Denne uken har bydd på mange ulike scenarier, alt fra lønnsforhandlinger til oppsigelser. Under følger en oppsummering.
Forsikringer
Bedriften har vært på anbud og har fått ny leverandør. Vi går fra Tryg til Protector. Protector leverer skadeforsikring til store og mellomstore bedrifter – samt offentlig sektor – i Norge, Sverige, Danmark, Finland, UK og Frankrike. Det er derfor mange av oss ikke kjenner til dem privat.
Endringen trer i kraft 1. januar.
Hva betyr dette for meg?
Absolutt ingenting. Dekningen for oss ansatte er den samme som i dagens ordning. For bedriften antar vi at dette er en mer kostnadseffektiv løsning.
Vertikal og AIG fortsetter som før.
Forsikringene vi har finnes her (intern lenke):
https://slb001.sharepoint.com/sites/MH-EmployeeBenefits/SitePages/Employee-Benefits.aspx
Pakker
Gjennom året har det vært mulig for ansatte å be om sluttpakke.
Ved nedbemanninger er det vanlig at et ansettelsesforhold avsluttes gjennom en sluttavtale. En slik avtale innebærer normalt et vederlag og at arbeidsforholdet avsluttes før utløpet av ordinær oppsigelsestid.
Hos oss består en pakke av 0,5 månedslønn per ansiennitetsår, med en ekstra justering for ansatte 45+, samt at man får med oppsigelsestiden.
En del kollegaer har takket ja til dette i prosessene som foregår i enkelte avdelinger.
Det er frivillig å takke ja til en sluttpakke.
Jeg har stilt spørsmål ved størrelsen på pakkene, men svaret jeg fikk var ikke spesielt opplysende eller positivt.
E2E
Vi i Styrke er ikke informert om noen beslutninger rundt E2E. Det er svært uvanlig sammenlignet med tidligere år. Det vi vet, er at mange opplever mangel på deler og kontinuerlig «brannslukning». Utover dette vet vi lite.
Mandag – Lønnsforhandlinger for den valgte ledelsen i Styrke :
Mandagen ble tilbrakt i Oslo i forbindelse med arbeidet i lønn- og pensjonsutvalget i Styrke. Her forhandler vi som arbeidsgivere med valgt ledelse. Som ellers i industrien følger vi rammen.
Vi kom i mål med årets forhandlinger, og resultatet er forelagt forbundsstyret.
Tirsdag og onsdag
Planen var å delta på Forbundsstyret og Landsstyret i Styrke. På grunn av situasjonen i Testing – med nedbemanninger og den belastningen dette gir – valgte jeg å kansellere og være på Maskinveien for å snakke med de som er rammet.
Det samme gjaldt en planlagt lunsj med Offshore Norge. Det føles helt feil å delta på slike arrangementer når situasjonen i Testing er som den er.
Onsdagen, som vanligvis er satt av til Bergen, ble også kansellert.
DM TLM – Overtid
Det er skrevet en protokoll for utvidet overtid, slik at vi holder oss innenfor lovverket.
Det viktigste her er Arbeidsmiljøloven § 10-7, som sikrer at de som ønsker å jobbe kan gjøre det, samtidig som de som føler de har jobbet nok, blir skjermet.
Kort oppsummert:
- AML §10-6 (4): Maks 10 timer overtid pr. uke, 25 timer på fire uker og 200 timer pr. år.
- Avtalt utvidelse jf. §10-6 (5): Inntil 20 timer pr. uke, 50 timer på fire uker og 300 timer pr. år.
- §10-6 (7): Overtid utover dette kan kun pålegges dersom den ansatte frivillig samtykker.
Protokollen gjelder til og med Q1 2026, og partene vil evaluere i god tid før utløp.
Cyclone – Aker BP
Cyclone-testen gikk over all forventning. Det var derfor møte i Aker BP, som er interessert i teknologien. Spørsmålet vi nå stiller oss er:
Hvem skal utføre det vi lover Aker BP når testpersonell sies opp?
Torsdag – 15.1-møter
Dagen gikk med til 15.1-møter.
