It is important and expected that you read and familiarize yourself with the employee handbook.
Jobbkretser AS delivers an online employment concept. In collaboration with a recruitment agency Jobbkretser AS recruits and hire new candidates.
Our online portal allows agencies and clients in collaboration to recruit and hire staff for assignments.
Jobbkretser AS – Your employer
The nature of each assignment will be specified in the confirmation of the work assignment as agreed with the client and are to be reviewed and accepted.
As an employee you are subject to the Working Environment Act, the client’s safety instructions, company rules and regulations.
The recruitment agency is to take care of you as the employee on a daily basis and perform the client customer care service.
It is the responsibility of Jobbkretser AS to take care of payrolls, holiday pay and tax deductions according to the current regulations. The employer will pay contributions into the Mandatory occupational pension scheme (OTP) every year so that employees earn pension entitlements. The contribution must be at least two per cent of the employee’s’ earnings between 1 G and 12 G in a defined contribution scheme. (G = the National Insurance basic amount, 1 G approx. 90.000 NOK)
Register your personal details at www.kandidatportalen.no, or via the application in Appstore or Playstore.
The portal is to be used as follows:
Register timesheets, holidays, and preferred working hours.
Download pay checks and certificate of pay and deducted tax.
Confirm assignments and agreements.
Search history of assignment and job offers.
Share CV – for future assignments.
All your personal details may be changed in www.kandidatportalen.no or in the application.
Changes in your bank account are to be notified through a message in wwm.kandiatportalen.no
All changed regards your tax deduction please contact the Norwegian tax administration, www.skatteetaten.no.
Keep your profile updated to make the most out of www.kandidatporalen.no.
Your timesheets are auto-generated according to your current assignment. Review and make any necessary changes before submitting. The timesheet is automatically sent to Jobbkretser AS for processing and payment as soon as approved by the client. If the client finds ground to reject a timesheet you will be informed of the reason/s and a new timesheet needs to be submitted and sent for approval.
Breaks are not to be included in working hours, unless otherwise agreed.
Your salary is based on your submitted timesheets, make sure to know when and how to do this in time.
Your mobile phone is your tool number one to receive job offers and submit your timesheets. A smartphone is recommended.
The Work Assignment agreement – One for each assignment
Work Assignment agreements are sent to your mailbox in www.kandidatportalen.no and to your e-mail and are to include the client’s name and contact person, place of work, length of the assignment, working hours, salary and so forth.
The client’s HSE-regulations are to be enclosed to your work assignment and it is your responsibility to adjust and comply with the instructions of each assignment. If the HSE-regulations are not presented it is your duty to inform the recruitment agency promptly.
Changes of the Work Assignment needs to be verified by you and the client. Questions regard your work assignments are to be addressed to your client and/or the recruitment agency.
The equal treatment act states that your pay grade and other benefits are to correspond with the salaries and benefits of the permanent staff when work are of equivalent nature, unless otherwise agreed
Any condition contradicting the terms and conditions you have been given, please contact the client or the recruitment agency for the soonest possible clarification.
If there are no grounds for approved absence or you have given notice and the period of notice has ended it is your duty to be present at work according to the agreement once an assignment is accepted.
Overtime and average calculation of working hours
Work in excess of agreed working hours are to be regulated according to The Working Environment Act, all parties are in subject to these.
The Working Environment Act §10-6 states that work more than 9 hours per 24 hours or 40 hours per seven days is regarded as overtime. For overtime work you shall receive at least 40 per cent more than normal pay. As a rule, overtime work must not exceed 10 hours per 7 days, 25 hours per four consecutive weeks or 200 hours during a period of 52 weeks.
The employee is responsible for not working more than the law allows and when the limit is approaching, the employee must adjust his/her assignments accordingly.
Clients or recruitment agencies are not to register work assignments scheduling working hours that is in violation of the work- and rest periods stated in the Working Environment Act.
The employer and the employee hereby accept that an average calculation of working hours may be agreed. The Working Environment Act (Arbeidsmiljøloven) § 10-5, 1. If this is agreed a written statement must be made.
The tax deduction card
The tax deduction card is automatically collected from altinn.no by your employer. Employees must make sure that there is a tax deduction card ready. All questions regard tax must be addressed to the skatteetaten/the Norwegian tax administration.
Wages and conditions there of
Your timesheets are to be registered in your personal profile at www.jobbkretser.no the day after end of wage period.
Salary are paid semi-monthly in arrear. Wage periods are from the 1 st -15 th and 16th- 31 th each month, with payday latest fifteen days after end of assignment. If payday falls on a public holiday or the weekend you are paid the last working day before the holiday. See each work assignment agreement for details.
Please be aware that timesheets handed in later than one month after end of your assignment may be rejected.
In the event of a client’s lay-off, dismissal or bankruptcy Jobbkretser AS is in responsibility to make sure the employee is paid according to the assignment and in accordance with the rules of the Act on Pay During Temporary Dismissal. This Act governs whether the Employee is entitled to salary during the temporary dismissal.
Pay for public holidays
1th and 17th of May are public holidays. You will receive wages if you are on assignment for at least 30 days before or relating to the public holiday and of normal schedule are expected to be at work on the public holiday. You must also be present at work on the last workday before and the first workday after the public holiday. This does not apply if these days are on a Sunday or other holiday, or if you have a medical certificate or have other valid absence.
