it is not a reality and in not in place for many others in our industry.

In Maersk Drilling Norge AS there are over 80 (!!) employees domiciled in the UK who are still encompassed by the 10-day quarantine regulations when entering Norway. This is a fact that MAF is focusing on, and we are in a dialogue with IE which in turn has to press on higher up in the system.
It does not make the case any better that personnel living in the UK are also subject to a 14 day quarantine when going back home. MAF is not in position to influence upon the quarantine regulations on entries into the UK.
Our present initiative is to make sure that IE does everything they possibly can to resolve this issue and that the focus is to impose the equal quarantine regulations that applies on entries into Norway for personnel living in the UK.

No matter what, MAF would especially like to thank Lill-Heidi Bakkerud and Ommund Stokka in IE for the support and work they have put down so far towards NR, NOG, LO etc. This is something that they have taken extremely seriously and used their channels to press for a change, and called on the local IE Branches in the oil companies to push on their companies to follow the national guidelines.
It should also be mentioned that MAF has also received very good feedback from IE central, considering that we have been constantly pushing for this to have been prioritized and in focus.

Together with the company MAF today made an agreement that no lay-offs will be implemented as a result of 2 rigs leaving Norway and pending the Maersk Intrepid to start drilling again later this year. 

In a meeting with the company May 14 the parties agreed that 45 employees would be temporary laid off pending Maersk Intrepid to start drilling. 

For MAF, it was important that the current downsizing of crew was completed in full and that the company had to select those who would be transferred to Maersk Intrepid before any lay-offs could be implemented. 

What makes this agreement possible to avoid the uncertainty for 44 people's salaries this summer is that all personnel intended going to Maersk Intrepid will join an "Intrepid Resource Pool". This is an agreement that allows everyone who is now going to Maersk Intrepid to follow their 2-4 rotation, but with a flexible departure for offshore hitches stating departures on Wednesday plus/minus 2 days. In practice, this means that during the week you were supposed going offshore, you do not have a fixed day for departure, but you may be asked to join any Maersk Drilling Norway operated rigs from Monday to Friday. We have made similar agreements in the past with great success.

It is quite clear that by using the common ordinary lay-offs on each individual rig, personnel with the longest company seniority in each position would maintain their  fixed 2-4 rotation, but by using the local solution stated personnel with longest company seniority will help as many as 44 people retain full pay.

The alternative today would be 6 days on full wages after termination of time off from the last hitch offshore, then 14 days with wages up to 6G and then about 63% of 6G. Today, 6G is equal to approx. NOK 600,000.
(6 times the Basic Amount in Norway equal about NOKs 600,000, - per year, or approx. NOKs 50,000, - per month)

MAF hopes that this agreement will make everyone who is now encompassed will see the value of the fact that so many people are now avoiding lay-off, and that the period in the "Intrepid Resource Pool" will be short. Anyway, no one should be encompassed by the arrangement longer than at the latest until their first regular departure offshore after September 1st.

You can find the protocoll here

 

The rig moves from the Norwegian sector to Denmark. In this connection, a protocol has been made for the voyage. In all essentials, this means that the Norwegian agreement applies, it is based on voluntary and there is a tax guarantee.

The protocol can be found here


 

To get your rights to unemployment benefits transferred to UK (or other EU/EEA-countries)

If it's coming to a mass dismissal, the employer has to inform Nav about the situation, and they have to provide you with a form PD U1/N-301 that allows you to claim benefits from your home nation.  You must bring this document to the job center in UK,  to proof that you have been paying into the Norwegian system, and therefor are qualified to claim for unemployment benefits in UK. (or other EU/EEA-countries)

If you want to get your right to social benefits transferred to UK (or other EU/EEA-countries) as described above, then follow the link and submit the form NAV 04-02.05 “Application for certificate PD U1/N-301 for coordination of social security rights in EEA countries”

https://www.nav.no/soknader/en/person/arbeid/dagpenger


To qualify for unemployment benefits in Norway if you are terminated and want to stay in Norway as job a seeker.

