Purpose
There are two elements to this provision:
To ensure that staff who have not been included in local negotiations due to leave are able to take part in overall salary development.
To ensure that staff who have been absent from work for a long time and/or who have acquired relevant new skills receive a real salary assessment upon returning to work.
Who does it apply to?
This provision is applicable to staff who have been on 100% unpaid leave for more than one month.
Staff on partial leave are covered by the regular negotiation mechanisms of the Norwegian State.
This provision is also applicable to staff who have been on 100% leave so that they could hold another position at the University of Oslo.
Staff who have been on 100% leave for up to one month are covered by local negotiations: see the Basic Collective Agreement, clause 2.5.1. These must be handled by means of regular negotiations and not in accordance with the procedure for assessment of salary following leave of absence.
Time of assessment
Salary must be assessed on an ongoing basis and in connection with the employee’s return to work, regardless of whether they return fully or partly to the position.
Salary must normally be assessed soon after the employee has returned to work, and this must place following discussion with the employee. It may be appropriate to await the outcome of negotiations in cases where local salarly negotiations are ongoing, so that the employee’s pay is assessed on the correct basis. In such cases, it is particularly important for the manager to ensure that the employee is informed about the process and anticipated timeframe.
If the conditions for salary negotiation on special grounds (clause 2.5.3) are met, claims can be set out here as an alternative to salary assessment in accordance with clause 2.5.5 no. 4. This may be of particular relevance if staff have been absent from work for a long time and return to a position that has undergone significant change. Salary negotiations on special grounds (clause 2.5.3 no. 1) must be applied when changing a position code in connection with a return to work.
Effective date
The effective date is defined as the time at which the employee will return to work.
What is to be assessed
Elements related to general salary development:
- Are general allowances awarded for the period while the employee has been on leave?
- Has the unit’s salary level changed for the relevant employee group while the employee has been on leave?
- To what extent has the average salary for the position code changed while the employee has been on leave?
Elements related to individual assessment:
- Has the employee completed relevant training/courses while they have been on leave?
- Has the employee acquired prior learning and work experience that are relevant to their position?
- Are there any changes in the position to which the employee will be returning as regards duties, skills requirements or level of responsibility?
- Has the employee had an individual salary assessment in the last five years? See the University of Oslo's salary policy.
Consultation process
The processes described below must be followed regardless of whether the employer’s salary assessment results in a proposal for a different salary, or the employee keeps the same salary.
The employer should consider whether a special meeting with the organization in question should be held in advance if there is a need to bring up personal information during the consultation.
For 100% leave of absence of less than one year:
The employer fills in the form (norwegian) and submits it to hovedtillitsvalgte@uio.no, giving 10 days in which to request a consultation.
If the organizations require a consultation, the unit convenes a local consultation meeting. Meeting notice is sent to hovedtillitvalgte@uio.no.
For 100 % leave of absence for one year or more:
The employer fills in the form (norwegian) and submits it for the next 2.5.3 negotiation. The requirements are discussed on the basis of 2.5.5 and are not negotiaded, but for practical reasons they are dealt with together with the negotiation of the 2.5.3 requirements.