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Questionnaire for the comparative study on work-related stress and industrial relations In Norway work related stress is regulated by The Act Relating to Workers rotection and Working !nvironment "A#$%& which states that the work should be planned in such a way that '(the employees are not e)posed to undesirable physical or mental strain(*'* The social partners& e)perts and the authorities believe that stress is becoming an increasingly important problem in today+s working life* ,* The regulatory framework of work-related stress ,*,* Please list the main items of general legislation governing health and safety in your country and describe the conception of health at work that is used in this regulatory framework. Notably, does this legislation: 1) refer to mental as well as physical aspects? es. !he "ct #elating to $orkers Protection and $orking %nvironment &"'() states in )hapter ** &#e+uirements concerning the working environments , -eneral re+uirements) that: .!he working environment in the enterprise shall be fully satisfactory when the factors in the working environment that may influence the mental and physical health and &elfare of the &or#ers are judged separately and collectively.( (*+) /) refer to prevention &avoiding damage, fighting the risk at source) as well as safety? es. !he "ct states as follows regarding the .planning the work.: 0!echnology, organisation of the work, working hours and wage systems shall be set up so that the employees are not e1posed to undesirable physical or mental strain and so that their possibilities of displaying caution and observing safety measures are not impaired. )onditions shall be arranged so that employees are afforded reasonable opportunity for professional and personal development through their work.. &21/). !his paragraph is important when it comes to how safety delegates, trade union representatives, employees and employers can influence a better organisation of work. 3) put collective protection before individual protection, or vice versa? *ndividual protection is important in relation to physical and mental protection, and we would argue that individual protection takes priority over collective protection. 4) take work organisation into account in its references to working conditions &as well as the facilities, machines and substances used)? 5ee above &1.1./). 21/ of the "'( deals with several aspects of work organisation, among others that work shall be arranged so as to provide variations6contact with others and avoid concentrated and repetitive work and that employees opportunity for self,determinations and professional responsibility should be taken into consideration when planing and arranging work. 7) in relation to recognised occupational illnesses, re+uire a clear specific relationship with the 8ob re+uired? 9r is it enough if the working conditions have a ma8or, but not e1clusive, influence? %mployees with an occupational in8ury are entitled to benefits according to special rules generally more favourable than the ordinary regulations of the National *nsurance 5cheme. "ccording to the Norwegian 'inistry of :ealth and 5ocial "ffairs: .*n8ury, sickness or death caused by an accident at work are regarded as occupational in8ury. )ertain diseases are regarded as e+ual with occupational in8ury. atigue injuries and mental suffering caused by continuos strain are generally not regarded as falling &ithin the scope of the legislation concerning occupational injury (Our italics). "s a main rule the in8ury or sickness must occur while working at the place of work during working hours.. &http:66www.odin.dep.no6shd6engelsk6publ6veiledninger6;3;;41,1/;;;<6inde1,dok;;;,b,n, a.html=hov11) " medical practitioner is obliged to report &in writing) such diseases and other diseases that he6she believes is conditioned by the employees work, to the (abour *nspection. !here is considerable variation among sectors and among doctors as to whether such incidences are reported or not. >) put the adaptation of the 8ob to the person before the adaptation of the person to the 8ob, or vice versa? "s a general rule, the "'( puts the adaptation of the 8ob to the person first. "'( states that the duty of the employer is to .organise and arrange the work giving due consideration to the age, proficiency, working ability and other capabilities of the individual employees. &214, e). !here is also a special paragraph concerning occupationally handicapped employees, where the employer is obliged , to the e1tent possible and reasonable , to adapt the workplace to occupationally handicapped employees &2 13). !his especially applies when the employee has become handicapped in his6her work due to an accident, disease, strain etc. ,*-* $here legislation does refer specifically to psycho,social factors and6or work, related stress, please identify this legislation. ?or e1ample: 1) "re there specific regulations on work,related stress? No, but see the regulations in "'( 21/. /) "re there e1plicit and direct references to work,related stress in the general regulations on health and safety at work? No, but see 1./.1 3) "re there e1plicit and direct references to work,related stress in regulations on: working time, hours of work, shifts, holidays, time off@ !here are not any e1plicit references. Aut working time6overtime6shift,work etc is regulated in detail and an implicit ob8ective of such regulations &among others) is to prevent health damage 6stress and risks in general connected to accidents. performance control, assignment of tasks &opportunities for variety, contacts with other