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Odevo
Ode means tribute Dev elopment of Properties and Technology Evo lution
Background This Employee handbook contains information, guidelines and terms for employees in Odevo AB ("The Company").
Legislation The Company's goal is to provide employment terms and benefits that are in line with the market standards and remain competitive. The company adheres to relevant labor legislation when crafting its terms and policies Your employment is primarily governed by laws such as the Employment Protection Act, the Holiday Act, the Working Hour Act, and similar regulations. Additionally, your employment is guided by the contents of this employee handbook along with other policy documents and directives provided by the Company group.
Type of employment The type of employment you have is written in your employment agreement. Below is a description of the most common forms of employment. Permanent employment with an initial probationary period Permanent employment with an initial probationary period of 6 months. If nothing else is communicated, the employment turns automatically into permanent employment. Temporary employment Temporary employment runs for a predetermined period of time which is specified in the employment agreement. Temporary employment is used when there are special reasons such as a temporary assignment project employment, summer jobs or employment after reaching retirement age.[
Termination of Employment Termination Termination must be in writing.
Termination period You find your termination period in your employment agreement.
Working hours
Normal time Normal time is full-time corresponding to 40 h/week. The work must be completed during regular working hours such as Mon-Fri 08:00-17:00. Flexible working hours between 07:00 – 18:00 We apply flexible working hours, which means that, taking into account the business and the nature of the work, you yourself can arrange your working hours within the range of 07:00-18:00
Discrimination, abusive treatment and harassment
Odevo fosters a work environment marked by a positive outlook, mutual respect, job contentment, well-being, and camaraderie among individuals. We have a zero-tolerance towards any manifestation of discrimination, mistreatment and/or harassment. Harassment is defined as behavior linked to the seven grounds of discrimination: gender, gender identity or expression, ethnicity, religion or other belief, disability, sexual orientation and age. Deliberately offending and/or harassing a colleague is an act that violates an individual and is prohibited by law. The result of this can be disciplinary action which ultimately can result in termination or dismissal.
If you or if you suspect that someone else in the workplace is being subjected to discrimination, harassment and/or abusive treatment, you must notify your line manager, People & Performance and/or another person you trust. An investigation will then follow to establish details of the incident.
Salary payment Salary is paid on the 25th of each month. The salary period corresponds to one calendar month. Any reported deviations are adjusted the following month. Time reporting Time reporting is carried out in our system Visma Employee no later than the 3rd day of each month. Deviations are reported in arrears. The system can be accessed either via the web or via the app. Any deviations that are reported after the 3rd will be adjusted on the following month's salary. The line manager will no later than the 5th day of each month approve the time report.
Salary specification Your salary specification is available in Visma Employee and/or in Kivra before salary payment.
Salary review The salary is individual and based on your job description, experience, education, knowledge and performance. The salary is normally subject to an annual salary review where individual salary discussions with the line manager take place.
Salary
Holidays The number of vacation days is stated in the employment agreement. The vacation leave must primarily be taken during the period June-August, unless otherwise agreed or there are special reasons. Requests for the arrangement of summer holidays must be submitted to the line manager according to routine per department/function. We make sincere efforts to accommodate employee preferences while also considering operational needs.
Vacation year The vacation year runs between January 1st to December 31st.
Saved vacation We want to encourage our employees to use their holiday entitlement. In order to have the opportunity to accrue vacation, the rules below apply: An employee eligible for more than 20 paid vacation days within a vacation year can retain any excess days for use in a subsequent vacation year. Example: You have 30 vacation days. During the year, you have taken 15 of these days off. Out of the 15 remaining unused days, 5 days will be compensated, and 10 days will be saved for later use.
Leave and absence Earning of vacation days The basic principle of paid vacation is that you accure paid vacation continuously during the year and this is then used during the same year. At the end of the year, any wage debt is settled if the employee has a deficit of vacation days. In the event of a surplus, chapter 8.4 applies.