Your assignment confirmation will state whether you will be paid for movable holidays.
These days are as follows 1. January, Maundy Thursday, Good Friday, Easter Monday, Ascension Day, Whit Monday, Christmas Day and Boxing Day)
Physician and/or dentist appointment Doctor and dental appointments are granted leave, paid or unpaid, according to the regulations of the client. Leave for such appointments need to be clarified with your superior.
Termination of employment
The period of notice is as agreed in the employment contract. When an assignment is accepted you must remain at work the entire duration of the assignment or throughout the period of notice. If the employee wishes to end the employment at the end of an assignment he is free to do so. Notice must be given through www.kandidatportalen.no.
The Employee is insured through the insurance company of Jobbkretser AS in accordance with the Act on Occupational Injury Insurance.
Holidays and holiday pay All holidays during an assignment need to be agreed with the client.
Register your preferred working hours and holidays in the www.kandidatportalen.no to let Jobbkreter AS and the recruitment agency know when you are free for a new assignment.
Holiday payment is yearly in June.
If you terminate your employment you may request the final settlement to include earned holiday pay, please let Jobbkretser AS know through www.kandidatportalen.no if this applies. Jobbkretser AS are obliged to deduct tax from holiday pay when paid to employee within the earning year.
The holiday pay rate is 12% (corresponding to five weeks of holiday), the holiday pay rate for employees above the age of 60 has a higher holiday pay rate by 2% (corresponding with their extra days of holiday).
Absence from work and/or sick leave
You are to give sick leave notice as follows:
1: Register your leave in the timesheet; notification to your employer and recruitment will be made.
2: Notification to the client: Call your supervisor.
In the case of absence due to illness you must call us every day. Failure to do so may void your right to sickness benefits.
All sick leave and medical-certificates are promptly to be sent to Jobbkretser AS through www.kandidatportalen.no
Registration of sick leave in your timesheet
You must register what applies to your situation: Sykdom før opptjeningsperioden/Leave prior to entitlement period, Sykemelding fra lege/Medical-certificate, Egenmelding/ Self-certification and Egenmelding sykt barn/ self-certification children.
Early information and registration of your leave gives the client the opportunity to find a substitute.
When employed for two months or more you can use self-certification of a period up to three days, four times within a 12 months period. If you are sick beyond the self-certification period of three days you need a medical certificate to keep your sickness benefits. If less than 16 days from previous self-certification your sick days are considered within the same period when no medical certificate is presented. A medical certificate is needed for the next six months from day one to keep your rights to sickness benefits if your sick leave is beyond the self-certification periods.
If you have had a break between assignments of more than 14 days, you must earn a new entitlement period of two months before you can use self-certification.
When employed for four weeks or more a medical-certificate entitles you to sickness benefits. If you have not been engaged in any assignments for a period of more than 14 days, you must earn a new entitlement period of four weeks to be entitled sickness benefits. Sick pay will be payed when the employer has received your medical certificate.
Sickness benefits are paid as of average income (not including overtime) for the last weeks prior to absence, with an upward limit of 6 x G (G= national insurance base amount). If you work “irregularly,” a longer period is often used to calculate the average income.
An employee who is absent from work due to necessary care for a sick child, is entitled to daily benefits up to ten days, or fifteen days if there are more than two children, during a calendar year. Single parents are entitled to such benefits up to 20 days, or 30 days if there are more than two children, during a calendar year. The total of sick days entitled are a total within a year.
When absence is to be registered your will be asked how many children you are caring for under the age of 12 years and how many sick days due to children’s illness you may have had whilst working with other employers. This right applies up to the calendar year the child turns 12.
Parental leave and benefits
Women who have had pensionable income for at least six of the last ten months prior to leave, may be entitled to parental benefit. The benefit is paid by NAV/ folketrygden. Please contact NAV if you do got questions regards parental.
Health, safety and environment policy and statutory protection acts
The client is considered as the principal undertaking and are responsible for coordinating the health, environment and safety work of each employee including hired staff. The Working Environment Act § 2-2 (1) b).
The employee must adjust to and comply with the client’s safety instructions, company rules and other regulations that apply at the client’s and/or for the assignment. The client is responsible to instruct, inform and supervise all employees in the same manner in relation to HSE-rules, health and safety service and local safety arrangements.
The client is in response to inform all employees of work related health risks of any kind and if the assignment is involving an increased risk of injury the client needs to give you such information.
The client is to keep Jobbkretser AS informed of all current safety regulations and when necessary give access to the client’s business facilities
When due to safety reasons a need of coordination of work schedules occurs, this is in the responsibility of the client.
Assignment evaluation/ feedback/ post assignment evaluation
All clients will receive an assignment evaluation form when an assignment is completed. The form is sorted by topic and the clients are to give scores form 1 – 10. Your average score is based on your ten last assignments and the eight highest score. Your evaluations are presented in the employee’s personal profile at www.jobbkretser.no.
System Access and User Access
Username and password are unique and personal and it is in the responsibility of the employee to make sure these do not come in the possession of others.
Commercial, sensitive and personal information concerning all parties are confidential. None of this are to be shared or sold to other parties without approve from Jobbkretser AS.
We welcome you as a Jobbkretser AS employee!