people, opportunities for personal development)@ !he "'( 21/ stresses that the work should be planned in such a matter that employees have opportunities for variety in work etc &see above). !here are not made any direct or e1plicit references to work,related stress. :owever, a broad definition of stress will include such factors as mentioned in 21/. the relative power6control of the employer and workers@ No &see above) company restructuring@ No gender e+uality@ or No reconciling work with family and social life? No 4) "re there any technical notes or declarations establishing obligations, responsibilities or rights drawn up by a competent authority in relation to work, related stress? No. 7) Bo definitions of occupational illnesses include references to stress "ccording to the regulations on occupational in8ury &which gives additional benefits): .?atigue in8uries and mental suffering caused by continuos strain are generally not regarded as falling within the scope of the legislation concerning occupational in8ury.. :owever, illness due to stress might be considered as being a 8ob,related illness by medical practitioners, and therefore reported to the (abour *nspection &see 1.1.7). ,*.* $ith regard to the regulations relating to work,related stress and psycho,social factors identified in point 1./ above, please describe: 1) $hat the obligations6responsibilities of the employer are? !he same as regarding other factors that are affecting the work environment. /) $hat the workersC rights are? !he same as regarding other factors that are affecting the work environment. 3) $hat the rights of the workersC representatives are? !he same as regarding other factors that are affecting the work environment. 4) *s there a specific system of workersC representation with regard to health and safety &eg safety delegates, health and safety committees, sectoral safety delegates)? :ow are they chosen? $hat resources do they have &eg time off)? !he "'( provides for an e1tensive set of systems for workersD representation with regards to health and safety. "ll companies covered by the "'( &a great ma8ority of working life) are re+uired to elect safety delegates. !he number of delegates is dependent on the siEe of the enterprise and the nature of the work e1ecuted and working conditions in general. )ompanies with more than 7; employees are re+uired to establish a &or#ing environment committee. *n companies with /;,7; employees a working environment committee is compulsory in so far as one of the parties demands its establishment. !he employees and the employer shall have an e+ual number of representatives on the committee, and alternate as chairperson of the committee. Aoth safety delegates and working environment committees have substantial influence in issues concerning the working environment. "mong other things, safety delegates can stop work that is considered dangerous and the working environment committees can ,if seen as necessary due to health haEard , decide on matters regarding measures to improve the working environment). 'any sectors are also obliged to have health services for their employees. 5afety delegates and employee representatives in the working environment committees are elected by the employees. *f a safety delegate covers only a part or section of the company, he6she is elected by the employees concerned within this section. *f a trade union organises a ma8ority of employees, the trade union may elect the safety delegate. 9therwise safety delegates are elected by the method of proportional representation. %mployee representatives are elected more or less by the same principles as safety delegates. 5afety delegates and representatives in work environment committees are entitled to the training necessary to carry out their responsibilities. !he minimum training is 4; hours and might be more if necessary. Preferably training should take place during work hours. )osts associated with the activities of safety delegates and environment committees &including the necessary time to perform their duties) shall be borne by the employer. !he employer shall ensure that the function of being safety delegates6working environment committee member do not result in loss of income for the employees. ,*/* *f there are specific regulations on work,related stress are there any current initiatives to modify or e1tend them? *f so, describe them and state when they will come into effect. *f there are no specific regulations, are there any initiatives to establish them? *f so, please describe them and state when they will come into effect. !he 'inistry of (abour and "dministration will set up a public committee to deliberate changes in the present regulation of work environment. 5o far, little is known on the mandate of such a committee. !his committee will most probably also look at the conclusions from another public committee on .a new millennium , a new working life? &N9F 1GGG:34).. !he committee considered several aspects relating to fle1ibility and working time regulations, but it did not propose any ma8or changes in the present regulations regarding working time. :owever, one of the issues discussed were how to regulate working time in modern working life with a wish for fle1ibility. !he general impression is, however, that the focus was more on &the need for) fle1ibility than on problems connected to stress6workload etc. "nother public committee has looked into the problems connected with increasing sickness absence and the increasing number of people on disability pensions. !he committee con, cludes that the fastest increasing diagnose in todayDs working life relates to