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Terms of employment
Certificate of employment
Salaries
Hours of work
Holidays
Conditions pertaining to illness
Parental leave and other leave
Reimbursement for medical expenses
Keep-fit activities
Notice
Insurance and pension
Work environment
Equality
Staff training and skills development
The Staff portal
Union organisations
Terms of employment This information is a brief summary for new employees at the University of Gothenburg.
In the event of problems of interpretation of differences between the Swedish and English
text, the Swedish text which constitutes the basis of the information, shall always take
precedence.
This information was last updated by Human Resources in June 2013.
Certificate of employment Your terms of employment are regulated through an agreement between the main union
organisations Saco-S, OFR-S and SEKO and the National Agency for Government Employers
(Arbetsgivarverket). Villkorsavtal/Villkorsavtal-T together with the Local Agreement on Pay
and Benefits for the University of Gothenburg are the two most relevant agreements. As a
new employee you will have received a certificate of employment. This sets out your job title,
position, whether your employment is temporary or fixed-term, monthly salary and scope. In
addition to this you will have received an information sheet "Terms of Employment".
Salaries The University sets salaries on an individual basis.
Payment of salaries
In connection with starting your employment you should submit a tax assessment notice for
the current year to your faculty office/equiv. plus any tax adjustment decision. If the office
does not receive your tax assessment notice, deductions will be made in accordance with the
tax authority’s directions. This might entail the deduction of increased preliminary tax. You
can obtain a tax assessment notice by phoning the Tax Authority’s service line 46 (0)20 - 567
000 or at www.skatteverket.se.
Salaries are paid no earlier than the 25th of the month. If the 25th falls on a Saturday, salaries
are paid on the 24th and if the 25th falls on a Sunday payment takes place on the 26th.
Payment in June and December may be on a different date depending on which day of the
week that Midsummer Eve and Christmas Eve fall respectively.
Salary is not payable in advance.
The Nordea bank deals with payment of salaries. If you would like your salary to be paid into
your bank account, you need to complete a transfer order (appendix 1) and send it to:
Nordea
Löneservice, P1306
105 71 Stockholm
Otherwise salaries are paid by giro cheque.
You can view your payslip in the personal reporting function that is accessible via the Staff
Portal. Your user authorisation to access the Staff portal and Self Service is available from the
authorisation administrator in your department (equiv).
Name and/or address changes can be made directly in the Self Service function, where you
can also enter details of your relatives.
Hours of work
General rule for teaching staff
A specific local working hours agreement applies for teaching staff. Total working hours are:
1,700 hours with 35 days holiday
1,732 hours with 31 days holiday
1,756 hours with 28 days holiday
General rule for administrative and technical staff
A local ALFA agreement is in place for administrative and technical staff. During the period
1 September to 30 April working hours are 8 hours and 10 minutes per day, normally
extending between 07.50 and 16.30 with a deduction of 30 minutes for lunch. From 1 May to
31 August working hours are 7 hours and 30 minutes, extending between 08.00 and 16.00
with a deduction of 30 minutes for lunch.
Some units apply a local agreement on flexible working hours. This means that employees
have the option of selecting working hours within certain set parameters.
Working hours in connection with holidays (not for teaching staff)
Easter Eve, Whitsun Eve, Midsummer Eve, Christmas Eve and New Year's Eve are non-
working day.
Working hours for the working days below are reduced by the following number of hours:
The Day before Epiphany 4 timmar
Monday Thursday 2 timmar
30 April that falls on
• Monday - Thursday 2 hours
• a Friday 4 hours
The day before All Saints’ Day 4 hours
If the 23 December falls on a Friday 4 hours
Working hours for part-time employees are reduced in relation to the extent of the post.
Overtime
Overtime work is work carried out by full-time employees over and above their ordinary daily
working hours. All overtime must be on the instructions of your supervisor. The overtime
ceiling is 150 hours per calendar year. Overtime that is compensated in the form of time off is
not counted in the total overtime per year. Compensation for overtime can be in the form of
overtime allowance or compensatory leave.
Extra hours
For part-time workers, work over and above ordinary daily working hours constitutes extra
hours. However, extra hours do not extend further than the ordinary working hours that apply
for a full-time worker. The total amount of extra hours and overtime may not exceed 200
hours per calendar year. However, extra hours may not exceed 175 hours per calendar year.
Compensation for extra hours can be in the form of overtime allowance or compensatory
leave.
Holidays According to Government regulations, holidays are earned during the current calendar year.
As a general rule, holidays must also be taken during the same year. If you are a new
employee, this means that you are entitled to holiday time during your first year. The number
of paid days holiday is calculated on the basis of the period you are expected to work during
the year.
If you have accrued more than 20 days you are entitled to save the surplus days until a
subsequent year. However, the maximum number of days holiday that can be saved is 35. If
you do not want to save holiday you have to take your entire holiday in the year in which it
has been accrued.
