23.3.1. Fixed salary of each full-time shift worker according to contract Copied!

23.3.2. The meal break for watchmen shall be half an hour per shift and Copied!

23.3.3. Major holiday work is considered to be on: Copied!

23.3.4. If called to work outside working hours according to the shift schedule, payment shall be Copied!

23.4.1. Watchmen who have been on duty all days of the year shall, based on Copied!

23.5.1. Food facilities shall be available in a company cafeteria or Copied!

23.6.1. Where guarding takes place outdoors, employees shall be provided with Copied!

23.7.1. The transmission line in the Efling union's social area is delimited by Copied!

23.8.1. A permanent employee shall receive on-the-job training and courses such as: Copied!

23.9.1. Watchkeepers employed for watchkeeping duties on board ships Copied!

23.9.2. For the 7th shift, a 60% surcharge is paid on the shift wage. Copied!

23.9.2.1. For night care on major holidays, an 80% surcharge is paid Copied!

It is the common position of the parties to the agreement that the work of watchmen has a very special status and is as such vulnerable to industrial disputes. The following provisions shall apply to work stoppages, strikes and lockouts, and shall remain in force notwithstanding the expiry of the parties' collective agreement, prior to termination or in accordance with its provisions, until a new agreement has been concluded.

In the event of a work stoppage, strike or lockout, the provisions of Act 80/1938 on Trade Unions and Industrial Disputes shall be complied with. However, the implementation of a work stoppage shall be such that the safety of companies and the valuables under the supervision of the guards are prevented as far as possible from being endangered.

To that end, in the event of a work stoppage, the union will grant the companies concerned permission for the manpower needed to maintain minimum security.

24.1.1. If a dispute arises between the parties to the contract, the party that considers Copied!

24.1.2. Disputes about wages and conditions or similar disputes between employees and Copied!

Chapter 25 - Contractual conditions [] Copied!

25.1. Introduction -- main content Copied!

Response to failure of assumptions Copied!

Chapter 26 - On validity period, notice period, etc. Copied!

26.1. Effect of the agreement on working conditions Copied!

26.1.1. The parties agree that this agreement, together with the attached Copied!

26.1.2. The agreement therefore does not have the effect of increasing wages and Copied!

This agreement is valid from February 1, 2024 to February 1, 2028 and will then expire without specific notice.

Reykjavik, March 7, 2024

The collective agreement introduces new job titles and wage classifications for certain jobs in Chapter 1, or the job titles are arranged in a special chapter of the main collective agreement or special agreements between Efling and SA. This does not change the fact that unions other than Efling have the right to negotiate and have contractual provisions regarding these jobs. \[2024\]

Child support payments vary depending on the sections of the Efling collective agreement and the assumptions, definitions and terms used vary. The parties will coordinate payment rules when updating collective agreements. \[2024\]

The parties agree to establish a group (two representatives from SA and two from Efling) that will meet at least four times a year to follow up on the implementation plan and assess the status of the project on a regular basis in collaboration with the Icelandic Business Education Center.

Implementation plan

The parties agree to increase the number of job profiles in consultation with the Icelandic Business Education Center, where job competency criteria are analyzed through competency analysis, assessment lists are developed for jobs, and subsequently, competency is confirmed through the issuance of Professional Certificates.

The parties agree on the preparation of promotional materials and instructions for companies and employees on the new competency-based wage system. The parties are working together on the preparation of the promotional materials in collaboration with the Icelandic Business Education Centre. \[2024\]

If an employee's terms, assessed as a whole, are inferior to the minimum terms according to a collective agreement, his claim for adjustment, if it arises during employment or within 6 months of termination of employment, shall not be vacated for negligence but shall expire according to general rules. \[2024\]

In line with the increasing number of foreign workers in the Icelandic labor market, the contracting parties will collaborate to define the need for interpretation services and, where appropriate, prepare guidelines for companies on the matter.\[2019\]

The parties agree that employees who perform confidential duties for their union by sitting on the board, bargaining committee or confidential council, and who are in communication with their employer due to those confidential duties, will not be required to pay for those confidential duties, cf. Article 4 of the Act on Trade Unions and Industrial Disputes No. 80/1938. \[2019\]

When an employer provides an employee with housing for consideration in connection with employment, the provisions of the Tenancy Act No. 36/1994 apply regarding the formation and content of lease agreements.

A lease agreement under the Tenancy Act must be in writing and meet the requirements of Chapter II of the Tenancy Act, including the amount of rent, whether the agreement is temporary or permanent, and what services to the premises are included in the rent.

The aim is that employees do not pay higher rent than is generally the case and that the rent amount is fair and reasonable for both parties. When assessing whether the rent amount is fair and reasonable, the size, location and condition of the premises and the rental price according to registered rental agreements in the same area will be taken into account.

Housing must be intended for residence and meet requirements for amenities and hygiene.

If there is an agreement that an employee will not pay rent for housing, the salary terms may nevertheless not be worse than the minimum terms of the collective agreement pursuant to Article 1 of Act No. 55/1980.

These provisions apply while the employee is on the payroll of the relevant employer. \[2019\]

The parties agree on the importance of the workplace as a place of learning. The developments and challenges that are foreseeable in the workplace in the coming months, including the fourth industrial revolution, further increase the importance of this. The business community and employees must jointly be able to meet these changes and thus consolidate the country's competitiveness and social stability. Valuing the skills, experience and informal learning that an employee acquires in the workplace is an important matter of interest, as it strengthens the position of those working in the labor market, the professions, companies and the nation in general in terms of knowledge level and advancement.

