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The negotiators leaved from the negotiation table with empty hands on 26 February. This means that unions will give strike warning in week 9.
The unions have made the necessary decisions about industrial action. The unions will leave a strike warning next week. Industrial actions may commence, at the earliest, two weeks after the warning. The strike warning will include information about the scope and duration of the strike.
Members are advised to follow closely the information channels provided by the negotiation partners and local strike organizations. Union members may direct their questions to their unions or their local representatives. You can see reasons for this action more detailed below and from the Member bulletin attached. ------ The employer has proposed significant weakenings to the terms of employment. The period of time for which sick pay is paid would be radically shortened. For those governed by working time law, the flexible time arrangements would be as dictated by the employer: for example 9 hours a day and 48 hours a week, or upon local arrangement, 10 hours a day and 60 hours a week. Additionally, the employer could place regular working time on Sunday without agreement of the employee.
Teachers' 1600 hour contract is being extended to researchers without the necessary protective clauses. In the future, researchers could be assigned teaching and other duties without clear bounds. Because of this, graduate students working on their theses would enjoy little protection. There are open questions regarding the teaching limits in teaching-oriented positions and for these groups there is the danger of increased work loads.
The current state, when there is no contract in force, causes great uncertainty about the future working time arrangements of teaching personnel. In conjunction with the university reform, it was promised that teaching and research personnel can concentrate on their core duties.
No contract being in force, the evaluations required by the salary system have been put on ice and as a consequence some earned raises have not been given. To the evaluation mechanism, the employer has proposed changes whose consequences are hard to foresee.
Weakenings have been also proposed to the conditions under which unions operate in the universities. No contract being in force, it has been unclear who would represent the employees locally.
The employer has not made a new salary offer since the previous, essentially zero offer. Money will be next discussed when the state government sector has reached agreement.
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