Appendix 1 - Key concepts

The information here is taken from arbeidstilsynet.no - read more here; Psychosocial working environment (in norwegian only).

The Working Environment Act does not use the term conflict, nor is it illegal to be in conflict with anyone. However, Section 4-1 (2) of the Working Environment Act requires that the work must be planned, organised and facilitated so that the employees are not exposed to unfortunate physical or mental strain. There is not necessarily an equating between being in a conflict and having a working environment problem. However, a conflict can mean that someone is exposed to mental strain if it is not handled in a good way, and thus be in conflict with this legal provision.

What is whistleblowing about censurable conditions? Read more here: Whistleblowing guide

Whistleblowing in working life is when an employee reports a censurable condition in their own workplace (in the employer's business).

A whistleblower is a statement. Whether the statement is a whistleblower under the Working Environment Act depends on

• who speaks up
• whether what they speak out about is reprehensible

It doesn't matter what you call it or how it is categorized (such as deviations, complaints, reports of concern, speak up and so on). It is the content of what they report, and who speaks up, that determines whether it is a whistleblower.

Censurable conditions mean conditions that are contrary to

• laws and regulations (legal rules)
• written ethical guidelines in the enterprise
• ethical norms that have broad support for society

The information here is taken from arbeidstilsynet.no - read more here; harassment (in Norwegian only).

It is harassment when a person is subjected to actions, omissions or statements that have the purpose or effect of being offensive, frightening, hostile, degrading or humiliating. Omissions mean the absence of actions, such as withholding information.

Harassment can occur directly through words and actions, but also in more indirect ways.

Harassment can occur as individual incidents, but also repeatedly. If it is a single incident, it must have a certain degree of severity for it to fall under the concept of harassment. In any case, actions that go against socially accepted norms, or are illegal, can often be about improper conduct. The Working Environment Act states that employees shall not be subjected to either harassment or improper conduct.

The word bullying is often used in everyday speech, but it is not a term in the Working Environment Act.

Arbeidstilsynet.no defines bullying as follows: "Bullying is when a person, repeatedly and over time, is systematically exposed to negative actions from one or more people, and finds this difficult to defend themselves against. Bullying is thus a form of harassment.

Bullying can take place in many different ways. It can be direct, overt or aggressive actions, or take place more indirectly, covertly or discreetly. It can be offensive both by targeting the victim as a person or the victim's work situation."

OsloMet will be inclusive, and stimulate equality and diversity. We must promote and encourage different views, and have a culture where we are confident that disagreement does not come at the expense of the working environment and health. Whether you are a manager or an employee, it is important to be able to both give and receive constructive feedback. In some cases, however, the boundaries will be or are perceived to have been crossed, and conflicts will arise.

Foreseeable strain in working life means cases that individuals find uncomfortable or challenging, but which are nevertheless a foreseeable consequence of the employment relationship and will not be followed up with measures/changes.