Salary settlement in the private sector
Tekna’s salary policy in the private sector is about the members having free bargaining rights, and that the salary is best negotiated and distributed locally, through local collective bargaining. This means that wage formation takes place locally in the businesses, through negotiations between elected representatives and the employer.
The agreement between Tekna and NHO
The Confederation of Norwegian Enterprise (NHO) is Tekna’s largest negotiating counterpart, and Tekna has a separate main agreement with NHO. Tekna has around 25,800 members in NHO-registered companies.
The agreement between Tekna and NHO is held by the sector-based board of Tekna Private (Tekna Privat), which is comprised of centrally elected Tekna members working in the private sector who are elected at the annual meeting. This board is authorized by Tekna’s Executive Board to represent Tekna in agreement matters, and the board’s primary task is to maintain conditions that are regulated in collective bargaining agreements.
The main agreement is valid for two years at a time, being re-negotiated if one of the agreement parties moves to cancel the agreement. Negotiations regarding revision of the agreement take place between the sector-based board in Tekna Privat and NHO.
In case of a breakdown in negotiations between Tekna and NHO, the dispute is then mediated by the National Mediator of Norway. If the parties are unable to reach agreement after mediation, a strike is called.
Every second year, the parties in collective bargaining agreements have a so-called main settlement and interim settlement. In main settlements, the entire agreement is open for negotiation and revision – in addition to wages. It is at this time that the collective bargaining area is reviewed. In contrast, only wages are negotiated in interim settlements. In connection with negotiating collective bargaining agreements, employees have the possibility of going on strike.
Before each salary settlement, the negotiating committees prepare for a possible strike. There are separate, centrally-based conflict preparedness committees that make preparations and emergency plans for the negotiating committees. They work all year long, making proposals about which workers should go out on strike long before settlements are reached. The negotiating committee makes the final decision about which members will go out on strike.
At each place where strikes are to take place, a local conflict preparedness committee is established. This committee helps ensure that the list of names for their organization is correct. If a strike is called, this committee becomes a strike committee that organizes all practical details affecting a strike in their organization.
Get the highest possible salary growth
Tekna’s chief negotiators are clear on one thing: Salary levels should be negotiated locally and collectively in order to ensure effective negotiations and the highest possible salary growth
