[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Farkkitehtisuunnitt-elualan-ylempien-toimihenkiloiden-tyoehtosopimus-1-12-2021-30-11-2023":3,"menu:\u002Ffi-fi:":113,"sites:htmlblocks":278,"subsites":1477,"cite-subsites":5042,"footer:root":5519,"suggested:root":5617,"cite-footer:root":5621},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":93,"content_type_view":94,"extra_breadcrumbs":95,"body":97,"body_blocks":108,"related_pages":112},4785,"tyoehtosopimus","Työehtosopimus",null,"","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus","collective_agreements.collectiveagreementoverview","fi_FI","\u002Fcms\u002Fpages\u002F4785\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Suomi","fi-fi",{"title":18,"slug":19},"Työskentele Suomessa","tyoskentele-suomessa",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002F","index, follow","website","summary_large_image","2025-09-28T18:28:10.806487+02:00","2026-04-02T06:39:20.570324+02:00",{"cba":30,"clauses":41,"details":91,"translations":92},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"arkkitehtisuunnitt-elualan-ylempien-toimihenkiloiden-tyoehtosopimus-1-12-2021-30-11-2023","7d505c74-0c82-11ef-a9f6-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Farkkitehtisuunnitt-elualan-ylempien-toimihenkiloiden-tyoehtosopimus-1-12-2021-30-11-2023\u002Farkkitehtisuunnitt-elualan-ylempien-toimihenkiloiden-tyoehtosopimus-1-12-2021-30-11-2023\u002F","Arkkitehtisuunnitt elualan ylempien toimihenkilöiden työehtosopimus 1.12.2021 – 30.11.2023","FIN PALTA Service Industry Employers, FIN ATL The Association of Finnish Architects’ Offices - 2021","Finland - FIN PALTA Service Industry Employers, FIN ATL The Association of Finnish Architects’ Offices - 2021","FIN PALTA Service Industry Employers, FIN ATL The Association of Finnish Architects’ Offices - 2021 - Rakentaminen",{"name":39,"data":40},"Arkkitehtisuunnitt elualan ylempien toimihenkilöiden työehtosopimus 1.12.2021 – 30.11.2023.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>Arkkitehtisuunnittelualan ylempien toimihenkilöiden työehtosopimus\u003C\u002Fh1>\n\n\u003Ch1>1.12.2021–30.11.2023 \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>Allekirjoituspöytäkirja arkkitehtisuunnittelualan ylempiä\ntoimihenkilöitä koskevaksi työehtosopimukseksi\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse;border:none\">\n  \u003Cthead>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"68\" valign=\"top\" style=\"width:50.9pt;border:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Aika:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\" valign=\"top\" style=\"width:126.5pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:14.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">11.1.2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\" valign=\"top\" style=\"width:147.6pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Paikka:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\" colspan=\"2\" style=\"width:230.65pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:14.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Palvelualojen työnantajat PALTA\n        ry\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\" valign=\"top\" style=\"width:147.6pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:101.15pt\">\n      \u003Ctd width=\"68\" valign=\"top\" style=\"width:50.9pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:101.15pt\">\u003Cp class=\"Other0\" style=\"margin-top:4.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Läsnä:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\" valign=\"top\" style=\"width:126.5pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:101.15pt\">\u003C\u002Ftd>\u003Ctd width=\"169\" valign=\"top\" style=\"width:126.5pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:101.15pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">PALTA ry \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\"> \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Tuomas Aarto \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Minna Ääri \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Anu Sajavaara \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Mikko Saarinen \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Emilia Uotila\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:101.15pt\">\u003Cp class=\"Other0\" style=\"margin-top:4.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">ATL ry\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:101.15pt\">\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\"> \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Kalle Euro\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\" valign=\"top\" style=\"width:147.6pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:101.15pt\">\u003Cp class=\"Other0\" style=\"margin-top:4.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">YTN ry\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\"> \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Teemu Hankamäki\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Tuula Aaltola\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Satu Tähkäpää\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAllekirjoittaneet osapuolet ovat sopineet seuraavaa:\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1. Sopimuskausi ja sopimuksen voimassaolo\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nSopimuskausi alkaa 1.12.2021 ja päättyy 30.11.2023. Sopimus voidaan irtisanoa\npäättymään 30.11.2022, ellei vuoden 2023 palkantarkistuksen suuruudesta\nsovita 30.10.2022 mennessä. Sopimus jatkuu 30.11.2023 jälkeen vuoden\nkerrallaan, ellei työehtosopimusta viimeistään kahta kuukautta ennen\nsopimuskauden päättymistä ole kummaltakaan puolelta irtisanottu.\u003C\u002Fp>\n\n\u003Cp>Tämän neuvottelutuloksen mukainen työehtosopimus tulee voimaan, kun\nliittojen hallinnot ovat sen hyväksyneet. Uuden työehtosopimuksen\nvoimaantuloon asti noudatetaan aiemman sopimuksen määräyksiä.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2. Palkankorotukset\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPALKANKOROTUKSET VUONNA 2022\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nNeuvottelut palkkaratkaisusta ja sen perusteista\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalkkaratkaisusta neuvotellaan paikallisesti ottaen huomioon yrityksen tai\ntyöpaikan taloustilanne, tulevat projektit sekä kustannuskilpailukyky\nmarkkinoilla. Hyvissä ajoin ennen paikallisten neuvotteluiden aloittamista\ntyönantaja toimittaa luottamusmiehelle tai, jos luottamusmiestä ei ole\nvalittu, ylemmille toimihenkilöille tarvittavat tiedot yrityksen tai\ntyöpaikan taloustilanteesta ja tulevista projekteista sekä näiden\nennakoitavasta kehittymisestä. Neuvotteluiden pohjaksi on tarkoituksenmukaista\ntoimittaa tietoa myös palkkaratkaisua koskevan esityksen perusteista.\u003C\u002Fp>\n\n\u003Cp>Paikallisten neuvottelujen tarkoituksena on löytää kunkin yrityksen tai\ntyöpaikan tilannetta ja tarpeita vastaava palkkaratkaisu. Tavoitteena on myös\ntukea palkanmuodostuksen kannustavuutta, oikeudenmukaista palkkarakennetta ja\npalkkaporrastusta sekä tuottavuuden kehittymistä työpaikalla.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Paikallinen palkkaratkaisu\u003C\u002Fh3>\n\n\u003Cp>Paikallisessa palkkaratkaisussa sovittavia asioita ovat palkantarkistusten\ntoteutustapa, ajankohta ja suuruus. Sopimus tehdään luottamusmiehen kanssa\ntai, ellei luottamusmiestä ole valittu, ylempien toimihenkilöiden kanssa\nheidän yhdessä sopimallaan tavalla. Sopimus tehdään kirjallisesti 28.2.2022\nmennessä, ellei käsittelyajan jatkamisesta sovita.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä tai, jos luottamusmiestä ei ole valittu, ylemmillä\ntoimihenkilöillä on oikeus saada kohtuullisessa ajassa palkankorotusten\njälkeen kirjallinen selvitys paikallisesti sovitun palkkaratkaisun\nkohdentamisesta. Ellei toisin ole sovittu, selvityksestä tulee käydä ilmi\nylempien toimihenkilöiden lukumäärä, kuinka moni on saanut korotuksen,\nkeskimääräisen korotuksen suuruus sekä ylempien toimihenkilöiden\npalkankorotusten kokonaismäärä (ylempien toimihenkilöiden palkkasumma ennen\nkorotusta ja palkkasumma korotuksen jälkeen).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cem>Pöytäkirjamerkintä\u003C\u002Fem>: \u003Cbr>\n\u003Cbr>\nSopijaosapuolet tekevät kevään 2022 aikana arkkitehtialan yrityksille\nsuunnatun kyselyn, jonka avulla pyritään selvittämään paikallisesti\nsovitun palkkaratkaisun laajuutta ja kokemuksia sopimusmenettelystä.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Palkantarkistuksen toteutustapa, ellei paikallista palkkaratkaisua\u003C\u002Fh3>\n\n\u003Cp>Mikäli paikallista palkkaratkaisua ei saavuteta kohdan 1 mukaisesti, vuoden\n2022 palkantarkistukset toteutetaan jommallakummalla alla olevista tavoista (A\ntai B). Jos valitaan palkantarkistuksen toteutustapa B, tästä sovitaan\nkirjallisesti joko luottamusmiehen kanssa tai, ellei luottamusmiestä ole\nvalittu, ylempien toimihenkilöiden kanssa heidän yhdessä sopimallaan\ntavalla. Jos sopimukseen ei päästä, työnantaja toteuttaa palkkaratkaisun\nvaihtoehdon A mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Vaihtoehto A\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työnantaja toteuttaa 1,8 % kustannusvaikutteisen palkkaratkaisun\nyrityksessä noudatettavan palkkapolitiikan mukaisesti viimeistään 1.3.2022\ntai lähinnä sen jälkeen alkavan palkanmaksukauden alusta. Kustannusvaikutus\n(1,8 %) lasketaan ylempien toimihenkilöiden helmikuun palkkasummasta\nluontoisetuineen.