psychological problems, while the health and safety work at the workplace traditionally has been focusing on problems connected with other &physical) illnesses such as muscle and skeleton problems. !he committees therefore suggest increased attention to psychological illnesses, but does only to a limited degree discuss the connection between work environment and stress6psycho,social problems. -* 0ollective bargaining and stress -*,* ?or each relevant level of collective bargaining in your country &multi,sectoral, sectoral, regional, company etc), please state: 1) !o what e1tent have specific agreements on stress been concluded, or clauses on stress been included in other collective agreements? &please provide official or other figures on collective bargaining, if available, and state the source and the relevant definitions). $e have no knowledge of this being included in collective agreements. /) $hen did stress first appear in collective bargaining and how has it developed since then? 5ee /.1.1 3) $hat is the nature of the agreements6clauses on stress: do they involve obligations or are they recommendations? 5ee /.1.1 4) $hat aspects of stress are included in these agreements6clauses? ?or e1ample: 5ee /.1.1 a) *s stress recognised as an occupational disease? b) *s the relationship between work organisation strategies and work,related stress recognised? c) "re any aspects of work organisation modified to prevent stress &rotation of tasks according to content to allow relationships with colleagues, greater control of hours of work, shifts, breaks and rest@ decrease in production rates@ participation in working methods, reduction in hierarchical control, healthier payment systems@ greater opportunities for reconciling work with family and social life...)@ d) "re the obligations of employers specified6increased above statutory levels? e) "re the rights of the workers specified6increased above statutory levels? f) "re the rights of the representatives specified6increased above statutory levels &participation and control)? g) "re specific representatives created and6or e1tended? h) *s stress related to company restructuring considered? i) "re the gender aspects of stress addressed? 8) 9ther aspects ? 7) 5ummarise the content of, several agreements6clauses that e1emplify the treatment of stress in collective bargaining in your country &preferably recent). 5ee /.1.1 -*-* "re consultation and bargaining processes regarding work,related stress &if any) leading to more co,operation or more conflict in industrial relations? 5tate how. $hat are the current priorities in this area for workersC and employersC representatives at sectoral and company level? 9n what topics is there most agreement? 9n what topics is there most disagreement? 5ee /.1.1 .* Trade unions and stress Please describe the practices &information campaigns, training, research etc), specific guidelines for collective bargaining and positions of trade unions with regard to work,related stress. Point out any relevant or emerging practices even if they are not a ma8ority tendency. !he Norwegian !rade Fnion )onfederation &$andsorganisas1onen i Norge, $2), has taken the initiative to review and change the current legislation on work environment. 9ne of the factors (9 wants to deliberate , and include in a more encompassing "ct related to $orking (ife , is the organisation of work and psychosocial factors. (9 stresses that a new or revised "ct need to consider psychological health in the same degree as physical health, and that safety delegates also should be able to stop work that endangers the psychological health of employees. (9 also wants to include psychological illnesses in the definition of occupational in8uries &which allows for additional benefits from the National *nsurance 5ystem). !he proposal for a new "ct was much discussed during the (9,)ongress in 'ay /;;1. 5everal delegates preferred to revise the e1isting "ct instead of introducing a new "ct, and (9 will consider how to follow up these issues. "lso other trade unions6confederations have been focusing on changes in the working life, included stress and psychosocial factors. *ssues related to psychosocial work environment &included stress and new types of work environmental issues) are also part of the general training of safety delegates and employee representatives in $ork %nvironment )ommittees. 5pecial courses are focusing on issues such as violence6harassment, conflicts and how to plan and organise work. "rbeidernes 9pplysningsforbund &"9?), the labour movementsC education and training organisation, e1periences increased demand for the inclusion of factors such as stress &wide definition) in their training activities. /* !mployers+ organisations and stress Please describe the practices &information campaigns, training, research etc), specific guidelines for collective bargaining and positions of employersC organisations with regard to work,related stress. Point out any relevant or emerging practices even if they are not a ma8ority tendency. %mployerDs organisations and especially NHringslivets :ovedorganias8on &)onfederation of Norwegian Ausiness and *ndustry) engage themselves in research and workplace development pro8ects. "n important factor has been the wish to reduce the amount of sickness absentees. Pro8ects relating to &new) work environmental challenges generated by organisational and technological change may get economic support from N:9, who has a research and development fund on work environmental issues. %mployers and employee organisations also co,operate on pro8ects on sickness absence and work place health. 