Welcome to the Adecco Group in Norway
We look forward to working with you to help you to further develop your career. As you'd expect, to properly perform our services, we collect and use information about you.
Adecco is committed to protecting and respecting your privacy. This Candidate Privacy Information Statement describes your privacy rights in relation to the information about you that we process, as well as the steps we take to protect your privacy. We know it's long, but please read this Statement carefully. There is an index below so you can go straight to the bits you want if you prefer.
Some terms to be clear about
First we need to be clear about how we use some words in this statement.
It may seem obvious, but in this Statement you will be referred to as 'You'. When we talk about 'us' or the 'Company' we mean Modis. We have our registered office at Sjølyst plass 2, 0278 Oslo. The company is part of the Adecco Group, the largest HR services provider in the world. Through its various companies and business lines the Adecco Group provides several HR (Human Resources) activities like staffing, secondment, payroll services, recruitment & selection, testing solutions, career transition, talent development, training & education, outplacement and international mobility ('our Activities').
To carry out our Activities the Company uses several IT systems. In some cases the Company provides a Self Service Portal ('Portal') for its candidates/personnel. The Portal allows you to search and apply for jobs the Company and its sister companies advertise which match your interests, skills and/or experience, in the locations where you have expressed an interest in working. The Portal allows you to update your own records such as your contact details and bank details, and where you work for one of our clients, the hours that you have worked.
Finally, this is a statement about information about people - like you and your family. It includes facts about you, but also opinions about you and that you hold ("I'm a football fan" for example). It's not about information about the Company (although sometimes the two overlap). This type of information is sometimes called 'Personal information', 'Personally Identifiable Information' or 'PII'. We use the term 'Personal Information' in this Statement.
What personal information does the company collect and use?
Personal information that the company usually collects includes, but is not limited to:
your gender, nationality, copy ID documents, proof of address and copies of documents evidencing your right to work in the locations you will work in (visas, work permits, etc.);
payroll information such as your bank account information, national insurance or social security number, tax codes and reference numbers, your fees, salary and benefits information and any voluntary deductions you ask us to make from your salary and fees (like trade union membership or church dues);
records of your attendance, time spent on projects, training, promotions, investigations and disciplinary matters;
information about your use of our IT systems and premises (including CCTV and door entry systems);
details about your dependents and next of kin;
travel information (travel data, credit card information, passport number, expenses incurred) for the purposes of the negotiation, arrangement and purchasing of all travel related activities (e.g. Airfare, Train, Hotel & Car Rental reservations) and the reimbursement of travel expenses;
photos and videos of your attendance at a video interview or training or similar sessions (you will be given a chance at the session to ask not to be videoed or photographed); and
in some cases we will also collect sensitive personal information (e.g. data relating to your health).
Why do we use personal information about you?
The company collects and processes personal information:
comply with your contract of employment or contract for services, and all other contracts and rules that govern our employment or other contractual relationship with you;
maintain and improve administration of talent generally (including for the purposes of workforce analysis);
carry out other human resources activities (including work management, absence management, training/people management, expense management, and disciplinary procedures);
manage shares and other assets to which you may be entitled;
promote the security and protection of people, premises, systems and assets;
monitor compliance with internal policies and procedures;
administer communications and other systems used by the Adecco Group (including internal contact databases);
investigate or respond to incidents and complaints;
to promote internally that training sessions have taken place and utilise their content (in case of photos or videos of training sessions), to market similar sessions internally and externally to third parties. In this case we will ask you for an explicit consent; or
participate in any potential or actual purchase or sale, or joint venture, of all or part of a business or company, that any member of the Adecco Group wishes to participate in.
Why and on which basis do we use personal data?
We are required by law to have a ground set out in the law to process the information we hold about you. The legal grounds can be:
We shall only process your personal information other than on these grounds with your consent, which is a further processing ground.
Do you have to give us the personal information we ask for?
You are not obliged to provide your personal information to us, but it would not be possible for us to work with you, or provide our services to you, if you do not provide us with a required minimum. It may also limit the Services that you can receive from us if you in some instances choose to provide us with limited personal information.
Do we process information about you without any human intervention at all?
Yes we do at times. The Company uses automated systems/processes and automated decision-making (like profiling) to provide you, and our clients, with the services you request from us. For example, when our clients are looking for candidates for jobs, we can conduct a search of our lists of candidates using automated criteria which takes into account your availability, skillset, pay rate and in some circumstances previous feedback we have received from clients to compile a shortlist which ranks which candidates are most likely to fulfill the client's requirement. This means that sometimes your position in the rank may be higher than others, depending on how these factors match the client's needs.
How long do you keep my personal information for?
The Company can keep your personal information for up to 1 years after you register with us.
