Laws and regulations

Article 1.

The name of the Union is Efling-Trade Union and its area of coverage is the jurisdictions of Reykjavík, Kópavogur, Seltjarnarnes, Mosfellsbær and Kjósarsýsla county until Botnsá, Grímsnes and Grafningshreppur, the town of Hveragerði, and Ölfus municipality. Members who work in the restaurant and hotel sector and in industry are also covered in the jurisdictions of Hafnarfjörður, Garðabær and Bessastaðarhreppur. Members who work in Vífilsstaðir and in home-caregiving services are also covered in the jurisdiction of Garðabær.

The Union’s address is in Reykjavík. The Union is affiliated to the Icelandic Confederation of Labour (ASÍ) and the Federation of Icelandic Seamen (Sjómannasambands Íslands), which themselves are affiliated to ASÍ.

Article 2.

The objective of the Union shall be to advance and support the interests of its members and their culture, and to encourage the active participation of workers in the local and national governance, in pursuit of their interests. The Union shall strive to determine working hours, pay, working conditions, ensure safety at work, and advance other interests of workers. It will do this by organizing within the Union all workers who work within the Union’s areas of coverage and who make a living in the following professions and their equivalents:

a) Loading and unloading ships and any other means of transport, as well as receiving and delivering cargo.

b) House construction and the transportation of construction materials.

c) Harbour construction; road construction; trench-digging; agricultural work; and the transportation of materials for this work.

d) State and municipal service work.

e) Home caregiving services; kindergartens; caregiving in hospitals and other institutions; and hospital laundries and sewing workshops.

f) Cleaning services; sanitation; dry cleaning and laundry services.

g) Cafeteria and canteen work.

h) Warden and security guard work and transportation of money.

i) Restaurant and hotel work.

j) Processing and selling marine and agricultural products.

k) Industry and workshop work such as blacksmithing; shipbuilding; tinsmithing and barrel construction; gardening; construction; and heavy industry.

l) Reception and delivery of cargo, including drivers.

m) Oil distribution; gas stations; oil changing; car polishing services; rust protection services; and tyre shops.

n) Operating lorries when contracted by others, operating heavy work machinery, such as bulldozers, excavators and machine cranes.

o) Heavy industry; construction of tunnels; power plants; and other comparable large-scale construction and new similar classes of work.

p) In any other type of production and transportation work.

q) Fishing and sailing.

Article 3.

The Union is open to all workers.

A person can become a member if they:

a) Work, have worked, or are about to commence work in any of the professions listed in Article 2.

b) Are 16 years of age or older.

c) Are neither in debt to nor have unsettled offences with the Union or with other Unions affiliated to the Icelandic Confederation of Labour.

d) Do not run a business or represent an employer in other ways before workers, as a representative or mandated individual.

Those who have been members and have then acquired additional education in their profession have the right to continue their membership with the Union.

If it becomes apparent that a person who joined the Union did not have the right to join it, or that they provided incorrect information about their profession or anything else, they will immediately lose all membership rights and will not be granted membership again until they have redressed the problem.

Article 4.

A person who would like to become a member shall send or deliver a membership request to the Union’s office, signed by the applicant, or confirm otherwise. They are thereby full members and have the right to a Union card, providing that they fulfil the conditions of Art. 3 and have paid the membership fees for three months.

Decisions to reject Union memberships shall be taken in Board meetings. If a membership application has been rejected, the application cannot be resubmitted for two months.

If a person’s membership request is rejected in a Board meeting, the case can be appealed to the central committee of the Icelandic Confederation of Labour, but the board’s ruling is valid in the interim.

Article 5.

Resignation from the union must be in writing and delivered to the Union's office.

Members keep their membership rights while they hold roles of responsibility in the labour movement.

A member cannot resign from the Union at the same time as discussions about collective wage agreements, labour disputes over pay or working conditions of the person in question are taking place. Members are also not permitted to resign from the Union in order to take on the jobs of members of another Union who are in a work stoppage due to a labour dispute.

Article 6.

Full members are entitled to:

a) Freedom of speech, the right to submit proposals and to vote in general members’ meetings and in general votes, and eligibility to hold roles of responsibility within the Union and the associations the Union is affiliate to.

b) The right to receive grants from the Union’s funds, in accordance to the funds’ rules.

c) The right to work in the jobs that the Union’s collective wage agreements apply to, and to work by the working conditions determined in agreements at any time.

d) The right to use the Union’s holiday houses and other common properties, as determined in the Union’s regulations and resolutions at any time.

e) The right to attend educational events organized by the Union or by associations which the Union is affiliate to.

f) The right to assistance when the obligations stated in collective wage agreements and conditions of employment are not fulfilled, and to other services provided by the Union.

Article 7.

Responsibilities of the members are to:

a) Obey Union rules, meeting order, and meeting resolutions, and to abide by the agreements that the Union has made with employers and others.

b) To pay membership fees.

c) Provide the Union Board and employees with information about pay and working terms with present and previous employers.

d) No one can avoid accepting being elected to the Board or nominated to do other work in the Union’s interest, unless an excuse is given that is determined to be valid by a meeting of members or the Delegate Council (trúnaðarráð).

e) Accept re-election or hold a position which they are appointed to or elected to for up to four years. At the end of that period, they can be exempt from that work for the next four years.

f) Inform Union employees or the Chairman if a member becomes aware that an offence has taken place within the Union.

g) Encourage other workers to join the Union.

Article 8.

If a member has violated the Union’s rules, regulations or meeting resolutions, damaged the Union or harmed it in any other way, the Union’s Delegate Council is authorized to reprimand the relevant member, or to suspend them from the Union in case of a serious violation or a repeated violation that they have been previously reprimanded for. The Delegate Council can also strip from the relevant person the right to hold roles of responsibility.

If a member is accused of a violation of the union rules, the Delegate Council shall decide on the case after having given the Union Board and the member in question the chance to express themselves about the case.

The Delegate Council’s ruling can be appealed to the central committee of the Icelandic Confederation of Labour (ASÍ). The Delegate Council’s decision is valid in the interim. If a member has been suspended from the Union, they are not able to return unless their application is approved in a Board meeting or in a general members’ meeting.

