Codetermination is one of the trade union movement's most important tools, and one of the ways we can improve conditions in the workplace.
The basic agreements stipulate that employees may elect representatives to act on their behalf, including in matters of co-determination. We therefore often refer to the representatives elected for this purpose as agreement-based representatives. When serving as an agreement-based representative, one has specific rights and duties as listed in the basic agreements.
In NTL, it is often the case that those who serve as representatives within NTL's own organization—that is, in departments, associations, and national associations—also function as agreement-based representatives. In other cases, these two representative roles are divided between different individuals. Regardless of whether the roles are shared or held by the same person, it is important to distinguish between when one is acting as an agreement-based representative and when one is acting as an organizational representative. This is especially important when one has a release from duties (frikjøp), as the release is generally intended to cover one of the two functions, not both.
Since the basic agreements vary slightly, there are different rules, for example, in the state sector compared to the various employer association areas in the private sector. However, in most agreements, we distinguish between three different levels of co-determination: information, consultation, and negotiation.
Information simply means that the employer must inform the representatives about relevant matters as soon as possible. Correspondingly, the representatives must provide information back when they have something to report. Good information is a prerequisite for all other co-determination, as well as for the rest of the union work and the climate of cooperation in the workplace.
Consultation means that management and the representatives must discuss the matter so that it is illuminated from both parties' perspectives and all arguments are heard.
Negotiation means that management and the representatives must reach an agreement on the decision before it is made. If an agreement is not reached, the matter must be resolved in another way. In central wage negotiations, this is typically resolved through mediation and strikes. In local wage negotiations, it is typically resolved by a wage board.
Remember to read what is stated about co-determination in the basic agreement that applies to your organization. In the state sector and several other places, there are also adaptation agreements for each organization that specify how co-determination is arranged within that specific entity.
When co-determination for employees was fought for by the labor movement in the 20th century, the argument was that it would strengthen democracy. Increased influence for the individual employee over decisions that are significant to their work situation will strengthen the democratic foundation of society. Such "decisions of significance" may concern the daily organization of work, but primarily they concern the establishment of the organization's overarching strategies, goals, and practices.
This form of democratic co-determination cannot be exercised by the individual employee alone. It therefore also concerns representative power over and influence on the organization's overarching decisions, not just the opportunity to choose the order of established work tasks.
In the private sector, such co-determination is undoubtedly an extension of democracy because the alternative is ownership power. In the public sector, this is somewhat more problematic because the alternative can be political governance; at the same time, there is currently an increasing degree of management control in individual organizations that is decoupled from their social mission. The demarcation of areas for state employees' right to co-determination versus political decisions has therefore always been controversial.
Naturally, employees cannot have co-determination over the "overarching" political goals of state organizations. However, it is entirely legitimate for them to demand co-determination over how these goals are to be reached, and not least over how state organizations are organized and run to achieve them. In 1980, the Basic Agreement for the Civil Service was therefore concluded. It is a negotiation system where the civil servant organizations represent the employees at various levels in the organizations.
The public sector is under constant change, and the public sector is best developed through the active use of the employees' knowledge. When employees and representatives participate in the processes, a broader and better foundation is ensured for the decisions that are made. Co-determination is important for maintaining good public services while simultaneously safeguarding the interests of the employees.
NTL will work to further develop the employees' right to co-determination and influence in the workplace, and wishes to strengthen the agreements that have been concluded centrally and locally.
The agreement framework must ensure that co-determination is safeguarded and exercised at all organizational levels, regardless of the organization's management model or structure.
NTL demands that civil servant organizations in the state sector be granted a formalized right to participate in the management dialogue between ministries and organizations to safeguard the co-determination of the employees in the organizations.
Representatives in NTL carry out their duties as a necessary link in the democratization of working life. Change and development in the organizations provide the representatives with a long series of challenges and tasks. It is important that the representative apparatus is capable of influencing development in the various organizations and the public sector as a whole. NTL demands that representatives be given sufficient time to perform their tasks.
The basic agreements contain clear provisions on employee co-determination. NTL shall fight to ensure that employees, through their organizations, are guaranteed real co-determination in the workplace. NTL demands that co-determination be strengthened and that the parties be equal.
The public sector and working life in general are in constant change and are best developed through the active use of the employees' professionalism and knowledge. Co-determination is crucial for safeguarding the interests of the employees while simultaneously maintaining good public services. NTL does not accept that hired consultants or external committees displace the co-determination of employee organizations. NTL will work to ensure that representatives have extra protection in restructuring processes, so that co-determination is not diminished and that party representation in the workplace remains stable.
NTL demands that the development of organizations takes place in a way that safeguards the employees' need for stability and security. Organizations must further develop the employees' competence and invest in their own staff, among other things so that they qualify for new tasks in the organizations during restructuring. Employees shall be offered further and continuing education during working hours and the right to paid leave. Efficiency projects must take place within the framework of the co-determination apparatus. As a general rule, organizations should be allowed to keep efficiency gains and use them in the work of developing better services.
The agreement framework must ensure that co-determination is safeguarded and exercised at all organizational levels, regardless of the organization's management model or structure. Respect for and follow-up of the legislation and agreement framework is a necessary prerequisite for achieving good solutions.
Overarching authorities have a duty to address and follow up on organizations that do not follow the provisions and intentions of the agreement framework. NTL demands real sanctions against organizations that violate the basic agreements.
In the state sector, large and important decisions for employees are made in the agency management dialogue between the ministry and subordinate agencies, a management line where employees are not represented.
NTL demands that civil servant organizations be granted a formalized right to participate in the agency management dialogue. Co-determination across ministerial areas must be ensured. Unilateral decisions made by the employer, or the elevation of decisions to a political level, undermine co-determination. It is problematic that important decisions for employees are made without co-determination.