Overview of possibilities for salary changes on hiring, and during employment
Abbreviations: BCA = Basic Collective Agreement
• Announcement of vacancy and hiring
• Salary negotiations on special grounds - 2.5.3 – negotiations
• Annual local salary negotiations - 2.5.1 – negotiations
Announcement of vacancy and hiring
-The employers and trade unions determine the job code and salary options for each new vacancy and announcement. (BCA, section 2.5.6 / Job structure at the University of Oslo)
-The applicant and employer can negotiate the salary based on the salary options stated in the announcement. ( Announcement text)
-The applicant can negotiate beyond the stated options. The employer and organisations conduct negotiations. The employer’s final offer applies. (BCA, section 2.5.3, 2)
-Within 12 months of the hiring date and when transitioning from temporary to permanent employment, the employer must reassess the employee’s salary. This takes place following dialogue with the employee. (BCA, section 2.5.5, 3)
-The employer can determine a new salary placement within the salary options for the position when transitioning from temporary to permanent employment. You may receive a salary increase, but a change to the position code is only possible through regular salary negotiations. (BCA, section 2.5.5, 3)
Working conditions
-The employer or employee (through his or her organisation) can negotiate a new salary and/or change to the job code if there are significant changes to the responsibilities and tasks of the position. (BCA, section 2.5.3, 1.a)
-Extraordinary effort, continuous. (BCA, section 2.5.3, 2)
-Extraordinary effort, extra effort/responsibilities for a limited time period. (BCA, section 2.5.3, 2 and agreement on salary increase for temporary extra assignment.)
-Equal pay, gender-based. (BCA, section 2.5.3, 3 and Equality and Anti-Discrimination Act § 34)
-Negotiating salary changes on offer of an external position – to retain employee. (BCA, section 2.5.3, 2)
-Salary assessment following unpaid leave of absence
In accordance with BCA, clause 2.5.5. no. 4, employees who have taken unpaid leave must undergo a salary assessment by the employer on returning to work. This must be discussed with the local union representatives.
-Annual local negotiations (seniority, expertise, effort and changes), salary policy. (BCA, section 2.5.1, Institutional salary policy at UiO)
-Mandatory overtime (BCA, Joint Provisions § 13)
-Fieldwork. (Protocol on conditions from 2008)
Automatic promotion
Promotion in relation to salary seniority in positions with a pay scale. (BCA)
Special grounds
-Senior policy measures – retain experience and valuable expertise. (Internal agreement on senior policy at UiO, BCA, section 2.5.3, 2)
-Doctorate earned. (Regulations)
-Promotion to professor. (Separate agreement. The Unions are informed about promotions, but we advise our members to contact us before the salary conversation with the leader. We may negotiate the salary according to BCA, section 2.5.3, 2.)
-Senior executive salary, elected or appointed to executive position. (Separate agreement)
-Substitute. (BCA, Joint Provisions § 12.2)
-Productivity/efficiency improvement project. (BCA, section 2.5.3.1, b)
-Minimum wage agreements based on education, salary seniority, practice and services. (BCA and Joint Provisions § 5)
Salary negotiations on special grounds - 2.5.3 – negotiations
Salary negotiations on various special grounds are based on section 2.5.3 of the BCA. Negotiations are usually conducted five times a year. The employer or employee organisations can demand to negotiate a new salary and/or change to the job code if there are significant changes to the responsibilities and tasks of the position.
In order to put forward salary claims, one of the following conditions must be met:
• A significant change to tasks (with higher qualitative requirements than previously and that are on a higher level) - BCA 2.5.3, 1a
• An extraordinary effort has been made (beyond the normal expectations of the position) - BCA 2.5.3, 2
• Considerable difficulties with recruiting or retaining specially qualified employees (for example, due to a new job offer)
The Norwegian Association of Researchers assesses and puts forward 2.5.3 claims for its members. Deadlines and links to claim forms can be found at Forskerforbundet UiO
Claims based on extraordinary effort or recruitment considerations are negotiated with the organisations, but in the event of disagreement, the employer’s final offer applies. If there are other reasons why you deserve a pay raise, the demand must be included in the annual local salary negotiations (2.5.1).
Annual local salary negotiations - 2.5.1 – negotiations
During the central negotiations headed by the Ministry of Local Government and Regional Development (KDD), funds are usually earmarked for local salary negotiations at the various government organisations.
The Norwegian Association of Researchers at the University of Oslo subsequently informs members about its profile for the upcoming local salary negotiations. If there is a possibility for individual claims, a link to an online claims form is sent to all members.
At the University of Oslo, the local trade unions usually meet with the leadership of UiO for negotiations in the autumn. The unions present their claims on behalf of their members. The negotiations are often called ‘2.5.1 negotiations’ because they are based on section 2.5.1 of the BCA. The employer and trade unions are equal partners in the negotiations, which means that they must reach an agreement.
You can submit a well-founded salary claim to the Norwegian Association of Researchers at the University of Oslo if you believe that you deserve a higher salary or job code for the work that you currently perform. Possible arguments may be poor salary progression, lower salary than colleagues who perform the same tasks, your strengths or performance excellence. Whether or not your demand will be met depends on the size of the salary pot and extent to which your employer and the organisations agree with the claim. The date of effect for the settlement varies from year to year.
Agreements and regulations
• Basic Collective Agreement for Government Employees (only in Norwegian)
• Equality and Anti-Discrimination Act
• Regulations at the University of Oslo
• Senior Policy Agreement at the University of Oslo
• Local Salary Policy at the University of Oslo
• Job Structure at the University of Oslo for Scientific Positions
• Job Structure at the University of Oslo for Technical/Administrative Positions (only in Norwegian)
• Staff Manual for Government Employees (only in Norwegian)