3* ublic organisations and stress Please describe the activities of the national health and safety at work authority, the labour inspectorate and any relevant tripartite organisations in relation to work, related stress and6or psycho,social factors. :ealth and safety at work is the political responsibility of the 'inistry of (abour and -overnment "dministration. !he national (abour *nspection &with local bodies) is accountable to this 'inistry. !here are also several work environment6working life research institutes fully or partly financed by the 'inistry. "mong the most important are the $ork #esearch *nstitute &"?*) and the National *nstitute of 9ccupational :ealth. *n their "nnual #eport /;;;, the (abour *nspection emphasise its intention to on focus psycho,social issues, which leads to illness or employees being pushed out of working life. !he (abour *nspection plans to intensify its work related to "'( 21/ &the planning of work) and especially focus on tight time schedules, harassment, violence6or threats of violence, and the lack of autonomy over ones own work. " general impression is that inspections related to such issues are more time,consuming and needs to be handled differently than traditional issues related to physical work environment factors. !he social partners are represented at the Aoard of the (abour inspection &both at central and local level) and will therefore be involved in strategic decisions regarding priorities etc. 0ommentary of the N0 Please give your views on the importance of work,related stress as an issue in industrial relations in your country, and future prospects in this area. 9ne issue that you might like to consider is whether there are any contradictions in your country between the practice and discourse on work organisation and the practice and discourse on preventing and avoiding work,related stress &ie legislation or collective bargaining are facilitating strategies of fle1ibility involving, for e1ample, the possibility of irregular distribution of working hours, atypical contracts or fle1ible wages, that may be factors inducing stress, at the same time that discourse and practice on preventing stress are developing). !he $ork %nvironment "ct &"'() covers both physical and organisational aspects of work &included variety of work, personal development etc). !hese re+uirements are not new &the "ct is from 1G<<). :owever, re+uirements related to planning and organisation of work, are framework regulations, not detailed regulations, with the e1ception of the working time provisions. #esearchers point to the fact that we still know too little about the relations between work organisation, stress6.unhealthy work. and illness and disability. :owever, stress,related factors are increasingly seen as more important with regards to work environment and sickness absence. :eavy manufacturing work, and similar .high risk. occupations, represents an increasingly smaller part of the labour market. 9ther kinds of work environment problems seem more and more important in modern working life. %1amples are tight deadlines, fewer employees and increasing workloads in many sectors, a change from manufacturing &i.e. work environment issues related to machines) to services &i.e. work environment issues related to customers6clients), more high,+ualified 8obs with considerable freedom and responsibility in planning the work but with high demands etc. 9ver the last years, the number of people with psychological problems6diagnoses has increased. :owever, little is known of the connection between changes in working life and this general trend. $e e1pect that both the social partners and the authorities will give more attention to work, related stress in the years to come. Aoth the social partners, the authorities and researchers6other e1perts argue that stress and related issues are becoming more important factors with regards work environment. *n Norwegian working life such issues will normally be seen as related to the planning and organisation of work. )oping with such problems would normally involve changing the way work is organised. :owever, so far most attention has been given to workplace related stress in sectors68obs where there is a direct connection between such problems and sickness absence and6or the safety at work &the employeeDs or others). !ypical e1amples are work environment problems in the transport sector &deadlines, timetables) and the health sector &high workload and emotionally demanding work often combined with physically demanding work). "nother issue that has been given +uite a lot of attention is how to organise working time schemes in order to avoid or minimise health problems &mainly shift work). (ately, attention has been given to stress among high competence employees who en8oy considerable freedom with regards the way in which they organise their work and their working time &among others the *)!,sector). 5o far, little is known about the scope of such problems or how to prevent them. 9ne challenge is that such kind of stress is related to what many employees regard as positive aspects of their 8obs, such as freedom and fle1ibility, interesting but challenging tasks etc !here might be a contradiction between the wish for more fle1ibility in working life and the wish to avoid work,related stress. :owever, work,related stress is often seen as connected to more general trends in working life such as increased competition, a strained public sector economy, e1pectations of higher economic profits and changes from manufacturing to services etc. Ay Iristine Nergaard, ?afo
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