Agnieszka Hedlund quickly becomes upset when she talks about her former employer, company Good Life Sweden AB
" It started with that I discovered that we are systematically ruse on our salaries. It has been turbulent, " she says when the DN hit her at a café in central Stockholm.
Good Life of Sweden hired her in 2016 as boendestödjare and apart from the summer season in 2017, she has worked there until she resigned in the autumn of 2018. One of the reasons she chose to quit was that she noticed that the company is not paid a salary for all the time she was actually on the job, " she says. The error was due to how the computer system calculates the actual working time based on how boendestödjarna visit the different users.
involuntary unpaid ”håltimmar” which means that staff are much longer at work than what they get paid for. For Agnieszka Hedlund, who had a 65 percent service, disappeared for 10-15 hours each month, according to the calculation she has done.
" I loved my job and had satisfied users. But I think this is lönestöld, " she says.
Agnieszka Hedlund explains that she also has found the error when it comes to their vacation days and that it has not paid any OB-compensation for the run time – the time that the staff moves, for example, between different users – on the weekends. In total, about 10,000 sek Agnieszka Hedlund calls back from the Good Life in Sweden.
wages faced by many among the staff of the company, according to two other persons who are or have been employees of the Good Life in Sweden. One of the people affected is a current employee who wishes to remain anonymous.
" I have also sat and counted and have understood that I've been working more hours than what I have been paid for, the person said.
Even in this case, it involves around 15 hours in the month that the employee must have been missing out on.
– They are aware of it. It is pointed out already in the summer. It is my time that I am missing out on. And management knows about it and is doing this deliberately and systematically.
the problem with the alleged inaccurate wage payments is not completely understood. Good Life Sweden AB is a rapidly growing healthcare companies and from 2013 to 2017, the turnover has increased from over five million to 36 million. During the same period, the number of employees increased from 13 to 54.
According to ceo Fredrik Lundström is the number of staff currently approximately 130 people, of whom ”approximately” 50 to 60 are full-time employees. One of the people who DN have spoken with who have worked in a position with good insight in the company for many years – believes that many of these are affected by similar errors.
Agnieszka Hedlund gives the same picture, adding that she believes that the company is trying to hide the problems so that other should not require the same thing.
– A good employer would correct inaccuracies. But the mörkade instead, " she says.
DN is the difficult to get many of the employees to dare to confront the management with the requirements. Another reason is that the staff of the high level working individually and do not have much contact with each other.
Agnieszka Hedlund confirms the picture.
– There is no direct contact between the staff of the company. You don't hit on them, simply. But there are very many who will complain but it stays between us. There is no one who dare to stand out, " she says.Agnieszka Hedlund. Photo: Anette Nantell
Agnieszka Hedlund came up with a solution with the company after a long process, and would then get the money Good Life in Sweden was allegedly owed her, according to an agreement that the DN has taken part of. But in the agreement there was also a formulation of a vow of silence:
also after the termination of the employment observe confidentiality relating to the agreement, the origins of the same, Good Life Sweden AB:s, and its customers ' relationships and about what she in general taken note of as a result of his employment in the extent that the information is of a confidential or of a nature that may damage the Good Life Sweden AB”, reads paragraph six of the agreement.
Agnieszka Hedlund reacts violently to the company seem to require that she sign a ”munkavleavtal”.
– It is the money that is only to be paid out. And then will tystnadsavtalet suddenly. It is extortion. They have absolutely no right to demand it. It is, of course, like a regular payroll, " she says.
Only after a meeting with the representatives of the Good Life and Almega on Monday, 17 december drug company to finally back the obligation of professional secrecy, " says Agnieszka Hedlund.
the chairman of the department of private health and care confirms the picture of a pay dispute between the Good Life in Sweden and Agnieszka Hedlund – but also adds that there are several other cases pending against the company.
– We have several different cases at the same time when it comes to excel. For some, it applies the operation time, but also for OB-time on the weekends. The case of at least four people, " she says.
Elisabeth Antfolk is also critical to how the company has responded when the local union representative has made contact to discuss the conflicts that have arisen with various employees.
" What stands out primarily with the Good Life is that it is so difficult to get hold of the employer. We ask for a meeting in a good conversational tone, but we have been incredibly difficult to get to a few meetings with a Good Life at all. All meetings go through the employers ' association Almega, and it is incredibly unusual. It should of course be the last resort, " she says.
The settlement as a Good Life in Sweden has reached with Agnieszka Hedlund is Elisabeth Antfolk also doubtful.
– It is strange if different people have different agreements, " she says.
Fredrik Lundström turns against the agreement the company offered to Agnieszka Hedlund – which meant that she would have in the past lost salary – has been described as a ”munkavleavtal”.
" It is very unfortunate. When parties negotiate, Almega and Municipal, when will you agree any kind of deal, for example, any form of compensation or any form of notice. Then printed it on a piece of paper, and it is a standard paper that Almega has. It is a standard document so it is nothing that we have written, " he says.
He also claims that the company has a generous attitude to the compensation for gångtider of the staff, which many of the companies in omsorgsbranschen according to him, does not have.
" if you Are permanently employed then you get compensation, then you have to pay and then it does not matter how many customers you visit or anything. But Municipal and Almega has negotiated it so that the hourly employees receive no compensation between the customers. But we think that it is an advantage to work with us to get a compensation between the customers, even if it is not a requirement under the collective agreement.
also to Elisabeth Antfolks claim that it is difficult to get to the usual calls of a more informal kind with the Good Life in Sweden, and that it directly goes through the Almega.
" It feels really weird to if the employees, contact the Municipal for any reason regarding their workplace, so contact the natural employer Almega to have a discussion. It feels completely natural. Almega is the employers ' organisation and we are members there. We get the help and knowledge of them, " he says.
" I really don't know what it can be. I think that it is very small things, we interpret things in different ways. I think it has become a hen of a feather. It's just unfortunate that it has become infected and it is very boring because it is not supposed to be so.