-SDEA tribute to a living legend-
Gudmund Stensen, National officer at Industry Energy retired from the front line of
the union business in July 2008.
Trained as a radio operator in the late sixties, working for Wilh.Wilhelmsen and
Knutsen shipping companies, he saw the world as a young seaman, Gudmund joined
the oil business in 1977 on the Treasure Seeker, drilling off Norway.
Gudmund started as a shop steward when a new union was formed (ROF), a union for
shipping company oil workers. In those days of heavy fighting they had many illegal
strikes, the results of which were the basis of our “pink book” we have today, which is
now the worlds best Collective Agreement offshore.
In the early 1980‟s, after co-ordinating a strike from the radio room involving
fourteen rigs he was summoned onshore by company management. The members
were concerned that it could be his last trip ever offshore.
The chopper arrived, a S62, he was the only passenger on the 19-seater on-route back
to Bergen, a lonely experience we understand. During the meeting onshore the
company Managing Director gave an impressive speech, where he stated that the shop
stewards are an asset to the company, as they are prepared to do more than what is
expected of them!
Gudmund made many personal sacrifices in his family life for his commitment to the
union which was a way of life, in a career as shop steward spanning three decades.
SDEA were engaged in a heavy struggle in 2004 and we called him for advice on the
17th May (National day), that was not a problem and he gave us the usual time that he
is so well known for.
He is known as a true union man, a gentleman, a father-figure to many, a man with a
massive social conscience and respected on both sides of the table, he served as a true
servant to the members.
His personal highlights are observing the Collective Agreement constantly improving
and young shop stewards becoming engaged in the business.
When not serving as “butler” to his son in Stavanger, he is now passively involved in
the union business to some capacity, doing translations for web pages, acting as
advisor and consultant etc.
In April this year he will be serving as witness in the Labour court regarding the
waiting time compensation claim. He has also been drafted in to compile a “pink book
with comments”, a mammoth task and something we have needed for a long time.
We wish him the very best in retirement, he deserves it!
Cover (SDEA cover with Industry Energy logo)………………….Cover
Inside of Cover (Pictures of Gudmund Stensen)………………...Cover
Tribute to a living legend……………………………………………. Page 1
Brief Summary of activities for 2008
Closed cases………………………………………..….5- 10
SDEA AGM minutes…………………………………………………..…15-18
SDEA Bylaws, amended 2009…………………………………………19-24
The past year has been the most challenging for SDEA since our local union was
established in 2001. We have been relentless in our approach to achieve what is
common on the Norwegian shelf, we took responsibility and have been singing the
same song for a long time. We can be proud of what we have achieved, results don‟t
Achieving genuine co-operation, trust and peace in the land is what everybody wants,
but this comes at a price, I believe we have turned the corner with the company and
SDEA look forward to 2009 with optimism.
The most important date for this year is the central negotiations regarding the pension
and general wage rise, realistically the pension claim will end up as the primary claim,
with our right to strike if our claims are not met.
Today Industry Energy organises almost 55 000 members, mostly in the energy
sector, these companies where we have our people organised constitute 85% of the
Norwegian export. That makes us a powerhouse in all corners, with a very strong
voice to protect our interests.
Included in this annual report is a recruitment DVD from OILC-RMT, our comrades
on that side are keeping their heads above water against impossible odds. National
legislation, the oil giants, drilling companies and the government are against them.
They have our respect and support on what they are trying to achieve.
After the Songa takeover we will lose quite a few committed shop stewards and
members to Songa Offshore, this club will have a running start and already has the
resources that are needed to run a good local branch. I wish our friends well, thank
you for the loyalty shown to the union over the years.
I would like to thank the SDEA board for giving me tremendous support and our
people in Industry Energy that we use on a regular basis. Special mention to Jørn Erik
Bøe (National Officer in IE), a very good friend of ours and a solid wall for our local
branch to lean on when we need it.
Ann Helen Hansen, HR Manager Norway, took over the job in a challenging period.
We thank her for the professionalism in the way cases were dealt with, being decisive
and treating everyone on an equal basis.
Our immediate focus for 2009 is to give our members that have not secured
employment after the Songa Dee takeover the best possible representation.
Roughneck & Leader
Stena Drilling Employees Association
Brief summary of Activities for 2008
Closed cases after 2008/09:
#1 SMBF/Stena Viking Marine Manning employees are now encompassed by the
Mobile Units Agreement (pink book):
Every possible option was exhausted to achieve agreement, countless meetings at
different levels and in many different countries.
To get resolution Industry Energy filed for Notice of Collective Dismissals (strike
action), we then went two rounds with the mediator in Bergen and got the result that
was never in doubt, an Affiliation Agreement to the Mobile Units Agreement(pink
book) was signed on the 29th August 2008.
This case was the longest running in the history of SDEA. From the beginning this
mostly Swedish group of employees were “rented in” to Stena Norway from SMBF
(Swedish manning agency) and then from 2007 a new company got involved, by the
name of Stena Viking Marine Manning.