Membership fees

Article 9.

The membership fee and its form of payment shall be determined in the annual general meeting for each year, and it shall be a certain percentage of wages. A motion to change the membership fee amount shall be submitted seven days prior to the annual general meeting, otherwise it shall be unchanged. A motion to change the membership fee is only approved if 2/3 of votes are in favour.

a) A member who stops working within the industries and professions covered by the Union, does not enjoy full membership rights, such as a right to vote and eligibility, unless it is considered proved that illness, vocational education, unemployment, home situation, leave due to childbirth, or other extenuating circumstances are given as reasons.

b) Those who have not paid membership fees for the past 12 months shall be deleted from the membership register, unless any of the exceptions stated in (a) apply.

c) Members who are 67 years old or more and who have retired may keep their membership rights even though they do not pay the membership fees, provided that they were members at the time of retirement.

A. Board

Article 10.

The Board consists of 15 Board members: Chairman, Vice-chairman, Secretary, Treasurer and 11 other Board members.

There shall be two reviewers of the accounts, and one substitute.

Board members’ electoral term is two years.

A Chairman shall be elected every two years.

Out of the other Board members, seven ordinary members shall simultaneously be elected for a two-year period, and seven other Board members shall then be elected the next year. Reviewers of the accounts are elected for a two-year period and they shall be elected on the same year that the Chairman is elected.

The election of the Board and the reviewers of the accounts shall take place no later than before the end of March each year.

Article 11.

The Board oversees the management of all members’ matters between general members’ meetings. The Board convenes general members’ meetings, as stated in Art. 28. The Board is jointly responsible for the Union’s finances and assets. The Board is responsible for the preservation of documents and other information related to the Union’s history. The Board oversees recruitment of the Union’s employees, determines and defines their wages, working conditions and their field of work in employment contracts. If a member resigns from roles of responsibility which they hold for the Union, they are obliged to hand in all documents related to their role.

The Union Board is authorized to choose honorary members and to honour them with the Union’s golden badge. In those cases, approval by ¾ of Board members is needed. Honorary members are exempt from the payment of membership fees.

Article 12.

Board meetings shall, in general, be held once per month. The Chairman convenes and moderates Board meetings. The Chairman is obliged to convene a Board meeting if it is requested by at least four Board members. The Chairman signs the actions of the Union and ensures that all employees fulfil their obligations. The Chairman is responsible for the Union’s operations and ensures that its bylaws and rules are followed in every respect. Vice-chairmen shall in all respects assist the Chairman in their role and take over their obligations if the Chairman is unable to attend.

Article 13.

The Secretary is responsible for the Union’s journals being kept and for ensuring that all meeting minutes, amendments and the annual accounts are recorded in the journals. The Secretary signs the Union’s journals, together with the Chairman. The Union’s meetings can be audio recorded, but minutes shall nonetheless be taken of the meeting. The Secretary, together with the Chairman, is responsible for storing the Union’s documents and other documents in an organized manner.

Article 14.

The Treasurer keeps an overview of the Union’s finances and book-keeping, as further determined by the Board. The elected reviewers shall go over the Union’s resolutions and accounts for each fiscal year, which is the calendar year, and make remarks if needed.

B. Delegate Council

Article 15.

A Delegate Council shall operate within the Union, and it has the supreme power in the Union’s matters between Board meetings, unless otherwise is stated in the Union’s bylaws. The Union’s Board members sit in the Delegate Council, together with 115 Union members’ delegates. A complete Delegate Council has 130 members. Art. 26 defines the election process for the Delegate Council.

The electoral term for the Delegate Council is two years and it starts on January 1st following an election. An election of 115 members’ delegates shall be held before the end of November every other year, in the same year as the Chairman is elected. The Union Board members serve as substitutes when delegates are unable to attend. When selecting a substitute, care should be taken that they work in the same or a comparable workplace as the absent delegate. A substitute shall be appointed to replace a delegate who has resigned from the council.

All standing committees operating within the Union shall be elected by the Delegate Council, unless otherwise stated in these bylaws. The Delegate Council shall, in general, have meetings once per month in the period from October 1st until May 1st. Additionally, the Union Board may convene a meeting of the Council when they deem it necessary, or when at least ¼ of the Delegate Council requests a meeting in writing, stating the meeting’s topic. Meetings shall be convened in writing, and the invitation shall include the meeting agenda and be sent with a seven-day notice. A meeting can be convened by advertisement in the media or by phone-calls, with a shorter notice if necessary.

The Chairman chairs meetings. The Delegate Council defines its work procedure and order within the allowance of these laws.

C. Professional groups

Article 16.

The Union Board is authorized, in consultation with the Delegate Council, to establish professional groups who work at matters of interests for the relevant group. The Board further defines the goals and work practices of those groups.

D. Union Delegates

Article 17.

The Board is authorized and obliged to appoint delegates in all workplaces that have five Union members or more, where the Union’s agreements with employers apply. Delegates shall be elected by Union members who work in the workplaces in question. According to national laws on trade Unions, the Board is authorized to appoint delegates in workplaces and to arrange industrial action if an election is not forthcoming. Delegates shall work according to the terms of reference given to them by the Board. Delegates shall oversee that the Union’s bylaws, resolutions and agreements are complied with in every respect. Union Delegates shall form a link between the leadership of the Union, the Union’s employees, and the workers who work in their workplaces. They have the right to assistance from the Board and employees in their duties. Otherwise, delegates’ work, rights and obligations are as defined in the Union’s bylaws and collective wage agreements.

E. Negotiation Committee

Article 18.

A Negotiating Committee shall operate within the Union. The Committee includes the Board, but apart from that it shall be elected by the Delegate Council. The Chairman of the Negotiating Committee shall be the same as the Chairman of the Union. If ordinary members of the Union’s Negotiating Committee are unable to attend, the Board is authorized to select substitutes from the group of delegates. A list with the names of Negotiating Committee’s members shall be finalized no later than 14 weeks before collective wage agreements expire. The Negotiating Committee’s authorization to negotiate is revoked when the main collective wage agreements and workplace wage agreements have been approved. When appointing the negotiating committee, care should be taken that it consists of representatives from the Union’s departments and industries. The Negotiating Committee acts on behalf of the Union in the making of collective wage agreements.

