Overall goals and principles. The setting of salaries shall be individual and differentiated. The salary shall be determined taking into account the responsibility and the degree of difficulty of the duties and the individual salaried employee’s way of fulfilling these. Leadership ability, judgment and initiative, financial responsibility, collaborative skills, inventiveness and power of innovation shall be taken into account in the setting of salaries. Every salaried employee should know on what grounds the salary is set, have received a justification for his/her current salary and be aware of what he/she can do to influence the salary. The salary should increase with increasing responsibility and degree of difficulty and with the salaried employee's performance and skills. Market forces also affect the salary balancing. The setting of salaries shall be individual and objectively based. According to applicable anti-discrimination legislation, an employer may not directly or indirectly discriminate against a salaried employee when applying salary or other terms of employment. Those on parental leave and sick leave also have at the salaried employee's request, the right to a development review and a salary review. Those on parental leave, who do not work at the date of a salary review, shall be included in the salary review on the same terms and conditions as other salaried employees. Skills development for all personnel categories is of great importance for a positive development of the operations. A functioning salary formation stimulates engagement, development and good working efforts and helps to achieve the operational goals.
