Regulations of the Solidaritet Norge trade union

§ 1 Objectives

The trade union Solidaritet Norge aims to bring together employees, in particular those from abroad who meet the conditions for membership in the union, in order to protect their employee interests. The main goals of the association:

  1. Protecting the professional, economic, social and cultural interests of employees,
  2. Concluding collective agreements that will specify the working and pay conditions of union members,
  3. Combating social dumping and economic crime in the workplace,
  4. Protection of regulated working time and fair remuneration in accordance with applicable law, for work at the weekend, in the evening, at night and for overtime work,
  5. Combating all forms of discrimination and double treatment due to: gender, sexual orientation, nationality, religion, views and culture,
  6. Commitment to work for equality between employees based on gender,
  7. Commitment to work for freedom, the rule of law, the development of democracy and the Protection of Human Rights enshrined in particular in the European Convention for the Protection of Human Rights and Fundamental Freedoms, as well as other international agreements that protect broadly understood Human Rights,
  8. Involvement in work for the independence and political independence of trade unions, which does not exclude supporting initiatives aimed at improving labor rights, fair distribution of goods developed by society, economic, social and cultural development.
  9. Strengthening knowledge inside and outside the union about the importance of trade union activities for the benefit of employees and for the benefit of the community,
  10. Strengthening and developing international cooperation of the trade union movement,
  11. Moral support as well as advice and legal assistance for members, if possible, of the union regarding pay and working conditions and their employment relationships,
  12. It is also possible to agree on individual conditions for conducting a specific case, these arrangements may also concern costs.
  13. The union does not accept views or activities of a totalitarian or terrorist nature, spreading ideology: fascist, Nazi and other forms of totalitarian activities.

< strong >§ 2 Union membership

  1. Members of a trade union can be people working in Norway, students, as well as people receiving benefits from NAV, e.g. unemployment benefit. It is required to have a personal number, or the so-called D-number,
  2. A condition for membership in the association is the need for a member of the association to accept these regulations, ordinances, decisions of the association's board, as well as to follow its guidelines.
  3. A person becomes a member the moment they sign up,
  4. People sign up by sending an application (filling out a questionnaire) in electronic or paper form,
  5. There is a 3-month grace period from the time you become a member of Member Support. In justified and urgent cases, such as termination of employment or an accident at work, the chairman of the union may order the waiver of the 3-month grace period. The form of assistance depends on the situation, possibilities and nature of the case. The purpose of the union is to do its best to help the member.
  6. Resignation from membership must be notified in writing by registered mail or e-mail to the following address: office@solidaritetnorge.no,
  7. The notice period is 1 (one) month,
  8. A member of the trade union is obliged to provide information to the Solidaritet trade union in the event of leaving the Kingdom of Norway and/or taking up gainful employment outside the territory of the Kingdom of Norway. Such information should be reported immediately to the following e-mail address: office@solidaritetnorge.no,
  9. Resignation by phone, sms, mms via Facebook and others is not accepted and thus has no legal effects.
  10. Who joins unions for the sake of appearances, not with the goal of actual union activities for the benefit of members and the union, who uses deceit, fraud, etc. to extort support from the union or to obtain confidential information and other information for competing institutions organizations, etc. The same applies to persons disloyal to the Solidaritet trade union. Such a person may be denied membership of the union upon registration and, if so notified after registration, expulsion from the union, and expulsion may also be retrospective.
  11. People who have taken up employment outside Norway automatically lose their union membership for a foreign employer. It does not apply to employees who are employed by a foreign employer but are posted to work in Norway . A member of a trade union has an information obligation towards the union, the message should be sent to the following e-mail address: office@solidaritetnorge.no
  12. Persons who do not receive benefits from NAV, as well as whose employment relationship ended in Norway and reside outside the Kingdom of Norway, are obliged to immediately notify the trade union of these changes in order to assess whether the person meets the conditions for membership . Neglecting the information obligation towards the union may result in the exclusion of a member from the union,
  13. A member is obliged to inform the trade union of any change of employer or lack thereof,
  14. If a member transfers the matter for consultation /handling to another entity outside the trade union that does not cooperate with the Solidaritet trade union, the union reserves the right to refuse to handle the case,
  15. The Solidaritet trade union has the right to refuse to pursue a case if the circumstances of the case show that the chances of success of the case are small and thus the case is pointless.
  16. Solidaritet reserves the right to refuse assistance/proceeding a case for members who violate the provisions of the Regulations at any time, also in the event of a violation of the principles of loyalty to the Solidaritet trade union