If you have been included in a recruitment process for a specific role, the Company will need to keep your personal information for up to 2 years to be able to meet any questions regarding the process.
If you are successful in finding work through us, the Company will need to keep your personal information for a longer period in order to comply with its on-going legal and contractual obligations and for the purpose of its legitimate interests.
Generally we retain your personal data concerning taxes and any financial information (including payroll data and data relating to pay, etc.) for 10 years, and other personal information for 4 years after your employment with us has ended.
Some data, as your name, position and period of employment are considered as the Company's "core data" and will be kept for a longer period than mentioned above.
Do we transfer your data to third parties?
As mentioned above, we usually disclose your data to third parties. This is done to complete the purposes set out above. We do this in the following circumstances:
Do we transfer your data outside the European Union?
Your data can be transferred and processed in one or more other countries, in- or outside the European Union. A full list of the countries in which we operate is available in the 'choose your country' function of our website at www.adecco.com.
We shall only transfer your data outside the EU to countries which the European Commission believes offers an adequate level of protection to you (a list of those countries is available here: https://ec.europa.eu/info/law/law-topic/data-protection/international-dimension-data-protection/adequacy-decisions_en ), or where the Adecco Group has put in place appropriate safeguards to seek to preserve the privacy of your information (for which we usually use one of the forms of data transfer contracts approved by the European Commission, copies of which are available here: https://ec.europa.eu/info/law/law-topic/data-protection/international-dimension-data-protection/standard-contractual-clauses-scc_en).
What are your rights?
In certain circumstances, you have the right to restrict the processing of your peronal data. However, in some instances such restrictions of processing may limit the Services that you can receive from us.
When you email us to exercise your rights, the Company will need you to identify yourself before actioning your request.
Finally, you have the right to lodge a complaint with the data protection authority in the place where you live or work, or in the place where you think an issue in relation to your data has arisen.
Do we carry out any monitoring?
To the extent permitted by law, Modis reserves the right to audit, monitor and record the access, use and content of any data held or processed by its IT systems. We do this for the purposes (d)-(h) set out above but call this point out specifically in this notice so that you are aware in particular that your use of work related IT systems may be monitored by others.
What about data security when using Adecco Systems?
You are responsible for keeping your login details to the Portal safe, in particular the password that we have given you or that you have chosen. These login credentials are for your own use. You are not permitted to share your credentials or other account details with any other person(s).
How can you contact us?
If you have any questions or concerns regarding our Statement, would like further information about how we protect your information (for example when we transfer it outside Europe) and/or when you want to contact the company's Group Data Protection Officer (DPO) and/or your local Privacy Lead, please email us at email@example.com or your local Privacy Lead firstname.lastname@example.org.
How do we handle changes to this Statement?
The terms of this Statement may change from time to time. We shall publish any material changes to this Statement through appropriate notices either on this website or contacting you using other communication channels.
Last update: September 2020
You are now an important part of the world's largest staffing company, as Modis is a subsidiary of the Adecco Group.
Modis is one of the largest suppliers of specialists within IT and engineering consultancy and provider of engineering and project management services at all levels. Our clients are operating companies and supplier industries for oil and gas, industrial and consulting businesses. We offer exciting job opportunities in Norway and abroad, competitive conditions and a professional marketing with good follow-up. The company was established in 1988 and is now part of the Adecco Group and has offices in Oslo, Drammen, Stavanger, Bergen and Trondheim.
In this handbook you will find practical information about your employment at Modis. If there is something you cannot find the answer to, or it there is something you need advice on or need assistance with regarding your situation at work , we are always ready to talk to you.
We look forward to working with you!
Modis shall be one of the most attractive and professional recruiting companies for specialist staffing within the IT and engineering towards Smart Industry.
Our business concept is to be a complete supplier of IT and engineering services and project management services for companies with highly qualified personnel that can fill positions whenever the companies have the need for assistance. We shall be a natural first choice for both clients and candidates. Our values are a link to achieving this goal.
TEAM SPIRIT | Together we achieve better results, wellbeing and motivation.
ENTREPRENEURSHIP | We take ownership and see new opportunities.
CLIENT FOCUS | We perform a service that meets our clients’ expectations.
RESPONSIBILITY | We communicate clearly and treat our clients with honesty and respect.
PASSION | Your success – our pride.
The employment contract you have signed confirms that Modis is your employer, and that Modis is responsible for your salary and holiday pay, as well as tax and social security deductions are made according to applicable rules including the Working Environment Act, Holidays Act and Insurance Act. The employment contract is supplemented with an assignment confirmation for each new assignment.
If you accept assignment offers, you are obligated to work for the client for the agreed time, unless you become sick or need to be absent from work for any other reason. Absences must be reported immediately to the client and the adviser at Modis.