Many think that they can live in another country and get benefits from Norway, because they have paid into the system. But same as in all other EU countries you are not entitled to get benefits, unless you are residing or staying in Norway and being an active job seeker, ready to take any job on offer.  

If you want to qualify for this, you must follow below link and submit the form NAV 04-01.03 “Application for unemployment benefits” and you must also register as a job seeker (same link).

https://www.nav.no/soknader/en/person/arbeid/dagpenger


To qualify for unemployment benefits in Norway, if you are temporary laid-off only (permitteret) and want to stay in UK (or other EU/EEA-countries).

IndustriEnergi informs that NAV accept that you can stay in another country and get unemployment benefits from Norway, but as a main rule you shall make yourself available for work and be a serious job seeker. It’s very important that you also state this in the application by ticking off the right boxes.  Furthermore relocating and travelling for work can be expected. We advise you to read the attached document from IndustrEnergi very carefully before you submit the application

You find the document here: “IndustriEnergi - Claiming Unemployment benefits whilst laid off”

If you want to qualify for this, you must follow link and submit the form NAV 04-01.04 “Application for unemployment benefits in the event of temporary lay-off” and you must also register as a job seeker. 

https://www.nav.no/soknader/en/person/arbeid/dagpenger


Read more here about your rights here: https://www.industrienergi.no/nyhet/here-you-can-read-workrelated-questions-and-answers/




Contact NAV:

Central switchboard phone no: +47 55 55 33 33

NAV International phone no: +47 21 07 37 01

You can also use your personal norwegian ID to log into NAV and ask for anything about your rights. https://www.nav.no/en/Home

 

MAF presentation of the process of collective redundancies in Maersk Drilling Norge AS (MDN).
Notice of dismissals are given to personnel when one or more of our rigs no longer have work and the company cannot keep everyone active at work.
The law on Information and consultation in connection with collective redundancies  can be found in AML § 15-2, here:

MDN is obliged to call MAF for discussions as early as possible if the company can see that it will be without assignments in the near future. At these meetings, the company are obliged to inform about the situation and at the same time notify the NAV (Labor and Welfare Agency).
MAF and MDN prepare a protocol that tells how the downsizing in manning shall be carried out. Such protocols usually take a few days to prepare. An example of such a protocol is
”2020-04-23 Drøftelsesprotokoll- Endringer i bemanning i MDN”, can be found here. 

This protocol is linked to
”June 9, 2015. Agreement on company seniority, and furthermore for layoffs / mass dismissals / downsizing of manning”, which may be found here:
It is this protocol that forms the basis for all layoffs, collective redundancies or downsizing of personnel in MDN. 

The individuals who are considered terminated will be contacted by the company to attend at a so-called 15-1 meeting. A MAF epresentative will always be present during the meeting if the member so wishes. The meeting is by telephone or by attendance. In this meeting, the following matters are discussed with the individual:

• Age and prospects at the labor market
• Financial situation, burden of debt, dependency burden, and so on 

• Information on preferential rights to new employment 

• How many employees considered dismissed who have longer seniority than you.

In addition, MDN / MAF will answer questions from the individual and whether there is something the individual like to be added as a comment for MDN to consider before eventually they decide to give notice. All MDN employees are entitled to a 2-year of preferential right to reemployment. The right starts at the last day on wages.

After this 15-1 meeting, MDN will decide whether to opt for termination or not. This decision is often taken after all 15.1 meetings have been arranged.

 
If you have received a notice, you have the option to ask for a so-called 17-3 meeting.

The law on The right to claim negotiations can be found in AML § 17-3, see here

At this meeting, you state why you believe MDN has terminated you unlawful. At the same time, there is the custom that when one claim this 17-3 meeting, one also claims the right to stay in position. MAF has all the forms that must be filled in and recommends that you include a representative from MAF or another person who is familiar with labor law at the 17-2 meeting. In some cases, we recommend lawyers from Industri Energi (IE) to attend the meeting as they have very good knowledge concerning most types of terminations. In our company, it occur that 17-3 meetings are arranged, but as a general rule any unclear conditions are resolved before such meetings.
Rarely does a case end up in the courts. If MAF and IE think a case should be pursued, then the IE / LO will attend with their lawyers.