Den ansatte fikk legge frem sine synspunkter. Styrke har vedlagt en protokoll som presiserer:
Bedriften etterlever ikke ansiennitetsprinsippet slik det følger av tariffavtalen og fast praksis. Ansatte med lengre ansiennitet har rett til å fortrenge ansatte med kortere ansiennitet, såfremt de er kvalifisert. Vi opplever at denne retten ikke praktiseres. Bedriften har kun oppfordret ansatte til å søke ledige stillinger, uten å vurdere fortrengningsmuligheter.
Dette er ikke hyggelige møter. Vi har forsøkt å få dem utsatt til etter jul, men svaret fra toppledelsen var negativt. Dette fremstår ikke som et godt julebudskap til ansatte som har gitt 30+ år i selskapet.
15.1-møtene fortsetter neste uke.
Helikopter
Torsdag kom nyheten: Tilliten er brutt rundt innfasingen av nye helikoptre.
I mange år har offshorehelikopterbransjen operert med strengere standarder enn både produsenter og tilsyn krever. Blant annet har teknikere gjort pre-flight-check (PFC) mellom hver rundtur offshore.
Tidligere i år inngikk Styrke Sokkel og Equinor en avtale om at dette skulle videreføres i en prøveperiode på to år ved innføring av AW189-helikoptrene.
Nå nekter Lufttransport å utføre PFC – og Equinor har ombestemt seg og vil ikke kreve det likevel.
(Sak her: styrke.no/nyhet/tilliten-er-brutt-rundt-innfasingen-av-nye-helikoptre)
På den ene siden er Equinor svært opptatt av at ansatte ikke skal jobbe natt – noe som rammer våre operasjoner fordi kranførere ikke er på natt, og jobber derfor drar ut. På den andre siden virker ikke sikkerheten rundt helikoptertransport like høyt prioritert.
Det er ikke alt som er like lett å forstå.
Fredag
Dagen går til mange saker: AKAN, oppsigelser grunnet sykdom, tilrettelegging og annet. Det er svært travelt nå.
Som tidligere nevnt:
Er det saker dere ønsker belyst, send oss en e-post.
Aase Afintland – Afintland1@slb.com
Stine Vaule Fjeldsaa – SVauleFjeldsaa@slb.com
I neste uke går undertegnede ut i juleferie så dette blir årets siste Ukesnytt
ENGELSK
Weekly Update – Week 50
This week has brought a range of different situations, from salary negotiations to dismissals. Below is a summary.
Insurance
The company has been through a tender process and has selected a new insurance provider. We are switching from Tryg to Protector. Protector supplies corporate insurance to large and medium-sized companies, as well as the public sector, in Norway, Sweden, Denmark, Finland, the UK and France. This is why many of us are not familiar with them privately.
The change takes effect on January 1st.
What does this mean for me?
Absolutely nothing changes. The coverage remains exactly the same as in the current scheme. For the company, we assume this is a more cost-effective solution.
Vertical and AIG continue as before.
You can find our insurance overview here (internal link):
https://slb001.sharepoint.com/sites/MH-EmployeeBenefits/SitePages/Employee-Benefits.aspx
Severance Packages
Throughout the year, employees have had the opportunity to request a severance package.
In downsizing processes, it is common that an employment relationship ends through a severance agreement, where the employee receives compensation and the employment ends before the expiry of the notice period.
At our company, a severance package consists of 0.5-month salary per year of service, an additional adjustment for employees aged 45+, and the full notice period.
Several colleagues have accepted packages during the ongoing processes in certain departments.
Accepting a severance package is entirely voluntary.
I have raised questions regarding the size of our packages, but the answers received were not particularly informative or encouraging.
E2E
We in Styrke have not been informed about any decisions related to E2E. This is very unusual compared to previous years. What we do know is that many experience a constant need for firefighting due to shortages of parts and other resources. Beyond this, we have little information.
Monday
Monday was spent in Oslo as part of the Salary and Pension Committee in Styrke. Here, we negotiate with the elected leadership as employers. As in the rest of the industry, we follow the national framework.
We reached an agreement, and the result has been submitted to the Federation Board.