Upon the assignment’s agreed expiration however, we will try to find new assignment for you according to the working agreement you have with us. It is therefore important that you always keep in close dialogue with your contact at Modis.
We will give you all the information you need about the assignment; hours, address and directions, whom to report to, and a description of the work you are to perform. All you need to think about is doing a good job! Please note that you will be subject to the individual client’s management and control, including the client’s applicable guidelines.
We will have close follow-ups with both you and the client.
However, it is important that you keep us updated. Remember that Modis is your employer, and if you have any specific questions or problems, we are here to help you.
Modis evaluates all assignments which gives us a picture of the client’s perception of how the assignment was carried out.
If the client informs you that your assignment will be shorter or longer than originally agreed, contact your contact person at Modis as soon as possible. Normally you will receive this information from Modis directly.
If you want a permanent position rather than temporary, contact us and we will help you as best we can.
The client might also offer you a permanent position. In that event, it is important that you contact us as quickly as possible for processing.
If you are unable to appear for work for whatever reason, it is important that you notify by phone (not sms) your client supervisor and your contact person at Modis as soon as possible and before the workday starts. The same applies if there are any problems at the workplace. Do not address issues such as working conditions, tasks, or other conditions directly with the client.
For us to stay in contact with you, it is important that you notify us of any change of address, telephone number or e-mail.
In connection with the various assignments you will follow the client’s terms for a similar position in regards to the workdays length and placement, overtime, duration and placement of breaks and rest periods and night work.
Please note that all overtime hours must be preapproved by both Modis and the Client.
Otherwise, the following applies: Daily and weekly working hours follow your employment contract and the assignment confirmation for the specific assignment. Unless otherwise applicable to the hiring business in each assignment, you are obligated to perform overtime and/or additional work in accordance with the provisions of the Working Environment Act.
Timesheets are the basis for calculating your salary and our invoices to the client. It is therefore important that they are properly completed and submitted. Timesheets must be submitted on a weekly basis, before 12:00am every Monday.
• Make sure you have the correct information regarding the specified
working hours. The time should always show the actual period you have worked
and can easily be changed if necessary.
• Only hours you are present at the office is to be entered into the timesheet. In case of absence, other procedures apply. Your contact at Modis can tell you more about this.
• Overtime must be pre-approved by Modis and customer. Your contact at Modis can provide more information.
• When you are finished filling in all your hours, click save (lagre) and then submit (send).
It is your responsibility to submit the timesheet according to the deadline.
Therefore, make a good routine to remind yourself of the submission of the timesheet.
Payments of salary are done on the 15th of each month. If that date falls on a Saturday or Sunday, it will be done on the last working day before the 15th.
Salaries every 14 days, based on the timesheets you have submitted may occur (every second Wednesday).
Remember to always update your e-mail address.
You will find the payroll calendar at Modis.no.
If you need assistance, please contact your contact persona at Modis.
Your salary for a specific assignment will be determined by the client on the basis of its policy for compensation and verified by the assignment confirmation. Rules for compensation for the time between assignments is in accordance with your employment contract.
During agreed assignment periods you shall have access to common benefits and services (collective physical facilities) with the hiring business as the business’ own employees, unless objective reasons dictate otherwise. Ask your contact person at Modis if you have questions regarding such access.
Payday is on the 15th of each month, based on hours registered. Remember to inform Modis if there is any change of account number during the assignment period.
Tax information will be collected electronically for all employees with valid ID number. Those who do not have valid identity number will be drawn 50% in tax.
All employees of Modis supply cost refunds at the earliest opportunity and no later than 10 days after travel is completed. Modis adheres to the client’s guidelines for business travel. It is the consultant’s responsibility to identify them ahead of a business travel and to follow them. The client’s travel requisitions and forms for travel allowance shall be used.
Travel expenses will be rejected if they do not meet the following criteria:
• Submitted no later than 10 days after the journey is completed
• Contain valid PO No. or WBS No. from client
• Original receipts attached, copies of originals are not acceptable (e.g. e-mail).
• Dates, times and travel schedule must be included
• Receipts are to be pasted onto a sheet of A4-sized paper
• Signed by both your supervisor and yourself
Travel expense reports should be sent directly to your contact person in Modis. Your contact person will sign and forward the documents to our Finance Department.
Your consultant in Modis will give you more details and information when needed.
During agreed assignment periods you are subject to the same regulations regarding days off on and in connection with bank holidays (1. January, Maundy Thursday, Good Friday, Easter Monday, Ascension Day, Whit Monday, Christmas Day and Boxing Day) as the hiring business, and remuneration on such days.