It is still unclear to exactly what extent these employees are connected to SMBF and
if there is compliance to the Mobile Units Agreement as it is difficult to gain access to
wage statements and working conditions. Even though the tariff regulations state that
we have access, getting them is always another story, this area will monitored be
closely in 2009.
#2 Stena Drilling stop funding to SDEA according to the shop steward
This action was with clear intentions and the local union trust that something like this
will never be attempted again by the company.
By stopping the funding initiates the scenario of where SDEA starts running out of
money, forcing individual shop stewards running the union office to privately pay for
expenses relating to activities in the local union.
It also puts a freeze on all future activities relating to the union as there is no idea of
how long the funding could stop for, in plain terms, on this is an attempt on union
We claimed a negotiation meeting with the company when it was clear that there was
going to be no reversal in policy. At the meeting between the local parties a dispute
protocol was signed but with no definitive company explanation on exactly why the
money was turned off. The local dispute protocol was sent to Industry Energy and a
meeting request was fast-tracked with the Norwegian Shipowners‟ Association
(NSA). The parties met a few weeks later and a strong message was sent by IE in that
meeting, this was definitely one step to far. The company promised that payments
would start again but then 14 days later nothing happened.
Industry Energy had to consult with the NSA again before the funding was put back
in place, at the same time Industry Energy and SDEA ran a media campaign against
#3 Dismissed Platform Manager case ran the full distance in the Norwegian
In the summer 2005 an incident occurred on Stena Don, nobody was injured but the
material damage was extensive. The company saw fit to dismiss the platform manager
from his position on the Stena Don, the company transferred him to the UK sector
where he was ordered to work on the Stena Spey. Our member decided to take the
case to the Bergen district court with the full legal support of Industry Energy, for
several reasons the case in 2006 was lost in the district court so our member decided
to appeal the case to the High Court.
The case was heard in the High Court and verdict was reached on the 7th
November 2007. Our member won on all counts, the court ordering the
company to pay NOK1.1Million in compensation for extra work performed
(difference in schedules between UK and Norwegian sector), an additional
NOK100, 000 for non-economic loss and reinstated back into position as
platform manager on Stena Don. The company was also ordered to pay
NOK337, 445 in litigation costs.
The company then appealed the case to the highest court in Norway, the
Supreme Court. On the 5th March 2008 the Appeal Committee of the Supreme
Court ruled that there were not sufficient grounds to have the case heard at that
level so the verdict reached at the High Court would stand. The company was
ordered to pay NOK10, 000.
Our member then claimed to have his schedule to go back offshore, the
company persisted to fight the case and offered him a position in the resource
pool. This offer was not accepted by our member. Our lawyers took the case
back to the Bergen District court and conclusion was reached on the 12th
Termination (resource pool offer) was deemed invalid, our member was
granted NOK816, 678 in compensation, an additional award of NOK101, 945
into our member‟s pension plan plus NOK52, 692 in non-economic loss.
No resolution is yet in place regarding litigation costs for the last round in the
#4 Dispute regarding company seniority:
SDEA have been working on a proposal on how to count company seniority for four
years, it has been the main topic at all our internal conferences and AGM‟s. We
involved experts in this field and shop stewards from other companies that have been
through the process before.
SDEA presented the proposal and the parties met to negotiate on this item on the 4th
January 2008, we did not get an agreement and we subsequently filed a protocol of
dispute. A meeting with the Norwegian Shipowners‟ Association was convened but
no resolution was reached between the parties. To have an agreement of this nature is
not regulated by the agreement but very important for the parties locally and work out
how the company seniority rule is defined when the company gets into a dismissal
We hope to still find a resolution locally without having to go to court on individual
#5 Stena bonus system proposal:
It is common knowledge that there are several companies on the Norwegian
Continental shelf (NCS) that have bonus systems in place for their employees.
This issue was one of the most discussed items in the coffee shops the past year.
Some of the members that have worked on the NCS already decided that this could be
a breach of the Tariff regulations for junior personnel, so the legal standpoint had to
be sought from the LO lawyers initially. In addition to this there was an issue whether
different rules might apply for junior and senior personnel.
The answer we got was not clear enough but the issue would have to be clarified at
the 2008 central wage negotiations and if possible some text included in the
Agreement (pink book) or protocol.
The company forwarded two different proposals to SDEA for comments and
discussion, the proposal was stressed as confidential so the local union can still not
publish the proposals or even divulge exact details. There were many considerations
at the time, particularly if any proposed bonus system would impinge on current
regulations governing Tariff law, sickness benefits or rights linked to National
Insurance contributions etc. A bonus in a certain format would be accepted in the
international fleet but would probably not be practical to apply on the Norwegian
shelf with all the rights relating to prevailing working conditions.
With so many questions whether a loyalty bonus could be misconstrued when linked
to rig attendance and where it might also cause an administrative burden when
deciding if a bonus was applicable or not. Linked to the same issue is what forum
would disagreement‟s take place if the company had right to direct on this issue
SDEA put forward a recommendation that the bonus system in the form presented
could not be implemented in Stena Norway. The company were in agreement on this.
