Activity report 2021

1 The association, the board and the office

The Saco-S Association represents about 3 800 members in 18 independent Saco unions. The ordinary annual meeting was held on November 25, 2020. The following Board was elected for 2020/2021:

Kirsi Höglund (Chairperson), Johanna Norberg Hägglund (Vice Chairperson), Robert Malmgren (Secretary, Deputy Vice Chairperson), Cajsa Bartusch (Deputy Secretary), Petra Eriksson, Claes Thorén, Gunilla Ransbo, Mats Målqvist (on sabbatical autumn semester 2021), Jakob Piehl (– 2021-06-30), Alexandra Abde and Sara Bladby.

The Board meets every week during the semester. Meeting records were posted on the Saco-S Association's website.

The Saco-S Association's Board can appoint union representatives for certain tasks, such as representatives on boards and committees or to handle a particular task. Those who have a particular task are called the office and these have during the year been:

Anna Eklund, Jezzica Israelsson, Charlotte Swenning Leyser, Fabian Engel, Mahbubur Rahman, Maria Grahn Farley and Sara Ekmark Lewén.

The University also has eight so-called local-local Saco-S Associations. The local-local associations have no negotiating mandate and can not make decisions, but Saco-S can get help from the associations when it comes to things that happen at the department or Disciplinary Domain. The local-local associations are:

Blåsenhus, Gotland Campus, Center for Gender Research, Department of Business Studies, University Administration, Department of Government, Department of Theology and the University Library.

2 People with union trustee's time

The following people are on leave without salary deduction for union work. The union trustee's time varies between 1 % and 100 % for different people. It can also vary during the year. The union trustee's time is negotiated with the HR Director at Uppsala University before each academic year and also, if the need arises, sometimes during the academic year. During the business year, the total time for the Saco-S Association's union trustee work has varied between 580 % and 690 % of the approximately 700 % that we have at our disposal.

3 Negotiations

Recruitments, salaries for new employees and notice of termination

Information about recruitments with titles, work content and employment requirements comes in an Excel list once a week. In cases where the Saco-S Association has comments on the content, we send an email with questions. We rarely get answers on whether or how the employer utilises our questions and views.

The recruitment of managers and adjunct lecturers takes place separately.

Salaries for new employees are not compiled anywhere, but the Saco-S Association is referred to look up the information via Primula. It gives us no opportunity to follow up that the employer follows the agreement that exists on the 10th percentile.

Notice of termination is handled via Primula.

Redundancy/lack of work

Every week, redundancies and relocations are negotiated in connection with the so-called Thursday negotiations. The most common redundancy concerns researchers, which is based on a practice at Uppsala University of employing research staff in permanent positions from day one if there are research funds that lasts for more than two years. When the funds in the project run out, a lack of work arises in the project, which means that lack of work is common within this group. Often the tasks are so specific when it comes to research that circling (Swedish: kretsning) will only include the current researchers. In connection with early relocation trials, the researchers are tested for advertised and not yet announced positions at the University. The Saco-S Association's role in this is to be there to support the member and review the process to 1) establish that there is a lack of work, 2) circle and 3) doing a relocation investigation.

New organisational placement (NOP)

Negotiations regarding a change of position and salary are negotiated separately. The Saco-S Association contacts the person concerned in cases where it concerns a member to hear that everything is in order. These are handled on an ongoing basis by the Board.

Salary review 2020

The review date was October 1, 2020. Agreement negotiations at the national level were delayed on the national level due to Covid-19. The Saco-S Association concluded an agreement on the 2020 year's salary review on March 25 2021 and the new salaries were paid retroactively with the April salary. The doctoral salary ladder were completed before the summer and their new salaries were revised in connection with the review date.

Salary review 2021

The review date is October 1, 2021. Negotiations are ongoing and there is a date booked for the final hearing. The hope is that the new salaries will come with the December salary. The doctoral student salaries were not ready by the review date of October 1, but will hopefully be ready before Christmas.

Business plans 2021

The Saco-S Association has negotiated the University's business plans. In this year's business plans, we have particularly highlighted work environment issues due to the Covid-19 pandemic for teachers, researchers, doctoral students as well as technical and administrative staff.

Collective agreement negotiations

• New time-limited local collective agreement for the cleaning unit (Swedish: lokalvården) due to Covid-19.
• Proposal for a new local collective agreement regarding working hours at Central service and administration.
• Proposal for a new Working hours agreement for teachers.