\u003C\u002Fp>\n\n\u003Cp>Palkankorotuksia kohdistaessaan työnantajan tulee varmistaa, että jokaisen\nylemmän toimihenkilön palkka luontoisetuineen korottuu vähintään 0,9 %.\u003C\u002Fp>\n\n\u003Cp>Palkantarkistuksen tarkoituksena on tukea palkanmuodostuksen kannustavuutta,\noikeudenmukaista palkkarakennetta ja palkkaporrastusta, tuottavuuden\nkehittymistä työpaikalla, työnantajan palkkapolitiikan toteuttamista sekä\noikaista mahdollisia vinoumia.\u003C\u002Fp>\n\n\u003Cp>Ylempien toimihenkilöiden ammattitaidon ja työssä suoriutumisen tulee\nolla ohjaavana tekijänä henkilökohtaisen korotusten jakamisessa.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus saada kohtuullisessa ajassa palkankorotusten\njälkeen kirjallinen selvitys työnantajan toteuttaman palkkaratkaisun\nkohdentamisesta. Selvityksestä tulee käydä ilmi ylempien toimihenkilöiden\nlukumäärä, kuinka moni on saanut korotuksen, keskimääräisen korotuksen\nsuuruus sekä ylempien toimihenkilöiden palkankorotusten kokonaismäärä\n(ylempien toimihenkilöiden palkkasumma ennen korotusta ja palkkasumma\nkorotuksen jäl-keen).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Vaihtoehto B\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työnantaja toteuttaa palkkaratkaisun yrityksessä noudatettavan\npalkkapolitiikan mukaisesti viimeistään 1.3.2022 tai lähinnä sen jälkeen\nalkavan palkanmaksukauden alusta.\u003C\u002Fp>\n\n\u003Cp>Palkantarkistuksen tarkoituksena on tukea palkanmuodostuksen kannustavuutta,\noikeudenmukaista palkkarakennetta ja palkkaporrastusta, tuottavuuden\nkehittymistä työpaikalla, työnantajan palkkapolitiikan toteuttamista sekä\noikaista mahdollisia vinoumia.\u003C\u002Fp>\n\n\u003Cp>Ylemmälle toimihenkilölle selvitetään hänen henkilökohtaisen\npalkantarkistuksensa suuruus ja perusteet kahden kuukauden kuluessa\npalkantarkistuksen toteuttamisesta, kuitenkin viimeistään 30.6.2022. Selvitys\nannetaan jokaiselle ylemmälle toimihenkilölle riippumatta siitä, onko ylempi\ntoimihenkilö saanut korotuksen.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus saada kohtuullisessa ajassa palkantarkistuksen\njälkeen kirjallinen selvitys työnantajan toteuttaman palkkaratkaisun\nkohdentamisesta. Selvityksestä tulee käydä ilmi ylempien toimihenkilöiden\nlukumäärä, kuinka moni on saanut korotuksen, keskimääräisen korotuksen\nsuuruus, ylempien toimihenkilöiden palkankorotusten kokonaismäärä (ylempien\ntoimihenkilöiden palkkasumma ennen korotusta ja palkkasumma korotuksen\njälkeen) sekä pääasialliset periaatteet korotusten kohdentamisessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>PALKANTARKISTUKSET VUONNA 2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vuoden 2023 palkantarkistukset toteutetaan samalla tavalla kuin vuoden 2022\npalkantarkistukset, elleivät sopimusosapuolet toisin sovi. Ensisijainen tapa\ntoteuttaa palkantarkistukset on paikallinen palkkaratkaisu. Toissijaisen\npalkkaratkaisun (A tai B) kustannusvaikutus ja sen mahdollinen jakautuminen\nsovitaan sopimusosapuolten välisissä neuvotteluissa syyskuun 2022 loppuun\nmennessä.\u003C\u002Fp>\n\n\u003Cp>Sopimusosapuolet tarkastelevat elo-syyskuun aikana palkkamallin toteutumista\nsekä arvioitavissa olevia talouden ja työllisyyden näkymiä. Arvioinnin\nperusteella osapuolet neuvottelevat 30.10.2022 mennessä 1.3.2023 tai lähinnä\nsen jälkeen alkavan palkanmaksukauden alusta toteutettavien palkantarkistusten\nkustannusvaikutuksesta ja sen mahdollisesta jakautumisesta. Samassa yhteydessä\nvoidaan tarkastella edellytyksiä sopimuskauden jatkamiseen 30.11.2023\njälkeiselle ajalle.\u003C\u002Fp>\n\n\u003Cp>Mikäli 1.3.2023 toteutettavan toissijaisen palkkaratkaisun mukaisen\npalkantarkistuksen suuruudesta ei päästä yksimielisyyteen 30.10.2022\nmennessä, voi kumpikin sopimusosapuoli irtisanoa tämän sopimuksen\npäättymään 30.11.2022. Irtisanomista koskeva ilmoitus on toimitettava\nkirjallisesti viimeistään 31.10.2022 toiselle sopijaosapuolelle sekä\ntiedoksi valtakunnansovittelijalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Lainsäädäntömuutosten edellyttämiä muutoksia koskeva työryhmä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Liitot asettavat työryhmän, joka selvittää uuden yhteistoimintalain ja\nperhevapaauudistuksen vaikutuksia työehtosopimukseen.\u003C\u002Fp>\n\n\u003Cp>Työryhmä seuraa perhevapaauudistuksen etenemistä ja valmistelee\nsopimuskauden aikana yhdessä sovittavalla tavalla kustannusneutraalisti\nuudistuksen mahdollisesti vaatimat muutokset työehtosopimukseen.\u003C\u002Fp>\n\n\u003Cp>Työryhmä seuraa uuden yhteistoimintalain soveltamista ja muutostarpeita ja\nvalmistelee 30.10.2022 yhdessä sovittavalla tavalla uudistuksen mahdollisesti\nvaatimat muutokset työehtosopimukseen.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Yhteinen työehtosopimuskoulutus\u003C\u002Fh3>\n\n\u003Cp>Liitot järjestävät sopimuskauden aikana yhteisen, työehtosopimusta\nkäsittelevän koulutuksen. Koulutuksella pyritään muun muassa edistämään\npaikallisen sopimisen valmiuksia arkkitehtisuunnittelualalla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nTekstimuutokset:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Lomapalkka ja lomaraha (12 §)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nMuutetaan kuulumaan seuraavasti:\u003C\u002Fp>\n\n\u003Cp>Vuosilomapalkka maksetaan yrityksen säännönmukaisena\npalkanmaksupäivänä, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Lomarahana maksetaan 50 % toimihenkilön lakimääräisen vuosiloman\npalkasta. Lomaraha maksetaan vuosilomapalkan maksamisen yhteydessä tai\npaikallisen käytännön mukaan. Ylemmälle toimihenkilölle maksetaan\ntyösuhteen päättyessä hänestä itsestään riippumattomasta syystä\nlomarahan suuruinen korvaus lomakorvauksesta laskettuna päättyneen\nlomanmääräytymisvuoden lomasta. Korvausta ei kuitenkaan makseta koeaikana\npäättyneessä työsuhteessa eikä myöskään, kun kyseessä on alle vuoden\nkestävä määräaikainen työsuhde. Lomarahan maksamisesta ja sen suuruudesta\nvoidaan sopia toisin paikallisesti 19 §:n mukaisesti.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Säännöllisen työajan ulkopuolella matkustaminen (15 §)\u003C\u002Fh3>\n\n\u003Cp>Muutetaan 15 §:n kohdan 15.2 toinen kappale kuulumaan seuraavasti:\u003C\u002Fp>\n\n\u003Cp>Asiakasprojektimatkojen osalta korvataan vapaa-aikana matkustaminen\nmatkavuorokauden aikana yhden tunnin ylittävältä ajalta 19 euron\ntuntikorvauksella. Tuntikorvaus maksetaan, kun vähintään puolet tunnista on\nkulunut. Korvaus maksetaan työpäivänä enintään 8 tuntiin asti ja\nvapaapäivänä 10 tuntiin asti. Korvausta matkustamiseen käytetyltä ajalta\nei makseta ylemmän toimihenkilön osallistuessa koulutukseen tai alansa\nmessutapahtumiin.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Selviytymislauseke (24 §)\u003C\u002Fh3>\n\n\u003Cp>Lisätään työehtosopimukseen seuraava uusi 24 § Selviytymislauseke,\njolloin nykyisistä 24 §:stä (Liitesopimus) ja 25 §:stä (Sopimuksen\nvoimassaolo) tulee 25 § ja 26 §:\u003C\u002Fp>\n\n\u003Cp>Mikäli sopimuksen piirissä olevat yritykset joutuvat sopimuskauden aikana\npoikkeuksellisiin taloudellisiin vaikeuksiin, voivat sopijaosapuolet arvioida\nuudelleen tehdyn työehtosopimusratkaisun soveltuvuutta vallitsevaan\ntaloudelliseen tilanteeseen ja sopia siihen tehtävistä muutoksista, jotka\novat tarpeen yritysten toimintaedellytysten ja työpaikkojen turvaamiseksi\nsopimuskaudella.\u003C\u002Fp>\n\n\u003Cp>Jos sopimuksen piirissä oleva yritys joutuu sopimuskauden aikana\npoikkeuksellisiin taloudellisiin vaikeuksiin, voivat paikalliset osapuolet\narvioida uudelleen työehtosopimuksen määräysten soveltuvuutta vallitsevaan\ntaloudelliseen tilanteeseen ja sopia työehtosopimuksen määräyksistä\npoikkeamisesta pakottavan lainsäädännön rajoissa, jos poikkeaminen on\ntarpeen yrityksen toimintaedellytysten ja työpaikkojen turvaamiseksi\nsopimuskaudella. Sopimuksella ei voida sopia työsopimuksen mukaisen palkan\nalentamisesta.\u003C\u002Fp>\n\n\u003Cp>Sopimus tehdään kirjallisesti työehtosopimuksen 19 § määräämällä\ntavalla.\u003C\u002Fp>\n\n\u003Cp>Osapuolilla on tarvittaessa oikeus käyttää neuvotteluissa apunaan\nliittojen asiantuntijoita työnantajan taloudellisia vaikeuksia koskevaan\ntoteamiseen liittyen. Ennen työpaikalla käynnistettäviä neuvotteluja tulee\nniistä antaa tieto työehtosopimusosapuolille.\u003C\u002Fp>\n\n\u003Cp>Neuvottelujen alkaessa työnantajan tulee esittää suunnitelma, jossa\nselostetaan kokonaisvaltaisesti yrityksen talouden tervehdyttämiseksi ja\ntoimintaedellytysten turvaamiseksi toteutetut ja suunnitellut toimenpiteet.\nTyönantajan tulee myös selvittää neuvotteluosapuolelleen avoimesti\nyrityksen taloudellinen tilanne ja sen kehitysnäkymät.\u003C\u002Fp>\n\n\u003Cp>Mikäli yritys asetetaan sopimuksen voimassaoloaikana konkurssiin,\nselvitystilaan tai yrityssaneerausmenettelyyn, päättyy tämä sopimus\nautomaattisesti kyseisenä päivänä, elleivät osapuolet erikseen sovi sen\njatkamisesta.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Liitesopimus (25 §)\u003C\u002Fh3>\n\n\u003Cp>Muutetaan työehtosopimuksen 25 § Liitesopimus (aiemmin 24 §) kuulumaan\nseuraavasti:\u003C\u002Fp>\n\n\u003Cp>Tämän työehtosopimuksen osana noudatetaan liitteenä olevaa\nyhteistoimintasopimusta, pöytäkirjaa Ammatilliseen koulutukseen liittyvien\nharjoittelumahdollisuuksien lisäämisestä ja liitettä matkakustannusten\nkorvaukset.