Discussion meeting in the event of dismissal: Five important tips for employees
Have you been called to a discussion meeting, also called a 15-1 meeting? Here you will find out what the meeting entails, whether you must participate and how you can prepare.
Have you been called to a discussion meeting?
What is a discussion meeting?
A discussion meeting, also called a 15-1 meeting, is a meeting between you and the employer when dismissal is being considered.
Pursuant to Section 15-1 (lovdata.no) of the Working Environment Act, a possible dismissal must, as far as is practically possible, be discussed before the employer makes a decision on dismissal.
In the meeting, you will discuss the grounds for the possible dismissal. In the event of downsizing, the selection must also be discussed. You have the right to have a union representative with you at the discussion meeting.
Do you need to attend the discussion meeting?
As an employee, you are not obliged to attend or to carry out the meeting, but you should definitely participate.
If you do not show up, the employer can make a decision to dismiss without having heard your input and views.
This will be discussed at the meeting
Section 15-1 of the Working Environment Act stipulates that the following shall be discussed:
- The basis for why the employer is considering dismissal
- Possible selection between several employees (in case of downsizing and reorganization). This means which criteria the employer should use as a basis for selecting employees and how the individual is assessed and compared with others.
Please note that other relevant matters may also be addressed in such a discussion meeting. This could be, for example, alternative solutions to dismissal, such as a severance package or a change of position. In many cases, such alternatives will also be returned to after the discussion meeting has been held.
The purpose of a discussion meeting is to ensure that any decision on dismissal, dismissal or suspension is based on a well-considered, complete and correct factual basis. Here, factors such as seniority and competence can come into play.
In a discussion meeting, it is important that both the employer and you as an employee have the opportunity to clarify misunderstandings and errors that may have arisen.
How to Prepare for the Discussion Meeting
If you are called in for a discussion meeting, you should start preparations as early as possible. Good preparation can have an impact on whether you get a dismissal, keep your job or negotiate a severance package.
You can demand to be sent relevant documentation before the meeting, so that you can prepare as well as possible.
1. Obtain relevant information
Ask to be sent all relevant information in advance of the discussion meeting so that you have the opportunity to prepare. This could be, for example:
- Minutes from discussions with the union representatives
- What criteria the employer has decided to use in the selection
- How you are assessed in relation to the established selection criteria
- Who you are compared to and how these are assessed against you
2. Bring your union representative with you
We recommend that you bring a union representative to this meeting. He can be both a support for you, and an extra set of ears in the meeting.
It pays off that you have a meeting first and go through what is important for you to bring up in the case. For example, these may be statements you disagree with or believe the employer has assessed incorrectly.
See who your union representative is (log in)
3. Listen before you speak
Listen to the employer's explanation of the reason for the dismissal and, if applicable, why you have been selected, before you put forward your views.
In this way, you ensure to a greater extent that you get across what is relevant to the employer.
4. Show your expertise
Make sure that the employer knows what skills you have:
- Point to areas of work or positions you have the skills to perform
- Be willing to move both organizationally and geographically
- Talk about social conditions that will make you hit harder by a dismissal than others
5. Don't sign anything in the meeting
If you are offered a severance package or are presented with minutes, ask for it in writing. Then you can go through it in peace and quiet afterwards before you sign. Feel free to contact NITO for advice before you sign.
What happens after a discussion meeting?
After the discussion meeting is over, and the parties have aired their different views, the employer must consider whether the employee should be dismissed, or whether other measures should be taken.
NITO is here when it matters
Many people do not know where to start when uncertainty arises in working life. As a trade union, we are here to give you security, support and concrete advice – when you need it most.
