New collective agreements with Seko, Unionen, Sveriges Ingenjörer, Civilekonomerna, Jusek and Ledarna for the Telecom industry.

New collective agreements have now been entered with all counterparts, i.e. Seko (through mediation), Sveriges Ingenjörer, Civilekonomerna, Jusek, Unionen and Ledarna.

Below is a brief summary of the most important changes in the agreements. All agreements are valid between April 1, 2012 and March 31, 2013, i.e. 1 year. The changes made in the general terms are the same for all counterparts. However, the salary agreements vary between the counterparts, as previously.

General terms 

Remunerations
The fixed remunerations in the agreement (travel time, unsocial working hours, on-call, standby duty and supplement for the risk of working at high heights) are adjusted upwards by 2.6 % as of April 1, 2012.

Probationary employment
The new agreement allows the possibility to prolong the probationary period due to absence, e.g. in case of sick leave. The prolonging may be made with the equivalent time of absence.

Monthly salary payment
Salary payment is to be made each month on the 25th, unless local parties agree otherwise.

Overtime
If general overtime is compensated with compensatory leave, according to the regulations in § 7.9 (§ 7.8 in the old agreement) the equivalent amount of hours may be returned to the available overtime balance. During each calendar year a total amount of 100 overtime hours may be returned to the available overtime balance.

Leave of absence
A clarification regarding close relatives has been included in §14.1.

Employer certificate
A new paragraph (§ 4.5) has been added to the collective agreement regarding when an employer certificate (mandatory according to law) is to be issued.

Addendum 2, working hours shortening
Clarifications have been made in the minutes between the parties, regarding the use of the working hours shortening.

Salary agreements

In general
The salary agreements are based on individual salary distribution and there are no numerical individual guarantees. However, for those employees who do not live up to expectations, a plan should be issued to enable these employees to have a positive salary development.

If local parties cannot agree on the overall salary increases, the overall salaries for each union group should be increased by 2,6 %, as of April 1, 2012.

Salary agreement Seko
A new paragraph has been added regulating that for those employees who receive a salary increase of less than 250 SEK, and request this, deliberation between the employer and the local Seko club should
be held. If the reasons hereof are the employees’ qualifications, personal characteristics or other circumstance connected to the employee, an action plan should be established. This should include the actions the parties should take in order for the employee to be able to receive a positive salary development.

The minimum wages have been adjusted upwards with 2.6%, resulting in 16 001 SEK (incl. variable pay) for employees who have reached 18 years of age and 17017 SEK (incl. variable pay) for employees who have reached 18 years of age and have one year’s continuous employment.

Minimum wages for certain categories of skilled workers within the field work have been added to the salary agreement with Seko. After two years relevant work experience the minium wage should be 19 400 SEK and after five years relevant work experience the minimum wage should be 22 000 SEK. These regulations are valid for employees employed after May 1, 2012.

Salary agreement Unionen
The salary revision is based, as previously, on the company’s economic and market conditions.

The salary agreement contains no numerical individual guarantee, but a regulation in which the employer is responsible for drawing up an action plan for those who do not receive a salary increase or a very small increase due to the fact that the employee has not lived up to expectations.

The minimum wages have been adjusted upwards with 2.6 %, resulting in 16 001 SEK (incl. variable pay) for employees who have reached 18 years of age and 17017 SEK (incl. variable pay) for employees who have reached 18 years of age and have one year’s continuous employment.

Salary agreement Sveriges Ingenjörer, Civilekonomerna, Jusek
The salary revision is based, as previously, on the company’s economic and market conditions.

A paragraph has been added regarding the parties’ initial work, where it allows the parties to discuss possible salary increases, necessary increases and increase expectations.

The salary agreement contains no numerical individual guarantee, but a regulation in which the employer is responsible for drawing up an action plan for those who do not live up to expectations.

New in the agreement is that the union club, on the request of their member, can request that a discussion is held regarding the quality and completion of the action plan.

Salary agreement Ledarna
The salary agreement with Ledarna is an interim agreement and contains no centrally agreed figures.

Settlement of individual competence accounts
In the agreement for the period April 1, 2010 – March 31, 2012, with ”Unionen”, the parties agreed that 0.2 % would be reserved in the event of that a system was established for individual competence accounts. If this system was not established the parties would agree on another handling. Such a system was never established and the parties have had long discussions about the matter. Similar discussions have been held with Sveriges Ingenjörer, Civilekonomerna and Jusek.

As a result of these discussions a settlement of the individual competence accounts should be made with 0.2 % of the total amount of salary according to the below.

Local agreement
The employer and the local union have the possibility to agree on how to handle the settlement of the 0.2 %, i.e. as competence development, extra pension contribution or other.

No local agreement alternatively no local union club
If no agreement is made, each Unionen member should be compensated through a salary increase of 0.2 % as of April 1, 2012. This also applies for members of Seko.

Note that this is a settlement of the individual competence accounts from the 2010 agreement and should be separated from the salary revision, preferably reported separately on the salary slip.

Valid salaries as of March 31, 2012, should be used as the base when calculating the 0.2 %. This increase should not impact the overall salary increase amount in which the company bases the salary revision on for 2012.

For members of Sveriges Ingenjörer, Civilekonomerna and Jusek, the 0.2 % should be added to the overall salary increase amount for 2012, but the company can choose to manage it the same way as for
the other union organizations.

For members of Ledarna the 0.2 % should be considered when establishing salary increases or may be managed the same way as for the other union organizations.

Please note that this is only a brief summary of the new agreements. The original Swedish wording of the conditions of these agreements shall prevail in case of dispute. Agreements in its entirety may be found (in Swedish) on our web site.