Employer policy

Together, all employers within RFSL work so that: 

1. RFSL can make the biggest possible difference for target groups within the LGBTQI community.

2. RFSL should have a secure operation and high quality.

3. RFSL should be an attractive workplace that attracts and develops the right competencies.

4. RFSL should take responsibility for systematic work to ensure a good working environment where nobody is discriminated against.

5. RFSL should have a workplace culture marked by community, responsibility, cooperation and openness.

The employer’s responsibility always lies with the legal person who has employees. A legal person is a company, an operation or an organisation that has rights and obligations, just like a physical person. That means that they, for example, can enter into agreements, have paid staff, have debts and be sued in court. Within RFSL a legal person is generally an RFSL branch or organisations owned by branches or organisations that branches cooperate in as well as RFSL Förbundet with its sub-organisations (RFSL Utbildning AB and Insamlingsstiftelsen RFSL).

The boards of the legal persons have the ultimate responsibility of being an employer. The board can task the managing director/other directors at the respective offices with the responsibility for personnel issues and management of other staff, as well as request that managers provide reporting and follow-up, but the board can never delegate its ultimate responsibility for all activities and for the staff.

Along with the responsibility of being an employer comes an obligation to have sufficient knowledge about employment issues and a responsibility for that there’s an organisation that can exercise responsibility. All boards should therefore ensure that there’s sufficient knowledge through internal and external education. There might be board members who can share their knowledge and there may be managers that can educate the board. RFSL Förbundet can organise training.

All employees within RFSL should be covered by a collective agreement (managers with special manager agreements can be exempted). The responsibility of signing on to a collective agreement lies with the boards or the person the responsibility has been delegated to. Along with membership in an employer organisation comes a subscription to a collective agreement. You can also sign a tie-in agreement directly with an employer organisation. Exceptions regarding a collective agreement can be made for small employers who don’t have an operation with regularly employed staff, but RFSL should always live up to the employees’ rights in accordance with the collective agreement.  

The employer is responsible for having all steering documents and routines that can be expected of an employer in place. Within RFSL, all employers should share examples of steering documents and routines with each other and consider the need to work uniformly within RFSL at the same time as the work needs to be adapted based on the employer’s own preconditions. The employer is responsible for ensuring that the employees know about, and follow, the common regulations within RFSL. 

In order to become employed at RFSL you need to show an excerpt from your criminal records since there are children, youth and people in vulnerable positions in RFSL’s operations. Only some types of serious crimes and sexual offenses are visible on the excerpt and RFSL may never keep an excerpt. All employers should have a routine regarding criminal records and regularly document how the routine is being upheld. RFSL Förbundet should offer suggestions for routines and, as needed, help with routines and coordination.