For staff: Ordinary working hours regulations apply, but with more flexibility to help reduce infection and to increase the use of home office.
Home with children
All parents with the right to care benefit days have received a double quota. The scheme is valid until 31 December 2021.
If you have to be at home with children due to closed schools or kindergartens, you can use these care benefit days.
It is possible to apply for care leave for whole or half days. If the quota for care benefit days has been used up, the employer will grant permission to take leave with pay on compassionate grounds.
If the employee has healthy children who have an offer of kindergarten or school, it is not permissible to use care benefit days if choosing to keep healthy children at home.
Situations of special infection control considerations regarding children
Parents who must be at home with children due to special infection control considerations can use care benefit days even after the quota for such days has been exhausted. This requires documentation from a doctor. The arrangement applies until 30 June, 2021.
Local closures of schools or kindergartens
Parents who have to stay at home with their children due to local closures of schools or kindergartens can use care benefit days even after the quota for such days has been exhausted. You can use such days as long as the school/kindergarten is closed. In such cases, the employee must provide a written confirmation from the school or kindergarten about the closure to the employer. The arrangement applies until 30 June, 2021.
Transfer of care benefit days
Employees can transfer the care benefit days available, including the extra days they have been granted, in situations where schools and kindergartens have been closed.
Employees who apply to transfer care benefit days to another caregiver must themselves submit an application to NAV, inform their immediate manager of how many days are sought transferred, and send a copy of the decision from NAV when available.
When family care leave days are to be transferred to employees at UiO, the person transferring the days must submit an application to NAV. Employees must inform their immediate manager of how many days are sought to be transferred and send a copy of the decision from NAV when available.
More information and application form (nav.no) (Norwegian). The arrangement applies until 31 December, 2021.
PhD and postdoctoral fellows
Questions have been raised about whether PhD and postdoctoral fellows may be granted an extension of their employment in connection with taking care of children due to closed schools/kindergartens. In principle, the regulations require two consecutive weeks of absence before extension is granted.
Given the special situation that has arisen, UiO will, as long as schools and kindergartens are closed, waive the requirement for continuous absence. Extension is granted to all PhD and postdoctoral fellows who are absent for 10 days or more during the period 13 March to 1 June. Employees are asked to notify the employer about this themselves.
Some PhD students/postdocs may have a larger number of days of absence that do not amount to two consecutive weeks even after 1 June. If this constitutes a particular burden of care that has hindered progression, an extension may be sought on the basis of Regulations on employment conditions for positions such as postdoctoral fellow, research fellow, research assistant and specialist candidate § 2-3 (6).
UiO realises that fellows are a particularly vulnerable group and therefore has drawn up a policy to handle possible extensions of their fellowship period.
In order to facilitate flexibility during the pandemic, the parties to the labour market have agreed to cancel the core time presence in (09.00-14.30), for the time being until 31 August, 2021. This provides, for example, the opportunity to split your days at the home office, or to avoid public transport during rush hour when commuting to the office. You must agree on such arrangements with your manager.
This does not involve any changes in the external working hours, which are from 06:00-21:00. Outside this framework, there is no opportunity to work flexitime. Make sure you get at least 11 consecutive hours off a day. For some it may be convenient to work some longer and some shorter days, but you cannot work more than 12 hours a day.
You cannot decide to add working hours to the weekend, but by agreement with your line manager, it is possible to work up to 5 hours on a Saturday.
The intention of this increased flexibility is that employees should have greater opportunities to adapt when work is performed, not that should work more. If you earn more plus hours than usual, you should have a dialogue with your manager about the distribution of work tasks and plans for time off.
Note: Due to the corona pandemic, the settlement date for flexitime has been moved from 1.1.2021 to 31.8.2021. This means that everyone will have all their plus hours transferred from 2020 to 2021. Read the news article of 16.12.2020 for detailed informasjon.
Fixed work hours
When fixed work hours has been agreed, this will usually be because there is a need for attendance during this particular period. If you need to work outside the fixed hours, you must enter into a dialogue with your line manager to assess whether this is possible.
Holidays and agreed off-time
If you want to change holidays or agreed off-time, you must clarify this with your line manager.
Changing agreed off-time
If you want to change the agreed off-time for other reasons, you must clarify this with your line manager. Whether the agreed off-time can be changed, depends on a consideration between the needs of the organisation and the needs of the employee. If agreement is reached, the agreed off-time can be changed.
Changing agreed holidays
If you have to cancel your holiday due to illness, you may request that a corresponding number of holiday days be postponed and granted as a new holiday later in the holiday year. The requirement must be documented with a medical certificate. Cancelled holidays are counted from the day you submit the medical certificate. You must enter into a dialogue with your immediate manager about the time for withdrawal of the remaining holiday.
Changing holidays due to illness
If you have to change your holiday due to illness, you can demand that a corresponding number of working day holidays be postponed and given as a new holiday later in the holiday year. This must be substantiated by a sick leave. Canceled holiday is calculated from the day you submit the sick leave. You must agree with your line manager on when to take the remaining holiday.
Changing holidays due to imposed quarantine
If you can work from home during the quarantine period, you will be back at work and the remaining holiday can be taken at a later date after further agreement with the line manager. Cancelled holidays are counted from the day you are back «at work» (home office).
If you cannot work from home during the quarantine period, you can use self-certification (up to 16 days) or submit a sick leave note. You can then postpone the holiday days that have not been taken if you submit a medical certificate. Cancelled holidays apply from the day you submit the sick leave note.
According to current regulations, state employees cannot be laid off, but if needed, employees can be redeployed to other tasks.
Measures to maintain the necessary operations at UiO
If UiO experiences large absences due to Covid-19, measures to maintain the necessary operations of the organisation in accordance with KMD's guidelines (Norwegian) may be put in place.
- Redeployment of employees
- Change of holiday
- Temporary appointments to cover absence
- Healthcare personnel at UiO may be ordered to perform work in the health care system due to the Covid-19 situation.