If a collective agreement is not terminated three months before the end of the predefined period, it is extended by one year (see Labour Dispute Act § 5, paragraph 3). Several bodies facilitate cooperation on income policy and tripartite consultation. Employers and workers meet regularly in contact with the government, where important issues for wage formation are discussed between the government and labour market partners. Another important committee is the Arbeidslivs- og pensjonspolitisk råd, which was established as a forum between the government and labour market partners for dialogue on issues such as the labour market and pensions. In addition, the Technical Committee for the Calculation of Compensation of Profits (Teknisk beregningsutvalg for inntektsoppgjørene, TBU) compiles and presents statistics on wage developments and other relevant topics before annual employment contracts. Norway has a long tradition of tripartite income policies and consultation. This cooperation can take the form of social pacts, as in the 1990s, or in the form of state aid to conclude negotiations, for example. B if the early retirement scheme were to be revised in the context of the 2008 collective agreement. The social partners also collaborate on other issues of non-remuneration, such as for example. B the agreement on an inclusive working life (inkluderende arbeidsliv, IA agreement), first concluded in 2001 and which has been renegotiated and extended several times since then.

The prohibition of discrimination against part-time workers and preferential rights are included in the Labour Protection Act, Chapters 13 and 14. Such provisions are also included in collective agreements. Minimum wages are set in collective agreements after negotiation by the social partners. In Norway, there is no statutory minimum wage. In some cases, collective agreements are generally applicable by extending the agreed minimum wage to companies that are not bound by such an agreement. On the basis of collective agreements or company administrative provisions. The increase in employer density has not resulted in a similar increase in collective agreement coverage, indicating that many of the new members are not bound by collective agreements. Exceptions are not included in collective agreements (with a few exceptions), but can be agreed in rare cases.

An option to carry forward or exclude the general increase was part of the 2003 and 2009 private sector agreements (which must be agreed at the enterprise level). . . .

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