According to section 11 of the local ALFA agreement, if there are special reasons, employees
are permitted to take excess days holiday no later than the 31 March in the year after that in
which the days were accrued.
If you terminate your employment and have taken more days holiday than you have accrued,
you will be obliged to make a refund. If you have holiday days left when your employment
ceases, you will receive holiday pay.
If you have been on unpaid leave, the number of days holiday decreases in proportion to the
length of the leave (deductions for some days are exempt).
Number of days holiday
up top 29 years 28 days
from 30 years 31 days
from 40 years 35 days
Midsummer Eve, Christmas Eve and New Year's Eve are not counted as holiday days.
For employees with concentrated part time, holiday is calculated by quota.
For each (paid) day of holiday that is taken, a holiday bonus of 0,49% of the current fixed
salary is paid.
Conditions pertaining to illness If you are ill you should notify your workplace at the earliest possible opportunity. In the
event of illness lasting more than seven days a doctor’s certificate must be presented. Speak to
your Human Resources Administrator or Head of Administration at your department (equiv).
Sick pay period
The first 14 days of illness are called the sick pay period and you receive sick pay from your
employer for this period. From the 15th day the Insurance Office pays sickness benefit.
Waiting day
Rules currently apply throughout the labour market regarding a so-called waiting day in the
event of illness. This means that no compensation is paid for the first day of a sick pay period.
There is a rule that covers falling ill again. It means that if you get well and subsequently fall
ill again within five calendar days, the new period of illness is counted as a continuation of
the previous one. Compensation is then calculated as if you had been sick continuously.
General high risk protection is in place that means that the number of waiting days is limited
to 10 during a twelve month period counted from the first waiting day.
Leave
Parental leave
A deduction for each day is made during parental leave.
The University pays parental benefit supplement in conjunction with parental leave. Parental
benefit supplement is paid for those days during the period of parental leave when you receive
parental benefit up to the basic amount ceiling or above.
Parental benefit supplement is paid when you have submitted a copy of the payment decision
from the Social Insurance Agency to your salary administrator. The supplement is paid for a
maximum of 360 days for each childbirth.
Other leave
A deduction for each working day of 4.6% of the fixed monthly salary is made in conjunction
with unpaid leave of up to 5 working days.
A deduction for each calendar day of 3.3% of the fixed monthly salary is made in conjunction
with leave of 6 working days or more.
Paid leave
If you have been granted leave in accordance with the Leave Act, you are entitled to pay
without deduction during the leave as below:
Reason Time
Serious illness, death, funeral, estate inventory
proceedings or distribution of an estate within
one’s family or closest relatives
The time needed (incl, travelling time),
however, a maximum of 10 working
days per calendar year
Moving house, if payment has been agreed for this Up to 3 working days
Moving house in other cases One working day
Union representation Up to 10 working days per year
An examination or test Up to 5 working days per year
Reimbursement for medical expenses You can visit a doctor or dentist during working hours.
You will be reimbursed for medical treatment, physiotherapy, hospital treatment and for
medicines in the following cases:
medical treatment- only treatment (not preventive measures
such as health check-ups or vaccinations)
physiotherapy – that is administered by a qualified
physiotherapist within public health care or individual
practitioners who apply charges set by the Government
medicines – only subsidised, prescription medicines are
reimbursed. The receipt for the medicine should specify the
proportion of the fee that you have paid
To receive reimbursement for the above you have to complete the form Request for
reimbursement for costs of health care and medicines and submit it along with the original
receipt/copy of high-cost card to your faculty office/equiv.
Reimbursement for medical expenses within publicly funded health care is subject to tax.
Keep-fit activities You are entitled to paid leave for one hour’s keep-fit per week.
As an employee you can receive a contribution towards keep-fit activities under certain
conditions:
the keep-fit activity is defined as a simple form of exercise or other keep-fit
activity according to current tax legislation.
the size of the contribution may amount to SEK 2,000 per calendar year for
employees.
contributions can – at a maximum overall amount of SEK 2,000 be paid on
up to two occasions per calendar year.
With regard to keep-fit activities, employees also include holders of doctoral grants.
To receive reimbursement for the above you have to complete the form ”Reimbursement for
keep-fit activities”, and submit it to the department (equiv.) together with receipts for the
outlay incurred.
Notice
a) if notice is given by the employee, the following periods of notice
apply:
The employee has been employed for Period of notice
up to 1 year 1 month
more than 1 year 2 months
b) if notice is given by the employer, the following periods of notice
apply
The employee has been employed for Period of notice
up to 1 year 1 month
more than 1 year 3 months
If notice is given by the employer, the period of notice may be longer in accordance with
section 11 of the Employment Protection Act and section 10 of the Job Security Agreement.