Other negotiations during the year (Thursday negotiations)

• Activity-based office, Innovation Partnership Office.
• Regarding new support materials regarding parts of the systematic work environment work and active measures for equal opportunities.
• The Appointment Regulations.
• The work with skills development during the pandemic for the cleaning unit.
• Work environment survey Department of Sociology.
• Work environment round for the organizational and social work environment.
• Rules of procedure at the Department of Pharmaceutical Biosciences.
• Workplace meetings as a forum for discussing ongoing work environment issues in the workplace.
• Working hours for teachers' quality review of previously recorded lectures at the Department of Law.
• Distribution of working hours. Division of work of university lecturers and senior lecturers.
• Working time agreement for joint service and administration.
• Staffing at HR unit University Administration.
• Deputy Heads of the Department of Art History.
• Change of group affiliation.
• Center formation at the Department of Peace and Conflict Research.
• Shared workplaces UIT.
• The local managerial agreement.
• Directive for a feasibility study on experiences, expectations and challenges for the business after the pandemic.
• Direct procurement legal services.
• Animal keeping.
• Survey - "How has the pandemic affected your local party work".
• Establishment of a trainee program at University IT Services.
• External head of department at the Department of Linguistics and Philology.
• Relocation of research groups at the Department of Chemistry-BMC.
• Relocation of the research groups immunooncology and protein drug design.
• Move the Department of Game Design.
• Move to New Ångström.
• Researchers and other teaching staff.
• Continued funding and new instructions for the Center for Multidisciplinary Research on Racism.
• Future funding of the Hugo Valentin Center (HVC).
• Combined employments.
• The right to priority for fixed-period employment that becomes a permanent position - issues of principle.
• The right to priority routine.
• Proposal for a revised policy for working environment and equal opportunities.
• Preliminary study on experiences/expectations and to create preparedness for restructuring/restoration of operations after the covid-19 pandemic.
• Change in University Administration.
• Change work at the Faculty of Educational Sciences.
• Group leader at the Legal Department.
• IA system.
• Introduction of software systems.
• Introduction of rehabilitation systems.
• Introduction of a general standard of 10% of the annual working time for teachers' administrative tasks at the Department of Archives, Libraries and Museums.
• Hiring a consultant.
• Hiring staff from staffing companies.
• Leasing of support resources to UIT.
• Establishment of the Center for Health Economics Research.
• IP guidelines.
• Consulting needs UIT.
• Coordination and coordination of laboratory activities at the Department of Ecology and Genetics.
• Teachers' working hours agreements.
• Salary supplement for employees at the Human Resources Division.
• Ongoing information about covid-19.
• Employee/equivalent to be covered by wellness subsidy.
• Goals and strategies for the Disciplinary Domain of Medicine and Pharmacy.
• The National Centre for Knowledge on Men's Violence Against Women.
• New department at the Department of Information Technology.
• New department at the Department of Materials Science and Engineering.
• New positions at the Human Resources Division.
• New premises for the department of archives, libraries and museums.
• New premises for the Department of Game Design.
• New salary criteria at the department for university-wide IT.
• New library system The University Library.
• New center at the Science Area for Humanities and Social Sciences, HERO.
• The Board for Research Infrastructure.
• Presence at the workplace.
• Rebuilding and new construction at the Ångström Laboratory.
• Renovations and relocations in Segerstedt building.
• Reconstruction BMC.
• Reorganization of HR function at the Department of Medical Sciences.
• Reorganization The Office for the Humanities and Social Sciences.
• Reorganization UU Innovation.
• Reorganization Innovation Partnership Office.
• Reorganization at the unit for study administration, Student Affairs and Academic Registry Division.
• Reorganization at the Department of Medical Sciences.
• Conversion figures before and after work.
• Organization of the Department of Sociology and CESAR.
• Organization Innovation Partnership Office.
• The organization of a new research program, Democracy and Higher Education.
• The organization of the principal's strategic council.
• Organizational change Department of Neuroscience.
• Organization of the equal opportunities work.
• Head of Department, Department of Neuroscience.
• Process concerning the appointment of the vice-chancellor and deputy vice-chancellor.
• The NESSA (NEutron Source in UppSAla) project at the Department of Physics and Astronomy.
• Test designers and teaching as a task.
• Revision of guidelines regarding the procedure in case of suspicion of deviations from good research practice.
• Revision of guidelines for the Campus Management Organisation at Uppsala University.
• Guidelines for re-examination periods at the Faculty of Science and Technology.
• Routines for reporting the use of time for a shop steward, etc.
• Merger of the research programs physiological botany at the department of organism biology and plant ecology and evolution at the department of ecology and genetics.
• Vacation Department of Physics and Astronomy.
• The situation before the summer vacation as a result of late high school grades etc. - Student Affairs and Academic Registry Division.
• Final report Career paths within the academy.
• Final report Pedagogical skills.
• Final report project prefect role.
• Status in the implementation project Charter and Code.
• System support for the rehabilitation process.
• Temporary working time agreement for cleaning.
• Addition of managerial position in the local collective agreement on local managerial circle.
• Temporary change within the International Science Program.
• Addition of managerial position in the local collective agreement on local managerial circle.
• The procurement office at the Financial Administration and Procurement Division .
• Investigation of the administrative roles at the Department of Game Design.
• Development of EDU's organization and governance.
• Development of management at the Department of Physics and Astronomy.
• Expansion of the use of Easit in the Human Resources Division.
• UU project Lifelong learning.
• Web platform project.
• Annual Report 2020 and Budget Document 2022-2024.
• Discussion of missed notice.
• Review of EDU.
• Review of the university library's activities at the Almedal Library.