< strong >§ 3 Communication with the union

  1. Communication with the union takes place by phone, via e-mail, videoconference, or by post. SMS communication with a contact request is also allowed,
  2. It is not accepted to send documentation via sms, mms, Facebook, Instagram, etc. Postal correspondence and electronic e-mail are used to send documentation.
  3. We reserve the right of 3 business days to respond to the correspondence sent. However, during religious and state holidays, as well as the holiday period, the right to respond within 7 days is reserved. If the issue presented in the correspondence is more complex, this period may be extended, depending on the complexity.
  4. Correspondence is answered in the order in which it is received, however, the order in which it is reported may be omitted if the matter is urgent.
  5. Sent documents must contain a description of the case, the case is not suitable for progress if documents are sent without a description of the case, expectations and demands,
  6. The sent correspondence must be marked with the sender's designation, i.e.: name and surname of the sending person, telephone number - optional (also applies to correspondence in electronic form - e-mail). For correspondence not containing the above-mentioned data, the right to refuse to answer is reserved.
  7. The union is not liable if incomplete documentation is sent by a union member regarding the case, or if the union is not kept informed of new circumstances of the case, e.g. decisions of the employer, NAV, etc.
  8. A member of the union is obliged to update their address and contact details each time they change

< strong >§ 4 Membership fee

  1. The premium is determined as a fixed monthly amount,
  2. The premium may be changed by the management board, if it is justified by the functioning of the union or the inflation rate,
  3. Members receive an invoice for payment once a month to the e-mail address provided by them, or a deduction from the member's salary by the employer can be used (by prior arrangement),
  4. The member is obliged to pay the membership fee until he or she leaves the union or is excluded from the union,
  5. A member is provided with an individual membership account in electronic form as part of the membership fee,
  6. After 3 unpaid dues (3 months) - the member obtains the status of a suspended member, however, he is obliged to continue paying the membership fee until he resigns from membership or excludes the member from the trade union. In the case of a suspended member, the association reserves the right to refuse assistance,
  7. By the decision of the board or the chairman, a member may be temporarily or permanently exempt from paying the membership fee without losing membership rights in justified cases, e.g. a very difficult financial situation or for special merits for the activity of the union,
  8. The date of payment of the membership fee is the day the fee is credited to the association's bank account,
  9. When paying for the membership fee, please provide the membership number of the association in the content, if the membership number from the association is not provided, the contribution may not be recorded until the confirmation of payment of the membership fee is sent,
  10. The premium does not include insurance, insurance costs are additionally incurred (if such was concluded),
  11. In the event of arrears in the payment of the premium, the right to collect payments through an external debt collection company based in the Kingdom of Norway or the Republic of Poland is reserved.
  12. For active activity, recruitment of new members and promotion of members, the member is awarded distinctions and discount bonuses in the payment of the membership fee. The decision of the the subject is issued by the chairman

< strong >§ 5 Trade union management

  1. The union's board consists of at least a chairman and a deputy chairman. The chairman has the casting vote. < br > The Management Board may be extended if necessary, with the consent of the acting Management Board or the Chairman. The board may consist of a maximum of the chairman, 6 board members, 2 secretaries and 5 "reserve" deputies in case of absence of any of the above-mentioned members. listed. The Management Board is appointed for 7 years, unless a management board member resigns himself before the end of the term of office, then a management board member appointed by the chairman is appointed in his place for the new term of office.
  2. Members of the management board are obliged to appear at meetings, unless the state of necessity or other important justified reasons prevent it. The removal can also be carried out by videoconference or telebridge.
  3. In current matters and those requiring a quick solution, the chairman may make decisions alone.

