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This page provides information on rules concerning conflicts of interest during recruitment. Content on this page:Lund University is a public authorityConflict of interest according to the lawExamination of potential conflicts of interestParticipation in processing, reporting conflicts of interest, and assessing conflicts of interestLund University is a public authoritySince universities and colle

https://www.hr-pages.lu.se/recruitment-lund-university/rules-concerning-conflicts-interest-during-recruitment - 2026-04-15

This following example is based on a Faculty of Engineering (LTH) selection day Content on this page: How to organise selection days Purpose and advantages of selection days Content of the selection day Preparation Allocation of responsibility After the selection day Planning set tasks Research and teaching presentation How to organise selection days Processes linked to appointments must observe p

https://www.hr-pages.lu.se/example-how-run-selection-day - 2026-04-15

Here, line managers and education providers can find information about and support in preventing and dealing with cases of victimisation, harassment and sexual harassment. Contents of the page:BackgroundYour responsibility as a managerCommon procedureSupport and toolsWhat can you do when you find out that someone feels violated?If you witness a violation yourselfRememberRead more: Investigating in

https://www.hr-pages.lu.se/victimisation-and-harassment - 2026-04-15

This page provides routine description for quick protocol for vegotiations according to section 11 of the MBL and section 32 of the LAS. Quick protocols according to the attached templates are used in consultation with the trade unions.Quick protocols are used for the following negotiations according to Section 11 of the MBL:Changed organisational placement (which does not affect the organisation)

https://www.hr-pages.lu.se/mbl-negotiations/routine-description-quick-protocol-negotiation - 2026-04-15

Yearly cycle for negotiation of resource allocation and budget, plus information about the quarterly report. Matter: Proposal for decision on resource allocation is negotiated by all faculties/equivalent  In accordance with the Employment (Co-Determination in the Workplace) Act: Section 11 When: November-December  Total budget for LU is negotiated by the Finance Division In accordance with the Emp

https://www.hr-pages.lu.se/mbl-negotiations/specific-procedures-negotiations-and-information-about-financial-matters - 2026-04-15

The Swedish Employment (Co-Determination in the Workplace) Act negotiations pertaining to state sector fixed-term employment are conducted according to this process. MBL negotiations regarding a special fixed-term employment are conducted according to this process.Read more about government fixed-term employment (STAVA) and the conditions for such employment.Process for primary negotiation regardi

https://www.hr-pages.lu.se/mbl-negotiations/specific-process-primary-negotiations-pertaining-state-sector-fixed-term-employment-stava - 2026-04-15

This page provides information on termination of employment, changes to existing employment and preferential re-employment rights. ​​​​​​​Permanent employment may only be terminated for reasons considered to be objective grounds as stipulated in the Employment Protection Act. Personal reasons and redundancy are considered to be objective grounds. Different periods of notice apply following the ter

https://www.hr-pages.lu.se/employment/termination-employment-change-and-right-preferential-re-employment - 2026-04-15

Support for managers This page provides support and information on the recruitment process for post-doctoral fellows. Recruiting a new postdoctoral researcher is a strategic decision and often a major investment for the department. A well-run recruitment process increases the chances of a successful recruitment and minimizes the risks of recruitment failure. A postdoctoral position is a merit-base

https://www.hr-pages.lu.se/recruitment-lund-university/recruitment-post-doctoral-fellow - 2026-04-15

Support for managers This page provides support and information on the recruitment process for doctoral students. Recruiting a new doctoral student (PHD) is a strategically important decision and often a major investment for the organization. A well-executed recruitment process increases the chances of a successful recruitment and minimizes the risks of mis recruitment. Unlike other recruitments,

https://www.hr-pages.lu.se/recruitment-lund-university/recruitment-doctoral-student-phd - 2026-04-15

Support for managers This page provides support and information on the recruitment process for researchers and technical and administrative staff (TA), who are appointed in accordance with the Swedish Employment Protection Act (LAS). Recruiting new employees is a strategically important decision and often a major investment for the organization. A well-executed recruitment process increases the ch

https://www.hr-pages.lu.se/recruitment-lund-university/recruitment-researchers-and-technical-and-administrative-staff-ta - 2026-04-15