Our policy follows Swedish Holiday law. You can keep saved days for up to 5 years. In the 6th year, any leftover days will be paid out.
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We apply half-days, day before public holiday, if the work allows. It’s applied on the following day: Day before Epiphany (Dag före trettondag) Maundy Thursday (Skärtorsdag) Walpurgis Eve (Valborgsmässoafton) Day before Ascension Day (Dag före Kristi himmelfärdsdag) Day before All Saint’s Day (Dag före Allahelgonsdag)
Public holidays All Swedish public holidays are non-working days:
New Year’s Day (Nyårsdagen) Epiphany (Trettondagen) Good Friday (Långfredag) Easter Sunday (Påskdagen) Easter Monday (Annandag påsk) May Day (Första maj) Ascension Day (Kristi himmelsfärdsdag) National Day (Nationaldag) Midsummer Eve (Midsommarafton) Midsummer Day (Midsommardag) All Saints’ Day (Alla helgonsdag) Christmas Eve (Julafton) Christmas Day (Juldagen) 2nd Day of Christmas (Annandag jul) New year’s Eve (Nyårsafton)
Half-days refers to a working day of 4 hours (exclusive lunch break)
Compassionate Leave As an employee, you are entitled to short leave (one day) with retained salary under special circumstances. The right to leave applies in the following cases:
-Death of a close relative* -Close relative's funeral*
*by close relative it means spouse, cohabitant, parents or own children.
Leave and absence
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Parental leave You are entitled to parental leave in connection with pregnancy, child birth or adoption. You should provide notification of your wish to take two months[LB1] before the leave begins. Parental Pay If you are on parental leave and have ei, in addition to the Social Insurance Agency reimbursement. The amount of the parental pay is determined by your monthly salary and for how long you have been employed.
Parental pay is paid on two occasions, 1) when you go on parental leave 2) when you return and have worked for 3 months.
It is very important that you confirm the date of the birth/arrival of your child to Payroll in order to kick-in the parental leave payment. Sickness Illness that requires absence from work must be reported to the line manager as soon as possible. For long-term sick leave exceeding 7 days, a medical certificate must be presented. For more information on sick pay, compensation levels and current legislation, please refer to www.forsakringskassan.se. Remember to register absences in your time sheet. Care of children Care of children must be notified to your line manager as soon as possible, but no later than 9 a.m. on the first VAB (care of child) day. You can apply for temporary parental allowance at the Social Insurance Agency on the day the absence starts. Remember to record this in your time sheet.
Leave and absence
Full Wellness allowance Occupational pension up to 13 months. Sick insurance is still valid 120 days of the parental leave is accruing holiday pay All employees have occupational pension according to your employment agreement. If you have questions about pension, please contact the customer service at the pension & insurance vendor. Benefits during the leave of absence If you’re on parental leave you still have the below benefits: Wellness allowance We want to encourage good health and a healthy balance between work and leisure. Therefore, an annual wellness allowance of SEK 3,000/employee is offered. For employees who work half-time or less, half the health care allowance is paid. Terminal glasses The company reimburses vision examinations and terminal glasses with up to SEK 2,000. The cost is approved by the line manager. Occupational pension
Benefits
If you’re on leave of absence the following benefits apply:
The health care allowance is proportionally based on the length and extent of the leave of absence
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Travel guidelines Expenses Expenses in service are reimbursed if you have a receipt. Expenses are reported according to routine for each function and certified by the linelmanager. Mileage Mileage allowance is paid for business trips by private car at currently SEK 36 per mile, of which SEK 18.50 is tax-free and the remainder taxable. Reporting of miles driven and possible congestion tax is done according to routine for each function. Telephone
Employees who have been provided a work phone by the Company are permitted to use it for personal purposes, within reasonable limits. However, it's important to note that if significant expenses are incurred due to private use of the work phone, the Company may deduct these costs from the employee's gross salary. Press & Media No employees shall express themself on behalf of the Company in the press or other media without coordinationing and approval by the Management Team.
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