Central government settlement
Annual negotiations are held between the employee organizations and the state. During these negotiations, the framework for any central allowances and local wage negotiations is established
Annual local salary negotiations (Basic Collective Agreement clause 2.5.1)
The central government negotiations also set aside money for a local salary settlement in the various undertakings in the state sector. At UiO, the local unions and management meet to hold negotiations in the Autumn.
Demands are submitted by employees via trade unions or possibly directly to the employee’s own manager. The employer and unions are equal parties in the negotiations and this means they must agree before the negotiations can be said to have produced a result. Thus, submitting a demand does not mean that a salary rise will be granted.
The date when the settlement takes effect will vary from year to year. The negotiations are authorised by clause 2.5.1 of the Basic Collective Agreement in the state sector.
Local salary negotiations 2023.
Salary negotiations on special grounds (Basic Collective Agreement clause 2.5.3)
Salary negotiations may be conducted on various special grounds apart from the annual round authorised by clause 2.5.3 of the Basic Collective Agreement. Such claims may also be channelled through the employee’s own trade union or the employer may put forward the claim. These negotiations normally take place five to six times a year. All employees shall be given the possibility to have a salary assessment interview with their leader.
In 2023, 2.5.3 negotiations will be held on the following dates:
- Spring: 2 February, 23 March, 15 June
- Fall: 31 August, 30 November
Employer representatives submit their claims to the Department of Personnel Support 16 days prior to the negotiations.
The most important grounds are:
- Significant changes to the employee’s tasks
The claim must be documented so that it is possible to measure the changes. What is crucial is that the employee is given tasks which demand something of a higher quality than before, and that the new tasks are on a higher level. - Problems in recruiting or retaining specially qualified labour
If the salary claim is based on recruitment considerations, it must be documented that there is a real risk of losing especially valuable expertise. An example of this is an another, external job offer, but this ground may also be used in cases where there isn't a specific external job offer. Note: This ground is not to be used in cases of another job offer within UiO as UiO is one, united enterprise that is not to compete with itself. - Employees who have made an extraordinary work effort
The concept of “extraordinary” is understood to mean efforts far beyond that which could be expected from someone in the employee’s job. The efforts must also be part of the tasks allocated to the job and not assignments and posts that the employee has undertaken outside UiO.
Salary assessment during the first year of employment and when a temporary employee becomes a permanent employee
For up to 12 months after hiring the employee and when a temporary employee becomes a permanent employee, the employer must reassess the employee’s salary grade and possibly give the employee higher salary. The assessment is made after dialogue with the employee. This is authorised by clause 2.5.5 no. 3 of the Basic Collective Agreement.
Salary assessment following unpaid leave
When an employee has been on 100% unpaid leave for more than a month , the employer must assess the employee's salary grade upon returning to work. The assessment is made after discussion with the local union representatives. This is authorised by clause 2.5.5 no. 4 of the Basic Collective Agreement.
Salary assessment interview
- Employees are entitled to a yearly salary assessment interview concerning competence, responsibility, salary and career development. The interview shall contribute to equal salary among genders. This is authorized by § 3 clause 5 of the Basic Collective Agreement.
- In the interview, personnel managers are to inform the employee about the unit's and organisation's objectives and challenges. Furthermore, the personnel manager is to explain what is expected of the employee and outline UiO's salary policy. The employee may express his or her expectations concerning these topics.
- The interview is not a salary negotiation. The introduction of such interviews does not impact the existing negotiation framework spelled out in the Basic Collective Agreement but will enhance the parties ability to conduct local negotiations with a greater understanding of the individual employee. The employer decides when such interviews are to take place.
Payment after salary rise
New salary after seniority rise
The payroll system automatically adjusts salary payment as of the date of seniority rise. Only persons in a position with a salary scale (l?nnsstige) qualify for such rises.
Payment after central negotiations
Salary adjustments agreed in the central negotiations are effective as of 1 May. As a rule, the negotiation results are not ready in time for the salary disbursement in May. New salary and back pay are disbursed as soon as the results are registered in the salary system.
Payment after personal salary rise
This happens as soon as the Payroll Office receives notice of the change of position/salary.
Back pay for previous years
When a salary adjustment concerns the previous year, typically in cases of promotion to professor, the entire salary disbursement will be reported to the tax authorities for the current year's taxation. If the adjustment is substantial or the back pay concerns a extended period of time, you ought to consider applying for an amended tax deduction card (skatteetaten.no) (Norwegian).