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The Almega Independent Schools agreement
The collective agreement is valid from September 1st 2021 until August 31st 2023. I applies to teachers (in all school forms) and guidance counsellors who are employed by independent school companies linked to the employers' organization Almega Tjänsteföretagen.
The collective agreement has been translated in its entirety by Almega – it is published at the bottom of this page.
The original Swedish wording of the conditions in the agreement shall prevail in case of dispute.
News in the collective agreement
In the current Independent School Agreement, we have taken important steps to strengthen the clarity of working time and work environment issues. This has been manifested through clearer demands on the employers to work with, and balance, the working hours and work content for teachers, principals and guidance counsellors.
Support from Sveriges Lärare and Almega
This is also reinforced by the fact that central parties also will take a more supportive role by assisting local parties when needed in matters concerning employees' work environment.
We also agree with Almega on the need to raise the status of teachers and guidance counsellors and to strengthen the attractiveness of the profession.
We agree that before each working year/semester, the employer must plan your work tasks together with you and how your working hours are to be arranged. We also agree on the importance of sufficient time for planning and follow-up.
In determining working hours and work content, the conditions of the individual teacher, principal or guidance counselor, subjects taught, tasks in addition to teaching, the nature of the service, and - very positively - to trade union assignments, and competence development must be considered.
The central parties also agree to find ways in a working group to increase knowledge of rules and support materials regarding the working environment. The working group will also look at principals working environment.
You can read more at 4:4 and appendix 8 in the collective agreement.
The parties agree on the importance of long-term strategies to achieve a desired wage structure and strengthen the legitimacy of wage formation.
Special focus shall be placed on ensuring that the salary levels are such that one can attract and retain qualified and licensed teachers, principals and guidance counselors. Development and good performance must pay off, as well as experience and professional skills.
You can read more in the section regarding wage formation.
School trips with overnights stays
We have succeeded in negotiating and agreeing on basic conditions in connection with school trips. It regulates working hours, that staffing and responsibilities must be clarified before the trip, compensation, and that the insurance situation must be clarified before departure and allows local adaptation.
We have seen improvements in the parental supplement, in particular with the removal of the second qualification requirement for employment three months after the end of the leave - this means that as long as you meet the other qualification thresholds (1, 2, and 3 years), no one risks miss all or part of the supplement. The fact that it is also paid monthly is another modernization. You can read more at chapter 8 in the collective agreement.
We have removed several restrictions on the right to sick pay in a way that strengthens our ambition for a collective agreement that is sustainable in the long term in both the age and disability perspective. You can read more at chapter 7 in the collective agreement.
School trips with overnights stays
Please read appendix 9 in the collective agreement.
Some of our most important demands in the contract negotiations were:
- Salary levels that attract qualified and licensed teachers, school principals and guidance counsellors and a salary structure that ensures that those who are experienced and skilled stay in the profession.
local collective agreements that govern how the staffing and distribution of tasks is handled.
- Improvements to the parental leave supplement - A certain period of employment is required to receive the supplement. Pregnant workers risk being disadvantaged as, unlike the parent who does not give birth to the child, they cannot plan their leave in the same way.
- Clear conditions when working at school trips and camp school.
that models are developed that make it possible to work part-time at the end of working life, so that those who can and want are able to retire later.