The Negotiating Committee is authorized to, among other things, put forward the Union’s demands, to plan for the arrangement of discussions to renew collective wage agreements, to make proposals for agreements, take part in the negotiations and break them off, to request the participation of a mediator in the negotiations, and to sign collective wage agreements.

The Negotiation Committee is authorized to:

a) To hand over to the Union Board the authorization to make a collective wage agreement and to sign it.

b) To delegate tasks by agreement in different industries and departments, and to make special collective wage agreements for each industry or for individual workplaces.

c) To call in any Union member to assist with its work.

d) To authorize a joint negotiating committee of more Unions or federations to negotiate on its behalf, in part or completely.

e) To call for a joint vote among the members of the Unions concerned, as the Committee deems necessary at any time, or as may be agreed on in a collective wage agreement.

f) To call off a work stoppage or to postpone an announced work stoppage, one time or more times, for up to 28 days combined, or to give the Union Board the authorization to do so.

When there is a vote in the Negotiating Committee, the simple majority rules. Decisions by the Negotiating Committee to give a joint negotiating committee the mandate to hold joint voting and to cancel or postpone work stoppages, are only legitimate and binding if they have been approved by ¾ of votes cast in a legitimate Negotiating Committee meeting. The Negotiating Committee is unauthorized to transfer to the joint negotiating committee its right to sign collective wage agreements and to make decisions about common elections about them. On meetings, decisions and other points regarding the Negotiating Committee’s role, the same rules apply as to the Delegate Council.

Article 19.

General votes shall be held in the event of:

a) The election of a Board, reviewers of the accounts and the Delegate Council.

b) Work stoppages. Work stoppages are only intended to apply to specific groups of Union members or employees in a specific workplace, and a decision to implement a work stoppage can be taken based on the votes of those the work stoppage is intended to apply to.

c) A mediation proposal from the State Conciliation and Mediation Officer.

d) Matters on which the Union’s Delegate Council or a legitimate general members’ meetings approve of having a general vote. Such votes can only be held on matters which are presented in such a way that they can be answered with yes or no, or by choosing between two proposals. Clear ballots shall be prepared for the vote, so that voters need only to select yes or no, or to select one of two proposals.

e) When general votes are carried out, applicable regulations from the Icelandic Confederation of Labour shall be followed. Instead of a carrying out a general vote in a polling place, the Union Board is authorized to carry out a general, secret postal vote among Union members.

Article 20.

The Elections Committee shall consist of five Union members. Four shall be chosen by the Delegate Council and the fifth shall be chosen by the Icelandic Confederation of Labour. That member shall also Chair the committee. The same number of substitutes shall be nominated by the respective parties. The Elections Committee shall be appointed in October for a term of two years. The Committee shall be elected in the same year as the Chairman. The role of the Elections Committee is to carry out elections and general votes according to the Union’s bylaws. The Elections Committee is responsible for printing ballots valid for elections and general votes on polling day, for postal votes, and for ensuring that elections are legitimately carried out and full secrecy regarding individual members’ votes. The committee is responsible for counting ballots after a vote, and for ruling in cases of disputable ballots.

The Elections Committee keeps a journal, and before a vote begins, the following shall be recorded in the journal:

a) When the committee received nominations and proposals.

b) Decisions regarding when to seal the ballot box.

c) The number of ballots.

At the end of a vote or election, the following shall be recorded in the journal:

a) How many members voted.

b) How many ballots were unused.

c) The results of the voting.

When the counting of the votes is finished, The Elections Committee shall deliver to the Chairman of the Union the journal, which shall be signed by the Elections Committee and the representatives of the list, or a copy of the vote outcome.

Article 21.

The Union Board shall list all members with voting rights in a special voter’s list. The voter’s list shall be available no later than one week before polling day. The deadline for appeal is until polling stations close. New members can join the Union until the polling station closes. Authorised representatives of candidates in the election of board members and delegates may have access to the voter’s list one month before polling day.

A. Election of the Board and Reviewers of the Accounts

Article 22.

A Nomination Committee of five members shall operate within the Union. Three of the committee members shall be chosen by the Delegate Council, and two in a general members’ meeting. An equal number of substitutes shall be elected in the same way. Substitutes take a seat in the committee when the ordinary members are unable to attend. The committee shall be elected before October 10th, for a two-year period, in the same year as the Chairman. The committee shall commence their work no later than in November. The Chairman of the Union convenes the first committee meeting after the members are chosen. The committee organises its work and delegates tasks in its first meeting. It makes proposals for who should be on the Board and who should be reviewers of the accounts and presents its proposals to the Delegate Council for approval. If proposals come forward in a meeting of the Delegate Council for individuals not included in the proposals by the Selection Committee, the Delegate Council shall vote on who to include.

The Selection Committee shall submit final proposals to the Elections Committee no later than 14 days before election day. The list shall be marked with the letter A. Proposal A shall be available in the Union’s office and advertised to Union members eight days before the election commences. Other lists shall be submitted no later than seven days before the polling day. If only one list is submitted, an election is not needed.

When selecting Union members for roles of responsibility, care must be taken to ensure gender equality and equality between profession and industry.

Article 23.

A proposed electoral list must include support from 120 Union members. Written acknowledgement from candidates in the election shall be equivalent to recommendations. Individuals who have given written permission for their names to be included on one list cannot be named on other lists.

Article 24.

The election of a Board and reviewers of the accounts shall be done in a secret, written vote. It shall take place in elections which can last for up to two days, in accordance with the decision of the Elections Committee.

The Elections Committee gives a Union member a ballot in the polling place, after ensuring that they are on the electoral register and marking their name. The voter casts their vote by writing, with a pencil, a cross next to the list they wish to vote for.

A ballot is considered valid if it clearly shows who the voter intended to vote for, and if it contains no specific marks that confirm the identity of the voter. One person, nominated by the Elections Committee, shall be the polling officer.

Each candidacy shall nominate two representatives to act on their behalf with the Elections Committee. They are permitted to be present during the counting. Campaigning is not permitted in or around polling places, nor is it permitted to make any proposals, appeals or encouragement regarding the election outside of the guidelines in the Union’s bylaws.

