New collective agreements have now been entered with all counterparts, i.e. Unionen, Sveriges Ingenjörer, Civilekonomerna and Jusek for the IT industry.
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.
As in previous agreements, the salary revision is based on the company’s economic and market conditions. If local parties cannot agree on the overall salary increases, the overall salaries should be increased by 2.6 %, as of April 1, 2012. This applies for members of all unions that are parties of the collective agreement, which is new compared to previously. Salary revision date is April 1, 2012, unless local parties agree on another date.
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 reach their goals. In the salary agreement with Unionen, the regulation is changed compared to previous agreement and is moved to a separate paragraph (see § 3.5 in the salary agreement with Unionen). At the end of the agreement you may also find an example of an action plan.
The salary process is not changed compared to the previous agreement, except for that local parties can, initially, agree on how to promptly handle the salary revision for those employees on parental leave or sick leave. The background to this regulation is that the social security office (Försäkringskassan) do not make retroactive adjustments if the salary revision process is extended.
In the salary agreement with Sveriges Ingenjörer, Civilekonomerna and Jusek, a part has been added to § 3.1 (the parties initial work). The parties can in connection with the initial work also discuss increase expectations. This is a clarification of the discussions which were already intended to take place in the initial work.
The jointly agreed salary process guidelines that were drawn up in 2010 should not be used during this period, as they need to be updated.
The minimum wages, which are only regulated in the salary agreement with Unionen, are adjusted upwards by 2.6% as of April 1, 2012, resulting in 16 000 SEK for employees who have reached 18 years of age and 17 300 SEK for employees who have reached 18 years of age and have one year’s continuous employment in the company. As previously, a lower salary can be given during 6 months for employees who have no work experience.
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.
General overtime (§ 6 in the working-hours agreement)
A maximum of 200 general overtime hours may be taken per calendar year (compared with 150 hours in the previous agreement). Additional overtime, requiring agreement with the local union, may be taken up to a maximum of 100 hours per calendar year (compared with 150 hours in the previous agreement).
Overtime as compensatory leave (§ 4.4 in the working-hours agreement)
If general overtime is compensated with compensatory leave 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, compared with 75 hours in the previous agreement.
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.
The employer and the local union have the possibility to agree on how to handle the settlement of the 0.2%, e.g. as competence development.
If no agreement is made, each Unionen member should be compensated through a salary increase of 0.2% as of April 1, 2012.
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.
For members of Sveriges Ingenjörer, Civilekonomerna and Jusek, the 0.2% should be added to the overall salary increase amount for 2012, unless the parties agree on a different solution. The company can choose to manage it the same way as for the members of Unionen.
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.
Agreement regarding cooperation and development (with Unionen)
Conditions for local union work.
A new paragraph is added to addendum 3 Agreement regarding cooperation and development. This includes recommendations regarding the local union work and what it may include. Note that this new paragraph does not add any new obligations or rights for any party, in excess to the law.
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.