#6 Barge Engineer (BE) position fully recognised by the main organisations as a
senior position according to the Agreement:
We knew for many years that something was not right here, DPO‟s on Don would be
promoted to Barge Engineer but the pay grade would not change at all. Although
being promoted was a welcome change for the DPO‟s sitting on the bridge for 12
hours at a time, working conditions and remuneration have to make sense when
promoted. The same can be said for the BE‟s on both rigs where the level of
responsibility was significant and these personnel were effectively in charge of the
installation at night.
SDEA were advised by the members in this area what supporting documentation
should be furnished to the main organisations to justify the claim, this was done and
the claim was accepted unanimously by the Permanent Position Committee.
After official acceptance by the main organisation‟s it took some time before
resolution was reached on exact remuneration, our members came close to an
individually negotiated salary that they deemed as fair.
On reflection this was a very interesting case and a lot was learned by the shop
stewards during the process but our members in the area felt it was also a victory for
personnel promoted into this position, where everything would already be in place.
#7 SDEA request for Norwegian contracts
This has been a claim that SDEA have pursued for many years, we have come close
to achieving this but not yet not succeeded. Stena Drilling PTE Singapore employees
would like the same employment security as Stena Drilling AS employees.
To date, the union have won every case when someone has been transferred but we
would like peace in the land on this very important issue.
SDEA will make another approach to Stena Drilling in 2009.
#8 SDEA-Stena Drilling shop steward agreement in place
The company terminated the previous agreement in early 2007 with no proposal for a
new one. The local union found this as an awkward position to be in as it took years
to get the previous agreement in place. With no agreement in place we would have to
run the local branch from offshore whether on shift/off shift and travelling onshore
whenever a meeting was scheduled. The company then agreed to keep the old
agreement as the prevailing agreement until a new one was in place.
SDEA were absolutely steadfast in what shop steward agreement was needed to
manage our active local branch. The main basis of our claim was that we had
available flexible resources (onshore) to handle the large volume of cases.
After seventeen (17) months of negotiation, an agreement was reached that both
parties found acceptable.
#9 Work rotation for Senior Toolpushers
For some time the company were using the Senior Toolpushers on an equal time basis
on Stena Don to cover a slot that had been vacated by an employee leaving for
The IE central negotiation team reached resolution in a possible conflict situation with
the NSA, whose main claim for revision of the 2008 Agreement was to have flexible
working rotation for personnel. This was seen as the “beginning of the end” so we
told the Shipowners‟ not to touch 2/4-2/4, the NSA finally backed down from this
claim at the State Mediator, the workforce stated all along that the challenges related
to skills gap had to be solved in other ways.
We had the same situation locally where the company was claiming that it was
difficult to fill this slot with experienced personnel, we gave the company a deadline
before we went to dispute. The company stopped the equal time rotations by
promoting individuals internally.
#10 Dispute regarding company refusing to sign monthly meeting minutes
The company suddenly stated in they would not sign monthly meeting protocols
anymore. The local union could not understand why this was the case, we ended up
disputing the case with the NSA. The outcome was that the particular issue was not
regulated by the Basic Agreement. It turned out that the company was concerned that
the protocol tracked every case from start to finish and this is not what the company
wanted. SDEA did not have a problem if the company wanted a different format as all
we wanted was signature‟s to make any meeting we had as official.
#11 Individually paid proposal from SDEA after central wage negotiations
The outcome of the central wage negotiations made way for SDEA to have a chance
to give an opinion on how the “pot” could be dealt up and also to ensure compliance
according to the Agreement.
SDEA used two shop stewards from the individually paid area to collate the
information from the members and they also attended a meeting to put forward the
The company took the workforce‟s thoughts into consideration, we have to be
satisfied with the overall outcome.
#12 Wage seniority cases for junior personnel
There may still be some personnel offshore that are not on the correct wage seniority
grade, in short our pink book gives credit for relevant experience. Our members
should contact the shop stewards and the individual case will be looked at, especially
when employees are new to the company.
These cases are normally taken onshore between SDEA and company management, if
we cannot reach agreement we can take cases to the next level between the main
All members should check their payslips to make sure they are on the correct wage
#13 Compensation for Stena PTE “Trainee’s”
We have had many cases regarding this, in early 2008 the company had to pay
NOK2,5 million in back-pay. In most cases this year though, these internationally
based “trainee‟s” working on the NCS have been paid correctly, occasionally we are
contacted by a shop steward on an installation and take a case to ensure compliance to
These cases now reach resolution swiftly.
#14 Course compensation for 48hr Rigger course:
SDEA were contacted by several members after they had attended a rigger course, the
course was scheduled over five days and the course joining instructions stated that the
duration of the course was 48hrs.