Article 25.

The Elections Committee seals the ballot box in the presence of representatives of the lists, after the Committee has made sure that they are empty. After a Union member has cast their vote, they shall insert their ballot into a sealed ballot box. An election can only last as long as the time advertised. Representatives for the electoral lists are always permitted to be present in the polling place.

The Elections Committee is responsible for ensuring that the ballot boxes are stored with police between polling days if an election takes place over more than one day. The counting of votes shall take place as soon as polling closes.

The Elections Committee shall announce the outcome from voting as soon as counting is finished. The outcome of elections shall be presented in the annual general meeting. The outcome from other general votes shall be presented in the next general members’ meeting after the vote is held.

B. Election of the Delegate Council

Article 26.

The Selection Committee proposes members to sit in the Delegate Council. The committee shall seek nominations from the Board and from Union members, and seek consensus on the composition of the list. When appointing members to the Delegate Council, care must be taken to ensure that it represents as many of the Union’s professional sectors as possible.

The Selection Committee shall deliver their final proposals to the Elections Committee and the list shall be marked with the letter A. Proposal A shall be available in the Union’s office and shall be advertised eight days before the election commences. Other lists shall be delivered no later than seven days before the election day. If only one list is submitted, an election does not have to be carried out.

Otherwise, the provisions from part A in Chapter 6 of this bylaw apply.

C. Election of the funds’ boards

Article 27.

The boards of the Union’s funds, other than the General Fund, shall consist of five individuals and two substitutes. Three ordinary members and two substitutes shall be elected by the Delegate Council and two members who will hold the position of Chairman and Vice-chairman shall be elected directly by the Union Board. The electoral term of boards of funds is two years. The boards of funds shall be elected in the last meeting of the Delegate Council and the last meeting of the Board before the annual general meeting each year, in the same year that the Chairman is elected. New boards take over after their election has been presented at the annual general meeting. The election of a representative for Gildi Pension Fund’s annual general meeting is conducted as defined in the pension fund’s regulations.

New boards take office when their election has been announced at the annual general meeting. The election of representatives to the annual meeting of Gildir Pension Fund is carried out in accordance with the pension fund's regulations.

Article 28.

Annual general meeting

The Union’s annual general meeting shall be held no later than at the end of May each year. It shall be convened with an agenda and with at least seven days’ notice. It is legitimate if it has been legitimately convened.

The following agenda items are fixed in the annual general meeting:

a) The Board’s annual report.

b) The Union’s reviewed accounts are submitted.

c) Election results for Board, Delegate Council, boards of funds and the reviewers of the accounts, are presented.

d) Amendments to the bylaws, if any proposals have been submitted.

e) Deciding on the membership fee, if a change has been proposed.

f) Other matters.

An extra annual general meeting.

The Board is permitted to convene an extra annual general meeting, if deemed necessary.

Article 29

General members’ meetings

The Union convenes general members’ meetings when the Board or the Delegate Council deem it necessary, but never less then quarterly in the period from October 1st until May 1st. A general members’ meeting must be held if at least 300 Union members request it in writing, stating the meeting’s topic. The Chairman appoints doorkeepers.

General members’ meetings are legitimate if they have been convened with at least three days’ notice in at least one newspaper, with the national broadcasting service, or by letter. If necessary, for example in relation to labour disputes and collective wage agreements, meetings can be convened with a shorter notice than stated here above, but attention should be paid to convene them in the best possible way.

Article 30.

Meetings shall be moderated in the manner defined in the union’s meeting processes.

In case of any doubt regarding the meeting processes, meetings can decide on each individual case. Otherwise, the meeting chairman acts as they find most suitable. Voting is used to determine matters in meetings, except when bylaws state otherwise. If a Union member requests a written vote in a general members’ meeting, the chairman is obliged to meet that wish.

Article 31.

Those are the Union’s funds:

General Fund, Holiday Fund, Jóhanna’s and Vilborg’s Fund, Sickness Benefits Fund, Educational Fund and Labour Dispute Fund

All the Union’s funds, apart from the General Fund, shall operate according to regulations approved in annual general meetings. Each fund’s regulations shall define the purpose of the fund, its sources of income, how its resources shall be used, the fund’s management, and other matters related to the fund.

The Union’s funds shall be invested in a secure manner, in government bonds, government-guaranteed bonds, in banks or saving banks or bonds, secured in property investments, or in other ways deemed secure by the Union Board.

Article 32.

The Union’s income shall meet all its operation costs, such as housing costs, printing costs, employee wages and other costs, which arise as result of legitimate decisions of general members’ meetings, Delegate Council, departments or the Union Board.

Article 33.

If proposals regarding payouts from the fund are submitted in a general members’ meeting, they can only be voted on in that meeting if a majority of the Board approves of the proposal. The Board can also decide to postpone the matter for further inspection between meetings.

Article 34.

The Union’s accounts and finances must be reviewed by a legally-registered auditor of accounts. Accounts shall be submitted for the annual general meeting, signed by an auditor and the account reviewers, and they shall be available in the Union’s office for members to view seven days before the annual general meeting.

Article 35.

Bylaws can only be amended in an annual general meeting if the meeting announcement states that law amendments are on the agenda and if the amendments have been discussed in a general members’ meeting at least one week before the annual general meeting. If individual union members would like to submit proposals for amendments to the bylaws, they shall be delivered to the Union Board not later than by the end of March each year.

In order for an amendment to the bylaws to pass, it must be approved by 2/3 of the votes cast. Amendments to the bylaws will come into effect when the central committee of the Icelandic Confederation of Labour and the Federation of Icelandic Seamen have confirmed them.

Period of validity

These bylaws take effect in May, 2024, after confirmation from the central committee of the Icelandic Confederation of Labour.

A record of legal amendments from 1988

The bylaws were approved in the annual general meeting of Dagsbrún and Framsókn-Trade Union (Framsókn-stéttarfélag) on May 28th, 1998, approved in a follow-up annual general meeting of Sókn – Employee Association (Starfsmannafélagið Sókn) on November 3rd, 1998, and approved in the annual general meeting of the Association of Restaurant Employees (Félag starfsfólks í veitingahúsum) on May 28th, 1998. The bylaws were published in December 1998, as the bylaws of a unified Trade Union from the above-mentioned Unions, and approved in the inaugural meeting on December 5th, 1998.

