14. Working hours:
The Employer and the Employee agree that the company shall use average calculation of working hours, cf. the Working Environment Act Section 10-5 (1). This means that the Employee’s normal working hours over 52 weeks, following the calendar year, are in accordance with the limits stipulated in the Working Environment Act Section 10-5 (1) – presently up to 10 hours in a 24-hour period and up to 48 hours in a 7-day period. The limit of 48 hours in a 7-day period can be calculated as an average over a period of eight weeks provided that normal working hours do not exceed 50 hours in any one week.
Meal break is not included in the working hours. Breaks are of 30 minutes per day.
The daily work schedule set up by special arrangement and roster, and could lead to work morning, day, evening, night and weekend days depending on the roster.
The Employee is obliged to follow the work plan/working hours schedule in force at any time. Arrangement of working hours can be amended according to the company’s requirements, including that shift and standby/on-call arrangements can be introduced and terminated.
The Employer may require the Employee to work overtime hours in the extent permitted by the Working Environment Act. The Employee is only entitled to compensation for overtime work performed when ordered or authorized by an immediate supervisor.
The Employer and Employee agree that any worked overtime hours can be taken out as off-duty time at available periods. The times/dates where off-duty time may be taken shall be specifically agreed between the parties in advance, cf. the Working Environment Act Section 10-6 (12)].
15. Duty of non-disclosure: The Employee is obligated, both during and after the termination of employment, to maintain confidentiality with respect to unauthorized parties, regarding all matters (information, knowledge etc.) that the Employee may become aware of whilst in the service of the Employer, including the Employer’s customers and collaborating partners and matters concerning these.
This also applies to personal matters pertaining to other employees, of which he/she becomes aware of in the course of his/her work.
The term “unauthorized” in this context also applies to employees within the company who do not need to know/cannot utilize the information in their work.
The duty of non-disclosure also means that the Employee is obligated to prevent unauthorized access to or knowledge of said matters.
The Employee is not authorized to utilize information or knowledge as stated above, either directly or indirectly, on his/her own or someone else’s behalf.
An exemption from this is generally known expertise and experience that the Employee has acquired, and information that is clearly not of a confidential nature, as well as general information the Employer wishes to be disseminated.
If there is any doubt, the Employee shall resolve the matter with the Employer.