The systematic development and development of competency assessment is a fundamental prerequisite for achieving these goals, and the parties agree that strong emphasis will be placed on the development of competency assessment during the term of the agreement. This applies to competency assessment for work as well as competency assessment for learning in the formal education system.

Assessment of real skills can be an incentive for people in the labor market, in various professions, to develop in their careers and to complete formal education and further enhance their real skills. \[2019\]

The parties to the agreement aim to implement a new wage system as part of the collective agreement. Its main objective is to ensure that wage setting within companies is objective and flexible. The wage system will be an option for implementation in workplaces as a permitted deviation under Chapter 5 of the collective agreements. The provisions of Chapter 5 apply in all respects to the introduction of a new wage system in companies. The relevant trade union, or unions if more than one is a party to the agreement, shall ensure that the agreed deviations and the remuneration for them, assessed as a whole, comply with the provisions of the law and collective agreements on minimum wages, cf. the provisions in Chapter 5.

It is the common understanding of the contracting parties that the efficient operation of companies is a prerequisite for good employee benefits and reasonable working hours. Continuous improvements that contribute to increased productivity and efficiency ensure the operation and competitiveness of companies. One aspect of competitiveness is that companies' wage setting is linked to measurable performance factors in a wage system developed in cooperation between the parties to the collective bargaining agreement.

The goal of the new wage system is to classify jobs objectively, increase the number of factors considered when setting wages for jobs, and establish clear criteria for setting wages and wage development for individual employees. The new wage system provides employees and employers with a powerful tool that promotes increased education and career development, transparency, and job satisfaction. At the same time, there will be clearer incentives for employees to develop in their jobs.

Successfully developing and implementing a new pay system can contribute to increased employee learning and development and transparency in pay structures. This involves defining in a targeted manner how the assessment of jobs, roles, skills, responsibilities and performance creates the basis for setting pay and increased benefits for employees and companies.

The Act on Equal Status and Equal Rights for Women and Men No. 10/2008 requires companies with 25 or more employees to base their pay systems and wage determination on objective and transparent criteria. According to the Act, companies are required to implement an equal pay standard in the period 2019-2022, and a new pay system will facilitate that implementation. It is desirable that smaller companies base their pay systems on comparable criteria.

The project involves developing a simple and accessible salary system that is based on a few but clear factors and can be used by companies of all sizes and types. The salary system needs to reflect the varying needs of companies so that it can be based on appropriate metrics. The salary system thus does not include a final definition of metrics or the weighting of individual factors, but is a framework that employees and managers can develop together and adapt to the needs of each workplace according to the sources contained in collective agreements.

The new wage system is intended to support and align with other developments in the labor market and in relation to the education system. This includes, among other things, the assessment of actual skills against jobs and the introduction of equal pay certification. In further developing the system and defining criteria, the Icelandic Competence Framework will be taken into account, among other things. The starting point is to create a basis for setting wages based on the nature of the job and the employee's qualifications, regardless of job titles, which will not be part of this system.

The system is based on five main components, each of which has more detailed criteria. The components are both job-related and individual-specific. Based on the components and the criteria within them, a basis is created for setting salaries, the components and the criteria within each component. The categories and examples of possible levels in each category are:

Work-related factors

Individual factors

After this collective agreement enters into force, the parties will begin joint work on developing a new wage system, which will be completed before the end of 2019.

The parties to the contract shall appoint a working group consisting of three union representatives, i.e. one from each of the following; SGS, VR and the industrial unions, and three representatives from the Confederation of Icelandic Employers. The working group is responsible for ensuring that the project is implemented and completed within the required time. This includes, among other things, authorization to temporarily hire an expert.

The work involves developing elements and criteria that create a new pay system based on the foundation presented above. This includes, among other things, a more detailed description of the criteria and their direct connection to pay setting.

Once work on developing the payroll system is complete, a second phase will begin in the first half of 2020, with the creation of promotional materials and promotional activities. \[2019\]

The parties agree on the importance of employees having the option of a certain degree of flexibility when it comes to retirement due to age. The needs and circumstances of people in the labor market vary, and with increasing life expectancy and improved health, it is common for people to maintain full working capacity and a desire to participate in the labor market beyond retirement age. Flexibility in retirement can consist of a reduced work rate in the last years of working life as well as permission to continue working beyond retirement age for those who have full working capacity and a desire to remain active in the labor market. It is important to take into account the circumstances of each individual.

A flexible retirement age has been under discussion in a committee tasked with reviewing the Social Security Act, which includes members of the labor market. The committee agrees that the law should promote increased individual flexibility, and has discussed, among other things, raising the retirement age to 70 years in stages and allowing the deferral of pensions to 80 years of age instead of the current 72 years, in exchange for an increase in the person's monthly pension.

Over the past decade, life expectancy has increased and average lifespans have increased worldwide. More and more people are living longer and healthier lives in later life. This trend calls for a reassessment of the retirement age. Most of our neighboring countries have raised their retirement ages for these reasons.

The value of work for people's mental and physical well-being is undeniable and is increasingly understood. The work contribution of older workers is important and is increasing as the natural increase in the number of workers in the labor market decreases due to the changing age structure. \[2015\]

The parties to the collective agreement aim to change the definitions of working hours, thus approaching the working time arrangements most common in the Nordic countries. The main goal of the changes is to promote a family-friendly labor market with shorter total working hours, which may also include streamlining and simplifying wage systems throughout the labor market.

