Activity report January 2022 - June 2023

1 The association, the board and the office

The Saco-S Association at Uppsala University represents approximately 3 800 members in 18 independent Saco unions. Ordinary annual meeting 2021 was held on November 23, via Zoom. The following board was elected for the business year 2022/2023:

Robert Malmgren (chairperson), Johanna Norberg Hägglund (vice chairperson), Lars Madej, Claes Thorén, Petra Eriksson, Cajsa Bartusch Kätting, Gunilla Ransbo, Sara Bladby, Catarina Sahlberg. Substitutes were Alexandra Abde and Kristina Borodina.

During the year, Sara Bladby, Catarina Sahlberg, Alexandra Abde and Kristina Borodina resigned due to new appointments/ positions. At the extra annual meeting on October 5 2022, Michael Papenbrock and Paula Karlström were elected as board members.

The board meets every week during the semesters. The meeting records are posted later on the Saco-S Association's website.

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

Jezzica Israelsson, Charlotte Swenning Leyser, Mahbubur Rahman, Kirsi Höglund, Julie Hansen and Jun Mei Hu Frisk.

At the university there are also seven so-called local-local Saco-S Associations. The local-local associations do not have a negotiating mandate and cannot make decisions, but Saco-S can take help from the associations regarding things that happen at the institution or the area of operation. The local-local associations are:

• Campus Gotland (now dormant)
• Department of Business Studies
• University Administration
• Department of Government
• Department of Theology
• University Library
• Ångström Laboratory

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 %, and may also vary during the year. The union trustee's time is negotiated with the HR director at Uppsala University before each academic year and additional times during the academic year if the need arises. During the business year, the total time for the Saco-S Association's union trustee time has varied between 580 % and 690 % of the approximately 800 % that we have at our disposal.

3 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 to whether or how the employer utilises our questions and opinions.

The recruitment of managers and adjunct lecturers takes place seperately.

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 complies with the agreement that exists on the 10th percentile.

Notice of termination for temporary employments are handled via Primula for the entire university. There are still some problems with the handling of notices among operational HR (VHR). The Saco-S Association has good contact with VHR in these matters. We have, however, called for a dispute negotiation for some cases.

Redundancy/ lack of work

Redundancies and relocations are negotiated every week in connection with the so-called Thursday negotiations. The most common redundancy concerns researchers, which is based on a practice at Uppsala University of hiring research staff on a permanent contract from day one if there are research funds that last more than two years. When the funds in the project run out, lack of work arises in the project, which means that lack of work are common within this group. Often, the tasks are so specific in terms of research that the circling (Swedish: kretsning) will only include the researchers in question. In connection with the 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 support the member and review the process of 1) establishing that there is a lack of work, 2) circling and 3) relocation investigation.

New organizational placement (NOP)

Negotiations regarding changes in position and salary are negotiated seperately. The Saco-S Association will contact the person concerned if it is a member to make sure that everything is in order. These are managed on an ongoing basis by the board.

Salary review 2022

Negotiations for the 2022 salary review began on November 7 and continued until November 30. The doctoral salary ladder were negotiated before the other salary review began.

Business plans 2022

The Saco-S Association has negotiated the university's business plans down to the faculty level. In this year's business plans, we have specifically addressed work environment issues and competence provision for all employees. We have requested a handling of the department's business plans and this work has not yet been completed.

Collective agreement negotiations

• Working hours agreement for teachers
• Teaching for researchers
• Teaching and working hours for doctoral students
• Unsocial working hours supplement for teachers
• Job transition agreement

Other negotiations during the year (Thursday negotiations)

