The workers will be employed in Jobbkretser with a percentage of full-time equivalent wich will be given by our cooperating recruitment agency. The nature of each assignment will be specified in the confirmation of the work assignment as agreed with the client and is to be reviewed and accepted.

The employee is permanently employed at Jobbkretser to perform work that is specified in the work confirmation. Each agreement of work between workers and the recruitment agencies will be confirmed. These work confirmations are to be regarded as a part of the work agreement.

As an employee you have agreed that you have both the right and the duty to perform an assignment. When the assignment is finished you are obliged to take new assignments in order to fulfil your percentage of employment. When not in assignment you must each Sunday deliver an overview of which days you are available for work the following week.

The employee acknowledges that he/she can be transferred to other work, other time of work and/or other place of work in the agreed assignment period and for new assignments within the frame of agreed percentage of employment.

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 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. 100.000 NOK)

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. The employer must approve your timesheet before you can get your salary.

Work Assignment agreements are sent by e-mail or to your mailbox at Kandidatportalen via www.bemanninsinfo.no. The confirmation is to include the client’s name and contact person, place of work, length of the assignment, working hours, salary and so forth.

Changes to the Work Assignment needs to be verified by you and the client. Questions regarding 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 is agreed.

In the period of the assignment you will also be entitled to the same benefits and services as the employees at the workplace, unless otherwise agreed. Jobbkretser AS will make sure to collect required information regarding these benefits and services.

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.

The tax deduction card is automatically collected from www.altinn.no by your employer. Employees must make sure that there is a tax deduction card available. All questions regarding tax and tax cards must be addressed to Skatteetaten (the Norwegian tax administration).

At the end of the year a settlement will be made to check if your percentage of employment is fulfilled according to the rules. In cases where you have rejected a work offer or have been unavailable for work, these days will be deducted from the settlement.

In order to claim guaranteed salary for periods that you are not working, you must keep your availability plan updated and deliver it in time each Sunday. If you do not deliver this plan in time, the period will be considered as a leave without payment that will influence the settlement at the end of the year.

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.

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).

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 a form in Kandidatportalen via www.bemanningsinfo.no. In case you have trouble with access in the portal, you can reach out to hr@jobbkretser.no with the inquiry.

In the event of illness or absence from work, the employee must:

• notify the contact person in the staffing agency he / she is employed by. The contact person in the staffing agency must be made observant of illness or absence before work starts on the given day. SMS is not considered a valid message. Get in touch by phone.
• call their contact person at the company where they are employed.

The above is done every day until the employee is back at work. The right to sickness benefit may lapse if no notice is given.

The employee must also ensure that the absence from work is registered in the timesheet from the first day of absence.

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. 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.

An employee who is absent from work due to necessary care for a sick child that he/she has the daily care for, is entitled to daily benefits up to ten days, or fifteen days if there are more than two children, during a calendar year, after four weeks of work. 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.

The Employee is insured through the insurance company of Jobbkretser AS in accordance with the Act on Occupational Injury Insurance.

Jobbkretser has a zero-tolerance regarding alcohol and drugs when at work. This also includes hangover and the smell of alcohol. Violation of these rules can have consequences regarding your employment.

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 Kandidatportalen via www.bemanningsinfo.no.