4 Other activities

Advice and support for individual members

An important part of the Saco-S Association's work consists of giving members advice and support in issues that are important to them. A large part of the issues are of a labor law or work environment law nature. Some of these conversations stop at confidential conversations. A small part is transferred to so-called members matters where the Saco-S Association is there to support or ultimately negotiate the working conditions for our members.

The Saco-S Association also provides advice and support in connection with the salary setting of new salaries and in connection with the salary review.

Information for all members

The Saco-S Association has sent out three newsletters since the annual meeting in 2020. These newsletters are also available on the Saco-S Association's website. The language in the newsletters is Swedish and English so that our non-Swedish-speaking members also can take part in important information.

The Saco-S Association has arranged three digital seminars for members regarding the salary review 2021 (two in Swedish and one in English). Work is underway to make vidoes on the salary review process based on what was presented at the seminars. Saco-S has also arranged a webinar together with SULF/Uppsala on work task plans. In addition, the Saco-S Association has also arranged two pension webinars: one for those who have some time left until retirement and one for those who plan to take out their pension relatively soon.

The Saco-S Association has also arranged a Zoom "fika" with the theme "What will the New Normal be like?" about lessons to be learned from the pandemic.

Participation in various bodies at Uppsala University

The Saco-S Association has representatives with the right to attend and free speech in the University Board, the Electoral College and the Boards of the Disciplinary Domains and Faculties. The Association is also represented in the Equal Opportunities Advisory Board, the Central Collaboration group (CSAM) and the Joint Committee on Work Environment (SVAM). Furthermore, the Association receives continuous information about the matters that are dealt with at the Vice-Chancellor's meetings.

Salary surveys

Uppsala University, like all major workplaces in Sweden, is required to carry out an annual salary survey in order to analyze, from a gender equality perspective, all relevant information regarding salary setting and other terms of employment that are applied to the workplace. The Saco-S association has during the business year participated in the joint work of the parties. The results of the 2020 salary survey are available on the Saco-S Association's website. The 2021 salary survey is done after the salary review is completed.

Investigations

• Member survey on working hours for teaching staff.

Skills development of elected representatives

• Step 1 in the union training is digital. All new Board members and employees at the office go through it when they start their appointment.
• 11/5 Step 2 union training. Mahbubur Rahman, Sara Bladby and Jakob Piehl participated.
• 29/9 agreement conference about the salary process. Charlotte Swenning Leyser and Robert Malmgren participated.
• 21-22/10 and 27-28/10 Step 3 union training. Mahbubur Rahman and Charlotte Swenning Leyser participated.
• In-house training on victimization. Several representatives of the Saco-S Association participated.
• In-house training on salary advice for members. Several representatives of the Saco-S Association participated.
• In-house training on the progress of a case. Several representatives of the Saco-S Association participated.

Dialogues and collaborations

• SULF's negotiating delegation. For Saco-S, Cajsa Bartusch participated - 2021-09-16, and Petra Erikson participates from 2021-09-17.
• SULF's Federal Council. Cajsa Bartusch and Kirsi Höglund participate.
• The Social Partners’ Council. During the business year, representatives of the Saco-S association participated in the The Social Partners’ Council's activities, but without the parties' joint participation.

Other during the business year

Covid-19

Covid-19 has continued to influence the business. During the year, questions continued to come from the business, and there is still uncertainty about what working life will be like after the pandemic. We have faced new challenges, and continue to work with those that arose at the beginning of the pandemic. Every other week, during the Thursday negotiations, we receive information about the covid-19 situation at the university.

Work task plans

Work task plans are a planning tool, both for the individual employee but also for the employer, and act as a kind of protection for both parties. It is also a tool for retrospectively seeing how the semester/school year's work has progressed and if there is something that needs to be addressed when planning ahead. The work task plans are a prerequisite for us to show that we have done what can be expected of us as teachers. The work task plans are also needed if we want to show the employer that we have taken on more than our annual working hours allow. This is especially important in times of a pandemic, such as this year (2021).

A pilot project done by Saco-S at Uppsala University in 2018 showed major shortcomings at large parts of the University. During the business year, we have worked to get work task plans in place at all departments. The Saco-S Association has assisted the Human Resources Division in the work of producing template documents and manuals for the plans. The biggest work is, and has been, to have a dialogue with the departments about the local working hours agreement and the content of the plans.

Safety representative

An appointment as a safety representative involves both strategic work environment work and conversations with colleagues and with the manager. It is the employees at the workplace who propose safety representatives via an election procedure and it is the Saco-S Association's Board that appoints the safety representatives who are members of a Saco union. The Saco-S Association is involved in the training of newly elected safety representatives, and works with this issue together with the Human Resources Division. The employer has a current list on the Staff Portal of all safety representatives at the University.

5 Representation in various committees and boards