\u003C\u002Fp>\n\n\u003Cp>Tämän sopimuksen liitteinä ovat myös työaikapankkia koskeva ohje,\ntyösopimusmalli ja etätyössä huomioon otettavia asioita koskeva liite,\njoita ei noudateta työehtosopimuksen osina.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Liitteet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Matkakustannusten korvauksia koskeva liite\u003C\u002Fh3>\n\n\u003Cp>Muutetaan Matkakustannusten korvaukset -liitteen ingressiä kuulumaan\nseuraavasti:\u003C\u002Fp>\n\n\u003Cp>Matkakustannusten korvaukset maksetaan Verohallinnon kullekin vuodelle\nvahvistamien verovapaiden matkakustannusten mukaan, kuitenkin siten, että\npäivärahan maksuedellytys on yli 50 km kotoa\u002F työpaikalta siitä riippuen,\nkummasta matka tehdään. Voimassa olevia korvauksia voi kysyä Palvelualojen\ntyönantajat PALTA ry:stä (www.palta.fi), YTN:stä (www.ytn.fi) tai\nVerohallinnosta (www.vero.fi → vero-ohjeet).\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10. Etätyötä koskeva uusi liite\u003C\u002Fh3>\n\n\u003Cp>Lisätään uusi liite: Etätyössä huomioon otettavia asioita. Tämä\nliite ei ole työehtosopimuksen osa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nETÄTYÖSSÄ HUOMIOON OTETTAVIA ASIOITA\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLiitot kannustavat yrityksiä hyödyntämään tehokkaalla tavalla tuottavuutta\nja työhyvinvointia edistäviä työaikajärjestelmiä.\u003C\u002Fp>\n\n\u003Cp>Tässä tarkoituksessa Palta ja Ylemmät toimihenkilöt YTN ovat\nyhteistyössä laatineet tämän liitteen, jota yritykset voivat halutessaan\nhyödyntää. \u003C\u002Fp>\n\n\u003Cp>Työnantaja päättää työnjohto-oikeutensa puitteissa, milloin etätyön\ntekeminen on mahdollista. Niissä tehtävissä, joissa työnantaja katsoo\netätyön olevan mahdollista, ylempi toimihenkilö voi tehdä etätyötä\ntyönantajan kulloistenkin käytäntöjen mukaisesti. Osapuolet suosittelevat,\nettä paikalliset osapuolet kävisivät vuoropuhelua etätyökäytännöistä\nja niiden kehittämisestä. Vuoropuhelua voidaan käydä esimerkiksi\nseuraavista aiheista:\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>•Etätyön ja lähityön suhde\u003C\u002Fp>\n\n\u003Cp>•Työvälineet ja niiden käyttö\u003C\u002Fp>\n\n\u003Cp>•Tietoturva-asiat ja yrityksen tietoturvakäytänteet\u003C\u002Fp>\n\n\u003Cp>•Työaika ja työajan seuranta\u003C\u002Fp>\n\n\u003Cp>•Tavoitettavuus\u003C\u002Fp>\n\n\u003Cp>•Työsuojelunäkökohdat\u003C\u002Fp>\n\n\u003Cp>•Etätyön vakuutusturva\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTässä liitteessä mainitut ohjeistukset soveltuvat Suomessa tehtävään\ntyöhön.\u003C\u002Fp>\n\n\u003Cp>Etätyötä tehdään sovellettavan lainsäädännön, työehtosopimuksen ja\nyrityksessä noudatettavien pelisääntöjen puitteissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Luottamusmieskorvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Luottamusmieskorvaukset 1.3.2022 alkaen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Cthead>\n    \u003Ctr style=\"height:13.2pt\">\n      \u003Ctd width=\"240\" valign=\"bottom\" style=\"width:180.25pt;border:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Ylempien toimihenkilöiden lkm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" valign=\"bottom\" style=\"width:116.15pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:18.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Korvaus, euroa\u002Fkk\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:13.45pt\">\n      \u003Ctd width=\"240\" valign=\"top\" style=\"width:180.25pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">5-9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" valign=\"top\" style=\"width:116.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:18.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"240\" valign=\"bottom\" style=\"width:180.25pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">10-24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" valign=\"bottom\" style=\"width:116.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:18.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">120\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"240\" valign=\"bottom\" style=\"width:180.25pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">25-50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" valign=\"bottom\" style=\"width:116.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:18.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">152\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"240\" valign=\"top\" style=\"width:180.25pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" valign=\"top\" style=\"width:116.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:18.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">206\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Helsingissä 11. päivänä tammikuuta 2022\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cp>ARKKITEHTITOIMISTOJEN LIITTO ATL RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nARKKITEHTISUUNNITTELUALAN YLEMPIEN TOIMIHENKILÖIDEN TYÖEHTOSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup1\">\n1 § Soveltamisala\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTämän sopimuksen piiriin kuuluvat Arkkitehtitoimistojen liitto ATL ry:n\njäsenyritysten ja Palvelualojen työnantajat PALTA ry:n\narkkitehtisuunnittelualan jäsenyritysten palveluksessa olevat ylemmät\ntoimihenkilöt.\u003C\u002Fp>\n\n\u003Cp>Ylemmän toimihenkilön tehtävissä edellytetään korkeakoulu- tai\nammatillisen korkea-asteen koulutuksen tasoista tiedollista ja taidollista\nvalmiutta. Koulutuksen mukanaan tuoma muodollinen pätevyys tai sen puuttuminen\nei kuitenkaan sinänsä ratkaise, kuuluuko henkilö ylempien toimihenkilöiden\npiiriin tai ei. Kuvaavaa ylemmän toimihenkilön tehtävälle on suhteellisen\nsuuri itsenäisyys ja vastuu. Käytännössä yrityksessä ylemmän\ntoimihenkilön tehtävä on asiantuntijatehtävä tai yritysjohtoa avustava\nkeskijohtoon kuuluva esimiestehtävä.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup4\">\u003Cp>Työehtosopimus ei koske toimitusjohtajaa eikä henkilöä, joka edustaa\nyritystä suhteessa ylempiin toimihenkilöihin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003Cbr>\n2 § Työn johto ja jakaminen sekä työsopimus\u003C\u002Fh3>\n\n\u003Cp>Työnantajalla on oikeus johtaa ja jakaa työtä sekä ottaa toimeen ja\nsiitä erottaa toimihenkilöitä.\u003C\u002Fp>\n\n\u003Cp>Liitot suosittelevat, että työnantajan ja ylemmän toimihenkilön\nvälisessä työsuhteessa käytetään työehtosopimuksen liitteenä olevaa\nallekirjoittajaliittojen laatimaa työsopimusmallia.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3 § Palkat, palkanmaksuaika ja -kausi\u003C\u002Fh3>\n\n\u003Cp>Toimihenkilön palkka sovitaan yksilökohtaisesti työsopimuksella ottaen\nhuomioon tehtävän vaativuus, koulutus ja ammattipätevyys. Osa\nkokonaisansiosta voi muodostua työpaikkakohtaisesti määritettyjen muuttuvien\npalkkatekijöiden perusteella.\u003C\u002Fp>\n\n\u003Cp>Palkanmaksuaika ja -kausi sovitaan työsopimuksella. Jollei mitään ole\nsovittu, on palkanmaksukausi 1 kk ja palkka maksetaan viimeistään\npalkanmaksukauden päättymistä seuraavan kuukauden viidentenä\ntyöpäivänä.\u003C\u002Fp>\n\n\u003Cp>Työsuhteen päättyessä palkka voidaan maksaa työsuhteen\npäättymispäivän mukaisen palkanmaksukauden normaalina\npalkanmaksupäivänä.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4 § Päiväpalkan laskeminen ja osa-ajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1.Tuntipalkkainen ylempi toimihenkilö\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPäiväpalkka määräytyy seuraavasti:\u003C\u002Fp>\n\n\u003Cp>a)Päiväpalkka määräytyy 8 §:n tarkoittaman etukäteen sovitun ja\nvakiintuneen työajan käyttösuunnitelman mukaan.\u003C\u002Fp>\n\n\u003Cp>b)Siltä osin kuin päiväpalkka ei määräydy kohdan a) mukaan, lasketaan\npäiväpalkka kuuden edellisen täyden kalenterikuukauden keskimääräisen\ntyötuntimäärän perusteella. Jos työsuhde on kestänyt vähemmän kuin\nkuusi täyttä kalenterikuukautta niin laskenta tehdään koko työsuhteen\najalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAjanjaksolla kertynyt työtuntimäärä jaetaan jaksolle sijoittuvien\ntoteutuneiden työpäivien lukumäärällä. Päiväpalkka on keskimääräinen\ntuntimäärä kertaa tuntipalkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cem>Soveltamisohje\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Alalla työpäiviä ovat arkipäivät maanantaista perjantaihin lukuun\nottamatta arkipyhiä, sairauslomapäiviä ja vuosilomapäiviä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSairausajan palkka, arkipyhäkorvaus, äitiys- ja isyysvapaan palkka\nmääräytyvät edellä kuvatun päiväpalkan mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Kuukausipalkkainen ylempi toimihenkilö\u003C\u002Fp>\n\n\u003Cp>Osa-ajan palkka palkattomista poissaoloista tai vajaasta kuukaudesta\nlasketaan kuukauden säännöllisten työtuntien suhteessa. Laskettaessa\nosaajan palkkaa, saadaan tunnilta tai päivältä maksettava palkka jakamalla\nkuukausipalkka asianomaisen kuukauden säännöllisten työtuntien tai\ntyöpäivien lukumäärällä. Kuukausipalkan käsite sisältää rahapalkan\nsekä mahdolliset luontoisedut (verotusarvo). Poissaolopäivien palkka\nvähennetään kuukausipalkasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\n5 § Työaika\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Säännöllinen työaika on enintään 7,5 tuntia vuorokaudessa ja\nenintään 37,5 tuntia viikossa, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Osaamisen kehittäminen\u003C\u002Fp>\n\n\u003Cp>Työnantaja voi osoittaa ylemmälle toimihenkilölle säännöllisen\nvuosittaisen työajan lisäksi työn suorittamisen kannalta tarpeellisia\nkoulutus\u002Fkehittämistilaisuuksia enintään 3 päivää\u002F24 tuntia\nkalenterivuodessa. Edellytyksenä on, että työnantaja ilmoittaa kyseisestä\ntilaisuudesta vähintään viikkoa ennen sen toteutumista. Työnantajan tulee\nlisäksi keskustella koulutustarpeesta ylempien toimihenkilöiden kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTämä aika on säännöllistä työaikaa, joka voidaan teettää\ntyöehtosopimuksessa sovitun säännöllisen vuosittaisen työajan lisäksi.