Tillegg til arbeidsavtale i midlertidig bistilling [en]
- Ansvarlig enhet:
HR-avdelingen
- Kontaktperson:
Jill Anette Opsahl
- Prosess i FUP-en:
A.e.10 Administrere sidegjøremål og bierverv
Obs
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Parties to the agreement – employer
Name of Employer
University of Bergen (UiB)
Norwegian organizational number
874 789 542
Faculty / department / unit
${FAKULTET-INSTITUTT-AVDELING}
Address
Post box 7800, 5020 Bergen, NORWAY
Parties to the agreement – employee
Name of Employee
Date of Birth
NO ID number/ID number in country of residence
Address
Bank account number and address for salary payment
Position category at UiB
Fixed term secondary position up to of 20%
The appointment is fixed term basis, cf. section 7-7 of the Act relating to universities and university colleges. Employment ends without notice at the end of the fixed term period, cf. section 17 (2) of the Public Employee act.
Position and workplace
Place of work
Position code
Job title
Percentage of position
Start and end date
Public service seniority
Description of work tasks
Country of work
Other positions in addition to UiB
Main position and employer
Any other secondary positions and employers? Leave blank if you do not have any other positions.
Remuneration
General pay conditions
Annual salary for 100% position is ${årslønn} Norwegian krone (NOK)
The Basic Collective Agreement for the Civil service regulates general pay conditions.
Otherwise, the employment relationship is regulated by the Act relating to Universities and University colleges, the public employee act, the act relating to age limits for civil servants, the act relating to public service disputes, the Basic agreement for the civil service with supplementary agreement for the University of Bergen and any specific agreement that apply to the position.
Pay date and currency
The payment is made the 12th of every month, and is paied in Norwegian kroner (NOK).
Working time agreement
Working hours
40 hours weekly applies for 100% position. This includes an unpaid lunch break. The lunch break cannot be held at the beginning or the end of the workday.
Holiday
Rights and security
Intellectual rights
Rights to research and work results are governed by the Regulation on handling employees’ rights to the results of work and research at the University of Bergen. If an employee has more than one employer, the employers must come to a consensus as to how their rights are to be divided among themselves.
Confidentiality
Persons appointed by the University of Bergen are subject to an obligation of confidentiality in accordance with the Public Administration Act, and any specific rules of confidentiality that apply to the position. In signing this contract of employment, the appointed person confirms is aware of and respects the rules on confidentiality.
IT security
If you are residing in a country that is subject to export restrictions by Norway, it is essential to secure approval from the IT department at UiB before transporting any UiB IT equipment. Furthermore, access to the UiB network via VPN should be assessed individually in each case
Trial-period and termination
Duration of trial-period
The provisions of section 15 of the Public Employee Act concerning probationary period apply. The probationary period is 6 months from appointment. If the employee has been absent from work during the probationary period, the employer may extend the probationary period with a period equal to the length of the absence.
Termination of employment
The termination periods in section 22 of the Public Employee applies to the employment
Legal venues
Choice of law clause
In the case of disagreement on the interpretation of this agreement, Norwegian law applies.
Legal venue
Disputes arising from this agreement shall be settled in Norwegian court. The legal venue is Bergen, Norway.
New or changed information
Notify employer of changes
If changes arise that will have, are assumed to have, an impact on the agreement, the employee is obliged to notify the employer. Such information can e.g. be change of address, new employers, change of name or civil status, social security number, tax situation, pension status or citizenship.
Place and signatures
Place and date (fill in):
Signature on behalf of Employer (sign):
Signature Employee (sign):
Lagres i personalmappe / Stored in personnel folder
Kontrakten kan bli overlevert konsulentselskap ved UiBs behov for bistand i forbindelse med forpliktelser overfor andre lands myndigheter / The contract can be handed over to a consulting company if UiB needs assistance in connection with obligations towards other countries’ authorities.
[2. SLETT DENNE TEKSTEN OG ALT INNHOLDET NEDENFOR (UTENOM BUNNTEKSTEN).]
Social security, pensions, and insurance
Social security
The employee is obligated to assist the employer with application for confirmation of social security (certificate of coverage such as A1) in the employee’s country of residence. Social security fee that is to be covered by the employee and paid by the employer can be deducted from the salary according to current social security regulations in the member state. Until the social security status is decided, fees must be paid to the Norwegian social security.
Known social security status
Are considered a civil servant in any other country (if yes name the country)
Insurance
If the employee is not a member of the Norwegian social security system, the employer is not able to enroll the employee in the Norwegian occupational injury insurance scheme. Therefore, the employee will not be covered by Norwegian occupational injury insurance for work outside of Norway.
In the case of insurance-related connections to countries other than Norway, the employee is obliged to clarify tax obligations. Fees that are to be covered by the employee and paid by the employer can be deducted from the salary according to current regulations in the country of resident.
Occupational pension
The employee will not be covered by Statens Pensjonskasse occupational pension scheme as a non-member of the Norwegian social security scheme.
Tax
In the case of tax-related connections to countries other than Norway, the employee is obliged to clarify tax obligations. Income tax that is to be covered by the employee and paid by the employer can be deducted from the salary according to current tax regulations in the tax resident country.