Public holidays: 1st
and 17th of May
You will receive payment when you are on assignment lasting at least 30 days around the public holiday. This does not apply if these days are on a Sunday or other holiday (by holiday it is meant red letter days in the calendar). In addition, you must be scheduled to work on the actual day of the public holiday. Wages are paid for the time you would normally have been at work.
During agreed assignment periods you are covered by the client's rules for entitlement to pay for public holidays.
Absence due to illness or pre-arranged holiday when you are on assignment does not deprive you of the right to payment for holidays and public holidays.
Separate rules applies for employees covered by a Collective Agreement.
During agreed assignment periods you are subject to the same regulations
regarding holidays, holiday pay, days off and remuneration on such days as would
apply if you had been employed directly by the client to perform the same work, if
the client’s business regulations are more beneficial than the Holidays Act.
As an employee at Modis, you are entitled to at least 25 business days of vacation per calendar year. Weekdays including Saturday are business days. Thus, you have four weeks and one day vacation per calendar year. If you are 60 years of age or older, you have the right to an extra week of vacation.
Holiday pay is accrued in the year before you take your vacation. The right to holiday pay from Modis depends on whether you have earned income with Modis in the respective year (the year before the vacation year). Holiday pay rate for each assignment follows clients policy (12 or 10.2 percent and 14.3 or 12.5 percent if you are older than 60 years of age) and is usually paid in the middle of June.
If you are bound by a collective bargain that gives you the right to five weeks holiday, the ordinary holiday pay rate is 12 percent. For employees over 60 years of age, the rate is 14.3 percent. The fifth week and the higher rate is, however, a part of the collective bargain between the parties, and not part of the Holidays Act. Are you permanently employed with a guaranteed salary but not bound by a collective bargain the holiday payment rate is 10,2 percent in periods between assignments.
If you leave Modis, you will be paid accrued holiday pay for the current year along with the last regular payment of wages in accordance with the Holidays Act § 11, third paragraph. Taxes are deducted (ordinary income tax) on holiday pay accrued in the respective year (the year it is earned).
The employers period starts the first full day of absence due to disability, see the National Insurance Act § 8-19, second paragraph. This applies regardless of whether the absence is documented by self-certification or medical certificate. In practice this means that if you are too sick to work and go home, according to the National Insurance Act, you will not have the right to sickness benefits for the remainder of the day.
If you become sick and need to be absent from work, you are obligated to notify your workplace and your contact at Modis as early as possible, and the latest before you start your workday, the first day of absence. Example: If you start working at 8.00 am, you must notify as early as possible and before 8:00 am.
For the client’s benefit, it is important that you let us know as soon as possible that you are ill and how long you assume the illness will last. If you are absent more than one day, you must call your contact at Modis every day if you due to illness still cannot report to work (just sending a SMS is not sufficient).
You are not entitled to sickness benefit until you have worked at Modis for at least 4 weeks. Sickness benefit is paid for the days (hours) specified in the assignment confirmation for the agreed assignment. Sickness benefit is calculated on earned income (salary) and includes pay and allowances as described in the assignment confirmation. Sickness beyond the employer period, which is 16 days, is paid by NAV (The Norwegian Labour and Welfare Administration). Sickness benefit may not exceed 6 times the base pension of social security.
If you become ill after your first 4 weeks as a consultant at Modis, but before two months, you must submit a medical certificate from a doctor in order to be entitled to paid sick leave. A notification of sick leave must be sent to Modis immediately. You will not be entitled to sickness benefits if your sick leave notification is not sent Modis within 14 days after the first day of absence, cf. National Insurance Act § 8-18. The medical center normally sends the certification electronically. Please check with your doctor.
You are entitled to use self-certification due to sickness if you have been employed in Modis for two – 2 – months before your absence. Self-notification form must be completed and sent to Modis the first day after sickness absence and no later than 14 days. If self-notification is not delivered, you are not entitled to pay in connection with sickness absence.
Sickness lasting more than three days must be documented by sick note from the doctor.
You can only use a self-certificate for whole days, for example if you go home from work in the middle of the day, a self-certification can not be used.
You can use the self-certification of absence for up to three calendar days within a 16-day period, calculated from the first day of absence. Self-certification can not be used more than 4 – four – times over a period of 12 month, irrespective of the number of client assignments.
If you have used the self-certification four times within a 12-month period, Modis can waive your right to document sickness absence through self-certification for six months from the date you receive notification of it. Modis is required to conduct a reassessment after the six month period, cf. National Insurance Act § 8-27, third paragraph.
You can find the self-notification form on Modis.no.
To receive pay from Modis during your child or child caregiver’s sickness, you must have been employed for at least 4 weeks. The obligation to notify Modis is the same as for own sickness.