Discussions on changing the working hours provisions of collective agreements will include the introduction of "active working hours" and a review of peak periods and peak payments for work outside the daytime working period.

Overtime payments for work outside the defined daytime working period are higher in this country than is generally the case in the Nordic countries, and this has the effect, among other things, of making daytime wages a lower proportion of total wages.

The main objective of the changes must be to increase the share of daytime wages in total wages and to encourage discussion in workplaces about improved working time organization and increased productivity. This will bring the Icelandic labor market closer to the arrangement that is known in many parts of the Nordic countries. Improved organization can also contribute to shorter working hours and thus a more family-friendly labor market. Changes of this nature improve Iceland's position in international comparisons, both in terms of working hours and basic wages, and can thus strengthen Iceland's position in the competition for employees.

In response to changes in working hours, wage rates in collective agreements will increase, and the minimum wage for individual jobs may change if there is a particular need to respond to the effects of changed surcharge payments. The minimum income guarantee will not, however, increase.

The parties to the agreement will form working groups by the end of June 2015 to work on preparing changes to the working hours provisions of collective agreements. A special negotiation plan shall be drawn up regarding the organization of the negotiations, cf. Article 23 of the Act on Trade Unions and Industrial Disputes. The aim is for an agreement to be in place by October 2016 and for it to be put to a vote in November 2016. The working hours changes and wage changes will therefore take effect on 1 May 2017. The parties will, from the beginning of the work, seek the assistance of the State Mediator with the project management.

Voting will be negotiated separately, but it is assumed that a simple majority is required for the agreement to enter into force. \[2015\]

The contracting parties will work to assess learning/actual skills for wages in two stages based on job competency analyses. A plan for job analysis will be made with the involvement of both parties in consultation with the Icelandic Business Education Centre, where the competency components of the job are set out in the curriculum.

A committee of the contracting parties, three from ASÍ and three from SA, will begin work no later than autumn 2015. Work will continue on the basis of the proposals that the contracting parties have formulated in the run-up to the collective agreements. The aim is to launch courses and practical skills assessments based on this work in autumn 2016.

By 1 Oct. 2016, the method of payment for the skills assessed in the job must be determined. \[2015\]

"Continuous employment" within the meaning of collective agreements means that an employee has been in a continuous employment relationship regardless of whether he has temporarily dropped from the payroll. However, an unpaid period is not considered part of the employment period for the purpose of accruing rights, unless the law or collective agreements determine otherwise, cf. for example statutory maternity leave. \[2015\]

The parties will jointly request that the insurance terms and conditions for accident insurance for employees be amended in such a way as to compensate for the necessary costs of a broken tooth caused by an accident at work and in excess of the co-payment under the Social Security Act. The reservation shall otherwise be governed by the Social Security Act and the terms and conditions of the insurance companies. \[2015\]

During the contract period, the parties will jointly request that the government review the holiday law with a view to providing clearer provisions on the rights and obligations of the parties. \[2015\]

The Confederation of Icelandic Employers and the Icelandic Confederation of Labour agree to continue working on equalizing pension rights on the basis of the work that has been done in the joint committee of the entire labour market. This work has been delayed, among other things, because an agreement has not been reached between the state and public employees on the past problems of the public pension system and therefore there are no prerequisites for concluding negotiations between the parties on the basis of their statement from 5 May 2011. The parties agree that the content of the statement remains valid and that work will be carried out to advance it during the term of the agreement. \[2015\]

The Parties agree to continue work on the harmonisation of pension rights in the labour market. This declaration is intended to facilitate agreement on the main aspects of pension issues. The main objective is that all pension funds in the labour market operate on a sustainable basis and that pension rights develop in accordance with the needs for an acceptable pension. At the level of the Parties, work will be carried out on the basis that contributions to pension funds in the general labour market need to be increased from 12% to 15.5% in the years 2014 -- 2020.

The negotiations between the contracting parties will discuss how the increase in contributions will be implemented, including phasing and dividing the contribution between employers and employees on the basis of coordination for the labor market as a whole. Different wage systems, such as on fishing vessels, will be taken into account.

The parties to the agreement aim to have a conclusion to this work by the end of 2012 and to discuss the revision of collective agreements at the beginning of 2013. This statement includes a mandate for the Executive Board of the Confederation of Icelandic Employers and the Negotiating Committee of ASÍ member organizations to finalize the implementation of the increase in contributions that can take effect in 2014. \[2011\]

The agreed general wage increase in the collective bargaining agreements of the member unions of ASÍ and SA refers to the minimum increase in the regular wages that an employee receives on the day when the increase according to the collective bargaining agreement is to be implemented, regardless of the salary of the employee in question.

It is not permitted to reduce or eliminate overpayments by not paying general wage increases. Overpayments will only be reduced or eliminated if the provisions of the employment contract are followed. However, this provision does not prevent a company from being able to accelerate increases through special decisions in wage decisions, and then in a predictable and predetermined manner, account is taken of unannounced general wage increases in the next 12 months. The employee must be made aware in advance in a verifiable manner that this is an accelerated general wage increase according to the collective agreement. \[2011\]

The unions agree to map and aim to revise the working hours section of the collective agreements of the member unions of ASÍ and SA, which deals with shifts, work outside the daytime working period and variable daytime working period, with harmonisation and increased clarity as the guiding principles. \[2011\]

The parties agree to review the structure of preventive health services and occupational safety.

