KS and parties on the employee side met today to negotiations starting in
Read the full claim 1 here
– Our requirement is that all municipal employees with higher education placed in a separate payroll section and negotiate wages based on their salary mass, says chief negotiator Uniontown municipality, Steffen Handal.
Do yield better results for skills
Female dominated professions such as kindergarten teachers, teachers, nurses and other health professionals with higher education in the municipal sector, have long had a low salary. Still serve women with higher education only 80 percent of what men with the same amount of education serve.
Teachers in school after KS took the negotiation mandate in 2004 had a significantly weaker wage development than groups in the industry, and an even weaker salary increases compared with other employees in the municipal sector. Figures from the Technical Calculation Committee shows that there have been in excess of 10 percentage points weaker salary increase for the teachers.
– The result will be weaker recruitment and debilitated services in the municipalities. This is a problem for employers. However, it is a problem for workers who lose pay battle. We believe that a new salary chapter is good for recruitment and a grip that come will help ensure that all occupational groups with higher education in the municipal sector ensured better count of expertise, says Handal.
Major restructuring and big ambitions better quality health and education requires that local government must think long term when it comes to recruiting and retaining employees with higher education.
Match for distribution
The economic situation in the country indicate that the public sector should allocate pay increases within a responsible framework which nevertheless ensures employee purchasing power.
– The battle in this year’s settlement will be on the distribution of money, says Handal.
The deadline for the parties to agree in this year’s settlement is Saturday 30 April at 24:00.
- An economic framework that is at least on par with the financial framework for the industry, so that the total purchasing power of the minimum can be maintained .
- Bargaining for employees with higher education regardless of other employees in the municipal sector through a dedicated payroll chapter of negotiations based on the total salaries for employees with higher education.
- Improved dispute resolution provisions and more precise regulation of local bargaining, partly to ensure genuine equality and better wages count for additional education.
- Stronger commitment of employers to ensure that employees in positions requiring higher education meets the legal competence.
Q & A about Unio municipality claim 1
Why is a separate chapter for employees with higher education good for the education Association members?
Experience has shown that when all occupational groups (unskilled workers and employees with higher education) negotiate wages within a common section, so ducks employees with higher education with the lowest wage (well documented Holden III). This has particularly affected teaching positions in schools. This is partly because many settlements with special low pay increase and even / flat crown supplements or combinations of crown addition and percentage addition, rather than that it was given as / flat percentage pay increases. The result is that after negotiating responsibility for schools was transferred to KS, so employees in teaching positions had over 10 percentage points lower wage than other municipal employees.
Why do not we fight for a higher frame?
because of the economic situation Norway is now in. We fight for a frame that is at least on par with the industry, and that together makes the purchasing power as at least be maintained.
What does it mean to have handled his own “pay mass” and what is “pay mass”?
total salaries is the sum of all employees in a payroll chapter or tariff area servant. When calculating how much money you have available at a wage in a tariff area or a payroll section, then there is this total salaries which underlie the calculation. This total salaries multiplied by the estimated percentage financial framework for settlement. Employees with higher education earn more than employees without higher education. If the calculated own salary mass for employees with higher education multiplied by the financial framework of the settlement, there will be more money available for distribution within a separate chapter for this group than if one calculates a common salary mass and a common economic framework which shall then allocated to all groups of municipal employees. It is the latter solution which has opened for special low pay increase and crown as well as weakened wage especially for teachers. The total salaries school supplied the municipal tariff area when the negotiation mandate was transferred to KS is used as basis for financing low pay increase and as penny as well as other groups of municipal employees have earned.
Does this mean we should have separate negotiations?
That means it should be negotiated separately for employees with higher education, but not for the union or Unio shall have its own negotiations or that it be negotiated at a different time than today.
are there any other groups in the local government sector which has “separate chapter”?
Yes, managers and so-called “academic groups” each have their salaries chapter, respectively ch. 3.4 and ch. 5. These salaries chapters still retained. Employees in these salary chapters receive all salary increases negotiated between employers and workers locally in the individual municipalities / county.
What does this mean for local negotiations?
own salary chapters with separate negotiations centrally, it is also natural that the local bargaining benefits the deposed pot prorata, ie proportionate, between the two salary chapters.
are there smaller wage differences between kindergarten teachers and teachers now?
a separate payroll chapter for employees with higher education, the goal is also that it should be the same lowest guaranteed salary ladder that goes to 16 years for both kindergarten teachers and teachers in school. However, it will still only be teachers in the school who are automatic wage increases as a result of additional education.
What happens to the teacher’s competence payroll now?
Teacher competence payroll preserved as it is today and will still only apply to teachers in school.