Cooperative agreement - LIME and GPH

The new cooperative agreement between Karolinska Institutet and the trade unions Saco-S at KI, OFR/S, P, O and Seko, entered into force on 1 January 2019.

Aim and purpose

The new cooperative agreement seeks to further improve and streamline operations, to embrace the competence of co-workers/employees in organisational development, to create an open and trustful dialogue between managers and co-workers/employees in order to promote influence and participation, and to facilitate the implementation of changes with dialogues at early stages. 

On the one hand the manager has to take the viewpoints of the co-workers into account, on the other, the co-workers/employees have to provide their viewpoints and feedback, after which the manager takes a decision.

Decisions cannot be appealed to cooperation at the institutional level.


  • Create a shared expectancy
  • Inform and involve at an early stage
  • Engage - establish dialogue - listen
  • Decide
  • Reconnect/communicate
  • Cooperation is an assigned task


  • Contribute with their perspective and or information
  • Be involved - listen
  • Show engagement
  • Accept and support made decisions
  • Cooperation is an assigned task

Formal requirements

  1. Managers conduct team meetings at least once a month
  2. Meeting memos are not formally required, but recommended nonethelessas an aid to the manager
  3. Queries are to be brought up with advance notice, to allow co-workers/employees a meaningful dialogue
  4. Co-workers/employees shall be given the opportunity to raise questions that lead to dialogue
    i. Co-workers/employees will announce in good time whether they have any question they want to raise so that it can be entered into the agenda.
  5. The agenda and documents (if any) are dispatched to participants ahead of time to allow for preparatory reading

What issues should the employees raise at these meetings?

  • Operational issues/organisational development/planning
    Ideas/proposals related to the workplace and day-to-day operations, planned changes – early stage participation.

  • Working environment & well-being
    E.g. workload, work-life balance, physical work environment, climate & community

What issues should the employer raise at these meetings?

  • Changes within the group
    switching/changing teams, management changes, transfers, information regarding persons who will leave and/or terminate their employment.
  • Competence provision
    Recruitments - prior to meeting HR and new employment is advertised, input requirement profile and ongoing information throughout the recruitment process.

Issues that must not be raised at the meetings

  • Individual cases (all relating only to individual persons)
    E.g. salaries, rehab, terms of employment, individual agreements