When our members claimed the full 48hrs overtime on an onshore timesheet the
company paid out for 40 hrs. We had meetings with the company to get resolution and
asked the company to pay the overtime that was done and requested also to have the
official course shortened to be compliant with onshore working regulations etc. The
company did not accept this.
We took the case to the main organisations and we offered the same solutions as
before, other companies had similar cases and full compensation was paid to get
resolution and the course was subsequently shortened. This option was not taken.
The Agreement states eight (8) hours per day, not for time spent, we tried to change
this regulation in the central negotiations last year but we did not make it.
In the future we have to monitor that no course goes over eight (8) hours.
#15 NOK25 pr hour compensation for travel on official journeys
Claims were put in by our members to claim this compensation when travelling to
courses, the company did not agree so we took the case to dispute after several rounds
of local negotiations.
The meeting between the main organisations did not yield any resolution, we also
tried to take the case in the central negotiations to make a definition on what “official
journeys” meant, this claim was however not adopted.
We considered the option of Labour court, but a similar case lost before in the same
court and Industry Energy decided to abandon the dispute.
Open cases after 2008/09:
#1 Stena Norway personnel situation after Songa Dee contract
The Stena Dee was sold to Songa Offshore in March 2006 and then re-named Songa
Dee, neither the workforce or company management in Norway were aware of the
sale until the news was published on the internet.
SDEA called for meetings with both companies where the workforce had an
opportunity to bring forward questions via the union. Songa Offshore management
made rig visits and gave an impression that everyone would get jobs on the rig. Stena
made no promises or commitment‟s, we got the impression that both companies were
playing many horses at once, based on a buoyant labour market, the right fitting face,
new builds etc and other uncertainties.
Songa Offshore gave a happy New Year bulletin in Jan 2008, it stated amongst other
things that the personnel would work 2/4 when temporary placed on the UK shelf and
also that rig visits would be made to inform crews on the “upcoming period prior to
taking over management of Songa Dee.”
This case started gathering momentum after Songa Offshore closed the list on who
would be employed or not from the Stena personnel, it was very surprising to the
personnel onboard that quite a few people were not offered employment. Songa did
state that “We aim to keep a stable workforce on board the extensive
experience……….” Some of the personnel now left without employment were on the
rig when it was built around them from 1984, no surprises that most of the personnel
are 50 years plus and have very few options open to them. In July 2008, Industry
Energy National Officer, Jørn Erik Bøe wrote to both companies informing them that
the process was a “transfer of undertakings” according to the Act and both companies
had a responsibility in the process.
To date regarding this case there have been eight (8) negotiation meetings locally with
Jørn Erik Bøe(IE Central) acting as specialist advisor in one of the meetings. Two (2)
meetings were convened between the main organisations where some
“misunderstandings” were cleared up during the process.
When negotiations started in earnest in August 2008 there were over fifty (50)
employees that were without employment. At the time of the 2009 AGM there were
fourteen (14) employees that have not secured employment.
With both companies agreeing to disagree on the “transfer of undertakings” scenario
and the prospect of court cases we were in a difficult situation, with only the current
labour market and time on our side.
Being part of a powerful trade union like IE is very important in these situation‟s, it
might be the catalyst where both companies will try to avoid the courts at all costs.
#2 Stena terminate Affiliation Agreements of 2001&2004 for PTE employees
In early 2008 Stena Drilling decided to terminate both agreements from 2001&2004,
Industry Energy (then NOPEF) used notice of walkout (strike) to initially get these
agreements in place. The main body of these agreements is affiliation to the
Agreement (pink book), reinstatement of 12 persons that disputed their dismissal
cases in 2004 and non-transfer of Stena PTE personnel without prior agreement of the
local union. The company claim that the agreements are terminated but the law says
The Labour Disputes Act outlines that this agreement is binding unless the company
implement lockout, the union goes to strike or if the parties have not reached some
We will wait to see what the company propose in 2009 regarding these agreements.
#3 Insight into wages and working conditions for C-Mar personnel
The local union requested access to wage statements, working hour records for this
group of personnel in January 2007, under Tariff regulations the company is obligated
to provide the information requested. After numerous meetings locally and
subsequent dispute meetings with the main organisations the wage statements have
still not been produced.
The NSA wrote to the management of Stena Drilling in Aberdeen requesting this
information but still no information has been furnished.
#4 Dispute regarding employment contract
The local union have claimed that the current employment contract for Stena Drilling
PTE employees does not suffice under the rules in current legislation. The company
lawyers have provided a draft of what the content should be but this is given as a
There is no equivalent in Norwegian law for “secondment”. In European law the term
secondment is used extensively but does not describe the PTE employee‟s situation on
the Norwegian shelf.
The last draft that the company forwarded to the union for comment was quite some
time ago, in this draft there was no reference to current agreements that are in force
and steering more towards that employees are just pulled straight out of Norway the
moment there is no more work and no responsibility to the legislation in Norway.