§ 6 Administration

  1. The day-to-day management of the union is carried out through the people selected for this purpose. Individuals may be rewarded for doing so, unless the individual is volunteering,
  2. Those who manage the union must oversee activities in accordance with the bylaws, ordinances and guidelines,
  3. The administration is responsible for submitting incoming important matters to the board,
  4. The administration is responsible for negotiations with employers,
  5. As part of the management of the union, the administration advises and also provides guidance to members,
  6. The administration implements the orders imposed by the board,
  7. The administration ensures that incoming cases are dealt with as quickly as possible,
  8. The administration also represents the union outside, in current contacts, unless otherwise ordered by the chairman,
  9. In the event of an influx of cases that exceeds the union's processing capacity at a given moment or period, the administration is obliged to inform the member reporting the case,
  10. The secretary assists the board in its activities. The secretary is responsible for writing the minutes of the negotiations. The secretary also has the special task of overseeing the administration to respond to incoming correspondence as quickly as possible. Under the supervision of the board, the secretary conducts and supervises agitation tasks.
  11. The chairman has the right to suspend or remove the secretary, the same applies to members of the administration in the event of violation of the regulations or other provisions and orders.
  12. Complaints against the administration are considered by the chairman or another person appointed by him,
  13. The chairman has the right to hire and dismiss persons.

< strong >§ 7 Annual and extraordinary meetings

  1. Annual meetings, as a rule, should be held in March. The annual meeting may be abandoned if logistic, geographic and other relevant circumstances justify it. An order on annual meetings is issued by the chairman. In the event of an annual meeting, members are notified 30 days in advance by e-mail to maintain order.
  2. Extraordinary meetings are ordered by the chairman, or a person designated by him, if he considers it necessary. Extraordinary meetings are also convened at the request of 50% of union members. An extraordinary meeting is convened at least 5 days in advance in the form of an e-mail, in order to maintain order.
  3. Persons with three or more membership dues do not have the right to vote, the same applies to persons who have paid their dues but have previously been repeatedly in arrears with membership dues.

§ 8 Postulates and proposals

  1. A proposal for discussion at annual meetings is sent to the union's board at least 10 days before the planned annual meeting, in electronic form by e-mail,
  2. The submitted proposal is put to a vote. For the proposal to be binding, it must be voted by 2/3 of the members. In the absence of a quorum, the chairman may consider the result of the vote valid if he considers that the introduction of the proposal is justified or necessary for the proper functioning of the association,
  3. Proposals may also be submitted by the board, chairman, deputy chairman, secretary, or members of the administration,
  4. Norge trade union, the chairman or a person indicated by him and authorized person has the right to invalidate the voting results - the principle of the so-called "safety valve".

< strong >§ 9 Meetings of trade union members within works clubs

  1. A local works club meeting (members employed by the same employer) may be held with the approval of the union president. At the meeting current issues concerning the situation in the workplace are discussed.
  2. The meeting may discuss proposals, current situation regarding the collective agreement,
  3. At the meeting, you can choose a "conductor" who will watch over the correctness of the meeting and discussion. A member has the right to comment on the same matter no more than 3 times. The first time the voice is given for 10 minutes, the second time for 5 minutes, the third time for 3 minutes. The conductor makes sure that the allotted time is not exceeded. This rule does not apply to board members, secretary, administration, union representatives or consultants,
  4. Only members of the union may participate in club meetings, unless the chairman orders otherwise,
  5. In the event of a reasonable suspicion that a member conducts "espionage activities" for another organization or discloses information sensitive to the union, including those that are covered by trade secrets, or concerning other members, the chairman or his designee has the right to exclude member from the meeting immediately. These rules also apply to annual or extraordinary meetings and others,
  6. Within the club, at the request of the chairman or members of the works club, internal rules of operation of the club can be approved, however, they cannot be contrary to the main rules of the association, ordinances and resolutions of the board. Such rules must be approved by the chairman. The chairman may also propose changes or proposals that should be included in the regulations. The regulations sent for approval by the chairman or a person appointed by him must be voted on by the members of the club, by a majority of 2/3 votes,
  7. To establish a club, the number of 15 members is required, unless the chairman orders otherwise, or a person authorized by the chairman.