The bylaws were approved with some amendments due to the unification with Iðja – Association of Factory Workers (Iðja, félag verksmiðjufólk), in the follow-up annual general meeting of Efling-Trade Union, on October 5th, 1999.

A general members’ meeting within Iðja – Association of Factory Workers, approved the bylaws on November 24th, 1999.

Approved with amendments at the 2000 Annual General Meeting.

Approved with amendments at Efling annual general meeting on May 10, 2001.

Approved with amendments at the annual meeting of Efling trade union on April 30, 2002.

Approved with amendments and provisional provisions at the annual general meeting on 29.04.2003.

Changes were announced at the Efling board of trustees/association meeting on April 16, 2008.

Approved with amendments and provisional provisions at the annual general meeting on 23.04.2008.

Approved with amendments at the Efling Trade Union Annual General Meeting on May 23, 2024.

Article 1. Name and address of the fund.

The fund is called the United Trade Unions' Collective Bargaining Fund and is the property of the union.

Article 2. Objectives of the Fund

The aim of the fund is to support members in strikes or lockouts when the company is involved in labor disputes. The fund may also be used to pay for labor disputes and strike management costs and to support other unions involved in labor disputes.

Article 3. The income of the fund is:

Contributions to the fund amount to 15% of membership fees.

Interest income and dividends.

Gifts, donations and grants.

Other income that the union's general meeting may decide from time to time.

Article 4. Board of Directors of the Fund

The board of directors of the fund shall consist of five members and two alternates. Three members and two alternates shall be elected by the board of trustees, while two members who hold the positions of chairman and vice-chairman of the fund shall be elected directly by the board of directors. The term of office of the board of directors is two years. It shall be appointed at the last meeting of the board of trustees and the board of directors before the general meeting of the same year that the chairman of the company is elected. A new board shall take office when its election has been announced at the general meeting. The fund shall be managed in accordance with general administrative rules. The board of directors shall establish its own rules of procedure.

Article 5. Accounts and auditing

The fund's accounts shall be kept separate from the company's other finances. The fund's accounts shall be submitted, audited and signed by social inspectors and certified public accountants before the company's general meeting and shall be processed there.

Article 6. Fund return

It is permissible to invest the fund’s money in the following ways:

a) In government bonds, in bonds insured with secure mortgages.

b) By purchasing marketed securities.

c) In banks or savings banks.

d) In anything which is deemed by the board of the fund as secure and which yields a comparable return to the investments in items a) through c).

Care must always be taken to ensure that the custody and disposal of the fund's funds do not conflict with its objectives or tasks.

Article 7. Book of deeds

The board of the fund shall always keep a record of grant applications and grants.

Article 8. Right of appeal

Disputes regarding allocation may be referred to the board of directors for a decision.

Article 9. Amendments to the Regulation

These regulations may only be amended at the general meeting of the association, provided that the notice of the meeting states that amendments to the regulations are on the agenda and that the amendments have been discussed at a general meeting of the association at least one week before the general meeting. Proposals for amendments to the regulations that individual members wish to submit shall be submitted to the association board no later than the end of March each year.

Article 10. Validity period

These regulations come into effect as of Efling annual general meeting on May 10, 2001.

The regulation was approved at the supplementary general meetings of Dagsbrún and the Progressive Trade Union on November 12, 1998, the Sóknar Workers' Association on November 3, 1998, and the Restaurant Workers' Association on November 15, 1998. The regulation was published in December 1998. 

The regulation was amended at Efling union's annual meeting on May 10, 2001.

gbì/ph 1806 01

Article 1. The name of the fund, base of operations and fund members

The fund is named Sjúkrasjóður Eflingar-stéttarfélags (The sickness fund of Efling – union). The fund’s base of operations and venue are in Reykjavík. The fund’s members are those from whose wages an agreed upon premium has been paid to the fund in accordance with the collective agreement.

Article 2. The purpose of the sickness fund named Sjúkrasjóðurinn is to serve as a mutual insurance fund for its members.

The purpose of the fund is to offer financial support to fund members who lose income or the equivalent of income because of illness or accidents by providing them with an allowance in cases of accident or illness. Also, to take preventative measures with regards to the safety and health of fund members and reimbursing fund members their sickness- and rehabilitation-costs and by contributing to the re-entry of fund members into the labor market after accidents/illness in cooperation with the rehabilitation fund (Endurhæfingarsjóður).

Article 3. Income of the Fund

a) Contractual premiums from the gross pay of fund members.

b) Interest income and dividends.

c) Gifts, donations and grants.

d) Other revenue decided on during each annual general meeting.

Article 4. The board and management

The fund’s board is to comprise five people and two reserve members. Three of the main members and two of the reserve members are to be elected by the confidential council and the two main members who occupy the position of the chairman and vice-chairman of the fund, are to be elected directly by the board of the union.

An employee of the Efling office has the right to observe meetings of the fund's board.

The electoral term of the fund’s board is two years. It is to be appointed during the last meeting of the confidential council and the union’s board before the annual general meeting. The electoral results are to be announced during the annual general meeting.

The fund is to be managed in accordance with common administrative rules. The board of the fund sets its own rules of procedure and further regulations regarding the allocation of grants from the fund.

The board of the fund and its employees are to treat all the applications and services of the fund as confidential.

Article 5. Accounts and auditing

The accounts of the sickness funds are to be kept separate from other finances within the union. Premium payments to the fund are to be entered in the name of each fund member.

The fund’s accounts are to be presented after having been audited and signed by the inspectors of the union’s accounts and a statutory auditor before the union’s annual general meeting.

All direct costs incurred during the fund’s management are to be paid out of the fund itself. Annual costs for the reception and office are to be agreed upon by the fund’s board and the union’s board.

The fund’s board is authorized to keep the finances of the sickness fund and the family- and support fund separate, if it is deemed necessary.

