In the case of offshore units, both the undertaking and the staff are required to comply with the provisions of the competent authority on safety on board. If these provisions do not apply, a local agreement defines how the security guard is to be kept on each unit. For this purpose, the unit is compared to similar units that have a security occupation imposed by a public authority. Security personnel shall carry out or work the work necessary to avoid risks to human life or substantial damage requested by the competent authority. This includes refueling people accommodated in housing units for similar reasons. It has been expressly stipulated that, for units subject to the Maritime Transport Act, it is the responsibility of the platform manager to assess what is appropriate and necessary in terms of safety. The rules do not apply where the worker has eligible wage and working conditions as a whole, in accordance with the agreement or legislation in force in his country of origin. If the parties find that an undertaking is notatised with regard to the setting of wages for the recipients of individual remuneration, the company shall ensure that all individually remunerated persons who so wish have a personal interview with a hierarchical superior on the criteria set out in the agreement, namely skills, experience, training, service time, as well as areas of work and responsibilities. and how they were assessed in relation to the person concerned. If a person considers that there is incompetence which forms the basis for a new assessment and, if necessary, the adjustment of the salary, the trusted man may demand that the case be submitted to the management of the company. If the local parties do not reach an agreement on a new agreement or if the revised agreement is not approved by the central organisations, the existing pool agreement may be terminated with a period of at least four months.
The contract expires at the end of the notice period and the conditions set out in the contract are governed on the basis of the provisions of the respective collective agreements. Framework Agreement on Equality between Women and Men in Working Life The Parties agree that, for the purposes of this Agreement, the agreed leave shall be fixed at leisure periods in the working cycle. Under a work plan of 2 weeks on board and alternately 3 and 4 weeks of free time, this means that the average annual working time in 2002 will be 11 hours longer than the 1582 hours of work provided for in the collective agreement. . . .