Self-certification/sick leave applies up to and including the year the child turns 12 years old. The age limit is 18 years for children who suffer from a chronic illness or disability. Employees who care for one or two children is entitled to sick pay for up to 10 days each calendar year, 20 days for single parents. If you take care of three or more children, you are entitled to 15 days absence with sick pay, 30 days for single parents.
If you have to go home from work because of your child’s or child caregiver’s illness, that part of the day will be equal to a full benefit day. In accordance to the National Insurance Act you will be entitled to pay for the rest of the day.
Absence from work due to necessary supervision of sick children applies for 3 days without a doctor’s statement. From day four - 4 - of absence, you must submit a statement by a doctor documenting the child’s illness.
Number of days per year applies in aggregate, regardless of the number of client you may work for during this period.
You can find the self-notification form due to child sickness on adecco.no.
According to the National Insurance Act both the mother and father can earn the right to parental benefit by being employed with pensionable income for at least six – 6 – of the past ten – 10 – months before the withdrawal of parental benefit starts. Parental benefits – both for mother and father – are paid by NAV in accordance with applicable rules, and they at any given moment income limitations. Please contact NAV for more information. on the subject.
Modis can provide up to 1 day off with pay, in agreement with your contact person in the following cases:
• Death/funeral of an immediate family member. Immediate family means a child, spouse, sibling, parents and grandparents. A registered cohabitating partner/partner is equated with a spouse.
• Marriage/partnership celebration.
• Spouse/cohabitating partner/partner giving birth.
If you have worked for Modis for at least 300 hours in the last 12 months, you may, by agreement and documentation, take free time without a deduction in salary for up to 12 hours per calendar year. This applies to when such visits cannot reasonably take place outside of working hours. Please contact Modis for more information.
An employee who is pregnant is entitled to time off with pay for prenatal care, when such examinations cannot reasonably be held outside of working hours.
Taking time off to follow your child to the first few days of school or kindergarten is not a statutory right, but may be regulated in collective bargain/local agreement rules. At Modis you may take time off without pay in connection with this, if the client and Modis agree to it.
We at Modis wish to give our consultants exclusive benefits and development opportunities, such as career counselling.
With us you have opportunities for development
As a Modis consultant, you will have great opportunities for development. We operate in a market that is constantly evolving and where continuing education is a continuous process. Through assignments in various companies and projects, and the offer of relevant courses, you will be able to develop your skills and keep up to date. A diverse work experience will give you valuable skills and enhance your future opportunities in the labour market.
The primary goal of the Adecco Group in Norway is to ensure that no employee gets sick or injured at work for Modis. As employee at Modis you are responsible for actively contributing to and supporting our Health, Safety and Environment (HSE) goals and procedures. At the same time, you must comply with the employer’s HSE procedures and the instructions applicable to your duties at the workplace.
You have the duty and responsibility to report any conditions that might be of significance for HSE, both to the client and to Modis. Such reports can be submitted to your contact in Modis, to one of Modis’s safety representatives, to the occupational health service or centrally to the Adecco group at +47 815 11 106.
NOTIFICATION IN CONNECTION WITH SERIOUS ADVERSE EVENTS
A serious adverse event that involves you or any other people associated with Modis shall always be reported to Modis immediately at +47 815 11 106.
This applies to:
• Occupational accidents
and other events that result in death or serious injury;
• Dangerous working conditions threatening one’s life and health;
• Sudden deaths;
• Serious damages to the environment;
• Serious material damages (e.g. fire in premises/buildings).
Important telephone numbers:
The Police: 112
The Fire Brigade: 110
The Norwegian Labour Inspection Authority: +47 73 19 97 00
In addition, you must notify your closest superior at the client’s premises and your contact in Modis as soon as possible. Modis has access to crisis management via the occupational health service. Please reach out to your contact in Modis if you need assistance.
Modis has an external notification service for reporting unacceptable conditions and behaviour or other issues of concern. Unacceptable conditions and behaviour or other issues of concern refer to non-compliance with legal provisions, internal guidelines or ethical norms. Such conditions can be reported to +47 800 15 654 or on the website www.ACEConduct.com.
ORGANISATION AND TRAINING
As employee (on temporary contract), you are subject to the client’s instruction authority and control and must comply with the employer’s safety instructions, company regulations and working hours.
The client is the main contractor and is responsible for coordination of health, safety and environment work as well as for ensuring a fully satisfactory working environment in accordance with Section 2-2 (1) of the Norwegian Working Environment Act. You must be included in the client’s risk mapping and internal control system. The client shall be responsible for ensuring that current regulations on safety and fully satisfactory working environment are complied with in everyday work as well as for managing, following up and inspecting everyday work.
You will receive information and training in safety instructions, company regulations and other HSE procedures so that you avoid being exposed to hazards or undesirable strains at work. The client shall also include you in its safety service and shall provide you with information about who your local safety representative at the work place is.
