Frantic0 at 2023-10-27 09:37:44+00:00 ID: k6nrt7n

Being Klarna. As all of you know, Klarna’s success is built on walking our own path, challenging what’s wrong and making things better. This goes for the industry we operate in, the products we build and the way in which we operate. Although we understand how the Swedish model might have been useful for industrial companies in the past, we have to question if this is the right one for Klarna. A Klarna that aims to attract the best, compete with the biggest and really make a mark in history. In order to do so we need a model that truly serves us, and that offers the transparency, agility and competitiveness needed. Contrary to what the unions want you to believe, we are on a unique path to challenge the Swedish model and build one that serves all of us. Have a look at some examples here below. “A collective Bargaining Agreement (CBA) means better terms and conditions for employees” Our terms and conditions already match rexceed those in the proposed CBA to tract top talent in a highly competitive sarket. "Collective agreements would make downsizing and other business changes handled better Not correct. A CBA implies an extra review layer by a few individuals representing the unionized employees behind closed doors. Decisions take longer time, and people would leave Klarna with less. Swedish “Collective agreements are a floor not a employment law has to be followed when ceiling, but employers can pay more than downsizing, regardless of having a CBA or the benchmark” not, and the law is stricter in regulations For a business of our size, we will have than a CBA. to become a member of an employer organization that negotiates for many employers. We will be expected to follow their lead and fall in line rather than standing out. “A collective agreement provides access to more information and influence.” While one of the ideas of a CBA is to foster communication, it would in our case actually mean taking a step back from the open dialogue we have today. We believe that our employees want to hear information first-hand and participate in the dialogue themselves, not delegate this to others. “Why did negotiations end?” It was the unions who concluded the negotiations, not Klarna. A review of communication between Unionen members and Klarnauts clearly shows that Unionen opted to terminate the negotiations, veering towards initiating a strike. As recently as September. they assured their members that the negotiations were progressing favorably. Flip to compare

Klarna Sweden Collective Bargaining Agreement Flexible work policy

1. Work 20 days abroad
2. Incentive mix with equity
3. 3 months notice (0-2 years)
4. Flexible choice of pension
5. 100% paid parental pay 6 months
6. Competitive salary setting (historically 3x CBA)
7. Salary dialogue
8. No guaranteed salary increase
9. Wellness and athletic race, flu vaccine and eyeglasses allowance
10. Lunch allowance, office snacks, fika & fruits
11. Fast-moving decision making by individuals
12. 90% salary. 90-365 days sick leave
13. Family forming IVF discounts
14. Smooth Week
15. 30 days vacation

Co-determination act (MBL), Employment protection act (LAS), Work environment act, Working hours act, Discrimination act

1.Not included

1. Not included

3.Not included

1. 1 month notice (0-2 years)
2. Union pension (Alecta)

6.90% paid parental pay 2 months

1. Collective compensation increase in line with Swedish industry standard
2. Salary dialogue
3. No guaranteed salary increase
4. Not included
5. Not included

Consultations with local union club before you decide

Up to 87.5% salary. 90-365 days of sick leave with cap e.g. 80% above 65k SEK

Not included

Not included

25 days vacation

Co-determination act (MBL), Employment protection act (LAS), Work environment act, Working hours act, Discrimination act Klarna.