\nKoulutuksen\u002Fkehittämistilaisuuden ajalta maksetaan:\u003C\u002Fp>\n\n\u003Cp>a)kuukausipalkkaiselle kuten lisätyö (TES 6 §)\u003C\u002Fp>\n\n\u003Cp>b)tuntipalkkalaiselle yksinkertaisena tuntipalkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKoulutus\u002Fkehittämistilaisuudet voidaan toteuttaa siten, että työvuoro\npitenee koulutuksen\u002Fkehittämistilaisuuden keston verran, kuitenkin enintään\nkahdella tunnilla päivässä. Koulutus\u002Fkehittämistilaisuus voidaan toteuttaa\nmyös kokonaisena päivänä. Tilaisuutta ei voida sijoittaa arkipyhille eikä\narkipyhäviikkojen lauantaille.\u003C\u002Fp>\n\n\u003Cp>Ylemmällä toimihenkilöllä on perustellusta henkilökohtaisesta syystä\nmahdollisuus tapauskohtaisesti kieltäytyä tämän kappaleen mukaisista\ntyöaikamuutoksista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Työaika voidaan sopia myös keskimääräisenä työaikana. Paikallisesti\nsovitaan säännöllisen vuorokautisen ja viikoittaisen työajan\nenimmäisrajoista. Tällöin on laadittava etukäteen ohjeellinen suunnitelma\ntyöajan tasaamisesta vähintään ajaksi, jonka kuluessa säännöllinen\ntyöaika tasoittuu 1. kohdassa sovittuun työaikaan.\u003C\u002Fp>\n\n\u003Cp>Työajan tasaaminen voidaan toteuttaa enintään vuoden mittaisena\najanjaksona. Ellei paikallisesti toisin sovita, muutoksesta edellä olevan\nkohdan mukaiseen työaikajärjestelmään ilmoitetaan asianomaisille\ntoimihenkilöille, mikäli mahdollista, viikkoa ennen muutoksen toimeenpanoa,\nkuitenkin viimeistään kolmantena muutoksen toimeenpanoa edeltävänä\npäivänä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Liukuvassa työajassa säännöllistä vuorokautista työaikaa lyhentää tai\npidentää liukuma-aika, joka voi olla enintään viisi tuntia. Liukuvan\ntyöajan enimmäiskertymä on enintään 120 tuntia. Seurantajakso on\nenintään 12 kk.\u003C\u002Fp>\n\n\u003Cp>Työtilanteen niin edellyttäessä työnantaja voi velvoittaa toimihenkilön\npitämään kertyneitä plustunteja vapaana ja tarvittaessa myös kokonaisina\npäivinä ilmoittamalla siitä yhtä viikkoa aikaisemmin asianomaiselle\ntoimihenkilölle ja vastaavasti toimihenkilö voi työtilanteen niin salliessa\npitää plustunteja kokonaisina päivinä ilmoittamalla siitä yhtä viikkoa\naikaisemmin työnantajalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Osapuolet suosittelevat, että alle neljän tunnin työvuoroja ei tule\nkäyttää, elleivät työntekijän tarpeet tai muu perusteltu syy tätä\nedellytä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.Työaikapankki\u003C\u002Fp>\n\n\u003Cp>Työaikapankin käyttöönotosta sovitaan paikallisesti. PALTA ja YTN ovat\nlaatineet työehtosopimuksen liitteenä olevan työaikapankkia koskevan ohjeen,\njoka ei ole työehtosopimusmääräys.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7.Joustotyöajan tasoittumisjakso on 26 viikkoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\n6 § Yli- ja lisätyö sekä työajan enimmäismäärä\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ylityö korvataan työaikalain mukaan. Laskettaessa ylityöstä maksettavaa\nkorotettua palkkaa kuukausipalkkaiselle peruspalkka lasketaan siten, että\nkuukausipalkka luontoisetuineen jaetaan luvulla 158 silloin, kun\nsäännöllinen viikoittainen työaika on 37,5 tuntia.\u003C\u002Fp>\n\n\u003Cp>Työajan enimmäismäärän tasoittumisjakso on 12 kuukautta.\u003C\u002Fp>\n\n\u003Cp>Lisätyöllä tarkoitetaan työtä, jota ylemmän toimihenkilön\nsuostumuksella tehdään yli sovitun työajan sen kuitenkaan ylittämättä\ntyöaikalaissa säädetyn säännöllisen työajan enimmäismäärää.\nLisätyö ei ole ylityötä. Lisätyöstä maksetaan yksinkertainen\ntuntipalkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\n7§ Arkipyhät\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Kuukausipalkkainen ylempi toimihenkilö\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEllei paikallisesti toisin sovita, arkipyhäviikolla on arkipäiväksi sattuvan\njuhlapäivän aaton säännöllinen työaika sama kuin muina arkipäivinä.\nVapaapäiviä, jotka lyhentävät arkipyhäviikon säännöllistä työaikaa,\novat seuraavassa luetellut arkipyhät ja niitä seuraavat lauantait:\nuudenvuodenpäivä, loppiainen, pitkäperjantai, 2. pääsiäispäivä,\nvapunpäivä, helatorstai, juhannusaatto, itsenäisyyspäivä, jouluaatto, 1.\njoulupäivä ja 2. joulupäivä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Tuntipalkkainen ylempi toimihenkilö\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nArkipyhäkorvaus maksetaan seuraavilta arkipyhiltä:\u003C\u002Fp>\n\n\u003Cp>Loppiainen, helatorstai, pitkäperjantai, 2. pääsiäispäivä,\nvapunpäivä, juhannusaatto, itsenäisyyspäivä, jouluaatto, joulupäivä,\ntapaninpäivä ja uudenvuodenpäivä.\u003C\u002Fp>\n\n\u003Cp>Arkipyhältä maksetaan päiväpalkka, joka lasketaan 4 §:n 1 kohdan\nmukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nArkipyhäkorvaus maksetaan työntekijälle, jonka työsuhde on yhtäjaksoisesti\nkestänyt vähintään 1 kuukauden ennen kyseistä arkipyhää ja edellyttäen,\nettä työntekijä on ollut työtuntijärjestelmän mukaisesti työssä joko\nviimeisenä arkipyhää edeltäneenä tai sen jälkeen lähinnä seuraavana\ntyöpäivänä.\u003C\u002Fp>\n\n\u003Cp>Jos työtuntijärjestelmän mukaisen työajan noudattamista koskeva\nedellytyssääntö aiheuttaisi arkipyhäkorvauksen menetyksen useilta\nperäkkäisiltä arkipyhiltä, menetys koskee vain yhtä mainituista\narkipyhistä. \u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLuvaton poissaolo\u003C\u002Fp>\n\n\u003Cp>Jos työntekijä on työtuntijärjestelmän mukaan velvollinen\ntyöskentelemään myös arkipyhänä ja hän on poissa työstä muusta kuin\nhyväksyttävästä syystä, arkipyhäkorvausta ei makseta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPaikallisesti voidaan sopia menettelystä, jossa arkipyhäkorvaus maksetaan\nkiinteänä erillisenä korvauksena tai sisällytettynä tuntipalkkaan\nerillisellä sopimuksella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8 § Työajan käyttösuunnitelma\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työpaikalla on laadittava työajan käyttösuunnitelma, josta käyvät ilmi\nsäännöllisen työajan alkamisen ja päättymisen ajankohdat sekä\nviikoittaiset vapaapäivät.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cem>Soveltamisohje\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Työajan käyttösuunnitelmana pidetään liukuvaa työaikaa, mikäli\nyrityksessä tällaisesta on sovittu ja tällöin erillistä työajan\nkäyttösuunnitelmaa ei tarvitse tehdä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEllei paikallisesti toisin sovita, työajan käyttösuunnitelman muutoksesta\nilmoitetaan asianomaisille ylemmille toimihenkilöille, mikäli mahdollista\nviikkoa ennen muutoksen toimeenpanoa, kuitenkin viimeistään kolmantena\nmuutoksen toimeenpanoa edeltävänä päivänä.\u003C\u002Fp>\n\n\u003Cp>Työajan käyttösuunnitelma on pyrittävä laatimaan myös osa-aikatyötä\ntai vaihtelevia ja tilapäisiä työvuoroja koskien.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>9 § Työkyvyttömyys\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toimihenkilölle maksetaan palkkaa sairauden tai tapaturman aiheuttaman\ntyökyvyttömyyden ajalta kalenterivuoden kuluessa seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Cthead>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"425\" valign=\"top\" style=\"width:318.7pt;border:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Työsuhde on jatkunut yhtäjaksoisesti\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.4pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:16.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Palkka\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"425\" valign=\"top\" style=\"width:318.7pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">vähintään 1 kuukauden, mutta vähemmän kuin 1\n        vuoden\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:16.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">4 viikolta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"425\" valign=\"top\" style=\"width:318.7pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">1 vuoden mutta vähemmän kuin 5 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:16.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">5 viikolta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"425\" valign=\"bottom\" style=\"width:318.7pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">5 vuotta tai kauemmin\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"bottom\" style=\"width:92.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:16.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">3 kuukaudelta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Palkanmaksun edellytyksenä on, että työkyvyttömyyttä ei ole aiheutettu\nomalla tahallisella tai törkeällä tuottamuksella, ja että sairautta ei ole\ntieten salattu työsopimusta solmittaessa. Lisäksi edellytyksenä on, että\ntoimihenkilö valtuuttaa työnantajan nostamaan itselleen sen\nsairausvakuutuslain mukaisen päivärahaosuuden, johon hänellä olisi oikeus\npaikallisen työkyvyttömyysjakson aikana.