It is important both for workers and the community that people with a disability can contribute in the workplace if they have a health condition that makes it possible. jobbforalle.no give good search tips and information that can be useful when applying for jobs.
Public and quality assured
On jobbforalle.no find information about the search and hiring processes, recruitment and incentive schemes, to deal with disability, and much more.
In the search for a job is often a lot of challenges that emerge. To sell himself as the best candidate can be difficult, and it is therefore wise to be prepared. You can find many useful tips on jobbforalle.no .
Start early
You may want to start with job applications early. Much indicates that the transition between education and employment can be more demanding for the disabled. Therefore, it may be wise to start job hunting process is already quite a while before heading out to work. Another important thing may be to write good applications. You can find tips on the ung.no/arbeid .
Where to find jobs?
You can find jobs by reading job ads in different newspapers. There are also several websites where you can find job postings, such as nav.no .
Also read: How to write job application?
NAV also has a page that links through to job boards, staffing agencies, recruitment agencies and industry associations.
Many positions are not advertised through normal channels. For example, consult the employer directly and deliver an open application. You should use the network you have. Maybe you can check the website to different companies and see if they have advertised vacancies there which is not advertised elsewhere.
You can register as a jobseeker with NAV
By doing this, your profile matched against vacancies in NAV database and it is available to search from employers. If you have registered, you also have the opportunity to apply courses or other schemes through NAV .
Also read: What does it really mean to have a disability?
NAV including various work-related measures
NAV's offer of employment-oriented measures are flexible and can be adapted to individual needs for qualification and job training. It is the labor market situation and political constraints that determine the design, scope and composition of the work-related measures.
These measures will help to
strengthen the competence and ability to work
increase opportunities for regular work
providing qualified labor
prevent and mitigate the adverse effects of unemployment
prevent workers from falling out of the workplace
In order to be able to attend the measures it is a prerequisite that you are registered as a jobseeker with NAV.
Before awarding measures, should participate in the project is considered to be necessary and appropriate for you to obtain or retain gainful employment. NAV may require you to carry out a needs or work assessment. Selection, design and duration of action carried out jointly with you. You must be over 16 years old to be able to get work-related measures. For certain measures apply it a higher rating.
Also read: Disability and pregnancy
An example of a work-oriented measures are working with assistance. Working with the assistance shall provide appropriate and necessary assistance with a view to integrating people with impaired work in ordinary working life. An example of this may be that you get assistance in finding suitable work, you get the continuation of NAV at the start of a new working conditions, etc.
You can find out more by contacting your local NAV office.
Protection against discrimination in employment
It is illegal to discriminate against someone in a hiring process due to a disability. Employers may emphasize academic qualifications, but generally not on disability. In some cases it may be justifiable to emphasize disability. It is difficult to say something briefly about this, but what can be said is that where the labor requirements for operability, it may be justifiable to emphasize it. Examples include requirements for a driving license in the job. For example, should be budbilsjåfør must have driver's license and thus fulfill the health requirements that apply. In that case it would be justifiable to emphasize whether an applicant is blind.
I must disclose that I have a disability or chronic illness when I apply for a job?
Work Act § 9-3 has provisions on the employer's right to obtaining health information when hiring. The employer has no right to ask about other health information than those necessary to perform the tasks associated with the post.
Although you are not obliged to say anything, it can in some cases be an advantage.
You should have a greater opportunity to be interviewed in jobs within the state if you claim to be disabled in job application. Regulations to the Civil Service Act gives namely Disabled elevated privileges when hiring.
Regulations § 9 subsection has its own definition of what it means to have a disability. Applicants must either be registered as a professional hampered Labour and Welfare Administration register, completing rehabilitation through NAV over the last 12 months before the date of application or have full or graduated disability pension.
Regulations § 9 subsections decide that if there are qualified disabled applicants for a position, it must always be summoned at least one interview. The employer can also choose to hire a disabled applicant, although there are better qualified applicants. This is often called radical discrimination, increasing employment possibilities of being hired. Radical discrimination can only be used if the applicant is or remains without work if he or she does not get the position.
The employer can not arrange for you if he does not know your needs.
Adaptations
Being disabled, you are entitled at facilitating employment. The employer shall arrange for you, but in some cases may NAV assist.
Employers have a duty to make a reasonable individual accommodation, both workplaces and tasks. The principle is that the employer has a duty to do what is practical and economically feasible to ensure that you as a job applicant or employee with a disability get real equal opportunities as non-disabled workers.
Adaptation measures can be physical changes in the workplace, it may be the removal of thresholds, installation of lifts, adaptation of computer and other office equipment. It may also involve facilitation or changes of organizational matters, as facilitation of working or changing jobs. Breach of the obligation to facilitate may constitute discrimination under the Discrimination and tilgjengelighetsloven§ 26.
Read what Equality and Anti say about the employer's duty to facilitate .
Read what Equality and Anti say about the employer's duty to facilitate. .
Who can I contact if I feel discriminated against?
If you believe that you are treated less favorably than other employees or other job applicants on the basis of disability could be discrimination. It may be that you are not employed, do not get facilitation, do not get pay raises or skills upgrading, or you are dismissed because you have a disability. There is discrimination and Accessibility Act § 5 and Chapter 5 that has rules about this.
If you are organized, you can firstly contact your union. You can also take your case to the Equality Ombudsman .
