Greater clarity with new collaboration agreement

“We are returning to the original purpose of the Employment Co-Determination in the Workplace Act, under which collaboration precedes decisions that entail more significant changes,” Carolina Öhrn, Senior Labour Law Specialist at Human Resources says.

She emphasises that collaboration is based on giving the trade unions the opportunity to participate in the preparatory processes leading up to decisions involving significant change. Less significant matters, however, should not be subject to collaboration. The aim is to make it clearer which matters require collaboration and which do not.

“Part of this streamlining involves distinguishing between information-sharing collaboration and negotiation-based collaboration,” Carolina Öhrn says.

Information-sharing collaboration involves providing the trade unions with ongoing information at an overarching level – for example, if savings are to be made within a particular area of operations. The unions should be able to use this information in matters that may subsequently become subject to negotiation-based collaboration.

Working together with the unions

Carolina Öhrn explains:

“An important part of the process behind the new agreement has been sitting down with the unions and discussing various issues relating to collaboration.”

She highlights the considerable value of the joint work undertaken by the employer and trade unions, as well as the positive working climate within the group.

“We have often shared the same view of the challenges.”

To make it easier to understand which matters require collaboration, guidance for managers, including specific examples, will be produced during the autumn.

“Recruitment authorisations are one specific area that has changed under the new agreement. ‘Standard’ recruitments will no longer be subject to collaboration. Decision-makers must also give careful consideration to decisions that involve change. Does the decision entail a significant change or not? Collaboration is an important part of preparing such decisions. Managers will be able to seek guidance from HR when making this assessment,” Carolina Öhrn says.

Text: Marianne Norén

Comments from the trade unions

What do you see as the most important improvements?

Charlotte Hurdelbrink, Saco-S:
“I feel that the agreement is clearer now. It is also more closely aligned with the realities of KTH and with the way our structures currently operate. In addition, we have tried to anticipate certain changes to make the agreement more sustainable over time.”

How well has the joint work between the parties functioned?

Nelli Jokinen, LO/SEKO:
“The collaboration has worked well. We, as trade union representatives, have been listened to, and together with the employer we have developed a collaboration agreement that works effectively. The challenge has been to clarify the agreement so that it is not interpreted in different ways.”

What is the next important step?

Malin Björk, ST:

“We are currently preparing for the agreement conferences this autumn. Signing the agreement is the first step. We must then go out and talk to managers and employees across KTH about collaboration. It is important for everyone to understand what needs to be done, what collaboration means, how it works and why it matters.”