Salary is mainly set on two different occasions. When hiring new employees and in salary reviews.
Further down the page under the heading "Documentation for salary setting" you can read about the basics of salary setting in the state, how they are translated into local salary policy at Linnaeus University and how the salary policy should be applied. The salary hand formation book aims to support and facilitate the work with, and to be part of salary setting.
Salary for new employment is based on Linnaeus University's salary policy and salary criteria
When hiring a new employee, the salary-setting manager sets the salary with the support of the HR department. A salary setting for new employees is based on the same salary policy and salary criteria as in salary reviews. When the person to be hired and the salary-setting manager have agreed on a salary, this is informed to the employee organizations according to routine.
Salary review is based on RALS and takes place with the support of Linnaeus University's salary policy and salary criteria
The work with salary review is based on the central agreements RALS (Framework Agreement on Wages etc. for employees in the State area) that are signed between the Swedish Agency for Government Employers and the central employee organizations. The central agreements are then translated into local applications that the local parties (employer, OFR, Saco and Seko) agree on through a local agreement or through an agreement.
Regardless of whether salary is set through salary-setting discussions, through collective negotiation or with an employer decision, a salary discussion is included.
For more information about the process that applies to you, contact your employee organization. If you are not affiliated with any employee organization or if your employment rests on the manager's agreement, contact your manager or the HR department.
Salary survey Every year, Linnaeus University conducts a joint salary survey based on;
- the pay gap between women and men doing equal work;
- the pay gap between men and women doing work of equal value;
- Wage differences that exist between a female-dominated job and a job that is not female-dominated, if the work that is not female-dominated has lower demands but higher pay.
Provisions and practices on wages and other terms of employment applied by the employer are included in the salary survey.