Ombudsman can give you guidance, but also deal with complaints. On suspicion of discrimination is the employer who must prove that they have not discriminated.
Public and quality assured
On jobbforalle.no find information about the search and hiring processes, recruitment and incentive schemes, to deal with disability, and much more.
In the search for a job is often a lot of challenges that emerge. To sell himself as the best candidate can be difficult, and it is therefore wise to be prepared. You can find many useful tips on jobbforalle.no .
Start early
You may want to start with job applications early. Much indicates that the transition between education and employment can be more demanding for the disabled. Therefore, it may be wise to start job hunting process is already quite a while before heading out to work. Another important thing may be to write good applications. You can find tips on the ung.no/arbeid .
Where to find jobs?
You can find jobs by reading job ads in different newspapers. There are also several websites where you can find job postings, such as nav.no .
Also read: How to write job application?
NAV also has a page that links through to job boards, staffing agencies, recruitment agencies and industry associations.
Many positions are not advertised through normal channels. For example, consult the employer directly and deliver an open application. You should use the network you have. Maybe you can check the website to different companies and see if they have advertised vacancies there which is not advertised elsewhere.
You can register as a jobseeker with NAV
By doing this, your profile matched against vacancies in NAV database and it is available to search from employers. If you have registered, you also have the opportunity to apply courses or other schemes through NAV .
Also read: What does it really mean to have a disability?
NAV including various work-related measures
NAV's offer of employment-oriented measures are flexible and can be adapted to individual needs for qualification and job training. It is the labor market situation and political constraints that determine the design, scope and composition of the work-related measures.
These measures will help to
strengthen the competence and ability to work
increase opportunities for regular work
providing qualified labor
prevent and mitigate the adverse effects of unemployment
prevent workers from falling out of the workplace
In order to be able to attend the measures it is a prerequisite that you are registered as a jobseeker with NAV.
Before awarding measures, should participate in the project is considered to be necessary and appropriate for you to obtain or retain gainful employment. NAV may require you to carry out a needs or work assessment. Selection, design and duration of action carried out jointly with you. You must be over 16 years old to be able to get work-related measures. For certain measures apply it a higher rating.
Also read: Disability and pregnancy
An example of a work-oriented measures are working with assistance. Working with the assistance shall provide appropriate and necessary assistance with a view to integrating people with impaired work in ordinary working life. An example of this may be that you get assistance in finding suitable work, you get the continuation of NAV at the start of a new working conditions, etc.
You can find out more by contacting your local NAV office.
Protection against discrimination in employment
It is illegal to discriminate against someone in a hiring process due to a disability. Employers may emphasize academic qualifications, but generally not on disability. In some cases it may be justifiable to emphasize disability. It is difficult to say something briefly about this, but what can be said is that where the labor requirements for operability, it may be justifiable to emphasize it. Examples include requirements for a driving license in the job. For example, should be budbilsjåfør must have driver's license and thus fulfill the health requirements that apply. In that case it would be justifiable to emphasize whether an applicant is blind.
I must disclose that I have a disability or chronic illness when I apply for a job?
Work Act § 9-3 has provisions on the employer's right to obtaining health information when hiring. The employer has no right to ask about other health information than those necessary to perform the tasks associated with the post.
Although you are not obliged to say anything, it can in some cases be an advantage.
You should have a greater opportunity to be interviewed in jobs within the state if you claim to be disabled in job application. Regulations to the Civil Service Act gives namely Disabled elevated privileges when hiring.
Regulations § 9 subsection has its own definition of what it means to have a disability. Applicants must either be registered as a professional hampered Labour and Welfare Administration register, completing rehabilitation through NAV over the last 12 months before the date of application or have full or graduated disability pension.
Regulations § 9 subsections decide that if there are qualified disabled applicants for a position, it must always be summoned at least one interview. The employer can also choose to hire a disabled applicant, although there are better qualified applicants. This is often called radical discrimination, increasing employment possibilities of being hired. Radical discrimination can only be used if the applicant is or remains without work if he or she does not get the position.
The employer can not arrange for you if he does not know your needs.
Adaptations
Being disabled, you are entitled at facilitating employment. The employer shall arrange for you, but in some cases may NAV assist.
Employers have a duty to make a reasonable individual accommodation, both workplaces and tasks. The principle is that the employer has a duty to do what is practical and economically feasible to ensure that you as a job applicant or employee with a disability get real equal opportunities as non-disabled workers.
Adaptation measures can be physical changes in the workplace, it may be the removal of thresholds, installation of lifts, adaptation of computer and other office equipment. It may also involve facilitation or changes of organizational matters, as facilitation of working or changing jobs. Breach of the obligation to facilitate may constitute discrimination under the Discrimination and tilgjengelighetsloven§ 26.
Read what Equality and Anti say about the employer's duty to facilitate .
Read what Equality and Anti say about the employer's duty to facilitate. .
Who can I contact if I feel discriminated against?
If you believe that you are treated less favorably than other employees or other job applicants on the basis of disability could be discrimination. It may be that you are not employed, do not get facilitation, do not get pay raises or skills upgrading, or you are dismissed because you have a disability. There is discrimination and Accessibility Act § 5 and Chapter 5 that has rules about this.
If you are organized, you can firstly contact your union. You can also take your case to the Equality Ombudsman .
Ombudsman can give you guidance, but also deal with complaints. On suspicion of discrimination is the employer who must prove that they have not discriminated.
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