Support for managers This page provides support and information on the recruitment process for TA managers. Content on this page:Recruitment teamJob descriptionVacancy announcement and selection procedureInterviewsTests and samplesMBL – negotiantions with the trade unionsPlease note: The recruitment of TA managers should always follow the standard TA recruitment process. This process is only an ad

https://www.hr-pages.lu.se/recruitment-lund-university/recruitment-process-ta-managers - 2026-04-15

Support for managers This page provides support and information on the recruitment process for amanuenses and student staff. Content on this page: AmanuensisStudent staffEmployment and introductionPlease note: The recruitment process for amanuenses and student staff should always follow the standard TA recruitment process. This process is only an addition and specifies the parts that differs when

https://www.hr-pages.lu.se/recruitment-lund-university/recruitment-process-amanuensis-and-student-staff - 2026-04-15

Here you can read more about what applies to employees who are continuously on leave for union assignments. Content of the page:Leave for union workList of elected representativesChange basic accounting in PrimulaImportant considerationsWho is responsible for what?Leave for union workUnion representatives are entitled to reasonable leave for their assignments. When a member of a union is elected t

https://www.hr-pages.lu.se/mbl-negotiations/union-representative-assignments - 2026-04-15

This page provides information for managers about the Discrimination Act and the university's systematic preventive work against discrimination (SFAD). Contents of the page:The Discrimination ActWhat is SFAD?What forms of discrimination exist?What does this mean for you as a manager?Process for systematic preventive work against discrimination (SFAD)SFAD work – four steps over the course of a year

https://www.hr-pages.lu.se/systematic-preventive-work-against-discrimination-sfad - 2026-04-15

Support for managers This page provides guidance and support for the activities you, as a manager, are required to carry out during the salary review process. Content: Manager’s activities during the salary reviewTimeline for the salary reviewOverall responsibilities for you as a manager during the salary reviewAdditional tasks you may be involved in during the salary reviewInformation during the

https://www.hr-pages.lu.se/managers-activities-during-salary-review - 2026-04-15

SUPPORT FOR MANAGERS This page provides managers with guidance and support to ensure the safe handling of chemicals within Lund University. Contents on the page:General Information on Chemical SafetyCompliance and safety inspection when handling chemical hazardsResponsibility Distribution for Chemical SafetyManager’s Responsibilities Regarding Chemical SafetyPurchase of chemical productsPermits, n

https://www.hr-pages.lu.se/chemical-safety - 2026-04-15

RISKY AND HARMFUL USE On this page, managers will find procedures for handling risky and harmful use in the workplace. Contents on this page: The handling of risky and harmful use comprises various partsPrevent risky and harmful use in the workplaceSigns that may indicate risky or harmful use Concerned conversations – when concerned about risky and harmful useWhen an employee exhibits impaired beh

https://www.hr-pages.lu.se/procedure-managers-responsible-working-environment-employees - 2026-04-15

RISKY AND HARMFUL USE On this page, heads of department or equivalent with responsibility for students' working environment will find procedures for handling risky and harmful use. Contents on this page:Preventive work environment efforts regarding risky and harmful useAct on signs of risky or harmful useAct if something happens in connection with teachingStudent HealthWho does what in the work wi

https://www.hr-pages.lu.se/procedures-heads-department-or-equivalent-responsibility-students-working-environment - 2026-04-15

Here, you as a manager can find out how to investigate incidents that may constitute a form of harassment, and what is important to bear in mind. Contents of this page:This is not allowed at Lund UniversityChecklist for managers – in case of suspected violationIn case of threats and violenceHow to conduct an investigation or an in-depth investigation of violationsContracted suppliers for investiga

https://www.hr-pages.lu.se/investigating-incidents-may-constitute-form-harassment - 2026-04-15

This page provides information about staff appraisal. Contents on this page:About appraisalsShared responsibility for organisational developmentResponsibility for staff appraisalsPreparation, implementation and follow-upThe annual cycle of appraisalsAbout appraisalsAs a manager, you are responsible for developing the organisation so that it contributes to the fulfilment of Lund University's strate

https://www.hr-pages.lu.se/staff-appraisals - 2026-04-15