We took the case to dispute with the main organisations but no resolution was
reached. There is no commitment from the company/NSA side on what the actual
employment status the Stena Drilling PTE employees fall under. Under European
legal terminology we see discrepancies what is seen as the “home company”, the
“host company” and where the “organic link” is in place or strongest. Under
Norwegian law hiring out of workers is strictly limited to certain specific scenarios
and it has to be clear who the formal recipient of the work is.
This item is the most disputed of all our cases and has been questioned so many times
and where the union has worked relentlessly, we have to find a resolution and
definitive answers on this situation. Under the current scenario SDEA state that this
group of workers should be entitled to an employment contract from both companies.
#5 Break in Co-operation with the company
Breaking cooperation with the company was decided at the SDEA Board meeting in
May 2008, enough was enough and that was the message we sent out.
SDEA trust that 2009 will be the year that will be highlighted with positive
movements to achieve real cooperation. To achieve this, company representatives
need competence and the authority to make decisions and the will to do the right
#6 Negotiations regarding the Resource Pool Agreement
In February 2008, the central organisations made a joint declaration on a resource
pool agreement. Industry Energy provided a translation of the agreement and the local
parties have had discussions on the above. No agreement has been reached yet on this
item, this is due for negotiation and will be part of the action plan for 2009.
#7 AKAN to be officially adopted by the company
There is no official declaration between the local parties on how AKAN is supposed
to be managed within the company. This item will be on the agenda for 2009.
#8 European Works Council with Stena Drilling
SDEA understand that the workers within the company are entitled to establish this
council according to current legislation. This item will also be on the agenda for 2009.
#9 Staff rules for company applicable on the Norwegian shelf
A lot of work was done by SDEA to work on the current staff rules to make them
applicable for the Norwegian shelf. At present there are too many questions whether
certain sections of the rules can be applied on the Norwegian shelf.
From the current disciplinary procedures, job descriptions, reporting lines, general
rules for employees etc are not generally consistent of what is normality on the
This will be a challenging project for both parties to re-visit in 2009.
Other activities during the period:
Between AGM‟s, our local branch had four quarterly board meetings, we have set
agenda‟s but with a more informal approach, these meetings are mainly held so that
the board can keep up to date on all issues that are happening locally. This year they
were held on the 18th-19th May 2008(Stavanger); August 18th-19th 2008(Bergen); 3rd-
4th November 2008(Bergen) and 16th-17th February 2009(Bergen).
Our “joint venture”, shop steward conference with the Trinity club was held on the
5th-6th November 2008, we invited RMT-OILC officials and reps from Industry
The main topic was how our members in Stena and Trinity were going to be affected
during the takeover. Our comrades from RMT-OILC also had a chance to keep us up
to date of what is happening on the UK side.
An extraordinary AGM was also held on the 11th December 2008, we put together a
contingency plan on what would happen in SDEA regards the Songa Offshore
takeover. The main items to cover were the accounts that had to be audited and
approved, elections for alternates in the Board etc.
Before the central negotiations started there were many internal meetings before the
final list of claims were sent to the NSA.
The central wage negotiations started on the 27th May in Oslo, the talks broke down
on the 29th May so we initiated the mediation process and convened with the State
Mediator on the 17th June. The main claim from the NSA was a temporary departure
from the 2/4-2/4 schedule, we had several technical claims and a general wage rise
demand of around 15%.
The result was that the NSA backed down from the demand to change the shift
schedule‟s , we managed to secure close to 13 % general pay rise for most members
and a significant amount of technical changes to the Agreement, especially for the
individually paid personnel.
SDEA also attend meetings between the shop stewards on other companies
encompassed by our “pink book.” We call this the NR Forum, this is the place where
we exchange information and learn from shop stewards that have been doing the job
for many years. It is a specialised forum for the catering and drilling section, this
group of local branches are viewed as a power house by the other groups within
Negotiation and monthly meetings take place between SDEA and Stena Drilling, in
the last period there were a total of fourteen meetings locally, on top of this three
meetings between the main organisations when handling disputes and a few more at
central level in connection with the Stena Viking/SMBF case.
Stena Drilling Employees Association
IE Avd 198
Minutes of SDEA Annual General Meeting held in
Rickstuene Rooms, Bergen, 18th, 19th February 2009
1. Wayne Pena (WP)
2. Torbjørn Eggesbø (TE)
3. Tor Inge Lillestøl (TIL)
4. Arne Geir Mehl (AGM)
5. Arild Isaksen (AI)
6. Perry Maddison (PM)
7. Dave Graham (DG)
8. Alex Ritchie (AR)
9. Bill Halliday (BH)
10. Ian Cuthbert (IC)
11. Alexander Eliassen (Not on the 18th) (AE)
12. Michael Munro (MM)
13. Alistair Weir (AW)
14. Kevin Gallagher (KG)
15. Morten Berg (MB)
16. Gudmund Stensen (GS)
17. Jørn Erik Bøe (JEB)
18. Ewen Adam (EA)
Wayne Pena welcomes everyone to AGM and outlined the agenda for the meeting.
