Sidst opdateret: Tuesday, 12. August 2014 - 15:57 / jbr
On this page you can find information regarding employment law. Below are answers to some of the PhD fellows' frequently asked questions on employment. Please contact us if you need answers to questions not listed below, such as:
- What are my rights if I disagree with my supervisor?
- Can I negotiate my salary or patent rights after employment?
- Contracts and agreements
As an IDA member our legal experts are on hand to review any such issues you may have. You can find contact information in the right column.
For people employed as PhD fellows at a university
As a PhD fellow employed at a university, your salary and additional terms of employment are set in a collective agreement. With few exceptions, the terms are the same for you as for all others employed within the same collective agreement area.
You are employed according to a collective agreement between IDA and the state, including various agreements on e.g. holidays, maternity/paternity leave, etc. Therefore, most terms of employment will be agreed upon in advance and cannot be changed. However, there are a few which are agreed upon individually or arranged/employed by the individual place of work
You are ensured a centrally agreed, basic pay. On top of the basic pay you receive a centrally agreed PhD allowance. Furthermore, in special cases, you can receive an individual bonus. It is your local trade union representative who negotiates and approves the allowances which are negotiable. If your place of employment does not have a trade union representative, IDA negotiates and approves your allowance. You can check whether there is a trade union representative at your place of employment by looking it up in IDA's guide to engineers’ workplaces.
Your working hours/schedule
For a full-time position, the working hours are on average 37 hours a week including lunch. As a PhD fellow, your employment includes an obligation to perform tasks for the institute corresponding to 840 work hours over the course of the 3 years.
Your place of work
Your place of work must be listed in the contract. This is due to the fact that there are limits to how far away your place of work can be moved without notice.
Your date of commencement of employment
The date of commencement of employment must be listed in your contract. It is of significance in relation to calculating your notice of termination.