Lönepolicy
For employees in Sweden
For employees in Sweden
Lönebildning och lönesättning ska bidra till att Mathems verksamhetsmål uppnås och att verksamheten bedrivs effektivt och rationellt. En avgörande förutsättning för en effektiv och fungerande verksamhet är att Mathem kan rekrytera, motivera, utveckla och behålla medarbetare med den kompetens som behövs på både kort och lång sikt. Mot denna bakgrund ska lönesättning vara individuell, differentierad och marknadsbaserad.
Salary formation and salary setting must contribute to the goals of Mathem's operations being achieved and the operations being conducted efficiently and rationally. A crucial prerequisite for an efficient and functioning business is that Mathem can recruit, motivate, develop and retain employees with the skills needed in the short and long term. Against this background, salary setting must be individual, differentiated and market-based.
Version: 1
Fastställd: 2024-12-19
Reviderad: October 2025
Dokumentägare: People
Godkänd av Chief People Officer
Salary formation and salary setting must contribute to the goals of Mathem's operations being achieved and the operations being conducted efficiently and rationally. A crucial prerequisite for an efficient and functioning business is that Mathem can recruit, motivate, develop and retain employees with the skills needed in the short and long term. Against this background, salary setting must be individual, differentiated and market-based.
The employer and the employee shall be jointly responsible for competence development. Increased knowledge and experience means that the employee can be developed to perform tasks that are more qualified and more demanding.
The salary shall be used as an instrument to reward the employee's performance and competence and especially the efforts that have improved the business.
Salary setting shall be based on assessments of the degree of difficulty of the tasks performed, the employee's performance and contributions to operational improvements.
We must maintain a salary spread that stimulates development. Mathem's employees influence their salary development by developing at work and by improving their work results. There must be a clear connection between salary development and the development of work tasks and work performance.
Salary setting must not be discriminatory.
The salaried employee's salary shall be determined with regard to the
● content of the duties, the degree of difficulty and the responsibility that follows,
● employee's performance and way of meeting the requirements set in accordance with Mathem's values
Important factors that must also be considered in salary setting, depending on the role, are:
● Knowledge and experience
● Ability to lead oneself and others, take initiative and cooperate
Blue collar salaries are determined according to the “Warehouse and the e-commerce agreement's”( Lager och e-handelsavtalet) premises.