The client shall ensure that you receive all necessary training for the equipment you are to use at the workplace and shall give you information and training regarding risk assessments and necessary safety measures for the tasks you are appointed to carry out. The client shall also ensure that your working hours comply with the Norwegian Working Environment Act.
Modis shares the responsibility for ensuring that your working environment is fully satisfactory. The everyday responsibility for this rests with your contact in Modis. If you are not sure whether your working environment, including the safety at your work place, complies with relevant regulations, please notify Modis as soon as possible via the consultant in charge of your assignment, one of Modis’s safety representatives or Modis centrally at +47 815 11 106.
As employee you must contribute to the systematic health, safety and environment work at the workplace and actively contribute to the implementation of measures aimed at creating a satisfactory and safe working environment.
You must familiarise yourself with and follow safety instructions, company regulations and HSE procedures applicable to the client.
This includes, among
• use of necessary and mandatory protective gear;
• safety service and reporting undesired events;
• chemicals database and safety data sheets;
• action plans in connection with undesired events/accidents;
• waste management procedures;
• hazardous tasks, SJA (Safe Job Analysis) and accompanying work instructions and necessary training BEFORE work starts.
You must always notify
• in connection with hazardous work conditions, «near accidents» or serious violations of HSE provisions in your work for the employer;
• if you are injured in the course of your work or suffer from an illness, which you believe to be the result of the conditions at work.
Such reports must be submitted to your contact in Modis, to one of Modis’s safety representatives, or centrally to Modis at +47 815 11 106.
Serious violations of the client’s and/or Modis's HSE guidelines can have consequences for the assignment in question and your employment with Modis.
Stopping hazardous work
If you believe that the work you carry out cannot continue without a threat to life and health, you must discontinue the work immediately and notify the client’s safety representative and Modis.
You must follow the client’s working hours and comply with the working hours agreed in the assignment. Overtime shall be ordered by the client and shall be approved by Modis. If the client changes your working hours or requires you to work beyond the working hours agreed for the assignment, you must always contact Modis and the consultant in charge of your assignment. You must ensure that your working hours comply with the Norwegian Working Environment Act.
Prohibiting the use of
It is not acceptable for employees at Modis to go to work under the influence of alcohol or other types of intoxicating substances or to use such substances during working hours. Use of medicines that could affect your work shall be discussed with the attending physician. Violation of this ban could have consequences for your employment with Modis.
Modis cooperates with the occupational health services on AKAN programmes for employees with problems that involve intoxicating substances. If you need advice and guidance, please contact the consultant in charge of your assignment, who will arrange contact with the occupational health service. Such cases are subject to confidentiality obligation.
For some assignments the client requires consent to intoxicating substance testing when it comes to jobs that involve special risk or when the client considers this necessary in order to protect lives and health. Please contact the consultant in charge of your assignment if you have any questions in this regard.
Protective gear and work
It is necessary to wear suitable protective gear and/or work clothing for some assignments. These shall be provided by the client or Modis. If you are given work clothing and/or protective equipment by Modis, you must sign a separate work clothing agreement.
If you have questions about the necessary protective gear and/or work clothing, please contact the consultant in Modis responsible for your assignment.
Some assignments require the completion of a specific HSE course. In general, you must be included in the client’s HSE training. Please contact the consultant in Modis in charge of your assignment in case of questions in this regard.
Machinery and equipment
The client is responsible for ensuring that machinery and equipment are in proper condition. It is your responsibility to make sure that you have a valid certificate, driving permit, driving licence, professional qualification, certificate of competence or any other approval for the machine you have been appointed to operate.
You must always receive the necessary training from the client on the machine/equipment you will be using at the workplace. This applies even if you have a valid licence/certificate of competence. This training shall take place prior to work start and shall at least include a review of work instructions, safe use and maintenance of the equipment. You may not start working unless such training has been provided by the client. Please contact your safety representative if such training is not provided. Please contact the consultant in Modis in charge of your assignment immediately in case of questions in this regard.
The safety representative is the employees’ representative with regard to health, safety and environment (HSE) who is to safeguard the interests of employees in matters relating to the working environment. You are included in the client’s safety service at the workplace. If the client does not have safety service, you will be included in Modis’s safety service. You can contact one of Modis's safety representatives at +47 23 29 00 00.