Article 6. Assessment by an independent inspector

At least every fifth year, the fund’s board is to hire an actuary or a statutory auditor to assess the future financial standing of the fund. This person is to write a report about his or her findings and submit it to the board.

In assessing the future financial standing of the fund, the operational costs and the fund’s revenues are to be outlined, as well as whether the fund will be able to fulfill its commitments. If the fund is unable to fulfill its commitments, the board of the fund are obligated to submit proposals for how to remedy the situation.

Annual accounts and actuarial valuations are to be submitted to ASÍ in accordance with the current rules of procedure and laws of the federation.

Article 7. The revenues of the fund

It is permissible to invest the fund’s money in the following ways:

a) In government bonds, in bonds which are insured by the state treasury and in bonds which are insured by secure mortgages.

b) By purchasing marketed securities.

c) In banks or savings banks.

d) In anything which is deemed by the board of the fund as secure and which yields a comparable return to the investments in items a) through c).

The board of the fund is also authorized to use the fund’s money to purchase or build social housing belonging to the union, as the fund is, in that respect, its owner.

It should always be insured that the keeping and allocating of funds not contravene the aims or tasks of the fund.

Article 8. The rights of fund members

A. Per diem allowance

Those who have contributed to the fund consistently for at least six months have earned the right to receive a per diem allowance from the fund. The sum of the allowance corresponds to the premium payments and period of contribution to the fund and is earnings-related, in accordance with article 11.

The right to receive a per diem allowance is instituted as soon as contractual or legally mandated payments of wages cease.

If premiums to the sickness fund have not been paid for a fund member, but he can prove via regularly issued pay slips that dues have been subtracted from his wages for the past six months, he is to be afforded the same rights as though the premiums to the sickness fund had been paid. The right to receive a per diem allowance is not instituted if the fund member is entitled to payments for a temporary loss of revenue, such as after having suffered a traffic accident.

The right to receive a per diem allowance lapses when/if the fund member has discontinued his employment because of illness/accident and become eligible for an old-age pension, a disability pension or a rehabilitation allowance from the State Social Security Institute (Tryggingastofnun ríkisins) and/or a pension fund.

A fund member employed by a sheltered workplace earns the right to receive payments from the fund for illness or accidents in accordance with the statements from ASÍ and Hlutverk from May 4th of 2006.

B. Other payments

The board of the fund is authorized to reimburse fund members for their sickness- and rehabilitation expenses. The board of the fund decides on the sums and conditions of reimbursements and changes are to be announced during the annual general meeting.

Reimbursements occur only after 6 months of continuous payments into the fund.

The right to receive reimbursements for the expense of cancer screenings is, however, afforded only to those for whom contributions have been made to the fund for at least 3 consecutive months. The right to receive reimbursements lapses the moment premiums are no longer contributed to the fund. The board’s fund is, however, permitted to support a board member during the next 24 months after the end of employment because of age or disability, given that the person was a member of the fund at the end of employment and for at least five years leading up to it.

Article 9. Sickness fund communication

A board member who has earned the right to receive payments from the sickness fund of another union within ASÍ, earns the right to receive a per diem allowance from the fund because of illness or accidents after having contributed to it for one month, given that he had previously had that right with the previous fund.

If a board member is employed at more than one workplace and paid into more than one sickness fund at the time of applying for payment, he is to include information regarding to which funds he has contributed. It is permissible to delay the payment of benefits until confirmation has arrived from the other funds of the fact that the board member has not applied for payment. The fund is to seek such confirmation and provide the other funds with a report of benefits paid out to the fund member, as well as the kind of benefits and the sum. The applicant is obligated to attach to his application confirmed information regarding payments from other funds and provide all necessary information regarding wages within the specified application deadline.

Article 10. Reserved rights and authorizations

a) It is permissible to renew a fund member’s right to receive benefits once he has contributed to the fund for one month, given that he previously enjoyed full rights in accordance with article 8 and attends work training, courses or school for up to 24 months before returning to work within the union’s area of coverage. The same applies to a fund member who leaves work for illness, family reasons or for other valid reasons.

b) The union members who take their legal parental leave and have been fund members for at least six consecutive months leading up to the taking of maternity leave, maintain their earned rights if they have paid their dues to the union from their parental leave payments and begin work within the union’s area of coverage as soon as parental leave ends. If a union member is unable to work because of illness/accidents after parental leave and is still employed at his previous workplace, it is permissible to pay him a per diem allowance for up to 3 months, after having consulted the fund’s work rehabilitation counselor, given that the union member has depleted the illness rights enjoyed at his place of employment, but not the right to a per diem allowance from the sickness fund for the consecutive 12 months leading up to the parental leave.

c) The board of the fund is authorized to afford the right to receive a per diem allowance and reimbursements to a member who has been unemployed but paid his dues to the union for the minimum time period as stipulated in item A and B of this article, given that he was a fund member for at least the 6 months leading up to his termination of employment. Authorization to pay out a per diem allowance is, however, contingent on the union member not having fully exploited his right to a per diem allowance in the consecutive 12 months before losing his job, as well as on attending an active work rehabilitation program with the sickness fund counselor.

Article 11. Per diem allowance and reimbursement

A. The sums of per diem allowances

1. A per diem allowance of a fund member for whom premiums have been contributed for 6 consecutive months or longer shall correspond to 80% of his average wages in the 6 previous months, in accordance with his premiums.

2. A per diem allowance of a fund member for whom premiums have been contributed to the fund for 4 consecutive years or more is, in the same way, to correspond to 100% of his average wages in the previous 6 months. The maximum sum of a per diem according to this item is to correspond to kr. 442.250.- per month in accordance with the wage index of July 1st of 2012 and is to alter in accordance with the wage index of July 1st of each year.

3. The maximum sum of a per diem allowance to a fund member who has been a fund member for a shorter time-period than 4 years is kr. 366.875.- per month in accordance with the wage index of July 1st of 2012 and is to alter in accordance with the wage index of July 1st of each year.

4. The average wages of those who earn the right to receive payments from the sickness- and accident-payments from the sickness fund of another union in accordance with article 9 are to be determined by dividing the wages in the reference period with the number of months in which contributions have been made to the sickness fund of Efling.