Periods of notice
How long is the period of notice in MDN ?
The answer is two-dimensional. One is the Law and the other is the Collective Agreement.

In Law, we think this is the most important parts:

(2) In the case of employees who, when notice is given, have been in the employ of the same undertaking for at least five consecutive years, at least two months' notice shall be given by either party. If the employee has been in the employ of the same undertaking for at least 10 consecutive years, at least three months' notice shall be given by either party.

(3) If an employee is dismissed after at least 10 consecutive years' employment with the same undertaking, the period of notice shall be at least four months when given after the employee is 50 years of age, at least five months after the age of 55, and at least six months after the age of 60. The employee for his part may terminate his contract of employment with not less than three months' notice.

The entire law on termination may be found here;

The most important reference in the Collective Agreement:
Notices of termination and dismissal shall be given pursuant to the provisions of the Working Environment Act.

For employees in wage groups 0, 0.1, 1, 1.2, 2, A og B the term of notice is 3 months.
For Platform Managers with 10 years consecutive employment the term of notice is 6 months. 

This is stated under chapter 2.2 of the Collective Agreement, see here:

 In recent days, MAF has participated in discussions related to downsizing of personnel in the company.

COVID-19 and the decline in oil prices are the triggering factor. In the present situation our clients tighten up on investments, postpone projects and want to spend minimum money. This situation is facing us now. 

AkerBP has terminated the contract with Maersk Reacher and the rig is likely to be moved to Denmark. Other projects are postponed indefinitely by several of our customers. As a result, unfortunately, this leads to approximately 100 dismissals in MDN.

Employees who are considered terminated will be contacted directly by MDN by the end of this week for invitations to individual discussions in accordance with § 15-1 of the Working Environment Act, where final decisions regarding dismissals will be made following these discussions with a final decision expected within the end of this month.

MAF will assist all members who wish to attend these meetings. The meetings will take place by telephone on Monday and Tuesday of next week (April 27-28).
 
Attached you will find information from the company.
Newsletter
 
You may find a link to the protocol here

MAF will provide more information about this tomorrow (Friday) morning, then the minutes from the discussions will also be released.

Here are the newsletters from MDN:
Nyhetsbrev 
Newsletter

MAF receive many inquiries stating that MAF does not do enough for their foreign members. Some members even think that MAF would have worked harder for their Norwegian members if they were to quarantine for 14 days, and at the same time lose 30% of their salary.

The truth is quite clear and explicit, we could never think of treating our members differently depending on the country of residence. 


The present topics are problems that has hit everyone in the industry, and we must point out and underline that we do everything we as a trade union can do, and we do what any union possibly can do.
Unfortunately, our options are limited when it comes to losses due to reduced exchange rates and government imposed quarantine regulations. It is by no means a lack of will on our behalf, but it is problematic to act when the issues are outside the tariff agreements and regulations that we usually make use of.  

All other local branches and trade unions in Norway with members residing abroad, are in the exact same situation. So, we help each other rather than compete. So, there should be no doubt that we are moving in the same direction. We are in daily contact with our colleagues in the NR sector, and we have daily contact with Industri Energi, and the issue on quarantine is not a chapter concluded.

The exchange rate of NOKs is historically disastrous. Some are of the opinion that if the exchange rate comes down far enough, then the company must do something related to compensation. But the obstructing element is that we are on tariff wages and if the company should pay some extras, for example to Danes or other groups, the company then would be obliged to offer the same to all personnel on the actual tariff wages.

However, we have repeatedly requested the company if they could find any creative solutions to the subject. Partly to help our Danish members financially, and partly to prevent anyone from resigning their position.
Initially the company locally refused our request. Not because the company had no sympathy for the request, but simply because we are on tariff wages, the message sounded. MAF received the answer, but still forwarded the matter to the Board of MDN, hoping that they could help, but unfortunately we got the same answer in Lyngby.
The matter has also been discussed as a matter of concern in S-AMU, without this changing anything.


