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Acquitted on all counts in precedent-setting organized labor case

The verdict delivered this week in the court action against Brødrene Langset was a clear and resounding acquittal as a result of a unanimous verdict by the judges. 

Brødrene Langset has been acquitted on all counts in a legal action instigated by LO and Fellesforbundet (Norwegian national union organizations). The lawsuit was initiated by the union organizers in an attempt to show that Brødrene Langset had violated the terms of foreign worker's employment-compensation agreements. The union organizers maintained that workers hired from outside of Norway should be entitled to monetary compensation for travel, food and lodging while under contract with Brødrene Langset. Additionally, LO and Fellesforbundet were demanding that Brødrene Langst retroactively reimburse foreign workers for the alleged lost wages. The union clubs within Langset have never been recognized by LO, even though these clubs have their own registered organization numbers, workshop unions and employment-compensation agreements. The trial continued  over 4 days with overwhelming evidence weighing in favor of a full acquittal.  

"This is not only a victory for Langset, but for everyone involved in Norwegian Industry ." said CEO of Langset,  Jan Tore Langset. 

In the final judgement which was read on March 9th, the court determined that the division Brødrene Langset was established February 2010 and that the company was in full compliance of industry employment-agreement regulation VO §8.1, paragraph 1, which states: " Workers travelling to Norwayseeking employment at various locations on behalf of the company, are not recognized as working 'outside of the company' and are therefore not entitled to compensation for travel, food and lodging. Nor are they entitled to any monetary or 'extra compensation' as a result of their travel requirements. " 

Many foreign workers maintain their primary residences outside of Norway. According to the verdict issued by the judges in this case, these workers are recognized as 'travelling laborers' or 'independent contractors.' Therefore, foreign workers are not covered by the employment-agreement regulations for workers living in Norway who are, in fact, sent to work at remote locations by request of the company. 

The verdict in this case serves as precedent that those individuals who choose to be travelling laborers are not entitled to additional compensation from the company.