< strong >§ 10 Collective agreements, so-called tariffavtale and strike

1 Collective bargaining

  1. If the situation of concluding a collective agreement with an enterprise requires or requires it, the administration, under the supervision of the management board of the union, prepares a proposal for a collective agreement,
  2. The initiative to sign a collective agreement may be proposed by the enterprise, union management or interested union members,
  3. When calculating the quorum required to apply for a collective agreement, only active union members (who are not more than 3 months in arrears) are taken into account.

2 Strike

  1. Members of a trade union/works club have no right to take strike action or suspend work without the consent of the chairman of the trade union Solidaritet Norge . Any consent to take strike action is given in writing in the form of a protocol signed and approved by the chairman of the union.
  2. The employer is informed about the start of the strike action in writing 14 days in advance by the chairman of the union,
  3. The employer is informed about the extension of the strike action within a 4-day period. In the event of an extension of the strike, it must also be in writing under pain of nullity.
  4. Norge trade union is not responsible for undertaking an arbitrary strike or any other action that causes or intends to stop work by members of the union without a written consent in the form of a protocol signed and approved by the chairman of the union

< strong >§ 11 Insurance

  1. The insurance is voluntary and is payable additionally, it is not offered as part of the current basic premium,
  2. The chairman or the management board may issue an ordinance on the obligation to conclude insurance, then the member has the right to make a decision and respond to the ordinance in writing or by e-mail within 14 days. No response from the member is considered consent to the conclusion of the insurance, unless the member proves beyond any doubt that he could not provide the answer for reasons beyond his control, e.g. hospital stay limiting the possibility of free decision-making,
  3. The chairman, after getting acquainted with the member's arguments and position, may exempt the member from the obligatory insurance contract.

< strong >§ 12 Exclusion of members from the union

  1. A member who turns out to be a "strike scab" or breaks the ordered "blockade" of the enterprise is immediately expelled from the ranks of the union. Exclusion is ordered by the chairman or the board of the union,
  2. A member who violates the trade union's regulations, orders and resolutions, who acts against the interests of the Solidaritet Norge trade union , may be expelled by the chairman, the board or at a trade union meeting by a 2/3 majority of the votes of the trade union members,
  3. The same principle of exclusion applies to members who act unfriendly, reprehensible, putting the good name of the union at risk,
  4. Instead of permanent expulsion from the union, suspension of a member for a shorter or longer period may be used. A suspended member during this time is required to pay dues but may not attend meetings,
  5. The Board of Directors excludes a member or warns a member of its intention to exclude in writing or electronically,
  6. The member may defend himself against exclusion by presenting his reasons at the meeting in person or electronically by e-mail, if the warning was sent electronically,
  7. In the event of immediate expulsion, the member has the right to appeal within 14 days, the appeal is submitted to the chairman of the union, who submits the contents of the appeal to the union board for evaluation. The appeal is dealt with within a reasonable time. Filing an appeal does not suspend the effects of disqualification or suspension.
  8. Expulsion of a member always leads to the loss of all union rights by the member and may not attend union or club meetings.

< strong >§ 13 Settlement of disputes

The interpretation of these regulations, as well as disputes, as they should be understood, are not subject to resolution by common courts. Disputes are resolved by lodging an appeal against the association's decision with the association's board of directors. Only then can the case be brought before an arbitration court.

§ 14 Dissolution

  1. Dissolution of the union takes place as part of an order by the chairman of the union, unless there is a reasonable suspicion that the chairman or the management board has been subjected to hostile pressure, pressure aimed at acting to the detriment of the union, then such an order shall be considered invalid, the rule applies so-called "safety valve",
  2. The union is dissolved by a majority of 2/3 of the votes of the union members, however, such a vote may be invalidated by the chairman or a person authorized by him, if there is a reasonable suspicion that the voting result is caused by hostile, insidious actions of external factors, the so-called rule applies. "safety valve".

< strong >§ 15 Detailed Regulations

At any time, detailed regulations can be established and adopted, however, they must be approved by the chairman or the board of the association.

< strong >§ 16 Application of the regulations

  1. The Regulations come into force on May 31, 2014,
  2. The regulations are approved by the chairman, the board or by a majority of 2/3 of the members,
  3. The regulations may be temporarily suspended by the chairman or the board, if it is dictated by the state of necessity.