The aim is to promote predictable response to illness and to ensure that employees who fall ill are offered appropriate treatment as soon as possible. This includes increased flexibility in the labour market to ensure that individuals who become ill or injured and are undergoing active vocational rehabilitation have the opportunity to return to work in accordance with their working capacity at any given time.

It is clear that this goal can only be achieved if there is mutual trust between the employer and employees regarding arrangements for reporting illness, employees' return from illness, preventive health services in companies, etc.

The contracting parties participate in a steering group organized by VIRK that works towards the goals mentioned above.

A development project being launched by VIRK on prevention and vocational rehabilitation will be monitored in particular. The contracting parties will use the experience and knowledge that will be gained in their work.

The contracting parties will provide support and advice to the employees of this development project on issues that arise in the project and relate to legal and collective bargaining rights and obligations in the labor market. \[2011\]

Equal opportunities for women and men in employment, career development and pay are in the interests of employees and companies. The parties will therefore work together on the following projects during the term of the agreement.

\]

The parties agree that when implementing the Temporary Agency Work Directive, it will be emphasized that in the Icelandic labor market, the main principle is that employees are hired for an indefinite period directly by the employer, as there is a certain flexibility in hiring that is intended to make it easier for companies to respond to fluctuations in their operations.

Also, according to the Act on the Terms of Employment of Employees and Compulsory Pension Insurance No. 55/1980, collective agreements determine minimum terms. The principle of the Directive on equal treatment will then be enshrined in law and it will be assumed that the terms of employment of temporary agency workers shall at the time in question be at least those that would have applied if they had been employed directly by the company in question to perform the same work. This will refer to the actual terms of employment at the user company, however they are determined and however they are paid. \[2011\]

It is of great importance for the Icelandic economy that the business sector and the labor market operate according to clear and transparent laws and regulations and ensure normal and healthy competition. Tendering for construction projects is an important part of economic activity. Therefore, it is of great importance that tender specifications for construction projects, assessment of bidders' qualifications, selection of bids and provisions for payment to all those who perform tendered work are better prepared and presented in a more definite manner than is currently the case.

The government's statement in connection with negotiations between parties in the labor market states, among other things, regarding the implementation of tendering matters:

"We will examine what changes need to be made to the Public Procurement Act, and where appropriate, other laws, in order to strengthen the position and rights of employees working for companies in the contractor market and at the same time equalize the competitive position of companies. The aim should be for a government working group, with the participation of representatives of municipalities, ASÍ and SA, to submit proposals on the above-mentioned issues no later than June 2011 and for it to be possible to submit proposals to the Althingi for desirable legislative changes at the beginning of the autumn session. The government will also, where appropriate, implement the findings of the working group in the state's ownership policy."

SA and ASÍ agree that the more specifically defined tasks of the working group include the following:

1. Take a position on and submit a proposal for legislation on joint/joint liability of contractors/contractors for the salaries of employees and public charges of contractors and subcontractors. Particular attention shall be paid to the laws of neighboring countries on the subject.

2. Take a position on how to further secure the rights of workers through amendments to the laws that deal with public procurement and the qualifications of bidders.

3. Take a position on how to incorporate in the tender specifications for public service procurement the requirements that the contracting authority makes to the bidder regarding work arrangements based on collective bargaining assumptions (such as time-based provisions, measurement) in order to create equality among bidders and demonstrate the scope and nature of the work

4. Take a position on how to transpose Article 15.1 of ÍST 30 into general laws on the implementation of tenders.

SA and ASÍ have also agreed on a coordinated assessment by buyers of the qualifications of bidders in tenders (see Appendix 1 to the agreement between SA and the ASÍ negotiating committee). Emphasis is placed on the assessment covering both the public and private markets and equally covering main and subcontractors. It is also emphasized that the assessment be given a recognized status in law or regulation. When assessing bidders, the main principle will be that employees are in a permanent employment relationship.

SA and ASÍ have furthermore agreed on further rules on how to prepare tender documents on the basis of Articles 42-45 of Act No. 84/2007, on public procurement, the selection of a tender on the basis of Articles 73 and 77 of Act No. 84/2007 and the payment of payments on the basis of standard IST30:2003, section 31.5 (see attachment 2 to the agreement between SA and the ASÍ negotiating committee). \[2011\]

It is the common understanding of the contracting parties that Article 16.8. on courses in the main collective agreement applies to all training that a driver or operator must attend to maintain their rights. The same applies to special collective agreements that are part of this main collective agreement. The exception is Chapter 17 on bus drivers, where a special course surcharge is paid. \[2011\]

The contracting parties shall each appoint two members to a committee whose role is to coordinate the contracting parties' policy regarding the renewal of driver's licenses and to follow up on that policy towards public institutions (ministries and the Icelandic Traffic Authority) as well as the companies (FA and driving schools) that provide the retraining. \[2011\]

1\. Introduction

The Confederation of Icelandic Employers and the Icelandic Confederation of Labour have, with reference to the law

No. 151/2006, on information and consultation in companies, has been agreed upon

on the following rules on the arrangements for information provision and consultation

within companies regarding defense and calculation of the number

employees.