Tuesday and Wednesday
The plan was to participate in the Federation Board and National Board meetings in Styrke. Due to the situation in Testing – with layoffs and the strain this puts on employees – I chose to cancel and instead be present at Maskinveien to speak with those affected.
The same applies to a scheduled lunch with Offshore Norge. It simply feels wrong to participate in such events when the situation in Testing is as serious as it is.
Wednesday, normally reserved for Bergen, was also cancelled.
DM TLM – Overtime
A protocol for extended overtime has been established to ensure compliance with the law.
The key reference here is the Working Environment Act § 10-7, which ensures that those who want to work more hours can do so, while those who feel they have worked enough are protected.
Summary of limits:
- §10-6 (4): Max 10 hours overtime in 7 days, 25 hours in 4 weeks, 200 hours per year.
- Agreed extension under §10-6 (5): Up to 20 hours in 7 days, 50 hours in 4 weeks, 300 hours per year.
- §10-6 (7): Overtime beyond these limits can only be performed if the employee consents.
The protocol is valid until the end of Q1 2026, and the parties will evaluate it in due time.
Cyclone – Aker BP
The Cyclone test performed far above expectations. A meeting with Aker BP was held as they are interested in the technology. The key question now is:
Who will perform the work we are promising Aker BP if the test personnel are being laid off?
Thursday – Section 15.1 Meetings
Thursday was spent conducting 15.1 meetings.
Employees were given the opportunity to present their views.
Styrke has included a protocol stating:
Styrke wishes to emphasize that the company is not complying with the seniority principle as required by the collective agreement and long-established practice. Employees with longer seniority have the right to displace employees with shorter seniority, provided they are qualified for the position. Styrke’s assessment is that this right is not being acknowledged or practiced.
The company has only encouraged employees to apply for vacant positions rather than considering displacement-based alternatives.
These are not pleasant meetings. We attempted to have them postponed until after Christmas, but top management did not agree. This hardly feels like a Christmas gesture to employees who have given 30+ years to the company.
The 15.1 meetings will continue next week.
Helicopters
On Thursday we could read the following news: Trust is broken around the introduction of new helicopters.
For decades, the Norwegian offshore helicopter industry has operated with higher safety standards than those required by manufacturers and authorities. One key measure has been that technicians perform a pre-flight check (PFC) between each offshore rotation.
Earlier this year, Styrke Sokkel and Equinor agreed that this practice would continue for a two-year trial period during the introduction of the new AW189 helicopters.
Now, the new operator Lufttransport refuses to perform PFC, and Equinor has reversed its position and will not require it.
(Link: styrke.no/nyhet/tilliten-er-brutt-rundt-innfasingen-av-nye-helikoptre)
On one hand, Equinor is very strict about ensuring their employees do not work night shifts – something that affects our operations, as crane operators are not available at night, causing delays.
On the other hand, safety around helicopter transport to installations seems to receive far less priority.
Not everything is just as easy to understand.
Friday, 12 December 2025
Today is filled with a wide range of cases: AKAN, dismissals due to illness, work accommodation and more. It is an extremely busy period.
As mentioned earlier:
If there are issues you want us to investigate, send us an email.
Aase Afintland – Afintland1@slb.com
Stine Vaule Fjeldsaa – SVauleFjeldsaa@slb.com
Weekly Update – Week 50
This week has brought a range of different situations, from salary negotiations to dismissals. Below is a summary.
Insurance
The company has been through a tender process and has selected a new insurance provider. We are switching from Tryg to Protector. Protector supplies corporate insurance to large and medium-sized companies, as well as the public sector, in Norway, Sweden, Denmark, Finland, the UK and France. This is why many of us are not familiar with them privately.
The change takes effect on January 1st.
What does this mean for me?
Absolutely nothing changes. The coverage remains exactly the same as in the current scheme. For the company, we assume this is a more cost-effective solution.
Vertical and AIG continue as before.
You can find our insurance overview here (internal link):
https://slb001.sharepoint.com/sites/MH-EmployeeBenefits/SitePages/Employee-Benefits.aspx
Severance Packages
Throughout the year, employees have had the opportunity to request a severance package.
