Individually agreed wages. When determining wages between the employer and the employee, the wage shall reflect the employee’s work contribution, competence, educational qualifications and skills, as well as the nature of the job and the responsibility involved. Decisions regarding salaries must take into account the Gender Equality Act. If wages at workplaces where the working hours are determined by service time (opening hours) are determined as aggregate wages for the worker’s total work contribution, an estimate of the work contribution on which the aggregate wages are based shall be stated, together with the average number of paid hours of overtime work each month or other factors involved in the wage structure, as appropriate. In the event of a change in the worker’s work contribution or in the worker’s job which conceivably changes the basis on which he is engaged, then his wages and wage structure shall be reviewed, taking into account the relevant changes, if either party considers there is reason to do so. In the same manner, the employer will verify the composition of employee’s overall agreement and demonstrate that the employee’s total wages and conditions are not worse than those provided for in the collective agreement should the employee so wish. An employee is entitled to have an interview with his superior once a year concerning his job and possible changes in employment terms. If the employee requests an interview, it should be granted within two months, and the resulting outcome of the interview should be available within one month. See the attachment from 2011, page 73, as regards employee interviews, which contains guidelines on what subjects can be considered normal to discuss in such interviews.
Individually agreed wages. When determining wages between the employer and the employee, the wage shall reflect the employee’s work contribution, competence, educational qualifications and skills, as well as the nature of the job and the responsibility involved. Decisions regarding wages must take into account the Gender Equality Act. If wages at workplaces where the working hours are determined by service time (opening hours) are determined as aggregate wages for the employee’s total work contribution, an estimate of the work contribution on which the aggregate wages are based shall be stated, with the average number of paid hours of overtime work each month or other factors involved in the wage structure, as appropriate. In the event of a change in the worker’s work contribution or in the worker’s job which conceivably changes the basis on which he is engaged, then his wages and wage structure shall be reviewed, taking into account the relevant changes, if either party considers there is reason to do so. In the same manner, the employer will verify the composition of employee’s overall agreement and demonstrate that the employee’s total pay and conditions are not worse than those provided for in the collective agreement should the employee so wish. An employee is entitled to have an interview with his superior once a year concerning his job and possible changes in employment terms. If the employee requests an interview, it should be granted within two months, and the resulting outcome of the interview should be available within one month. View the accompanying document from 2011 regarding employee interviews, which includes instructions on what is normal to discuss in such interviews. Notes of the general wage increase The negotiated general wage increase in the collective wage terms refers to the minimum increase in the regular wages enjoyed by an employee on the date when the increase according to the collective wage agreement is to be implemented, irrespective of the wages of the employee in question at that time. Overpayments may not be decreased or discontinued by failing to pay out general wage increases. Overpayments can only be reduced or discontinued by following the provisions of the employment contract. This provision, however, does not prevent companies from being able, by means of wage decisions, to accelerate increases through special decisions, in which case account can be taken of unrealised general increases in the next 12 months in a foreseeable and predetermined...
Individually agreed wages. Wage agreements between employer and employee shall reflect the employee’s work contribution, competence, educational qualifications and skills, and also the nature of the job and the responsibility it involves. Wage decisions shall take account of the Gender Equality Act. If wages in workplaces where working hours are determined by service time (opening hours) are determined as aggregate wages for the worker‘s total work contribution, an estimate of the work contribution on which the aggregate wages are based shall be stated, together with the average number of paid hours of overtime work each month or other factors involved in the wage structure, as appropriate. In the event of a change in the worker‘s work contribution, or in the worker‘s job, which conceivably changes the basis on which he is engaged, then his wages and wage structure shall be reviewed, taking into account the relevant changes, if either party considers there is reason to do so. Employees shall be entitled to have an interview with their superiors once a year concerning their jobs and possible changes to their terms of service, and the outcome of these interviews is to be clear within one month.
Individually agreed wages. Wage agreements between employer and employee shall reflect the employee’s work contribution, competence, educational qualifications and skills, and also the nature of the job and the responsibility it involves. Wage decisions shall take account of the Gender Equality Act. Employees shall be entitled to have an interview with their superiors once a year concerning their jobs and possible changes to their terms of service. Attempts shall be made to have the outcome of these interviews clear within one month.