\u003C\u002Fp>\n\n\u003Cp>Toimihenkilö on velvollinen viipymättä ilmoittamaan työnantajalle\ntyökyvyttömyydestä ja sen arvioidusta kestosta. Työnantajan vaatiessa on\ntoimihenkilön esitettävä yrityksen työterveyslääkärin antama tai\ntyönantajan hyväksymä muu lääkärintodistus sairaudestaan.\u003C\u002Fp>\n\n\u003Cp>Jos toimihenkilön työkyvyttömyys saman sairauden johdosta alkaa uudelleen\n30 päivän kuluessa siitä päivästä, jolta hänelle viimeksi suoritettiin\nsairausajan palkkaa tai sairauspäivärahaa, ei toimihenkilö ole oikeutettu\nuuteen edellä sanottuun sairausajanpalkan ajanjaksoon, vaan sairausajan palkka\nmaksetaan yhteensä enintään edellä mainitulta ajanjaksolta. Jos\ntyönantajan palkanmaksuvelvollisuus on jo täyttynyt edellisen\ntyökyvyttömyysjakson aikana, suorittaa työnantaja kuitenkin palkan\nsairausvakuutuslain mukaiselta yhden päivän odotusajalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10 § Lääkärintarkastukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ylemmän toimihenkilön palkkaa ei vähennetä ajalta, jonka työntekijä\nmenettää työhön liittyvissä lakisääteisissä tai työnantajan\nmääräämissä terveystarkastuksissa tai niihin liittyvissä matkoissa\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n11 §Äitiys-. isyys- ja vanhempainvapaa, hoitovapaa sekä tilapäinen\nvapaa\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>Ylemmän toimihenkilön äitiys-, isyys- ja vanhempainvapaa sekä hoitovapaa\nmääräytyvät työsopimuslain ja sairausvakuutuslain perusteella.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Äitiysvapaan ajalta suoritetaan kolmen kuukauden ajalta toimihenkilön\nsaaman päivärahan ja palkan välinen erotus.\u003C\u002Fp>\n\n\u003Cp>Ylemmällä toimihenkilöllä on oikeus 6 arkipäivän mittaiseen\npalkalliseen isyysvapaaseen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Palkallisen perhevapaan edellytyksenä on kuuden kuukauden mittainen\nyhdenjaksoinen työsuhde ennen lapsen syntymää.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Jos ylempi toimihenkilö on adoptoinut alle kouluikäisen lapsen,\nsovelletaan adoptioon välittömästi liittyvänä edellä mainittuja\nmääräyksiä äitiys- ja isyysvapaan palkan maksamisen osalta, mikäli ylempi\ntoimihenkilö on oikeutettu saamaan sairausvakuutuslain 9 luvun 11§:n mukaista\nadoptiovanhemmalle maksettavaa vanhempain- tai isyysrahaa.\u003C\u002Fp>\n\n\u003Cp>Ylemmän toimihenkilön alle 10-vuotiaan oman lapsen (ml. adoptiolapsi) tai\nmuun samassa taloudessa pysyvästi asuvan alle 10-vuotiaan lapsen äkillisesti\nsairastuessa, annetaan lapsen kanssa samassa taloudessa asuvalle vanhemmalle\nlapsen hoidon järjestämiseksi tai hoitamiseksi välttämätöntä\ntilapäistä palkallista vapaata enintään kolme työpäivää. Sama oikeus on\nmyös lapsen vanhemmalla, joka ei asu tämän kanssa samassa taloudessa. Vapaan\nantaminen palkallisena edellyttää, että molemmat vanhemmat ovat\nansiotyössä tai kyseessä on yksinhuoltaja ja että lapsen sairaudesta\nesitetään vastaava selvitys kuin toimihenkilön omasta sairaudesta\nvaaditaan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Ylemmän toimihenkilön perheen piirissä sattuvan äkillisen\nsairaustapauksen tai läheisen omaisen kuoleman takia annettavaa lyhyttä\ntilapäistä vapaata (enintään 2 päivää) ei vähennetä ylemmän\ntoimihenkilön palkasta tai vuosilomasta. Läheisellä omaisella tarkoitetaan\npuolisoa, omia ja puolison vanhempia (ml. adoptiovanhemmat), perheen lapsia\n(ml. adoptiolapset) sekä veljiä, sisaria ja isovanhempia.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Em. lyhyiden tilapäisten vapaiden pituus on määrättävä suhteessa\nedellä mainittuihin tilanteisiin ja tarvittavaan matka-aikaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cem>Soveltamisohje\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Lyhyt tilapäinen poissaolo perhepiirissä sattuvissa sairaus tapauksissa on\ntarkoitettu asianmukaisen hoidon järjestämistä varten. Työnantajan\nvaatiessa on toimihenkilöllä näyttövelvollisuus lyhyen tilapäisen\npoissaolon tarpeesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsapuolet suosittelevat, että yritykset maksaisivat toimihenkilölle\nkertausharjoitusten ajalta niin suuren osan palkasta, että reserviläinen saa\nvaltion maksaman reserviläispalkan kanssa täydet palkkaedut.\u003C\u002Fp>\n\n\u003Cp>Ylemmälle toimihenkilölle annetaan vapaata työpäiväksi sattuvaksi 50-\nja 60- vuotispäiväksi palkkaa vähentämättä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12 § Lomapalkka ja lomaraha\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vuosilomapalkka maksetaan yrityksen säännönmukaisena\npalkanmaksupäivänä, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Lomarahana maksetaan 50 % toimihenkilön lakimääräisen vuosiloman\npalkasta. Lomaraha maksetaan vuosilomapalkan maksamisen yhteydessä tai\npaikallisen käytännön mukaan. Ylemmälle toimihenkilölle maksetaan\ntyösuhteen päättyessä hänestä itsestään riippumattomasta syystä\nlomarahan suuruinen korvaus lomakorvauksesta laskettuna päättyneen\nlomanmääräytymisvuoden lomasta. Korvausta ei kuitenkaan makseta koeaikana\npäättyneessä työsuhteessa eikä myöskään, kun kyseessä on alle vuoden\nkestävä määräaikainen työsuhde. Lomarahan maksamisesta ja sen suuruudesta\nvoidaan sopia toisin paikallisesti 19 §:n mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13 § Työsuhteen päättäminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cdl>\n  \u003Cdt>\u003C\u002Fdt>\n    \u003Cdd>\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>\u003Cstrong>13.1\u003C\u002Fstrong> Jollei muusta ole sovittu, työnantajan noudatettavat\nirtisanomisajat työsuhteen jatkuttua keskeytyksettä ovat:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"186\" valign=\"top\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:150.7pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">työsuhteen kesto\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"186\" valign=\"bottom\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">14 päivää\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"bottom\" style=\"width:150.7pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">enintään 1 vuosi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.45pt\">\n      \u003Ctd width=\"186\" valign=\"top\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">1 kuukausi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:150.7pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>1...4 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"186\" valign=\"bottom\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">2 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"bottom\" style=\"width:150.7pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>4...8 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"186\" valign=\"bottom\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">4 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"bottom\" style=\"width:150.7pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>8...12 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"186\" valign=\"top\" style=\"width:139.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">6 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:150.7pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 12 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jollei muusta ole sovittu, toimihenkilön noudatettavat irtisanomisajat\ntyösuhteen jatkuttua keskeytyksettä ovat:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"185\" valign=\"top\" style=\"width:138.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:151.9pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">työsuhteen kesto\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"185\" valign=\"bottom\" style=\"width:138.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">14 päivää\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"bottom\" style=\"width:151.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">enintään 5 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"185\" valign=\"top\" style=\"width:138.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">1 kuukausi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:151.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 5 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>13.2\u003C\u002Fstrong> Työsopimuslain 6 luvun 6 §:n mukaisesta\ntyöntekijän takaisinottovelvollisuudesta voidaan poiketa työnantajan ja\nylemmän toimihenkilön välisellä sopimuksella. Sopimus tehdään\ntyösopimuksen irtisanomis- ja päättämistilanteessa kirjallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>13.3\u003C\u002Fstrong> Yhteistoimintalaista poikkeava neuvotteluaika\u003C\u002Fp>\n\n\u003Cp>Työnantajan harkitessa irtisanomisia, lomautuksia tai osa-aikaistamisia\ntuotannollisista, taloudellisista tai toimintojen uudelleen järjestelyistä\njohtuvista syistä, yhteistoimintalain (334\u002F2007) soveltamisalan piiriin\nkuuluvan työnantajan on noudatettava yhteistoimintalain säännöksiä tässä\nmääräyksessä sovituin poikkeuksin. Yhteistoimintalaki ei ole\ntyöehtosopimuksen osa.