NITO's salary policy - your tool for better pay
NITO's members must have a salary level and a salary development that reflects their expertise, value to the business and importance in society. It must pay to be a NITO member. Here is how you can use the salary policy actively.
NITO's wage policy is adopted by the NITO Congress and decides how we should work with wages.
1. You have the right to real salary negotiations
NITO's policy: We enter into good agreements centrally that ensure our members the right to conduct real wage negotiations in their businesses based on the company's competitiveness.
What you can do:
- Request an annual salary review with your manager.
- Think about what has changed since the last conversation. Have you been given new tasks, more responsibility or strengthened your skills?
- Talk to your union representative about how salary negotiations take place at your workplace.
- Check the salary level for the position and your skills in NITO's salary calculator.
2. Your salary must be based on objective criteria
NITO's policy: Salaries shall be determined locally according to objective criteria such as position, responsibility, formal and prior learning, results, local conditions and the market's supply and demand for the employee's skills.
For example, the starting salary will normally be highest for the person with the highest education, but someone with a lower education may have a higher salary if the work performed and prior learning so indicate.
Objective criteria for salary determination are negotiated centrally, locally and/or in cooperation with the employee representative.
What you can do:
- Make a note of the results you have achieved, and tasks or responsibilities that have arisen since the salary was last assessed.
- Make sure your manager knows about the courses, certifications, and other skills you've developed.
- Examine what people with similar positions and skills earn.
- Use the employee and salary interview to talk about your results, goals going forward and what you need in terms of skills development.
3. You are protected from discrimination
NITO's policy: We do not accept pay differences based on discrimination. This also applies to different union affiliations.
What you can do:
- Compare your salary with the salary level for similar positions, responsibilities and skills.
- Raise the matter with the union representative if you believe that pay differences cannot be explained by objective criteria.
- Report any suspicion of pay discrimination. NITO can assess the case and advise you on the way forward.
4. Salary reviews should be honest and constructive
NITO's policy: Honest salary discussions give both employees and employers the opportunity to influence salary developments and clarify expectations.
What you can do:
- Say what you expect, and justify it with responsibility, competence and results.
- Ask your manager to be specific about what it takes for you to get the desired salary increase.
- Listen to the manager's assessment, and ask if the reason is unclear.
- End the conversation by summarizing what you agree on, and follow up on what you have agreed.
5. Your company's finances affect your salary negotiations
NITO's policy: It is the individual company's finances that should be decisive for the outcome of the local negotiations – not centrally agreed financial frameworks.
What you can do:
- Familiarize yourself with the company's financial situation
- Look for information about results, future prospects and the need for labour and skills.
- Show how the work you do contributes to your business's performance.
Tools that help:
Checklist for your next salary interview:
- Gather documentation for your results in the last year
- Research Market Salary for My Position
- Identify areas for competence development
- Arrange a meeting with your immediate manager
