15. Aug 2007
The state can prioritise disabled people
The Civil Service Act grants disabled people extended rights with regards to recruitment processes.
When the state is recruiting, the employer must consider the special regulations in the Civil Service Act in addition to the regulations in the Working Environment Act.
If there any disabled people or occupationally disabled people that are qualified for the position, at least one must be called in for an interview.
The employer can also hire a disabled applicant, even though there are better qualified applicants for the position. This is often known as radical differential treatment and increases disabled people's chances of being hired. Radical differential treatment can only be used if the applicant will remain unemployed if he/she does not get the position.
It is important to note that the Civil Service Act has a narrower definition of a disabled person than the Working Environment Act. A disabled person with an extended right to be employed is considered to be a person who is registered as occupationally disabled in NAV's (the Work and Welfare Administration) register, a person who has completed occupational rehabilitation through NAV during the past 12 months prior to the application deadline, or a person who receives full or partial disability benefit.