Local collective agreement on active transition work at Uppsala University
This is an unofficial translation of the agreement from Swedish.
§ 1 Background
In this agreement the foundations are stated for the use of the funds allocated through the central parties' agreement on a reduced fee to the Job Security Foundation (Swedish: Trygghetsstiftelsen). According to the central agreement on local active transition work, the funds shall be used for skills development and competence exchange measures or other purposes that local parties agree on. The long-term purpose of the measures must be active transition work.
These funds are referred to in this agreement as transition funds.
§ 2 Purpose and objectives
Active transition work can be concrete measures for an individual employee or for a group of employees in a situation that has arisen, but also preventive efforts and measures. An overall purpose of transition work is to prevent situations of shortage of work.
The transition funds can finance measures and purposes that are part of this active transition work. The funds must be based on the needs of both the business and the employees.
The purpose of transition funds shall be to support internal and external transition in the event of, for example, redundancy or reorganisation and rationalisation, as well as in the event of increased or changed requirements for existing competence.
Transition measures, ie. skills development measures and competence exchange measures, shall lead to
- other tasks or other work within or outside Uppsala University and/or
- higher level of competence in the employment or that competence in the employment has been supplemented
Transition funds can also be used for measures that mean that an employee works part-time, for example by granting a partial pension, or that the employee's employment ends.
Transition measures can also have a preventive purpose, ie. before a tangible transition situation has arisen, where the goal is to avoid or minimize the need for transition.
Transition funds shall not be used with customary skills development measures that employers normally pay for, nor for such initiatives that the Job Security Foundation assists with.
§ 3 Transition measures
Transition measures are skills development measures or competence exchange measures. The following measures can be financed in whole or in part with transition funds.
- Courses and training
- Career guidance
- Competence exchange
- Partial pension
- Measures in connection with a special agreement
- Action plan with special efforts
The transition measures can be combined in an appropriate manner.
In this agreement, monthly salary cost refers to monthly salary including non-wage labour costs, excluding overhead costs.
Sections 4-9 describe the transition measures in more detail.
§ 4 Courses and training
Courses and training can be internal or external.
Costs for courses and training according to the annual training plan can be financed in whole or in part by transition funds.
Transition funds can finance course and training costs, including course materials and literature.
If the measure involves the need to travel, the transition funds can reimburse the costs.
Salary costs are not normally reimbursed. In special cases, salary costs can be reimbursed, for example when the absence means that the business receives increased costs for hiring a substitute.
§ 5 Career guidance
Career guidance can be granted for the purpose of supporting individual employees in their career choice or, if appropriate, a group of employees, before transition. Both internal and external resources can be used and financed with transition funds.
Salary costs are not normally reimbursed. In special cases, salary costs can be reimbursed, for example when the absence means that the business receives increased costs for hiring a substitute.
§ 6 Competence exchange
Competence exchange means that an employee has the opportunity to try other work or to work at another workplace within the University. The work can be for the time being or limited in time. Transition funds can finance a maximum of fifty percent of the salary cost for a maximum of six months, for the receiving workplace.
§ 7 Partial pension
Partial pension, according to the agreement on partial pension, can be financed by transition funds. Transition funds finance fifty percent of the salary cost.
§ 8 Measures in connection with a special agreement and more
A special agreement between the employer and the employee may mean that the employment ends and that certain transition measures according to the agreement are part of the special agreement. Other transition measures that can then be wholly or partly financed with transition funds, for example outplacement support. Furthermore, salary or equivalent compensation can be financed in whole or in part for a certain period of time.
Outplacement support can also be financed in full or in part without there being an agreement that the employment will end.
§ 9 Action plan with special efforts
If the need for transition work arises, for example, in a business or for a certain category of employees, an action plan with special efforts can be developed. The action plan may consist of transition measures under this agreement but also of other measures which contributes to the goal of the transition work. Such other measures may also be financed in whole or in part by transition funds.
§ 10 Analysis of transition needs, use of transition funds and follow-up
The parties in the Central Collaboration group, CSAM, analyse the need for major transition efforts once a year. The needs can be caused by structural changes and/or requirements with consequent changed requirements for professional roles and competences. Furthermore, it may be a matter of rationalisations or closure of businesses.
The parties in CSAM further agree on an overall allocation of funds for transition measures according to this agreement.
The parties in CSAM carry out an annual, or more frequent if necessary, follow-up and reconciliation of the analysis and distribution of funds.
The employer, through the Human Resources Division and the local employee organizations, continuously monitors how the agreement is applied.
§ 11 Application, preparation and decision
An application for transition funds for transition measures in accordance with sections 4-9 is submitted to the Human Resources Division. The application can be made by the head of department/ equivalent. If the application concerns a head of department/ equivalent, the application is made by the immediate superior.
An action plan in accordance with section 9 is drawn up in collaboration with the Human Resources Division and business representatives.
The application must state the purpose and objectives of the transition measure or measures that are relevant.
Transition funds are not granted retroactively or for a measure that has already begun.
The Human Resources Division prepares the application. The application is then processed in consultation by the parties jointly, after which a decision is formally made by the employer (Human Resources Director). With regard to the annual training plan, CSAM takes a stand on the extent to which transition funds finance the measures in the plan.
12 § Period of validity and notice
The agreement is valid from 1st of July 2013 until further notice with a mutual period of notice of three months, however, for as long as the central agreement is valid.