Adecco groups safety representatives for employees are:
Service and Solutions
Agnete Berg (Næringsmiddel Norway) - Oslo – Adecco Norway AS
Morten Bergheim (T&L) - Lillestrøm - Adecco Norway AS
Hakon Sørhus (Kitchen/Cleaning/Serving) - Oslo - Adecco Norway AS
Jeanette Aslaksen (T&L + Hosp.) - Tromsø (North) - Adecco Norway AS
Susanne Torkelsen (Chief Safety Representative) - Bergen - Adecco Norway AS
Kristin Rivrud Jensen (Chief Safety Representative) - Grålum (South) - Adecco Norway AS
Bianca Egeland-Foyn - Oslo – Adecco Norway AS
Anette Ulriksen - Tromsø (North) - Adecco Norway AS
Office and Finance
Lars Martin Torget (Chief Safety Representative) - Oslo – Adecco Norway AS
Kari Vennesland - Grålum (South) - Adecco Norway AS
Jannicke Vold (Chief Safety Representative) - Ålesund/Molde - Adecco Norway AS
Ole Martin Nedrelid - Kristiansund – Adecco Norway AS
Hanne Bente Mittet - Vest-Agder - Adecco Norway AS
Magnus Christian Larsen – Oslo – Adecco Helse AS
Building, Construction and Industry
Krzysztof Kornack (Chief Safety Representative) - Building&Construction – all of Norway
Krzysztof Gajzler - Building&Construction - Oslo/East
Przemyslaw Jabłoński - Building&Construction - Trondheim/North
Zygmunt Kolibabski - Building&Construction - Stavanger/South
Boguslaw Abramic (Chief Safety Representative) Electro – all of Norway
Morten Hagen (Chief Safety Representative) Industry Nationwide/MW - all of Norway
Ingrid Mjøs - Drammen - Ingeniør Compagniet AS
James Bendixen – On Site - Ingeniør Compagniet AS
The Working Environment Committee consists of employer and employee representatives. It strives to achieve a fully satisfactory working environment, participates in the planning of HSE work and has authority to make decisions in matters relating to the working environment. You are included in the client’s working environment committee at the workplace. If the client does not have a working environment committee, you will be included in Modis’s working environment committee.
The occupational health service gives advice to the employer and employees regarding working environment and health matters. It helps the employer with information about working conditions, follows up the working environment and suggests improvements so as to avoid illnesses and injuries.
Modis is affiliated to an approved occupational health service which provides advice in connection with occupational health, physical working environment, absence from work and risk assessments. In addition, the occupational health service is used in case of serious adverse events, crisis follow up and AKAN work.
If you have questions regarding Modis's occupational health service, please contact the consultant in charge of your assignment, one of Modis's safety representatives or Modis centrally at +47 815 11 106.
ILLNESS AND OCCUPATIONAL
Modis aims to ensure that no employee gets sick or injured while working for Modis.
If you get sick and cannot work, you have an obligation to notify Modis as soon as possible. More information about this can be found in section “Absence due to sickness” above as well as at: http://www.adecco.no/medarbeider/sykefravaer/
If you are sick, you have an obligation to cooperate on finding solutions that contribute to your getting back to work as soon as you are healthy enough. In case of long-term absence from work due to illness, your contact in Modis will follow you up and will cooperate on preparing follow-up plans, options for adapting your workplace and any other discussions concerning measures and progress, often in collaboration with NAV. The goal is for you to get back to work as soon as possible.
If your absence is due to conditions at the workplace, we would like you to contact the consultant in charge of your assignment about it. Only this way will we be able to get a grip of the conditions and take measures to prevent future absence due to illness. You can also contact one of Modis's representatives or Modis centrally at +47 815 11 106.
As an employee at Modis you have an occupational injury insurance. This insurance is statutory and comes in addition to services from NAV. If you get injured in the course of your work or if you suffer from an illness, which you believe to be the result of the conditions at work, you have to notify the consultant in Modis in charge of your assignment as soon as possible. In case of serious accidents or death, cf. Notification in connection with serious adverse events above.
occupational injury/occupational disease (source: NAV):
Injury or illness due to an accident at work. Accident refers to a sudden and unexpected external strain or load which exceeds the framework of ordinary work performance.
An illness can be regarded as occupational disease if it is the result of harmful effects of the working environment and is one of the diseases mentioned in the regulation on occupational and infectious diseases that are placed on equal footing with occupational injury. Strain injuries are not normally regarded as occupational diseases.
Examples of occupational
injuries can be:
• Chemical exposure/poisoning;
• Radiation injuries;
• Hearing loss;
• Vibration injuries (HAVS);
• Decompression sickness;
• Infections and climate-related diseases.
Procedure for reporting
occupational injury and disease
In case of occupational injury or disease, “Melding om yrkesskade eller yrkessykdom” (Notification of occupational injury or disease) shall always be filled in and sent to NAV. This ensures that Modis will register the event and protects your rights in relation to NAV and HELFO (cost reimbursement). Notification of occupational injury or disease must be filled out by the consultant in Modis in charge of your assignment according to the information you provide and you must receive a copy of the filled out form (A3).