2\. Calculation of the number of employees

The Information and Consultation Act applies to companies that normally employ at least 50 employees in the domestic labor market. When calculating the number of employees, the average number of employees in the previous calendar year shall be used as a basis. If the average number of employees in the previous calendar year has been below 50, the information and consultation obligation will still be active according to this agreement if the number of employees, based on the average of the last four months, exceeds 70.

If the average number of employees was 50 or more in the previous calendar year

However, the obligation to provide information and consultation is waived under this agreement

if the number of employees falls below the average of the last four months

40.

> Replacements due to summer vacation, illness or other absences have not

impact on calculating the number of employees.

3\. Cooperation Committee

3.1. In companies covered by this agreement,

be a working collaboration committee between the company and employees. It is composed of

two employer representatives and two employee representatives.

> 3.2. Shop stewards within a company elect representatives to

collaboration committees from their group. Employees may, however, request that

employee representatives on the collaboration committee are elected from among the employees,

provided that at least one-fifth of the employees submit a request to that effect.

> If there is no shop steward in a company, employees elect their representatives

in a collaboration committee from their group. If there is one shop steward in a company

Employees elect another representative to the collaboration committee from their group.

Employees who are not represented by a shop steward have the right to vote

for.

> The term of office is two years from the announcement of the election unless otherwise stated

been decided.

> When electing trustees to a collaboration committee, each trustee has

one vote.

> If an election is held among employees, the employer must submit

list of employees and provide other assistance in preparing election documents and

election that is needed.

> By shop stewards we mean shop stewards who work on the basis of

Act No. 80/1938 and the provisions of collective agreements on shop stewards. Others

employee representatives on the consultation committee enjoy the same protection as

trustees with regard to their work on the consultative committee.

> 3.3. Provision of information under the Information and

Consultation shall take place at the level of the collaboration committee unless otherwise agreed

on other projects within the collaboration committee.

> 3.4. Consultation with employees under the Information Act

and consultation shall take place at the level of the Cooperation Committee unless

there is an agreement on another implementation within the collaboration committee

> 3.5. The Cooperation Committee establishes its own rules of procedure.

> 3.6. Employer representatives are responsible for calling

the collaboration committee together, but it should be aimed at not meeting

less often than twice a year unless otherwise agreed by the committee.

> 3.7. The company's obligation to provide information and consultation will be

active when shop stewards or, as the case may be, employees have elected

representatives in the consultation committee according to the above rules and notified

the company about the election.

4\. Corporate groups

In corporate groups with independent subsidiaries, there is an agreement

in the collaboration committees of the relevant subsidiaries may be established

a joint collaboration committee at the parent company level, which includes

representatives from the subsidiaries' collaboration committees.

> It is permitted to discuss issues of common importance

for the subsidiaries.

> It is also permitted, when special circumstances exist, to

a collaboration committee at the parent company level will take on the role

cooperation committees of individual subsidiaries.

> The joint collaboration committee at the parent company level shall be abolished

either party, employee representatives on the committee or

company representatives on its committee with at least one month

reservation.

5\. SA and ASÍ Consultative Committee

A consultation committee composed of two representatives from each contracting party shall

discuss the implementation of the agreement as well as the implementation and interpretation of individual

provisions as deemed necessary.

> If a dispute arises regarding the interpretation of the agreement, the parties concerned

may refer him to the committee, which shall then seek to achieve

reconciled.\[2008\]

The parties agree to review the provisions on shop steward training in collective agreements during the contract period in light of the increased and changed tasks of shop stewards. \[2008\]

The parties to the agreement consider that the development of preventive health services and occupational safety is important for the labor market. It is important that services in this area are successfully developed in a positive way so that they are effective for employees and companies.

The parties to the agreement will appoint a negotiation committee intended to reach an agreement on further arrangements regarding the notification of illness to a confidential doctor/service company in the field of occupational health and safety.

The negotiation committee shall, in its work, discuss the following issues, among other things:

In its work, the discussion committee will collaborate with the Icelandic Data Protection Authority, the Director of Health, the Icelandic Occupational Safety and Health Administration, and stakeholders.

The negotiating committee shall complete its work no later than 30 November 2008.

The ASÍ and SA bargaining committees shall take a position on the negotiating committee's proposals no later than December 15, 2008.

If the contracting parties reach a joint conclusion, their agreement shall be considered part of the collective agreement of their member organizations and shall enter into force on 1 January 2009.

During the aforementioned work, the contracting parties do not comment on the activities of service companies in the field of occupational safety and health that have been recognized by the Icelandic Occupational Safety and Health Administration as a service provider in the field of occupational safety and health and the obligation of employees to report to them. \[2008\]

The contracting parties shall appoint two people each to a committee whose role is to organize and ensure that more vocational training opportunities are available for the benefit of this sector of the economy. The committee shall seek cooperation with the Icelandic Vocational Training Centre and other institutions, companies, associations, centres and ministries as appropriate and desirable at any given time. The committee shall also work to create a pathway for the education that is currently available within the sector. \[2008\]

During the term of the collective agreement, wage increases may be paid based on productivity developments. If productivity increases beyond the limits in the following table during the term of the agreement, a so-called productivity increase will occur, provided certain conditions are met.

The first review point will take place after 2025. The starting value of the productivity index is 100 in 2023.

Productivity growth consists of both increased labor productivity and technological development driven by investment. It is important that there is a continued financial incentive for investment. 70% of the productivity increase will therefore go to workers.

