Local collective agreement on local transition funds at Uppsala University
This is an unofficial translation of the agreement from Swedish.
§ 1 The agreement
The parties have concluded this agreement with the support of the central agreement on local transition funds on 2014-06-25. Local agreement on local transition funds at Uppsala University, which became valid on January 1 2016, is replaced by this agreement. The structure of the central agreement means that the functional employer allocates a certain part of the gross salary per year to local transition funds. The intention is that these should be used to support change management and the employees' opportunity for a sustainable working life. The central and local transition agreements must together form a cohesive chain.
§ 2 Purpose
At the local level, the business needs to stimulate and support effective local transition work. The proactive measures must, based on the needs of the business, support both the business' and employees' development based on the line of work and a sustainable working life.
State operations must be conducted efficiently and rationally. It requires constant change and development. For the individual employee, there are central transition funds that are managed by the Social Security Foundation (Swedish: Trygghetsstiftelsen), TSN, and are primarily to be used when employees become unemployed. In June 2022, the social security investment was expanded to also include skills development for employees who are not subject to a shortage of work.
§ 3 Common starting points
The transition funds must be actively used to increase the business's ability for long-term change and development work. In accordance with the purpose of the central agreement to create a joint operation that individual employees need for transition. The measures must be in addition to skills development that does not have a long-term transition purpose. The long-term perspective must also apply to efforts aimed at a sustainable working life.
§ 4 Transition areas
The parties agree that there are advantages to having a broad field of action where the aim is to be able to effectively set up operations to the advantage of both the organization and the employees. The main areas that are relevant for transition work are:
- Competence provision
- A sustainable working life
- Business changes
- Administrative support for transition work
§ 5 Decision process
The Human Resources Director decides on efforts with transition funds in accordance with this agreement. Initiatives for efforts can, for example, come from managers, employee organizations, committees and other collaborative groups in the organization.
§ 6 Transition dialogue
The transition dialogue must contribute to the participation of the parties in the transition work and include dialogue on proposed interventions and development of the transition work. The dialogue takes place monthly at regular MBL time on Thursdays except July-August, and holidays/ vacation in connection with every change of half year are taken into account. The parties are expected to contribute to stimulating and developing the transition work.
§ 7 Follow-up
The follow-up takes place annually of the activities that have been carried out. The follow-up focuses on the measures to achieve the desired effects and to be able to be used to the desired extent. The parties will jointly agree on what information is to be produced in connection with the follow-up. The employer must have at least one month to prepare the documentation.
§ 8 Validity of the agreement
The agreement enters into force on March 2 2023 and is valid until February 28 2026 with a mutual notice period of three months, however, as long as the central agreement on local transition funds applies. The agreement is extended one year at a time without further action if the agreement has not been terminated.