\u003C\u002Fp>\n\n\u003Cp>Yhteistoimintalaista poiketen lasketaan yhteistoimintalain 51 §:n mukainen\nneuvotteluaika alkavaksi siitä päivästä, jona yhteistoimintalain 45 §:n\nmukainen kirjallinen neuvotteluesitys annetaan tiedoksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cem>Esimerkki\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Työnantajan suunnittelemaa, kahdeksan ylemmän toimihenkilön\nmääräaikaista lomauttamista koskeva kirjallinen neuvotteluesitys annetaan\ntiedoksi 2.3.2020. Yhteistoimintalaista poiketen neuvotteluajan katsotaan\nalkavan 2.3.2020, joten 14 päivän neuvottelutavoite katsotaan tältä osin\ntäyteyksi 16.3.2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14 § Matkakustannukset ja päivärahat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Matkakustannusten korvausten ja päivärahojen suuruuden osalta noudatetaan\ntämän työehtosopimuksen liitettä matkakustannusten korvauksista, ellei\npaikallisesti toisin ole sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15 § Säännöllisen työajan ulkopuolella matkustaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>15.1\u003C\u002Fstrong> Säännöllisen työajan ulkopuolella matkustamisen\nkorvaamisesta sovitaan paikallisesti. Uusien toimihenkilöiden osalta on\nsuositeltavaa sopia korvauksesta jo työsopimuksella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMatka-ajan korvaaminen voidaan järjestää esimerkiksi seuraavilla\ntavoilla:\u003C\u002Fp>\n\n\u003Cp>1. Säännöllisen työajan ulkopuolella matkustamiseen käytetyn ajan\nkorvaamisesta rahana tai vapaana sovitaan tarvittaessa työnantajan ja\ntoimihenkilön välillä. Mikäli on kysymys runsaasta tilapäistä tai\nprojektiluontoista työtä koskevasta matkustamisesta, seurataan\ntoimihenkilölle kertyvän matkaajan määrää. Tämä voidaan korvata\nesimerkiksi määrävälein maksettavalla kertakorvauksella.\u003C\u002Fp>\n\n\u003Cp>2. Mikäli työtehtäviin kuuluu olennaisena osana jatkuva tai\nsäännöllisesti toistuva matkustaminen säännöllisen työajan ulkopuolella\nja toimihenkilö voi tehtäviensä luonteen vuoksi itse päättää matkojensa\nsuorittamisesta ja työaikansa käytöstä, tämä seikka otetaan huomioon\npaikassa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>15.2\u003C\u002Fstrong> Jos säännöllisen työajan ulkopuolella matkustamisen\nkorvaamisesta ei ole sovittu paikallisesti muusta, niin vapaa-aikana\nmatkustaminen korvataan seuraavasti:\u003C\u002Fp>\n\n\u003Cp>Asiakasprojektimatkojen osalta korvataan vapaa-aikana matkustaminen\nmatkavuorokauden aikana yhden tunnin ylittävältä ajalta 19 euron\ntuntikorvauksella. Tuntikorvaus maksetaan, kun vähintään puolet tunnista on\nkulunut. Korvaus maksetaan työpäivänä enintään 8 tuntiin asti ja\nvapaapäivänä 10 tuntiin asti. Korvausta matkustamiseen käytetyltä ajalta\nei makseta ylemmän toimihenkilön osallistuessa koulutukseen tai alansa\nmessutapahtumiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>15.3\u003C\u002Fstrong> Matkustamiseen käytetyksi ajaksi luetaan (koskee kohtia\n15.1 ja 15.2):\u003C\u002Fp>\n\n\u003Cp>1. matkustaminen kodin ja työkohteen, varsinaisen työntekopaikan ja\ntyökohteen tai työkohteiden välillä,\u003C\u002Fp>\n\n\u003Cp>2. aika, joka kuluu liikennevälineissä matkustamiseen ja siirtymisiin\nliikennevälineestä toiseen, mukaan lukien välttämättömät odotusajat\nlentokentillä yms.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMatkustamiseen käytettyyn aikaan ei lueta majoitettuna oloaikaa matkan\nkestäessä tai työkohteessa oloaikaa. Matkustamiseen käytettyä aikaa ei\nlueta työaikaan. Kuitenkin matka-aika luetaan työajaksi siltä osin kuin se\nyhdessä tehdyn työajan kanssa ei ylitä sovittua säännöllistä\nvuorokautista työaikaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>16 § Ryhmähenkivakuutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työnantaja toteuttaa kustannuksellaan ryhmähenkivakuutuksen, kuten siitä\non keskusjärjestöjen välillä sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\n17 §Ammatillinen koulutus\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sopijapuolet korostavat henkilöstön suunnitelmallisen kehittämisen\ntärkeyttä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n18 §Järjestäytymisvapaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Osapuolet toteavat järjestäytymis- ja yhdistymisvapauden oleva puolin ja\ntoisin loukkaamaton.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19 § Paikallinen sopiminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Paikallisen sopimuksen osapuolia ovat työnantaja ja toimihenkilö tai\nluottamusmies. Luottamusmiehen kanssa tehty sopimus sitoo niitä\ntoimihenkilöitä, joita luottamusmiehen on katsottava edustavan. Sopimus\nvoidaan solmia määräajaksi tai olemaan voimassa toistaiseksi. Toistaiseksi\nvoimassa oleva sopimus voidaan irtisanoa kolmen kuukauden irtisanomisaikaa\nkäyttäen, ellei toisin sovita. Sopimus solmitaan kirjallisena, jos\nsopijapuoli sitä pyytää.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen kanssa tehty paikallinen sopimus on työehtosopimuksen osa.\nSitä sovelletaan senkin jälkeen, kun työehtosopimuksen voimassaolo muutoin\non lakannut. Tänä aikana ja kuukauden kuluessa uuden työehtosopimuksen\nvoimaantulon jälkeen voidaan määräajaksikin solmittu sopimus irtisanoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n20 § Sopimuksen sitovuus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tämä työehtosopimus sitoo allekirjoittaneita liittoja ja niiden\nalayhdistyksiä sekä työnantajia ja toimihenkilöitä, jotka ovat tai\nsopimuksen voimassaoloaikana ovat olleet näiden yhdistysten jäseniä.\nSopimukseen sidotut ovat velvolliset tarkoin noudattamaan tätä sopimusta\nhuolehtimalla siitä, että niiden alaiset yhdistykset ja niihin kuuluvat\ntyönantajat ja toimihenkilöt eivät riko sen määräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n21 § Työrauhavelvoite\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työehtosopimuksen voimassa ollessa kiellettyjä ovat\ntyötaistelutoimenpiteet, jotka kohdistuvat työehtosopimukseen tai johonkin\nsen määräykseen. Liitot ja niiden alayhdistykset ovat velvolliset\nhuolehtimaan siitä, etteivät myöskään niiden jäseninä olevat\ntyönantajat tai toimihenkilöt, joita sopimus koskee, ryhdy kiellettyihin\ntyötaistelutoimenpiteisiin eivätkä muutenkaan riko sopimuksen\nmääräyksiä. Ylemmät toimihenkilöt YTN ry sitoutuu myös siihen, että\narkkitehtisuunnittelualalla työskentelevät ylemmät toimihenkilöt eivät\nsopimuksen voimassa ollessa ryhdy myötätuntotoimenpiteisiin muiden\npalvelualojen painostamiseksi työehtosopimusten piiriin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n22 § Neuvottelujärjestys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mikäli tämän työehtosopimuksen tulkinnasta tai noudattamisesta syntyy\nerimielisyyttä, eikä asiaa sovita paikallisesti, on menettelystä laadittava\nmuistio, jos toinen osapuolista sitä vaatii. Paikalliset\nerimielisyysneuvottelut on käynnistettävä kolmen viikon kuluessa siitä, kun\njompikumpi sitä pyytää. Ellei asiaa saada ratkaistua paikallisella tasolla,\nerimielisyyttä koskeva asia siirretään liittotasolla neuvoteltavaksi\nPalvelualojen Työnantajat PALTA ry:n ja Ylemmät toimihenkilöt YTN ry:n\nvälillä, mikäli molemmat tai toinen erimielisyyden osapuolista sitä\nesittää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n23 § Jatkuva neuvottelu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Osapuolet korostavat jatkuvan neuvottelun tärkeyttä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n24 § Selviytymislauseke\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mikäli sopimuksen piirissä olevat yritykset joutuvat sopimuskauden aikana\npoikkeuksellisiin taloudellisiin vaikeuksiin, voivat sopijaosapuolet arvioida\nuudelleen tehdyn työehtosopimusratkaisun soveltuvuutta vallitsevaan\ntaloudelliseen tilanteeseen ja sopia siihen tehtävistä muutoksista, jotka\novat tarpeen yritysten toimintaedellytysten ja työpaikkojen turvaamiseksi\nsopimuskaudella.\u003C\u002Fp>\n\n\u003Cp>Jos sopimuksen piirissä oleva yritys joutuu sopimuskauden aikana\npoikkeuksellisiin taloudellisiin vaikeuksiin, voivat paikalliset osapuolet\narvioida uudelleen työehtosopimuksen määräysten soveltuvuutta vallitsevaan\ntaloudelliseen tilanteeseen ja sopia työehtosopimuksen määräyksistä\npoikkeamisesta pakottavan lainsäädännön rajoissa, jos poikkeaminen on\ntarpeen yrityksen toimintaedellytysten ja työpaikkojen turvaamiseksi\nsopimuskaudella. Sopimuksella ei voida sopia työsopimuksen mukaisen palkan\nalentamisesta.\u003C\u002Fp>\n\n\u003Cp>Sopimus tehdään kirjallisesti työehtosopimuksen 19 § määräämällä\ntavalla.\u003C\u002Fp>\n\n\u003Cp>Osapuolilla on tarvittaessa oikeus käyttää neuvotteluissa apunaan\nliittojen asiantuntijoita työnantajan taloudellisia vaikeuksia koskevaan\ntoteamiseen liittyen. Ennen työpaikalla käynnistettäviä neuvotteluja tulee\nniistä antaa tieto työehto- sopimusosapuolille.\u003C\u002Fp>\n\n\u003Cp>Neuvottelujen alkaessa työnantajan tulee esittää suunnitelma, jossa\nselostetaan kokonaisvaltaisesti yrityksen talouden tervehdyttämiseksi ja\ntoimintaedellytysten turvaamiseksi toteutetut ja suunnitellut toimenpiteet.\nTyönantajan tulee myös selvittää neuvotteluosapuolelleen avoimesti\nyrityksen taloudellinen tilanne ja sen kehitysnäkymät.\u003C\u002Fp>\n\n\u003Cp>Mikäli yritys asetetaan sopimuksen voimassaoloaikana konkurssiin,\nselvitystilaan tai yrityssaneerausmenettelyyn, päättyy tämä sopimus\nautomaattisesti kyseisenä päivänä, elleivät osapuolet erikseen sovi sen\njatkamisesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n25 § Liitesopimus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tämän työehtosopimuksen osana noudatetaan liitteenä olevaa\nyhteistoimintasopimusta, pöytäkirjaa Ammatilliseen koulutukseen liittyvien\nharjoittelumahdollisuuksien lisäämisestä ja liitettä matkakustannusten\nkorvaukset.