And then the case with the quarantine at a hotel emerged on top of the first subject. Definitively, we understand the frustration of losing so much money on reduced exchange rates, and at the same time spending so much of your leisure time in quarantine at a hotel. And many of you have certainly experienced a lot of challenges previously at home.
This is not a situation that we in any way wish for any of our members.


The first time the matter was brought to our attention, of course, we started discussing compensation, but the subject was quickly lifted to a higher level to be negotiated centrally. Currently this is not definitively settled.
We also saw a risk that our members from abroad may end up in layoffs because they were not immediately available for work. We were totally clear that if layoffs should come into use we would claim layoffs across borders so that not a single group of foreigners should be affected. No layoffs took place. Unfortunately, we could do nothing but recommend our members from abroad to make themselves available for hotel quarantine.

We can only appeal to you all that you show understanding that we presently are doing everything we can do and that we are doing it for all our members. Presently we just so damn much wish that the subject of quarantine hotel caused by government requirements was part of our Collective Agreement. But there was probably no one who had foreseen this situation.
And yes, we have heard that those who work internationally receive compensation for quarantine stays. But they have no Collective Bargaining Agreement and during the last crisis they received a reduction in wages, while we were given a salary increase and continued working the 2-4 rotation. We must therefore ask you to think about what IE and MAF have previously achieved, and what we will continue to do for all our members.


The fight is still on, also in terms of quarantine. Feel free to read the attached info from IndustriEnergi:    https://www.industrienergi.no/nyhet/vi-ser-karantener-i-alle-varianter-det-er-uholdbart-og-lite-respektfullt/    

 
Incidentally, please contact us with any concerns and questions of all kinds.

Information posted by MAF during the last weeks has been intended to be factual and stating the present situation only.

That the MAF and AU then will be blamed for the company not being able to compensate for the quarantine time and that the MAF also have to be blamed for the fact that the IE has not provided sufficient information becomes somewhat unreasonable. MAF works equally hard for all members regardless of nationality and we find it very unfortunate that our foreign colleagues have ended up in this present situation. There have been several inquiries that do not relate to the actual quarantine situation, but inquiries directed towards persons in AU as individuals. The allegations relate to that we do not support and serve the Danes in a proper manner and that all issues from diet and compensation during the quarantine should have been easily settled right away.

We are of the opinion that the criticism is unreasonable, considering that we have not been in position to influence this time. We tried to get a compensation scheme in place, the same for diet to be paid, but we were in a position that the company did not have to comply with our claims. Reason: There is no breach of the Collective Agreement, it is impossible to define a single breach of the tariff allowing us to get IE to take on the case. You will find this same information on the web sites of all trade unions involved, whether it is IE or Safe. This is not an issue that can be disputed as it presently stands. The parties are dependent on a solution at a higher level. When the regulation is decided on such level where we are not a party (Government), then it becomes difficult - even for MAF. The history shows that MAF has had very good agreements locally when it has been possible to negotiate the terms.  Sorry, but it has been out of our reach this time.

We were in early contact with IE and had many meetings where quarantine was a topic.
It is IE who owns the Collective Agreement. MAF is a local branch (no184) in IE. MAF handles / assist all members of this branch. IE and Safe have the right to negotiate with the Norwegian Shipowners' Association (NR). On a national level IE is a member LO and Safe is a member of YS.

IE/LO and Safe/YS are both opposing parties to the NR.

Today MAF has a sent letter to IE asking them to clearly state their opinion on both the Governments imposed quarantine and not least how we should deal with the local internal quarantine. Here everyone must be aware that our industry is not defined as socially critical, as the oil companies are. This is essential when considering how the actual issues are solved for personnel on the fixed installations and also one has to be aware that oil companies have a completely different money bag and accordingly have found solutions for how to manage quarantine with compensation. It is important to note when reading responses on compensations from Safe, they are not referring to our scope of the industry as no one in the NR sector has this type of compensation.