• Acting chief controller, Financial Administration and Procurement Division
• Acting Director, Centre for Disability Research
• Acting director, Centre for Disability Research
• Acting director, Centre for Disability Research
• Acting head of division for the Division for Internationalisation and acting head of unit for the Student Health Service
• Acting head of group, Innovation Partnership Office
• Acting head of unit and deputy head of unit, Service and Support, University IT Services
• Acting head of unit, Buildings Division
• Acting head of unit, Disciplinary Domain of Science and Technology Office
• Acting head of unit, Division for Internationalisation
• Acting head of unit, Human Resources Division
• Acting head of unit, Student Health Service, Student Affairs and Academic Registry Division
• Acting heads of groups, Service and Support, University IT Services
• Annual report and budget documents for Uppsala University
• Appointment as disciplinary domain managers, University Administration
• Appointment manager, University IT Services
• Appointment of deputy head of division, Development office
• Appointment of head of division, Department of Information Technology
• Appointment of head of division, Department of Information Technology
• Appointment of head of division, Department of Physics and Astronomy
• Appointment of head of group, Student Registry Unit, Student Affairs and Academic Registry Division
• Appointment of head of group, University IT Services
• Appointment of head of unit, Infrastructure and Operations, University IT Services
• Appointment of head of unit, Unit for study administration, Student department
• Appointment of heads of divisions, Uppsala University Library
• Appointment of manager pending appointment, Department of Immunology, Genetics and Pathology
• Appointment of new head of division
• Business plan, CEMUS
• Business plan, Disciplinary Domain of Humanities and Social Sciences
• Business plan, Disciplinary Domain of Medicine and Pharmacy
• Business plan, Faculty of Arts
• Business plan, Faculty of Educational Sciences
• Business plan, Faculty of Languages
• Business plan, Faculty of Law
• Business plan, Faculty of Social Sciences
• Business plan, University Administration
• Business plan, University Library
• Business plan, Uppsala University
• Business transition, Communications Division
• Change in the Human Resources Division, Unit for HR strategies
• Change of duties
• Change of position and duties for head of unit
• Decommissioning of ethnology as an educational and research environment at Campus Gotland
• Delegation order, Faculty of Social Sciences
• Delegation order, Uppsala University
• Extension of acting head of division, Division for Internationalisation
• Extension of acting head of unit and acting deputy head of unit, SOS
• Extension of acting head of unit, Personnel administration function, Human Resources Division
• Extension of acting head of unit, Personnel administration function, Human Resources Division
• Extension of acting head of unit, Personnel administration function, Human Resources Division
• Extension of acting head of unit, Unit for Global Partnerships, Division for Internationalisation
• Extension of appointment as assistant and deputy university director
• Extension of appointment as external head, Department of Linguistics and Philology
• Extension of head of unit
• Failure to notify on the ending of temporary employments
• Forms for selection of other employees in the Electoral college
• Funding of research infrastructure 2023–2025
• Guidelines for course evaluations
• Guidelines for election of members of disciplinary domain and faculty boards
• Guidelines for salary supplements
• Guidelines for salary supplements
• Guidelines for the Programme Review Model
• Guidelines for third-cycle (doctoral) education, Disciplinary Domain of Medicine and Pharmacy
• Hiring of personnel, International Science Programme
• Hiring of personnel, University Library
• Hiring of temporary personnel, Buildings Division, Cleaning Unit
• Hiring of temporary personnel, Department of ALM
• Hiring of temporary personnel, Department of Chemistry - Ångström
• Hiring of temporary personnel, Department of Information Technology
• Hiring of temporary personnel, Financial Administration and Procurement Division
• Hiring of temporary personnel, Financial Administration and Procurement Division
• Hiring of temporary personnel, Financial Administration and Procurement Division
• Individual agreement on working hours distribution
• Individual agreement regarding working hours for teacher with combined employment
• IP Guidelines
• Moving and Rebuilding, BMC Library
• Negotiation regarding title as lecturer, Department of Business Studies
• New organizational placement and information about appointment as program director, BiSS
• Procurement documents for HR services
• Procurement documents recruitment support services
• Proposal for procurement documentation for occupational health care services
• Reconstruction, Department of Pharmacy
• Recruitment manager, Almedal Library
• Recruitment of head of unit and deputy head of division, and recruitment of chief controller, Financial Administration and Procurement Division
• Recruitment of head of unit, Unit for International Mobility, Division for Internationalisation
• Recruitment of senior custodial technician at the Cleaning Unit, Buildings Division
• Recruitment senior custodial technician, salary supplement and acting senior custodial technician at the Cleaning Unit, Buildings Division
• Relocation of physical workplace, University IT Services
• Remodeling and renovation, Carolina Rediviva
• Reorganization at the Office for the Disciplinary Domain of Humanities and Social Sciences
• Reorganization, CESAR
• Reorganization, change of premises, International Science Programme
• Reorganization, Department of Art History
• Reorganization, Department of Civil and Industrial Engineering
• Reorganization, Department of Earth Sciences
• Reorganization, Department of Medical Sciences
• Reorganization, Departments of Information Technology and Electrical Engineering respectively
• Reorganization, doctoral student unit, Department of Informatics and Media
• Reorganization, Financial Administration and Procurement Division
• Reorganization, Infrastructure and Operations Unit, University IT Services
• Reorganization, Institute for Russian and Eurasian Studies
• Reorganization, Legal Affairs Division
• Reorganization, National Centre for Knowledge on Men's Violence Against Women
• Reorganization, relocation of staff, University IT Services
• Reorganization, Student Health Service, Student Affairs and Academic Registry Division
• Reorganization, Student Registry Unit, Student Affairs and Academic Registry Division
• Reorganization, the HR function, Department of Public Health and Caring Sciences
• Reorganization, the Hugo Valentin Centre
• Reorganization, the Hugo Valentin Centre
• Reorganization, the Student Affairs and Academic Registry Division and the Division for Internationalisation
• Reorganization, transfer of employees, University IT Services
• Requirements for first day certificate
• Reregulation of employment contract
• Reregulation of employment contract
• Reregulation of employment contract
• Reregulation of employment contract
• Reregulation of employment contract
• Reregulation of employment contract, Buildings Division
• Reregulation of employment contract, Department of History
• Reregulation of employment contract, Department of Public Health and Caring Sciences
• Reregulation of employment, Department of Peace and Conflict Research
• Reregulation of terms of employment, Department of English
• Reregulation of work tasks
• Revised rules of procedure, University Administration
• Revision of Guidelines for Admittance of Excellent Teachers, Disciplinary Domain of Medicine and Pharmacy
• Revision of Guidelines for Doctoral Studies at Uppsala university as well as Admission and Grading Regulations for Doctoral Studies at Uppsala University
• Revision of the instructions for the Forum for Africa Studies
• Revision of the model for allocating hours to course moments at the Department of Business Studies
• Rules of Procedure for the Disciplinary Domain of Science and Technology
• Rules of Procedure, Department of Education
• Rules of Procedure, Department of Pharmaceutical Biosciences
• Rules of Procedure, Department of Theology
• Rules of procedure, the University board's risk committee
• Staffing for the position of group manager, University IT Services
• Staffing of position as group manager and position as administrative manager, University IT Services
• Standby agreement
• Standby for certain positions
• Standby for the Communications Division
• Targeted scholarships for researchers from Ukraine
• Targeted scholarships for researchers from Ukraine
• Temporary organizational change, Unit for environment and physical work environment, Buildings Division
• The establishment of a collaboration committee and the decomissioning of the Forum for Collaboration centre
• Time for research, Department of Theology
• Time-limited appointment as administrative manager, Department of Information Technology
• Time-limited appointment as university director's council
• Time-limited facilities manager Division for central service and administration, English Park Campus
• Title change, Department of Education
• Title change, Tandem Laboratory
• Work environment policy