Productivity growth

2025 and 2026 Productivity increase

\>2,0% 0,35%

\>2,5% 0,70%

\>3,0% 1,05%

The Wage and Conditions Committee determines if a productivity increase is warranted. The productivity increase is proportional (%) and is applied to wages in the same way as general proportional increases in collective agreements. If unforeseen circumstances arise that have a negative impact on the economy, the Wage and Conditions Committee may have to take a position on whether or how an increase should be made.

A more detailed technical specification with examples is signed in parallel with the agreements and is part of them.

The company ehf . , ID number xxxxxx - xxxx , on the one hand , and \​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​

Another currency, any \ \ \ \ \ \ \ \

Another ratio, which\ \ \ \ \ \ \

This agreement is made in duplicate and each party to the agreement shall retain a copy.

Date: \ \ \ \ \ \ \ \ \

\ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \ \

\[2008\]

The parties agree on the importance of vocational education for the Icelandic economy. Increased skills and job-related education of employees are a necessary factor in higher productivity and improved competitiveness of Icelandic companies. The economy needs well-educated employees who can meet new needs and changing demands of the labor market. It is important that the supply of education and learning materials meets the needs of the economy at any time.

During the contract period, the parties will work on vocational training for unskilled workers. The goal is to strengthen the position of individuals in the labor market by giving them the opportunity to strengthen and renew their knowledge and make them more capable of handling new and changing tasks. Unskilled workers will thus have the opportunity to study in their own field in connection with their work.

In this agreement, vocational training refers primarily to continuing and retraining of employees.

The project board shall be composed of three representatives from the unions and three from the Confederation of Icelandic Employers, along with two alternates from each party. There has been discussion about the government being a member of the board, which would reduce the number of Confederation of Icelandic Employers representatives by one.

The main role of the project board is to carry out support projects and development and motivational activities in vocational education for unskilled workers.

She will work on the following:

As a general rule, it shall be a prerequisite for granting grants for the operation of courses that a certain portion of their operating costs be borne by participation fees, according to a further decision by the project committee.

In general, collaborative projects between two or more unrelated parties shall receive priority. Collaboration between employees and companies is encouraged.

Regarding employer contributions and other funding, see Article 10.3 of the collective agreement.

In addition, individual projects can be financed with grants from vocational education funds and direct income from the operation of courses.

Through its work and grant awards, the project committee shall strive to collaborate with the various parties involved in vocational education with the aim of harmonizing perspectives and thus creating broader support for the project.

In light of the growing demands for measurable results in vocational education, a system should be established that ensures that funds are well used and that it is possible to conduct a formal evaluation of the project and its individual elements.

The contracting parties declare that they support the idea that employees of companies can establish special education accounts. Education accounts are intended to partially cover the costs of further education and training that employees decide to pursue. The contracting parties declare that they are prepared to work with the government to ensure that such accounts have the same tax treatment as private pension funds. The contracting parties also encourage companies and unions that deal with employee education to promote education accounts specifically among their employees.

A special committee under the auspices of the contracting parties, composed of two from each party, has the role of preparing proposals on how to proceed with the matter. \[2004\]

The Icelandic Confederation of Labour and the Confederation of Icelandic Employers have agreed on the following procedure in disputes concerning foreign workers.

The organization agrees that Iceland's obligations under the EEA Agreement on the free flow of goods, capital, services and workers across national borders have a positive impact on the interests of individuals and companies in this country, along with an increased supply of goods and services, the spread of knowledge between countries, increased competition between companies, progress in various areas of society and an increase in the number of jobs.

The EEA Agreement means that nationals of the member states can travel between countries for business purposes without a work permit. Companies established there also have the right to provide services in another member state with their own employees without a special permit. Nationals of EFTA states have essentially the same right under the EFTA Treaty.

The main rule is that other foreigners (third-country nationals) will not be employed in this country without a work permit.

The parties to this agreement are of the opinion that changes in the composition of the workforce due to the increase in the number of foreigners in the Icelandic labor market should not disrupt the current arrangement for determining wages and other working conditions of employees through collective agreements. The current rules for the implementation of collective agreements will continue to be based on.

It is the common goal of the parties to promote that companies that utilize foreign labor for their production or services pay wages and working conditions in accordance with collective agreements and laws in this country.

If collective agreements are not respected, it undermines the operations of other companies, undermines the foundations of normal competition, and reduces the benefits to society as a whole from a sound and healthy economy.

The parties agree that the adaptation of foreign labor and foreign companies to the customs and traditions of the Icelandic labor market and society is conducive to creating trust and peace in relations between the parties.

The right of employees to work in certain jobs is often legally conditioned by the requirement that the person concerned has completed a specific course of study or has obtained a special qualification to be allowed to work in the profession. The EEA Agreement provides for the right of foreign employees to have their education, professional qualifications and work experience acquired in another EEA state recognised in Iceland in accordance with the laws and regulations that apply to them.

With this agreement, the Icelandic Confederation of Labour and the Confederation of Icelandic Employers want to ensure the implementation of current laws on working conditions for foreigners in the Icelandic labor market. These rules are mainly found in the following areas:

Wages and other terms of employment. The Act on the Terms of Employment of Employees and Compulsory Pension Insurance No. 55/1980 stipulates that wages and other terms of employment negotiated by member organizations of the labor market shall be minimum terms, regardless of nationality, for all employees in the relevant profession in the area covered by the collective agreement.