All events Modis reports to NAV, shall also be reported to Modis’s occupational injury insurance company. A separate form is to be filled out by the consultant in Modis in charge of the assignment and by you, and both parties must sign the form. This protects your rights in addition to what you are entitled to from NAV in accordance with the provisions of the Norwegian National Insurance Act.
Both NAV and the insurance company require occupational injuries/diseases to be reported within certain deadlines. Payments from HELFO and the insurance company require the injury to have been reported before the deadline and to be considered occupational injury by NAV. Hence, it is important that you report the injury and/or disease as soon as possible. You will receive a written reply (decision) from NAV and the insurance company on whether the injury is regarded as occupational injury.
All occupational injuries/diseases about which Modis is notified are registered in Modis’s register of occupational injuries.
Costs in connection with
occupational injuries and/or occupational diseases
You have to pay the costs for medical treatment and the like yourself. You must also apply for reimbursement from HELFO on your own once the decision regarding occupational injury/disease is made by NAV but no later than 6 months after the cost has been incurred. For more information please see https://helsenorge.no/rettigheter/rett-til-helsehjelp-ved-yrkesskade
occupational injury/occupational disease
Occupational injuries and diseases can be prevented by:
• using the necessary, proper and required protective gear supplied to you by Modis and/or the client;
• requesting information about hazardous tasks, SJA (Safe Job Analysis) and accompanying work instructions and necessary training BEFORE work starts;
• reporting any hazardous work and discontinuing work in case of danger to life and health until the conditions have been resolved;
• always thinking about your own and your colleagues’ safety at the workplace.
If you have questions
about how to handle professional injuries/diseases, please contact the
consultant in Modis responsible for your assignment.
As your employer, we ask you to follow the recommendations given
from the Norwegian Institute of PublicHealth at all times.
In short, infection is prevented by using a paper tissue when you cough or sneeze, or alternatively use a flexed elbow. Keep at least 1, and preferably 2 meters distance from other people, and wash your hands frequently and thoroughly with soap and water.
The Adecco Group have available a special training on
coronavirus that you can access here. You must create a user account to be able
to enter the portal in you haven’t one from before. You will find the course
under "Adecco Norge AS".
If you have mild respiratory symptoms, you should stay home
for up to one day after you feel well. If you have more serious symptoms, consult
a physician on the phone! If you get infected with coronavirus yourself,
please inform us - as your employer - as soon as possible.
If you have been in close contact with people who have been diagnosed with coronavirus infection, you should also stay at home for 14 days.
Upon starting an assignment, we will clarify and inform you of any infectious measures the client has implemented. If the client takes other measures or you yourself have questions in this regard, reach out to your consultant in Modis.
If you cannot reach
your consultant or department, you may contact us at HQ on telephone 232 90 113
(serviced between 08-16 business days).
If you need more information or specific advice about the corona virus and what to do, you can find this at Norwegian Institute of Public Health , Helse Norge and NAV. If you do not find the answer to your question, you can call the health authorities information phone on 815 55 015.
Occupational Injury insurance
All employees in Modis are affiliated with our Occupational Injury Insurance. Occupational Injury Insurance includes occupational injury or occupational disease incurred during the performance of assignments (at work), at workplace, during working hours. All occupational injuries must be reported to Modis. Occupational injuries are reported on a separate RTV form, that is found at all workplaces. Sick leave in connection with a work-related injury (an accident at work) is covered from day 1 in employment.
All expenses related to occupational injury are reimbursed by NAV in accordance with the Occupational Injury Act. You must apply for a refund at your local NAV office when the injury is approved as an occupational injury. NAV will only approve original receipts.
As an Modis consultant, you are enrolled in the Modis pension scheme (MSP [OTP] – Mandatory Service Pension) according to the prevailing rules and regulations. More information can be obtained by contacting your contact in Modis.
You also have travel insurance in connection with a business trip. This is only valid in connection with work and we recommend everyone to have a private insurance as well. If you are travelling outside the Nordic region, you should have a valid insurance card. Contact your contact in Modis about this.
Travel Expense / room and board
Should you receive an assignment that involves accommodation, you are travelling by bill. That is, Modis pays the actual expenses associated with the stay. Contact your contact in Modis about the routines for travel expense.
Offshore insurance covers consultants who are on Modis assignments on oil installations along the coast.
If you wish to resign, please contact us as soon as possible. A resignation must always be in writing – email is approved, but an sms is not sufficient. If you are on an assignment, the reciprocal notice period stipulated in your employment contract applies.
If you move out of the area, do not forget that Modis is located in 5 different places around the country. We will gladly put you in touch with the office closest to your new residence