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 on issues that are important to them. A large part of the questions 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. Saco-S has, in addition to shorter advice, completed over 100 member cases in 2022.

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 five newsletters since the annual meeting in 2021. These newsletters are also available on the Saco-S Association's website. The language in the member letters is Swedish and English so that our non-Swedish speaking members also can get access to important information.

The Saco-S Association has arranged three seminars for members regarding the salary review in 2022 (two in Swedish and one in English). Work is underway to make videos of the salary review process based on what was presented at the seminars.

In addition to this, the Saco-S association has arranged three seminars in the period 22/23, two of which in collaboration with SULF/Uppsala:

• Seminar on gender-based violence and sexual harassment (collaboration with SULF/Uppsala)
• Seminar on work task plans in English
• Seminar on copyright issues (collaboration with SULF/Uppsala)

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 survey

Uppsala University, like all major workplaces in Sweden, is required to carry out an annual salary survey, in order to analyze all relevant information regarding salary setting and other employment conditions applied in the workplace from a gender equality perspective. The Saco-S Association has during the business year participated in the joint work of the parties. The 2022 salary survey report is completed and can soon be found on the Saco-S Association's website.

Skills development of union trustees

• Step 1 in SULF's training for union trustees (digital). All new board members and employees at the office attend it when they start their appointment. In addition to that, members attend further SULF training (Step 2-4) as soon as they can.
• Step 3 in SULF's training for union trustees. Robert Malmgren has completed it.
• Step 4 in SULF's training for union trustees. Robert Malmgren, Charlotte Swenning Leyser, Johanna Norberg Hägglund, Mahbubur Rahman and Lars Madej completed it.

Dialogues and collaborations

• SULF's negotiating delegation. Petra Erikson participated for Saco-S at UU.
• SULF's Federal Council. Cajsa Bartusch Kätting participated.

4 Other activities

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 in both directions. It is also a tool to see in retrospect how the work of the semester/ academic year went and if there is something that needs to be handled in the planning going forward. The work task plans are needed if we want to show the employer that we have taken on more than our annual working hours allows.

In 2022, together with the other employee organizations at the university and the employer, we have negotiated a new working hours agreement for teachers. There were not that many changes, but something that affects the work task plans is that a deadline for submitting them has been added to the agreement.

The work with work task plans during the period has largely been comprised of dialogues with various departments about how their work task plans can be improved in order to fulfill the working hours agreement. Something that we see a great need for at many departments is that the work task plans needs to become clearer. This ensures that both the employers and the employees get a clear and good plan with a reduced risk of misunderstandings.

Notice of termination of temporary employments

In many cases, the employer is obliged to give Saco-S notice on behalf of our members before a temporary employment is to end. We use this information to be able to contact these members and check if everything is correct, that they are aware of the situation and if we can be of service in any way. As there have been some challenges in 2022 to make this work satisfactorily, Saco-S has chosen to dispute notices that we have not received. The goal has been to produce better work on the issue. For the most part, situations have been resolved through dialogue with the departments concerned, which often led to better handling.

Safety representative

The safety representatives are appointed by election of the employees at the workplace. The Saco-S Association's board then appoints the safety representatives who are members of a Saco-S Association and who have been elected by their colleagues. The Saco-S Association is involved in the training of newly elected safety representatives, and works on this together with the Human Resources Division.

During the business period, work has begun to review the organization of the chief safety representatives together with that group, as a number of challenges have been identified that need to be addressed, including an uneven load between different protection areas.

5 Representation in various committees and boards