5. The combined payments from the sickness fund, the State Social Security Institute (Tryggingastofnun ríkisins) or other parties are not to exceed the average wages of the fund member in the previous 6 months.

6. For the maintenance of the right to receive payments from the union’s other funds, 0,7% of the per diem allowance of the fund member is deducted as dues to the union.

B. Period of daily allowance payments

1. A per diem allowance in the cases of inability to work because of accidents or illnesses are to be paid out for up to 180 days (6 months), given that 1% of the fund member’s wages has been contributed to the fund or another union within ASÍ for 6 consecutive months, for up to 150 days (5 months) given that contributions were made for 5 months, for up to 120 days (4 months) given that contributions were made for 4 months and for up to 90 days (3 months) given that contributions were made for up to 3 months.

2. A fund member employed by the state, a municipality, a private institution or another employer which pays a lower contractual premium than 1% to the fund, is to be paid in accordance with article 11 of item A for up to 90 days, or up to 30 days if the employer’s illness rights extend to 360 days.

3. The payment period is not to exceed the period of inability to work or the period of illness. If the wages of the fund member have changed significantly in the previous 6 months it is permissible to further assess the income, and then over a longer time-period.

4. Payments are not made for longer than the period of incapacity or illness. If there have been significant changes in the member's salary in the last 6 months, the income may be assessed separately and over a longer period.

5. The board of the fund is authorized to pay out a per diem allowance for up to 180 additional days once the right to receive a wage related per diem allowance has been exhausted, in consultation with the fund’s work rehabilitation counselor and/or company doctor, given that a 1% premium has been contributed to the fund. It is permissible to pay out, in the same way, to a fund member who has contributed a smaller premium than 1%, for up to 90 days. Payments in accordance with these paragraphs are to correspond to the minimum income as stipulated by the collective agreement at each time.

6. It is permitted to award daily allowances retroactively for up to 3 months from the date the application was received by the fund.

7. The right to daily allowance is renewed every 12 months, proportionally to how much it is used, calculated from the date on which daily allowance payments end in each case and premium payments begin again.

8. Illness or accident of spouse and children

A fund member has a right to receive a per diem allowance in accordance with article 11, item A, for up to 180 days for each period of 12 months for the illness or accidents suffered by his children and for up to 90 days for serious illness or accidents suffered by his spouse.

C. Death benefits and reimbursed expenses

1. a) It is permissible to pay death compensation to the estate of a fund member who dies while employed, is younger than 70 years old and leaves behind a spouse and children. A one-off payment of death compensation to an active and contributing fund member is to amount to no less than kr. 360.000.- per month and is to be paid out in proportion to the member’s employment ratio, given that premiums have been paid for at least 6 consecutive months before his demise. The sum of the death compensation according to this item is calculated in accordance with the consumer price index of January 1st of 2017 (base period index 438,4) and is to change in accordance with changes in the consumer price index on January 1st of each year.

b) Death compensation for an active, contributing member, for whom premiums have been paid for at least 4 continuous years, is not to exceed kr. 450.000.- given the consumer price index of January 1st of 2017 (base period index 438,4) and is to change in accordance with changes in the consumer price index on January 1st of each year. The compensation is to be paid out relative to the employment ratio.

After six months have passed from the end of employment to the demise of the fund member, kr. 13.628.- are deducted, given the consumer price index of January 1st of 2017 (base period index 438,4) and is to change in accordance with changes in the consumer price index on January 1st of each year, for each missing month, though, see article 11.C.2. Other death compensation.

c) If the fund member is not survived by a spouse or children, it is permissible to conduct the payments to the estate in the same fashion if other heirs have given the deceased his funeral and taken on his assets and debts.

2. Other death compensation

At the time of demise of a member who is not in the labor market but was a fund member at the end of employment, the board of the fund is authorized to pay part of the death compensation into the estate of the deceased. The payment is contingent on the deceased having been a fund member for the last 5 consecutive years before his end of employment. The sums in this item are to be determined by the board of the fund.

3. Costly medical procedures abroad

The board of the fund is authorized to reimburse a fund member for expenses related to medical procedures abroad. The reimbursement referred to in this article is not to exceed the per diem allowance amount afforded to those with a minimum wage – according to the current collective agreement of Efling – for up to 90 days.

4. Prevention and rehabilitation grants

The board of the fund is authorized to reimburse the fund members for their expenses related to prevention and rehabilitation. The sums and criterion are to be determined by the board of the fund. The fund is to prioritize the reimbursement of expenses related to cancer screenings and heart screenings, physiotherapy, retraining and treatment and rehabilitation with healthcare providers and training centers.

5. Other authorizations

The board of the fund is authorized to establish other grants in the form of life insurance, death compensation, accident insurance and other health-related insurance.

Article 12. The support fund of Efling – union.

1. Reimbursements and grants

The support fund of Efling is a division of the sickness fund of Efling – union. The fund of the support fund consists of the same individuals who comprise the board of the union’s sickness fund. The board is to decide on reimbursements and grants from the fund. In other respects, the operation of the division is to be run by the official rules of the sickness fund wherever possible. An employee of the sickness fund is also to be an employee of this division. The aim of the fund is to allocate grants and reimburse medical costs and rehabilitation expenses in cases where the members of the sickness fund of Efling do not have a right to a per diem allowance. Reimbursements may only be paid out of the fund if a fund member is facing serious financial difficulties, has not been fully employed for 6 months or has a serious, prolonged illness, is disabled or decrepit.

Furthermore, the fund is authorized to support institutions or organizations who handle matters related to healthcare, humanitarianism or human rights.

2. The board of the sickness fund of Efling is to spend 5% of the premiums of the fund in the previous year to the support fund. The board of the sickness fund is authorized to contribute an additional sum to the support fund if its financial standing should call for it.

Article 13. The duties of fund members, applications for payments and information

Applications are to be submitted in the form decided on by the board of the fund, along with the necessary medical certificates to prove the validity of the payments.

The applicant is, if necessary, obliged to grant the fund’s company doctor authorization to ascertain the validity of the submitted medical certificates and conduct a medical examination if that is called for. A fund member who has been unemployed because of illness/accident is to attend an interview with the fund’s work rehabilitation counselor or submit to a medical examination by the fund’s company doctor or by another medical professional appointed by the fund, should the board of the fund request it.