Apologies from Eric Anderson, kept on rig due to no relief available.
Election of Chairperson and Secretary for procedures during AGM
Chairperson: Gudmund Stensen
Minutes Secretary: Bill Halliday
Presentation of Annual report
WP gave a general introduction on the plans for publishing the Annual Report. The
report will include material from RMT and Norwegian translation will be handled by
WP went on to present the Boards Report. This is called „Summary of Activities
Includes closed/open cases and should be available on the web-site.
Before the detail, he made special mention of the very positive input from Ann Helen
Hansen since taking over as HR Manager and the improvement of attitude generally
of Stena Management.
Each point was explained and questions requested/answered. There was considerable
input from the floor. In particular, there was a long discussion on Songa Dee ref.
placement of personnel and Seniority.
The annual report was accepted by the AGM.
Songa Offshore Presentation.
There was a presentation by Bjorg Ueland, Songa Offshore Stavanger H.R. Manager.
She gave a Power-point presentation of the general setup of Songa, their Rigs and
who manages them.
Reference was made to Odfjell managing two Songa owned rigs in Norway. The
status of contracts was detailed.
She went on to outline plans for the future.
There were questions from the floor ref. Rig Specific Procedures and the Stop Card
System. These will be changed or modified to comply with Songa‟s requirements.
Some will be changed immediately and some over time.
The date for Songa taking over the Rig was given as 20th March.
WP thanked BU.
Jørn Erik Bøe
JEB gave a presentation on the planned claims and negotiations for 2009.
There will be a Tariff Negotiation Conference on the 23rd April prior to Negotiations
There are two main claims. The first, to adjust salaries in accordance with the living
index (Although we are in an in-between year the 2008 agreement allows to do this
within the first year)
The second claim is Pensions.
There is a right to strike on the pension issue, during the 2009 interim year, included
in the agreed 2008 protocol.
There was an explanation of the various facets of the existing pension and what needs
to be achieved.
Changes to Byelaws.
Dave Graham presented the proposed changes.
These are required to make SDEA bye-laws acceptable to IE.
GS has been consulted on this issue.
There was an open discussion on each variation and amendments made to the
proposals where the voting attendees agreed.
On Chapter 10 (Exclusion from the Union for cause) it was agreed that reference shall
be made to Chapter 28 of the Central Bye-Laws.
With this agreed, the proposals were approved unanimously.
State Pension Information, Norway and UK
Perry Maddison gave a presentation detailing links to information and contact
numbers for UK Nationals wishing to enquire about their pension status.
There were several examples given for ages and lengths of time worked in each
When finally approved, this presentation will be available on the Web-site.
Tor Lillestøl reporting on membership numbers to SDEA
The secretary informed the club that we are losing members, mainly due to personnel
leaving the company, on the Dee members joining the Songa club, all SDEA shop
stewards to actively recruit personnel.
There was an exchange of information where IE representatives tried to clarify the
cultural differences being exploited by some people to advance both personal and
Election to positions in the Board.
There was a proposal that board members Tor I Lillestøl and Torbjørn Eggesbø would
continue in their present positions until 20th March 2009. The meeting agreed the
proposal to allow persons to continue in position until the Songa Dee takeover is
complete where required. The Election Committee presented a list of proposed
persons for each post. There was a vote for the position of Deputy Leader. The
meeting then continued through the process of electing shop stewards to various
posts. Ally Weir and Kevin Gallagher were appointed as the Election Committee.
1. Leader: Wayne Pena
2. Deputy Leader: Eric Anderson
3. Deputy Leader 2: Arild Isaksen,
4. Secretary : Perry Maddison
5. Treasurer : Dave Graham
6. Election Committee : Perry Maddison, Ally Weir, Kevin Gallagher
7. Auditors : Alexander Ritchie, Bill Halliday
Colin McRitchie was elected as the alternate board member in a separate postal ballot.
Torbjørn Eggesbø presented the accounts. Any questions were answered.
The Auditors presented their report and this was accepted by the meeting.
There was a discussion on the amount and type of expenditure for 2009.
Torbjørn Eggesbø gave an outline of how we would now stand financially. It was
proposed and accepted that Company Credit Card expenditure should be tracked by
the Treasurer to give an indication to the Board of where things were in relation to the
total amount allowed by the Company.
Donation to new Songa Dee IE Club.
A donation to the new club was proposed by the SDEA Board and agreed by the
Action plan for 2009
WP initiated this discussion by pointing out that all outstanding cases are the first part
of the Action Plan. AGM outlined proposals from IE Central to tackle membership
WP asked for proposals from the floor to add to the Action Plan. AE suggested that an
even greater emphasis should be placed on having information available. Various
points relating to this were discussed.
DG raised the matter of a Shop Steward for the Resource Pool. It was agreed this
should be looked at by the new Executive.
Meeting concluded at 14:00.