\u003C\u002Fp>\n\n\u003Cp>Tämän sopimuksen liitteinä ovat myös työaikapankkia koskeva ohje,\ntyösopimusmalli ja etätyössä huomioon otettavia asioita koskeva liite,\njoita ei noudateta työehtosopimuksen osina.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n26 § Sopimuksen voimassaolo\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tämä sopimus on voimassa 1.12.2021 alkaen ja päättyy 30.11.2023. Sopimus\nvoidaan irtisanoa päättymään 30.11.2022, ellei vuoden 2023\npalkantarkistuksen suuruudesta sovita 30.10.2022 mennessä. Sopimus jatkuu\n30.11.2023 jälkeen vuoden kerrallaan, ellei työehtosopimusta viimeistään\nkahta kuukautta ennen sopimuskauden päättymistä ole kummaltakaan puolelta\nirtisanottu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 11.1.2022\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cp>ARKKITEHTITOIMISTOJEN LIITTO ATL RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>YHTEISTOIMINTASOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Yhteistoiminta\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Yhteistoimintaelin\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Paikallisesti voidaan sopia sellaisen yhteistoimintaelimen perustamisesta,\njoka käsittelee muun muassa kehittämistoimintaan sisältyviä asioita.\nYhteistoimintaelin voi korvata erilliset yhteistoiminta- ja\ntyösuojelutoimikunnat sekä muut vastaavat toimikunnat. Sama\nyhteistoimintaelin voi vastata myös yhteistoimintalain,\ntyösuojeluvalvontalain, työterveyshuollon ja tasa-arvolain mukaisista\ntoimista ja suunnitelmista paikallisesti sovittavassa laajuudessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Organisaatiomuutokset\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työpaikan toiminnan olennaisesti supistuessa, laajentuessa taikka liikkeen\nluovutuksen, sulautumisen, yhtiöittämisen tai niihin verrattavan olennaisen\norganisaatiomuutoksen johdosta saatetaan yhteistoimintaorganisaatio vastaamaan\nmuuttunutta kokoa ja rakennetta.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Työsuojeluyhteistoiminta ja työsuojeluvaltuutettu\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työsuojeluyhteistoiminta\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työsuojeluyhteistoimintaa koskevia määräyksiä sovelletaan työpaikassa,\njossa työskentelee yhteensä vähintään 20 toimihenkilöä.\nTyösuojeluvaltuutettu on kuitenkin valittava, kun toimihenkilöiden\nlukumäärä on yhteensä vähintään kymmenen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työsuojeluvaltuutetun irtisanomis- ja lomautussuoja\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työsuojeluvaltuutetulla on työsopimuslain 7 luvun 10 §:n mukainen\nirtisanomis- ja lomautussuoja.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työsuojeluvaltuutetun korvaus\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työnantaja maksaa työsuojeluvaltuutetulle, ellei paikallisesti toisin\nsovita, erillisen kuukausikorvauksen samoin periaattein kuin\nluottamusmiehelle.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nOsallistuminen työsuojelukoulutukseen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työsuojeluvaltuutetulla on oikeus osallistua sopimusosapuolten yhdessä\nhyväksymään työsuojelukoulutukseen samoin periaattein kuin luottamusmies\nosallistuu ay-koulutukseen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Luottamusmies\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Luottamusmiehen valinta\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Luottamusmies ja varaluottamusmies valitaan tähän sopimukseen sidottujen\nyrityksen tai työpaikan ylempien toimihenkilöiden keskuudesta ja heidän\ntulee olla perehtynyt työpaikan olosuhteisiin. Kaikilla työpaikan ylemmillä\ntoimihenkilöillä tulee olla mahdollisuus osallistua valintaan. Luottamusmies\nvalitaan määräajaksi, yleensä kahdeksi vuodeksi. Kaikki työehtosopimuksen\npiirissä olevat toimihenkilöt voivat osallistua luottamusmiehen valintaan.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen tarpeesta samoin kuin paikallisesta yhteydenpito- ja\nneuvottelumenettelyn täsmentämisestä keskustellaan ensin yrityksen johdon ja\nylempien toimihenkilöiden edustajien kesken. Luottamusmiehen asettamisen tarve\ntodetaan yhdessä yrityksen johdon kanssa ottaen huomioon erityisesti yrityksen\nkoko, organisaatio ja toiminnan luonne. Edellä tarkoitetulla\nkeskusteluvelvoitteella ei kuitenkaan tarkoiteta rajoittaa luottamusmiehen\nvalintaoikeutta.\u003C\u002Fp>\n\n\u003Cp>Jos paikallisesti on tarve siihen, että luottamusmies edustaa myös\njoidenkin muiden toimipaikkojen ylempiä toimihenkilöitä, niin yhteisestä\nluottamusmiehestä tulee sopia paikallisesti kaikkien mukana olevien\ntoimipaikkojen tai yritysten ylempien toimihenkilöiden ja johdon kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Varaluottamusmies\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vähintään kymmenen ylemmän toimihenkilön työpaikalla voidaan valita\nvaraluottamusmies. Varaluottamusmies toimii luottamusmiehen sijaisena tämän\nollessa estynyt hoitamasta luottamusmiehen tehtäviä.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiestä koskevia määräyksiä sovelletaan varaluottamusmieheen\nsinä aikana, kun hän tämän sopimuksen edellyttämän ilmoituksen mukaisesti\ntoimii luottamusmiehen sijaisena.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Ilmoitukset\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Valituista luottamusmiehistä, varamiehistä ja varamiehen toimimisesta\nluottamusmiehen sijaisena on ilmoitettava työnantajalle. Työnantaja ilmoittaa\nluottamusmiehelle, ketkä käyvät yrityksen puolesta neuvotteluja\nluottamusmiehen kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nLuottamusmiehen tehtävät ja toimintaedellytykset\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Luottamusmies edustaa ylempiä toimihenkilöitä työsuhdeasioissa ja\ntämän sopimuksen soveltamista koskevissa kysymyksissä. Hänelle annetaan\nasioiden hoidon kannalta tarpeelliset tiedot ja toimintamahdollisuudet.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehelle ja työsuojeluvaltuutetulle annetaan oikeus käyttää\nyrityksen tavanomaisia toimisto- yms. välineitä, kuten yrityksessä yleisesti\nkäytössä olevat atk-laitteet ja niihin liittyvät ohjelmat sekä\ninternet-yhteys (sähköposti). Käytännön järjestelyistä sovitaan\npaikallisesti. Arvioinnissa voidaan ottaa huomioon mm. yrityksen ja yhteisön\nkoko, luottamusmiehen tai työsuojeluvaltuutetun tehtävien laajuus ja\nedellyttämä tarve sekä ajankäytön määrä.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nTyöstä vapautus luottamusmies tehtävän hoitamista varten\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen kanssa sovitaan paikallisesti kohtuullisesta työstä\nvapautuksesta luottamusmiestehtävien hoitamista varten. Tällöin on\nkiinnitettävä huomiota muun muassa ao. henkilöstöryhmään kuuluvien\ntoimihenkilöiden lukumäärään, toiminnan luonteeseen ja tämän sopimuksen\nmukaisten tehtävien määrään.\u003C\u002Fp>\n\n\u003Cp>Tässä sopimuksessa tarkoitetun henkilöstön edustajan palkkaa ei\nvähennetä, jos hän työaikana neuvottelee työnantajan edustajien kanssa tai\ntoimii muuten työnantajan kanssa sovituissa tehtävissä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Luottamusmieskorvaus\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työnantaja maksaa luottamusmiehenä toimivalle ylemmälle toimihenkilölle,\nellei työehtosopimuksen allekirjoituspöytäkirjalla tai paikallisesti muusta\nole sovittu, erillisen kuukausikorvauksen, jonka suuruus on:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nLuottamusmieskorvaukset 1.3.2022 alkaen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"303\" valign=\"bottom\" style=\"width:227.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Ylempien toimihenkilöiden lukumäärä\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\" valign=\"bottom\" style=\"width:125.75pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">Korvaus, euroa\u002Fkk\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"303\" valign=\"bottom\" style=\"width:227.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">5-10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\" valign=\"bottom\" style=\"width:125.75pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"303\" valign=\"bottom\" style=\"width:227.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">10-24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\" valign=\"bottom\" style=\"width:125.75pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">120\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"303\" valign=\"bottom\" style=\"width:227.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">25-50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\" valign=\"bottom\" style=\"width:125.75pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">152\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"303\" valign=\"top\" style=\"width:227.5pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\" valign=\"top\" style=\"width:125.75pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.1pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">206\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Osallistuminen ay-koulutukseen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehelle ja varaluottamusmiehelle annetaan palkkaa menettämättä\noikeus osallistua YTN:n ja sen jäsenliittojen järjestämille, henkilöstön\nedustajan tehtävien hoidon kannalta tarpeellisille luottamusmieskursseille ja\n-koulutukseen, ellei se aiheuta tuntuvaa haittaa yrityksen toiminnalle.