Employees of foreign service companies, including temporary employment agencies. The Act on the Legal Status of Employees Working Temporarily in Iceland for Foreign Companies No. 54/2001[^15] stipulates, among other things, that employees shall, while working here, enjoy collectively agreed wages, vacation rights and rules regarding facilities, hygiene and safety in the workplace.

Free movement of workers. The EEA Agreement and the Act on the Freedom of Employment and Residence of Workers within the European Economic Area No. 47/1993 stipulate that it is not permitted to make workers who are citizens of an EEA state other than the one in which they work rely on their nationality with regard to employment and working conditions, in particular with regard to remuneration.

Work permits for third-country nationals. Act on the Employment Rights of Foreigners No. 97/2002 stipulates that a work permit grants the right to work in Iceland in accordance with the laws and regulations that apply to the Icelandic labor market and that there is an employment contract that guarantees the employee a salary and other working conditions equal to those of local workers, cf. Act No. 55/1980.

It is the role of union representatives at the workplace to ensure that collective agreements are upheld towards employees, cf. Article 9 of Act No. 80/1938. If there is a reasonable suspicion of a violation of the relevant collective agreement or laws concerning the working conditions of foreign workers, the representative has the right, on the basis of this agreement, to review data on wages or other working conditions of those foreign workers covered by the collective agreement and working for the employer in question and, where applicable, on the working rights of those who are in jobs for which such rights are required.

If there is no shop steward at the workplace, the representative of the relevant union has the same authority as the shop steward to review data and bears the same responsibilities.

The information shall normally be provided by the shop steward being allowed to see copies of pay slips or other documents confirming the wages and other terms of employment of the employees concerned. The shop steward is not permitted to take the information out of the workplace. The shop steward shall maintain the confidentiality of information provided to him. The shop steward is, however, permitted to consult with the relevant trade union, and the representatives of the trade union shall then maintain the strictest confidentiality of the information they learn of.

If the employer does not agree to a shop steward's request to provide him with access to information about the salary and other working conditions of a foreigner and/or there is a dispute as to whether the provisions of collective agreements or laws are being respected, cf. Act 55/1980, Act 54/2001[^16] and Regulation No. 1612/68/EEC on the free movement of workers, cf. Act No. 47/1993, and it has not been possible to resolve the dispute within the company, it is permissible to refer the dispute to a special consultation committee of ASÍ and SA.

The ASÍ and SA consultation committee that deals with issues of foreigners under this agreement shall be composed of four representatives, two appointed by ASÍ and the national union concerned and two representatives appointed by SA.

The Consultative Committee shall seek ways to clarify matters referred to it in accordance with the above-mentioned rules and resolve disagreements through discussions among themselves.

Cases referred to the committee shall be considered by the committee within two weeks unless special reasons prevent this.

When examining a case, the committee may request necessary documents from the employer in question regarding the wages or other working conditions of the foreign employees concerned and, where applicable, the working rights of those in jobs where such rights are required. The authority applies to those foreign employees covered by collective agreements of ASÍ member unions, cf. Article 1 of Act 55/1980.

A shop steward or a union representative who has replaced a shop steward is not bound by confidentiality regarding his or her communications with the committee regarding matters under discussion. Representatives of the consultation committee may also contact a shop steward or a union representative who has replaced a shop steward in accordance with the above to obtain further information regarding the matters under discussion.

The consultation committee and individual representatives on the committee shall maintain confidentiality regarding information obtained from an employer, shop steward or union representative and may not disclose or disclose its contents to third parties.

The committee's findings shall be communicated to the parties to the dispute.

Notwithstanding the committee's conclusion, the matter may be referred to court. In such a case, the duty of confidentiality as stated above does not prevent the submission of documents in court proceedings.

Reykjavik, March 7, 2004

With reference to the Agreement on the European Economic Area, the Confederation of Icelandic Workers and the Confederation of Icelandic Employers have concluded the following Agreement to implement European Union Directive 93/104/EC of 23 November 1993 concerning certain aspects of the organisation of working time. The Directive is part of the EEA Agreement, as agreed by the EEA Joint Committee on 28 June 1996.

The aim of the agreement is to set minimum requirements to promote improvements, particularly in the working environment, to ensure increased safety and health protection for workers.

With reference to the Agreement on the European Economic Area, the Confederation of Icelandic Employers and the Icelandic Workers' Union conclude the following agreement to implement the content of the EEC Directive on part-time work (97/81/EEC). Its content is based on the framework agreement of the European social partners, UNICE, CEEP and ETUC, to which the parties to this agreement are parties, and its objective is:

This agreement applies to employees who are in part-time jobs, cf. Paragraph 1 of Article 2[^17].

An employee is considered to be working part-time if their normal working hours per week or on average over a full year are shorter than those of a comparable full-time employee.

A comparable employee for the purposes of paragraph 1 refers to an employee who works in the same company on the basis of the same employment arrangement and performs the same or comparable work, taking into account other influencing factors such as length of service, skills or qualifications.

If it is not possible to distribute a comparable employee in the same company, the comparison shall be made with reference to the relevant collective agreement or, where such an agreement is not available, with reference to law, other collective agreements or custom.

Part-time employees shall not receive proportionally lower wages or be subject to poorer treatment than comparable full-time employees solely because they are not full-time employees, unless this is justified on the basis of objective reasons.