SDEA Bylaws- Amended 18th February 2009:
Chapter 1: Organisational Affiliation
1. SDEA is affiliated with Industri Energi (IE) and is subject to the bylaws of this
2. SDEA are party politically independent and cannot make contributions to
Chapter 2: Purpose
1. Work to organise all who are employed by the Stena Drilling group of
companies and all associated sub-contractors whilst the drilling unit is
operating on the Norwegian Continental Shelf.
2. Work to establish contracts and agreements concerning the wage and working
conditions of the members.
3. Protect and promote the financial, professional, cultural and environmental
interests of the members, and process issues, problems and complaints brought
before the SDEA Board by the members or the shop stewards.
4. Protect and promote co-operation with other associations and unions when this
is deemed appropriate.
5. Assist the members or their surviving relatives concerning insurance or other
support arrangements associated with membership or unemployment.
6. Work for the implementation of industrial democracy, real participation in the
decision making processes and for employee influence in the companies
7. Work against discrimination in the workplace.
8. Promote study and information work amongst the members.
9. Work to establish and/or strengthen welfare efforts in the Stena Drilling group
and associated sub contractor companies.
10. Participate on councils, committees, boards, etc. to the degree that is deemed
11. Work to provide for the shop stewards, safety delegates and Working
Environment Committee members the best possible working conditions under
which to perform their assignments by entering into agreements to this effect
with the Stena Drilling group of companies and associated sub-contractors.
Chapter 3: Membership
1. All employees in the Stena Drilling group of companies and associated sub-
contractors can become a member of SDEA.
2. All members are obligated to accept the SDEA by-laws.
3. The Board shall settle a dispute about the right to become a member or the
right to remain a member of SDEA. Such a decision can be appealed to the
4. The registered member has full membership rights when the dues have been
deducted from the wages or payment of the dues has been made.
5. Membership ceases when the member resigns from the company unless
otherwise agreed with the SDEA board or IE and when the drilling unit
ceases to operate on the Norwegian Continental Shelf. This does not apply
when the drilling unit leaves the Norwegian Continental Shelf for short
duration and employment conditions have not changed.
6. Members who discontinue active duty and who receive national insurance or
pension benefits will retain their membership rights.
Chapter 4: Membership Dues
1. Dues to IE and SDEA are deducted from the member‟s wages every month.
This is administered wholly by IE in conjunction with the companies
2. The SDEA board may for a limited period of time impose special dues as
required. Such a decision shall be subject to appropriate announcements to the
members before being implemented.
3. Substitutes pay full membership dues for their respective period of
employment, they are then individually and personally responsible for
maintaining their membership with IE when working for other companies
outside of the area organised by SDEA.
Chapter 5: The Site Shop Steward Arrangement
1. Members within each area elect site shop stewards and an alternate for 2 years.
They will be considered as the site shop steward until re-election has taken
place. Those who are elected must be members of SDEA and permanently
employed in the Stena Drilling group of companies or associated sub
2. Election shall be in writing, should one member of the group require this.
3. If one group does not hold elections as instructed, the SDEA Board will
appoint a site shop steward for the area.
4. If at least half of the members of the area should require it in writing new
elections shall be held.
5. The site shop steward or alternate acts as spokesperson for their respective
area and serves as the groups delegate to the SDEA annual meeting and
6. The SDEA Board defines the areas.
7. Elections of site shop stewards shall take place in the period 01st May to 15th
June annually. His/Her period shall commence on 1st July for 2 years.
Chapter 6: The Board composition and function
1. The Board is comprised of the following:
Deputy Leader (1)
Deputy Leader (2)
2. The local union is led by a Board consisting of 7 Board members with 2
alternates, elected in a ballot voting amongst the members on each drilling
unit. If alternates are not elected or not available, the alternate will be
appointed by the Executive Committee from the shop stewards.
3. To ensure proportional representation, the 7th Board member shall come from
the drilling installation with the highest membership.
4. The shop stewards /KHVO at the AGM elects a Leader, Deputy Leader (1),
Deputy Leader (2), a Secretary, Treasurer, Studies` Advisor and an Insurance
Responsible. Remaining board members will be assigned other
5. The necessary quorum is present when at least more than 50% board members
6. All issues shall be settled on the basis of a majority vote. With a tied vote, the
leader has the casting vote to settle the issue.
7. The board is obligated to lead the local union in accordance with the SDEA
bylaws, the directives of the AGM and to ensure the local union accounts are
8. Board meetings are to be held at least four times a year or when required by at
least half of the board members. Board meetings shall not be combined with
the AGM or shop steward conference under normal circumstances and board
meetings shall be held prior to the AGM and Shop Steward conference.
9. The shop stewards/KHVO at the AGM can vote how the full/part time
positions are to be allocated to the Executive Committee.
Chapter 7: SDEA Board Election
1. Election of board members shall take place in the period October 19th to
November 30th every year. Only votes for nominated candidates are accepted.
The election committee shall inform the members of the nominees.
2. Board members are elected for a period of 2 years. All members are eligible
for election to the SDEA board.