Insurances and pension
Insurance
The Government has a group life insurance scheme that comes into effect on your first day of
employment. The Occupational Injury Insurance Act also insures you during working hours
as well as for travel to or from work.
When travelling on business you are covered by travel insurance. For further information –
contact your department/equiv.
Pension
As an employee at The University of Gothenburg, you are included in occupational pension
scheme PA 03
PA 03 provides a number of benefits:
Defined-contribution pensions in the form of individual retirement pension
and complementary retirement pension.
Defined-benefit pensions in the form of retirement pension, invalidity
pension, survivor's pension and paid-up policy.
Benefits are calculated and paid out by the National Government Employee Pensions Board
(SPV).
In addition to the state occupational pension scheme, you also benefit from the national basic
pension scheme, which is administered by the Swedish Pensions Agency
(Pensionsmyndigheten).
The collective agreement pension and the national basic pension can be complemented by a
private pension scheme.
Work environment The work environment agreement at the University is based on the work environment
legislation and central and local work environment agreements.
Working to advance a good work environment is a task shared by the University’s
management, employees and students. Responsibility for work environment issues rests with
the employer.
There is a well developed organisation within the University for working on work
environment issues. There should be a work environment representative in each department to
monitor work environment issues from the perspective of employees.
All the University’s employees are covered by the occupational health service supplied by
Previa. The occupational health service provides access to doctors, nurses, ergonomists and
psychologists. Previa, Nils Ericsonsgatan 17, 6th floor (Nordstan), 031-61 57 00.
Equal Value and Equal Opportunities The University of Gothenburg promotes Equal value and Equal opportunities as stated in the
Strategic plan, which sets the guiding principles for the issues at hand and constitutes the
foundation of the university’s Equal treatment policy.
The University’s goal in promoting Equal value and Equal opportunities is to ensure a
positive work environment in which all staff and students, irrespective of sex, ethnicity,
religion or faith, possible disabilities, sexual orientation, transgender identity or age have
every opportunity to enhance their development.
The Equal Treatment Committee is commissioned to promote Equal value and Equal
opportunities within the University of Gothenburg. Corresponding committees are situated
within every faculty and department throughout the University. An Equality representative is
appointed at every department.
Contact: Equel Opportunities Coordinator Pia Götebo Johannesson, 031-786 5348 or Equel
Opportunities officer Samuel Heimann, 031-786 6525
Staff training and skills development You have been employed at the University because you have been adjudged to have the
expertise required by the position. It is important that during your continued employment you
are given the opportunity to both maintain and develop your expertise in line with
developments in your field. The responsibility for maintaining and developing your expertise
rests both with yourself and the employer.
Skills development can be either required or strategic. Strategic development does not
necessarily need to be directly linked to your job assignments but may have other purposes.
One strategic initiative is the central introductory training for new employees, which has the
aim of providing new employees with knowledge both about the University, its activities and
organisation, and about the laws and statutes that govern your employment. The central
training should be regarded as a continuation of the local introduction that you received at
your workplace immediately on commencing your employment. Responsibility for that
introduction lies with your head of department/equiv.
The Staff portal
The Staff portal is a personalised service that is a one-stop source of useful information and
services/tools (for example Self Service, e-mail and calendar). Your user authorisation to
access the Staff portal and Self Service is available from the authorisation administrator in
your department (equiv).
Union organisations There are three main organisations represented at the University:
OFR-S
Fackförbundet ST sektionen vid
Göteborgs universitet 214/17
The Union of Civil Servants
Lärarförbundet
Göteborgs universitet The Swedish Teachers’ Union
Visit address:
Karl Gustavsgatan 12B, 4th floor
411 25 Göteborg
Postal address:
Box 100
405 30 Göteborg
Phone: 031-786 1169
E-mail: [email protected]
Visit address:
Karl Gustavsgatan 12B, 4th floor
411 25 Göteborg
Postal address:
Box 100
405 30 Göteborg
Phone: 031-786 6029
E-mail: [email protected]
Saco-S
Saco–S-rådet Göteborgs universitet The Swedish Confederation of Professional
Associations
SULF
Göteborgs universitet The Swedish Association of University
Teachers
Visit address:
Karl Gustavsgatan 12B
411 25 GÖTEBORG
Postal address:
Box 100
405 30 GÖTEBORG
Phone: 031-786 1987, 031-786 1078
E-mail: [email protected]
Visit address:
Karl Gustavsgatan 12B
411 25 Göteborg
Postal address:
Box 100
405 30 Göteborg
Phone: 031-786 2768
E-mail: Catrine. [email protected]
SEKO
SEKO Väst
Klubb universitet Göteborg
The Union for Service and Communication
Employees
Visit address:
Erik Dahlbergsgatatan 11B, 4th floor
411 26 Göteborg
Postal address:
Box 100
405 30 Göteborg
Phone: 070-5271173, 031-786 1173
E-mail: [email protected]