In downsizing processes, it is common that an employment relationship ends through a severance agreement, where the employee receives compensation and the employment ends before the expiry of the notice period.
At our company, a severance package consists of 0.5-month salary per year of service, an additional adjustment for employees aged 45+, and the full notice period.
Several colleagues have accepted packages during the ongoing processes in certain departments.
Accepting a severance package is entirely voluntary.
I have raised questions regarding the size of our packages, but the answers received were not particularly informative or encouraging.
E2E
We in Styrke have not been informed about any decisions related to E2E. This is very unusual compared to previous years. What we do know is that many experience a constant need for firefighting due to shortages of parts and other resources. Beyond this, we have little information.
Monday
Monday was spent in Oslo as part of the Salary and Pension Committee in Styrke. Here, we negotiate with the elected leadership as employers. As in the rest of the industry, we follow the national framework.
We reached an agreement, and the result has been submitted to the Federation Board.
Tuesday and Wednesday
The plan was to participate in the Federation Board and National Board meetings in Styrke. Due to the situation in Testing – with layoffs and the strain this puts on employees – I chose to cancel and instead be present at Maskinveien to speak with those affected.
The same applies to a scheduled lunch with Offshore Norge. It simply feels wrong to participate in such events when the situation in Testing is as serious as it is.
Wednesday, normally reserved for Bergen, was also cancelled.
DM TLM – Overtime
A protocol for extended overtime has been established to ensure compliance with the law.
The key reference here is the Working Environment Act § 10-7, which ensures that those who want to work more hours can do so, while those who feel they have worked enough are protected.
Summary of limits:
- §10-6 (4): Max 10 hours overtime in 7 days, 25 hours in 4 weeks, 200 hours per year.
- Agreed extension under §10-6 (5): Up to 20 hours in 7 days, 50 hours in 4 weeks, 300 hours per year.
- §10-6 (7): Overtime beyond these limits can only be performed if the employee consents.
The protocol is valid until the end of Q1 2026, and the parties will evaluate it in due time.
Cyclone – Aker BP
The Cyclone test performed far above expectations. A meeting with Aker BP was held as they are interested in the technology. The key question now is:
Who will perform the work we are promising Aker BP if the test personnel are being laid off?
Thursday – Section 15.1 Meetings
Thursday was spent conducting 15.1 meetings.
Employees were given the opportunity to present their views.
Styrke has included a protocol stating:
Styrke wishes to emphasize that the company is not complying with the seniority principle as required by the collective agreement and long-established practice. Employees with longer seniority have the right to displace employees with shorter seniority, provided they are qualified for the position. Styrke’s assessment is that this right is not being acknowledged or practiced.
The company has only encouraged employees to apply for vacant positions rather than considering displacement-based alternatives.
These are not pleasant meetings. We attempted to have them postponed until after Christmas, but top management did not agree. This hardly feels like a Christmas gesture to employees who have given 30+ years to the company.
The 15.1 meetings will continue next week.
Helicopters
On Thursday we could read the following news: Trust is broken around the introduction of new helicopters.
For decades, the Norwegian offshore helicopter industry has operated with higher safety standards than those required by manufacturers and authorities. One key measure has been that technicians perform a pre-flight check (PFC) between each offshore rotation.
Earlier this year, Styrke Sokkel and Equinor agreed that this practice would continue for a two-year trial period during the introduction of the new AW189 helicopters.
Now, the new operator Lufttransport refuses to perform PFC, and Equinor has reversed its position and will not require it.
(Link: styrke.no/nyhet/tilliten-er-brutt-rundt-innfasingen-av-nye-helikoptre)
On one hand, Equinor is very strict about ensuring their employees do not work night shifts – something that affects our operations, as crane operators are not available at night, causing delays.
On the other hand, safety around helicopter transport to installations seems to receive far less priority.
Not everything is just as easy to understand.
Friday, 12 December 2025
Today is filled with a wide range of cases: AKAN, dismissals due to illness, work accommodation and more. It is an extremely busy period.
As mentioned earlier:
If there are issues you want us to investigate, send us an email.
Aase Afintland – Afintland1@slb.com
Stine Vaule Fjeldsaa – SVauleFjeldsaa@slb.com