3. Nominations of candidates should be sent to the election committee in the
period August 19th to September 30th each year. The election committee shall
in advance inform the club members of which board members are up for
4. Counting of the votes is done by two persons appointed by the board in co-
operation with the election committee.
Chapter 8: The Annual Meeting
1. The annual meeting shall be held between the end of January/ February each
2. Company shop stewards and site shop stewards or their alternates shall meet
with voting and speaking rights. The KHVO shall have the same voting rights
as the shop stewards at the AGM. All members are invited to the AGM.
3. The annual meeting elects its chairman and recording secretary.
4. The annual meeting shall discuss the following, but not limited to:
The Annual Report
Accounts for the previous period to be approved
Budget proposal for next period to be approved
The action plan
Election of Board members to positions
Election of Auditors
Election of election committee
Appointment of KHVO
5. Amendment of bylaws requires a 2/3 majority. Other decisions are based on a
6. Voting shall be in writing if required by at least one delegate.
7. Proposals to the annual meeting must reach the SDEA board at least two
weeks prior to the annual meeting. All members are entitled to submit
8. The annual meeting documents shall be distributed to the delegates one week
prior to the meeting.
9. If at least ½ of the members or at least ¾ of the board should require it, an
extraordinary annual meeting shall be announced within two months. This
meeting shall only handle the issue(s) stated as the reason for the meeting
Chapter 9: Shop Steward Conference
1. A two day shop steward conference shall be arranged between August 15th
and October 15th each year.
2. The SDEA board plans and selects topics for the conference.
3. All shop stewards shall be present at the conference.
4. The program shall be distributed to the shop stewards one week prior to the
5. Appointed KHVO and the HVO‟s are invited to the conference.
Chapter 10: Exclusion of Members
Members who act dishonestly or disloyally may be suspended for a shorter or
longer period by resolution adopted at a member meeting/board meeting. In
more serious cases the member may be excluded.
Such suspensions and exclusions must be approved by the National Executive
ref article 28 of the Unions bylaws.
Chapter 11: Suspension from Positions of Trust
1. If a shop steward is guilty of being disloyal, the board can remove such person
from all positions of trust.
Chapter 12: Membership Obligations and Responsibilities
1. The members are obligated to be loyal to the board and others serving in
positions of trust. They are further obligated to keep their membership in
order, and ensure that membership dues are deducted from wages or
Chapter 13: Dissolution of SDEA
1. The decision to dissolve SDEA shall be decided by Industry Energy.
2. Upon dissolution of SDEA all funds shall be transferred to IE Central.
Chapter 14: Honorary
When shop stewards attend meetings, courses etc where no fee or salary is paid by
the company or union, SDEA will compensate the person. The board decides the
amount applicable. SDEA executive committee has the right to refuse claims
according to the above.
Chapter 15: Duties of Board Members and Shop Stewards.
1. Represents and acts on behalf of the union/board.
2. Summons and heads the board meetings and member meetings.
3. Organise and delegate the work in the board and/or shop stewards.
4. Responsible for the policies in the union.
5. Responsible for decisions to be carried out according to by-laws and decisions
made by AGM.
6. Responsible for correspondence.
7. To carry out other duties as required by the executive committee.
8. Endeavour to carry out rig visits.
1. Substitute for leader when the leader is absent.
2. Responsible for organising the union.
3. Head of projects.
4. Ensure that all communication regarding union issues goes in the first instance to
5. To carry out other duties as required by the executive committee.
1. Responsible for protocol from board meetings and union meetings.
2. Handle correspondence in co-operation with leader.
3. Make out reports and minutes.
4. Summon meetings (practical), conferences etc.
5. Responsible for filing systems (archives)
6. Make out annual report for AGM (co-operation with leader)
7. Responsible for database.
8. Ensure that all communication regarding union issues goes in the first instance to
9. To carry out other duties as required by the executive committee.
1. To be updated on insurances available both internal and external.
2. Advisor to the board and members.
3. Handle established insurance schemes.
4. To keep up to date with any changes in social benefits and their applicability.
5. Ensure that all communication regarding union issues goes in the first instance to
6. To carry out other duties as required by the executive committee.
1. Advisor to the board and members
2. To be updated on insurances available both internal and external.
3. Take initiatives towards increased competence.
4. Work for improved skills.
5. Ensure that all communication regarding union issues goes in the first instance to
6. To carry out other duties as required by the executive committee.
1. Administer the funds and economic activity.
2. Responsible for collecting union dues according to membership database.
3. Responsible for list of members in conjunction with secretary.
4. Responsible for transaction of union dues to head organisation.
5. Responsible cash balance and cash book.
6. Ensure that all communication regarding union issues goes in the first instance to
7. To carry out other duties as required by the executive committee.
1. Ensure that all communication regarding union issues goes in the first instance to
2. To carry out other duties as required by the executive committee.
1. Carry out their duties on the rig as required.
2. Ensure that all communication regarding union issues goes in the first instance to
3. To actively promote SDEA/IE and recruit new members.