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An independent investigator will now examine the lead tutor’s criticized work environment. The administrative leadership and the unions have agreed on this.
– We have been working with this problem for a long time without improving, we will not move forward without external investigation, says Hanna Ljungberg from Akademikerförbundet SSR.
It was on Sunday that Sydsvenskan revealed that nineteen administrators of the authority have resigned since 2018, almost all in protest against the management and the bad work environment.
Also read “There are no bad days, only people who complain”
During Monday’s Supervisory Meeting, the unions SSR and Akavia de Saco demanded that an independent external investigator be hired. Something that the labor market management and social administration agreed upon.
– The beginning of problem solving is that we reach a consensus on what the problem is so that you don’t sit in different directions and try to solve different things. We have to start there, because I don’t think we fully agree on what we are trying to solve, says Hanna Ljungberg.
Hanna Ljungberg from Akademikerförbundet SSR.
– And since trust is seriously damaged, we do not see that it is possible to make an acquisition unless an independent party seizes it.
Sedat Arif (S), chair of the committee, told Sydsvenskan on Monday that he wanted to wait with action until the next employee survey is completed in November. But so far the unions don’t want to wait.
– Now people feel bad, we can’t wait any longer. This has been going on for quite some time, says Hanna Ljungberg.
Work environment problems are known to management. Rebecca Bichis, head of the labor market and social administration department, says they have tried to fix them, but failed.
– With the results in hand, perhaps we should have entered an external part earlier, she says.
– In hindsight, it’s a shame that an article is required, but I waited for the employee survey.
Rebecca Bichis, head of the labor market and social administration department, says they have tried to fix them, but failed.
The security representative alerted him in a letter earlier this year. What did you do after that?
– I reviewed it with Karolina Ribbestam and looked if it was something we would catch. I supported the managers on how they would work. But the bottom line is that it wasn’t enough. Something more is needed.
The unions and the administrative management must jointly specify the assignment of the investigation. It is not yet clear whether the investigation should include those who have resigned or only focus on those who remain.
– Regardless of who you are interviewing, you have to ask how it has been and not just how we are doing in the future, to be able to make it clear if it is people who have the conditions to handle the task they have, says Hanna Ljungberg.
Since employee surveys have long shown red bars, work in the workplace is already underway. But according to the twenty or so employees Sydsvenskan spoke to, in principle all exercises and action plans are based on the problems of the staff group.
What indicates that this research will be different?
– We have to try something else now. With someone on the outside asking questions and drawing conclusions, hopefully it will be easier to agree on what the problem is once and for all, says Hanna Ljungberg.
According to her, the culture of silence about the main guardian has made it difficult for the union to know what employees think.
– When we sit down in meetings, it is usually the management that tells us everything that has been done. When addressing employees, it has been difficult to get answers. Sometimes the silence speaks loud enough.
