Other suitable work etc. Severance pay will not be granted if an employee who loses his/her job, see 3.3 above, is offered other suitable work in the enterprise, or in the group to which the enterprise belongs, or with new owners, or in another enterprise continuing the business. When deciding the question of whether the employee shall be deemed to have been offered other suitable work, importance shall be attached to the fact that the object of the Severance Pay Scheme is to provide remuneration for employees who lose their jobs. Employees who in reality continue in their old job, will not normally be entitled to severance pay. The same applies when all or part of the enterprise is taken over by the employee him/herself, so that he or she is in reality continuing his/her earlier work. In the event of stoppage in connection with a change of ownership etc., the employee shall nonetheless be granted severance pay if more than three months pass before he/she is employed anew/re-employed. This applies regardless of the length of the notice period. In the event of a merger or transfer of a business that comes under Chapter 16 of the Working Environment Act, the acquiring enterprise (new employer) will become a member of the Joint Scheme and be obliged to pay premiums. Nevertheless this will not apply if the new employer exercises the right to opt out, as sanctioned by the Working Environment Act, § 16-2, second paragraph.
Other suitable work etc. Severance pay will not be granted if an employee loses his or her job (ref. 3.3 above), or is offered other suitable work in the enterprise or in the group to which the enterprise belongs, or with new owners, or in another enterprise continuing the business. On making a ruling on the question of whether an employee shall be deemed to have been offered other suitable work, importance shall be attached to the fact that the object of the Severance Pay Scheme is to provide remuneration for employees who lose their jobs. Employees who in reality continue in their old job will not normally be entitled to severance pay. The same applies when all or part of the enterprise is taken over by the employee him/herself, so that he or she is in reality continuing to carry on his or her previous work. In the event of temporary operational shutdown in connection with a change of ownership etc., the employee shall nonetheless be granted severance pay if more than three months have passed before he or she is re-employed. This applies regardless of the length of the period of notice. In the event of a merger or transfer of a business that comes under Chapter 16 of the Norwegian Working Environment Act (arbeidsmiljøloven), the acquiring enterprise (new employer) will become a member of the Joint Scheme and be obliged to pay premiums. However, this will not apply if the new employer exercises the right to opt out, as sanctioned by Section 16-2, subsection 2, of the Act.
Other suitable work etc. Severance pay will not be granted if an employee who loses his/her job, see 3.3 above, is offered other suitable work in the enterprise, or in the group to which the enterprise belongs, or with new owners, or in another enterprise continuing the business. When deciding the question of whether the employee shall be deemed to have been offered other suitable work, importance shall be attached to the fact that the object of the Severance Pay Scheme is to provide remuneration for employees who lose their jobs. COMMON PART