Employers shall, as far as possible, strive to:

a. take into account the employee's wishes to move from full-time to part-time or from part-time to full-time

b. take into account the employee's wishes to increase or decrease their work rate, if there is scope for this

c. facilitate access to part-time jobs at all levels of the company, including specialized and managerial positions

d. provide timely information about job vacancies in the workplace, including part-time jobs, to facilitate the transition from part-time to full-time work and vice versa

e. facilitate access to vocational education and training for part-time workers, including so that they can increase their skills and to promote career advancement and job mobility

f. provide employee representatives with information about part-time work in the workplace

An employee's refusal to move from full-time to part-time work or vice versa is not considered a valid reason for termination.

A consultative committee composed of two representatives from each contracting party shall discuss the implementation of the agreement as well as the implementation and interpretation of individual provisions as deemed necessary.

If a dispute arises regarding the interpretation of the agreement, the parties concerned may refer it to the committee, which shall then seek to reach a settlement.

Violations of this agreement are subject to liability for damages.

This agreement shall, where applicable, be interpreted in accordance with Directive 97/81/EEC, cf. the European Social Partners Framework Agreement on Part-Time Work.

This Agreement shall enter into force on 1 January 2003.

Reykjavik, November 13, 2002

The parties agree that it is desirable that dismissals be directed only at those employees who are to be laid off, and not at all employees or groups of employees. In light of this, the parties have entered into the following agreement:

This agreement only applies to collective dismissals of permanent employees when the number of those resigning within a thirty-day period is;

at least 10 people in companies with 16 - 100 employees,

at least 10% of employees in companies with 100 - 300 employees,

at least 30 people in companies with 300 employees or more.

It is not considered a collective dismissal when employment is terminated under employment contracts concluded for a fixed period or for specific projects. This agreement does not apply to dismissals of individual employees, to dismissals for changes in terms of employment without termination of employment being planned, nor to dismissals of ship crews.

If an employer is considering collective redundancies, he shall, before the redundancies are made, consult with the representatives of the relevant trade unions to seek ways to avoid the redundancies as far as possible and to mitigate their consequences. Where representatives are not present, consultation shall be held with employee representatives.

Shop stewards shall then have the right to receive relevant information about the proposed layoffs, in particular the reasons for the layoffs, the number of employees to be laid off and when the layoffs will be implemented.

If, in the employer's opinion, collective redundancies cannot be avoided, even though the aim is to rehire some employees without termination of employment, the aim should be to make a decision on which employees will be offered rehire as soon as possible.

If a decision on re-employment has not been made and the employee is notified that re-employment cannot take place, in time for at least 2/3 of the employee's notice period to remain, his notice period is extended by one month if the notice period is three months, by three weeks if the notice period is two months, and by two weeks if the notice period is one month.

This provision applies to employees who have earned at least 1 month's notice period.

Notwithstanding the provisions of this article, it is permitted, due to external events beyond the employer's control, to condition the notice of re-employment on the employer being able to continue the activity for which the employee is employed without this leading to an extension of the notice period.

1\. Scope and objectives

Due to changes to the transmission line in Art. 2.5.1. of Efling's main collective agreement, the parties agree that employees who have enjoyed rights according to the above provision will retain those rights unless otherwise specifically agreed between the employer and the employee. \[1998\]

In order to facilitate employees' adjustment to retirement, the Icelandic Employers' Confederation and the Icelandic Labour Federation will recommend to their members that they make every effort to accommodate employees' wishes to be allowed to reduce their working hours in the final years before retirement age. \[1990\]

In recent months, there has been an increase in the way in which relations between employees and employers have been transformed into a form of contracting, where the employee has been considered a subcontractor of the employer. Many disputes have arisen due to unclear rules on the legal status of the parties, their liability between them and towards third parties, in addition to justified suspicions that dumping has arisen as a result of this. This arrangement reduces the validity of social rights according to collective agreements and laws, is accompanied by non-compliance with fees and taxes, and weakens the competitive position of real employers.

The parties consider this development harmful and contrary to the interests of their members and will therefore work against it by establishing clear rules and definitions during the term of the agreement regarding the status of employees on the one hand and contractors and employers on the other. \[1990\]

A premium is paid on all production covered by the group wage system (eg krónur per box) varying depending on the type of fish and packaging. An additional payment is also made for the total utilization of raw materials.

When determining the premium, the sales organization's standard time system is used, which takes into account the average raw material of each fish species, i.e. size, number of worms and bugs.

The main principle is that the total bonus after each working week is divided between everyone in the work cycle (including service jobs), see definition, in proportion to each employee's working hours. This is a move towards basing bonus payments on the average state of raw materials. As a result, there will be some fluctuations between days and even weeks, as far as bonuses per working hour are concerned. But in the long run, these fluctuations even out.

It is generally believed that group pay systems contribute to increased employee cohesion and better interpersonal relationships. In an individual pay system, each individual works for themselves, but in a system like this, it is the group's performance that matters.

A cohesive group can deliver better overall results, both in terms of output and quality of work, than when working in an individual system. For this to happen, everyone needs to make an effort. The employees who worked in service jobs that were created because of the bonus system can now work on production.

Success depends to a large extent on people being mobile as workloads change, both between places in the production chain and between services and production tasks. Everyone needs to be vigilant about this last point. The manager will therefore monitor people moving between tasks.

Definition of the processing channel and the jobs that belong to the group payroll system and a list of the jobs that are performed outside the system.

1.1. Jobs that belong to the group salary system: Copied!

1.2. Jobs that are outside the group pay system. Copied!