The board of the fund is authorized to support a board member who goes into work rehabilitation. Should the requisite paperwork and data not be sent in by the applicant, the board of the fund is to reject the application for the time being. A fund member who has submitted wrong or misleading information or hidden information regarding his circumstances, foregoes his right. It is permissible to recall all payments thus obtained from a fund member.

Article 14. Nullification

The right to a per diem allowance and reimbursements from the sickness fund detailed in this body of regulations lapses if the application is not submitted to the fund within 12 months from its initiation.

Article 15. Repayment of premiums

Premiums to the Sickness Fund are not refundable.

Article 16. Regarding the handling of cases and the duties of the fund

Cases are to be handled in accordance with the pertinent administrative procedures. The board of the fund is obligated to inform fund members of their rights to receive assistance by publishing pamphlets or brochures, in the union’s newsletter and on the union’s website.

Article 17. Right of appeal

Disagreements regarding allocations may be appealed to the union’s board.

Article 18. Register

The board of the fund is to always keep a register over per diem allowances, repayments and accepted applications.

Article 19. Several clauses

Should plagues descend, the board of the fund can temporarily relieve the fund of its fiduciary responsibilities. The board of the fund may also decide to temporarily lower the amount of per diem allowance if the fund’s financial standing appears to be in jeopardy.

Article 20. Changes to the regulation

This regulation may only be altered during the union’s annual general meeting, provided that the announcement of the meeting includes a mention of a change in the regulation being on the schedule. Furthermore, the changes are to have been discussed beforehand during a meeting of the board and confidential council and/or during a general meeting no later than one week before the annual general meeting.

Proposals for changes to the regulation, which certain union members wish to put forth, are to be submitted to the board of the union no later than before the end of March each year.

A simple majority of votes cast is sufficient to pass a change to the regulation.

Changes to regulations which have been approved, are to be sent to the office of ASÍ.

Article 21. Duration: The regulation takes effect on May 1st of 2019

The regulation was approved during the continuation of the annual meeting of the unions Dagsbrún and Framsókn – union on November 12th of 1998, Starfsmannafélagið Sókn (The company union Sókn) on November 3rd of 1998, Félag starfsfólks í veitingahúsum (The union of restaurant workers) on November 15th of 1998 and during a meeting at Iðja, the union of factory workers on November 24th of 1999.

The regulation was amended at the annual meetings of Efling Trade Union in 2000, 2002, 2003, 2005, 2006, 2007, 2008 and 2009,2010,2012, 2013, 2014, 2017, 2019. The regulation was last amended at the annual meeting of Efling Trade Union on May 23, 2024.

Article 1. The name of the fund, base of operations and fund members

The fund is named Orlofssjóður Eflingar stéttarfélags (The vacation fund of Efling – union).

Its residence and venue are in Reykjavík.

The fund’s members are those for whom premiums are contributed.

Article 2. Purpose and aims

The purpose of the fund is to enable fund members to enjoy vacations by establishing and maintaining vacation houses and vacation apartments and negotiate a favourable rate for vacation trips and lodging inside the country and abroad. The fund is authorized to collaborate with other unions for the abovementioned purposes.

Article 3. Income of the Fund

The income of the fund is derived from:

a) Contractual premiums contributed to the fund by employers.

b) Rents from vacation homes.

c) Interest incomes and other occasional incomes.

Article 4. The board of the fund

The board of the fund is to consist of five main members and two reserve members. Three main members and two reserves are to be elected by the confidential council and two main members, assuming the office of chairman and vice-chairman, are to be elected directly by the board of the union.

A board’s term of office is two years. It is to be appointed during the last meeting of the confidential council with the union’s board before the annual general meeting in the same year that a new union chairman is elected. A new board is to take over once its election has been made official during the annual general meeting.

The board is to act as caretakers of the fund and its investments, as well as the operation and supervision of assets.

The fund is to be operated in accordance with the general laws on administrative practices.

The board of the fund sets itself rules of procedure regarding, among other things, allocation rights.

Article 5. Accounts and auditing

All the accounts of the fund are to be kept separate from the rest of the union’s finances. Premium payments to the fund are to be registered in each fund member’s name.

The fund’s accounts are to be submitted during the annual general meeting after having been audited and signed by the inspectors of the union’s accounts and a certified actuary.

Article 6. The investments of the fund

It is permissible to invest the fund’s money in the following ways:

a) In government bonds, in bonds insured with secure mortgages.

b) By purchasing marketed securities.

c) In banks and savings banks.

d) In any way deemed by the board of the fund to be secure and capable of accruing interests as well as those in items a) through c). It is always to be insured that the supervision and investment of the fund’s money never contravenes its aims and tasks.

Article 7. Operating costs

The fund’s reception is to be located at the union’s offices. All direct operational expenses are to be borne by the fund itself. Expenses for the reception and office maintenance is to be determined between the boards of the fund and the union.

Article 8. Appeals

Disagreements regarding allocations may be appealed to the union’s board.

Article 9. Changes to the regulation

This regulation may only be altered during the union’s annual general meeting, given that it is mentioned in the announcement of the meeting that changes to the regulation are on the schedule. Furthermore, the changes are to have been discussed previously during a general meeting, no later than one week before the annual general meeting. Proposals for changes to the regulation, which certain union members want to bring to the table, are to be submitted to the board of the union before the end of March each year.

A simple majority of votes cast is enough for a change in regulation to be considered approved.

Article 10. Duration of validity

The regulation was last changed during the general of Efling – union on April 30th of 2002 and has been in effect since that time.

The regulation was approved during the continued annual general meetings of Dagsbrún and Framsókn – union on November 12th of 1998, of Starfsmannafélagið Sókn (The company union Sókn) on November 3rd of 1998 and of Félag starfsfólks í veitingahúsum (The union of restaurant workers) on November 15th of 1998. The regulation was issued in December of 1998 and announced during the meeting at Iðja, the union of factory workers, on November 24th of 1999.

The regulation was amended at the annual meeting of Efling trade union on May 10, 2001.

The regulation was changed during the annual general meeting of Efling – union on April 30th of 2002.