\u003C\u002Fp>\n\n\u003Cp>Henkilöstön edustaja ja työnantaja toteavat etukäteen, onko kyseessä\nsellainen koulutustilaisuus, johon osallistuminen ei vaikuta henkilöstön\nedustajan kuukausipalkkaan. Tällöin ei koulutukseen osallistuminen\nmyöskään aiheuta vuosiloma-, eläke- tai muiden niihin verrattavien\netuuksien vähenemistä. Henkilöstön edustajalla on oikeus ansiota\nmenettämättä osallistua vain kerran samaan tai sisällöltään vastaavaan\nkoulutustilaisuuteen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cem>Pöytäkirjamerkintä\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Edellä mainittua tuntuvaa haittaa arvioitaessa kiinnitetään huomiota\ntyöpaikan kokoon, toiminnan laatuun, tehtävien hoitoon ja\nsijaisjärjestelyihin. Ilmoitus aikomuksesta lähteä kurssille on tehtävä\nmahdollisimman varhain. Kielteisessä tapauksessa ilmoitetaan luottamusmiehelle\nviimeistään 10 päivää ennen kurssin alkua syy, jonka takia vapaan\nmyöntäminen tuottaisi tuntuvaa haittaa. Tällöin olisi suotavaa yhteisesti\npyrkiä selvittämään muu mahdollinen ajankohta, jolloin kurssille\nosallistumiselle ei olisi estettä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEdellä mainituksi koulutukseksi on katsottava YTN:n ja PALTA:n vuosittain\nedellisen vuoden marraskuun loppuun mennessä yhdessä sopimat koulutukset.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nAmmatillinen koulutus\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lähtökohtana on luottamusmiehen ja työsuojeluvaltuutetun yhtäläiset\nmahdollisuudet kehittyä ammatissa kuin muilla toimihenkilöillä. Työnantajan\nja luottamusmiehen\u002Ftyösuojeluvaltuutetun on selvitettävä luottamustehtävän\naikana, edellyttääkö hänen ammattitaitonsa ylläpitäminen sellaisen\nammatillisen koulutuksen antamista, jota järjestetään myös muille\ntoimihenkilöille. Vastaava selvitys on tehtävä luottamusmiehen ja\ntyösuojeluvaltuutetun toimikauden jälkeen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nLuottamusmiehen irtisanomis- ja lomautussuoja\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Luottamusmies katsotaan työsopimuslain 7 luvun 10 §:n tarkoittamaksi\nluottamusmieheksi ja hänet voidaan lomauttaa tai irtisanoa vain, jos hänelle\nei voida tarjota hänen ammattiaan vastaavaa tai hänelle muutoin sopivaa\ntyötä tai jos niiden toimihenkilöiden enemmistö, joita hän edustaa, antaa\nsiihen suostumuksensa.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen työsuhdeturvaa koskevia määräyksiä on sovellettava\nmyös luottamusmiehenä toimineeseen toimihenkilöön kuusi kuukautta hänen\nko. tehtävänsä päättymisen jälkeen. Luottamusmies säilyttää asemansa,\njos liike tai sen osa sitä luovutettaessa säilyttää itsenäisyytensä.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen ansiokehityksen tulee vastata yrityksessä tai vähintään\narkkitehtisuunnittelualan ylempien toimihenkilöiden ansiokehitystä.\nLuottamusmiehen ansiokehitystä tarkastellaan toimikausittain heti EK:n\ntilaston valmistumisen jälkeen ja mahdollinen jälkeenjääneisyys korjataan\ntarkastelun jälkeisestä ensimmäisestä palkanmaksusta lähtien.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nLuottamusmiehelle annettavat tiedot\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Työnantajan tulee huolehtia siitä, että luottamusmiehelle ilmoitetaan\nmahdollisimman aikaisessa vaiheessa asianomaisen työpaikan toimihenkilöitä\nvälittömästi tai välillisesti koskevista asioista.\u003C\u002Fp>\n\n\u003Cp>Milloin syntyy epäselvyyttä tai erimielisyyttä toimihenkilön palkasta\ntai muusta työsuhteeseen liittyvistä asioista, on luottamusmiehelle annettava\nkaikki valituksen alaisen tapauksen selvittämiseksi tarpeelliset tiedot.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLuottamusmiehellä on oikeus saada kirjallisesti seuraavat tiedot toimialueensa\ntoimihenkilöistä:\u003C\u002Fp>\n\n\u003Cp>1.Toimihenkilöiden suku- ja etunimet\u003C\u002Fp>\n\n\u003Cp>2.Työsuhteen alkamisaika\u003C\u002Fp>\n\n\u003Cp>3.Koulutustaso\u003C\u002Fp>\n\n\u003Cp>4.Työpaikka (organisatorinen osasto)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEdellä mainitut tiedot annetaan kerran vuodessa. Uusista toimihenkilöistä\nannetaan kohdissa 1-4 mainitut tiedot niin pian kuin mahdollista, kuitenkin\nviimeistään neljän kuukauden kuluttua työsuhteen alkamisesta.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehelle annetaan tieto hänen toimialueensa ylempien\ntoimihenkilöiden säännöllisen työajan keskimääräisestä\nkuukausiansiosta. Lisäksi annetaan keskimääräiset kuukausipalkat\n(luontoisetuineen) tilastonimikkeittäin (esim. EK:n tilastonimikkeittäin) ja\nyhteenvetona työpaikkakohtaisesti. Paikallisesti voidaan sopia muusta\ntilastojaottelusta. Tiedot annetaan lokakuun palkoista. Samalla ilmoitetaan\nmyös toimihenkilöiden lukumäärät. Luottamusmies ei ole oikeutettu saamaan\nkeskimääräisiä palkkatietoja viittä henkilöä pienemmistä ryhmistä.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehelle varataan mahdollisuus perehtyä toimialueellaan\ntyöaikalainsäädännön mukaiseen työaikakirjanpitoon.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehelle on annettava ilmoitus koeajaksi ja määräaikaiseen\ntyösuhteeseen otetusta toimihenkilöstä. Erikseen pyydettäessä on\nluottamusmiehelle ilmoitettava myös määräaikaisen työsopimuksen solmimisen\nperuste.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 8.11.2013\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cp>ARKKITEHTITOIMISTOJEN LIITTO ATL RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\nMATKAKUSTANNUSTEN KORVAUKSET\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMatkakustannusten korvaukset maksetaan Verohallinnon kullekin vuodelle\nvahvistamien verovapaiden matkakustannusten mukaan, kuitenkin siten, että\npäivärahan maksuedellytys on yli 50 km kotoa\u002F työpaikalta siitä riippuen,\nkummasta matka tehdään. Voimassa olevia korvauksia voi kysyä Palvelualojen\ntyönantajat PALTA ry:stä (www.palta.fi), YTN:stä (www.ytn.fi) tai\nVerohallinnosta (www.vero.fi → vero-ohjeet).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Päivärahaa maksetaan kotimaassa suoritetuilta matkoilta verohallituksen\npäätösten mukaisesti seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na)Kokopäiväraha matkavuorokaudelta, joka kokonaan tai yli 10 tunnin osalta on\nkäytetty matkaan, työntekoon tai oleskeluun matkapaikkakunnalla, sekä\u003C\u002Fp>\n\n\u003Cp>b)osapäiväraha vajaavuorokaudelta, joka käsittää yli 6 mutta enintään\n10 tuntia,\u003C\u002Fp>\n\n\u003Cp>c)osapäiväraha, kun matkaan käytetty aika ylittää viimeisen täyden\nmatkavuorokauden vähintään 2 tunnilla ja kokopäiväraha, kun ylitys on yli\n6 tuntia.\u003C\u002Fp>\n\n\u003Cp>Jos ylempi toimihenkilö jonakin matkavuorokautena saa ilmaisen tai\nmatkalipun hintaan sisältyneen ruoan, päivärahan enimmäismäärä on puolet\nedellä tässä kohdassa mainituista määristä. Ilmaisella ruoalla\ntarkoitetaan kokopäivärahan kysymyksessä ollen kahta ja osapäivärahan\nkysymyksessä ollen yhtä ilmaista ateriaa.\u003C\u002Fp>\n\n\u003Cp>Milloin matkan aikana joudutaan majoittumaan, maksetaan\nmajoittumiskorvaukset tositteen mukaisesti päivärahojen lisäksi valtion\nvirkaehtosopimuksen mukaisiin enimmäismääriin saakka.\u003C\u002Fp>\n\n\u003Cp>Milloin ylempi toimihenkilö ei esitä majoituslaskua maksetaan hänelle\nverohallituksen päätöksen mukainen yömatkaraha.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Milloin ylemmällä toimihenkilöllä ei ole tavallisuudesta poikkeavasti\nmahdollisuutta työn vuoksi aterioida työnantajan ruokalassa tahi asunnossaan\nruokatauon aikana eikä kysymys ole työskentelystä yrityksen samalla\npaikkakunnalla tai muuten lähellä toisiaan sijaitsevassa yrityksen\ntoimipaikassa, jossa ruokailumahdollisuus on normaalia ruokailumahdollisuutta\nvastaava, maksetaan hänelle verohallituksen päätöksen mukainen\nateriakorvaus. Näissä tapauksissa ei makseta päivärahaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Työtehtävien edellyttämän ulkomaan matkan osalta maksetaan ulkomaan\npäivärahaa verohallituksen päätöksen mukaisesti. Milloin matkan aikana\njoudutaan majoittumaan, maksetaan majoittumiskorvaukset tositteen mukaisesti\npäivärahojen lisäksi valtion virkaehtosopimuksen mukaisiin maakohtaisiin\nenimmäismääriin saakka.\u003C\u002Fp>\n\n\u003Cp>Jos palkansaaja jonakin matkavuorokautena on saanut ilmaisen tai matkalipun\ntaikka hotellihuoneen hintaan sisältyneen ruoan, päiväraha maksetaan 50\nprosentilla alennettuna. Ilmaisella ruoalla tarkoitetaan ulkomaanpäivärahan\nkysymyksessä ollen kahta ilmaista ateriaa.\u003C\u002Fp>\n\n\u003Cp>Milloin ulkomaille suuntautuvaan matkaan käytetty aika ylittää viimeisen\ntäyden matkavuorokauden yli 10 tunnilla, toimihenkilölle maksetaan\ntällaiselta vajaavuorokaudelta koko ulkomaan päiväraha ja milloin yli 2\ntunnilla mutta enintään 10 tunnilla puolet ulkomaan päivärahasta.\u003C\u002Fp>\n\n\u003Cp>Vajaavuorokaudelta maksettava päiväraha määräytyy sen\nulkomaanpäivärahan mukaan, joka maksetaan viimeiseltä täydeltä\nmatkavuorokaudelta.\u003C\u002Fp>\n\n\u003Cp>Mikäli ulkomaille suuntautuvaan työmatkaan käytetty kokonaisaika jää\nalle 24 tunnin, mutta kestää kuitenkin vähintään 10 tuntia, maksetaan\nylemmälle toimihenkilölle kysymyksessä olevan maan mukaan määräytyvä\nkokopäiväraha.\u003C\u002Fp>\n\n\u003Cp>Mikäli valuuttakursseissa tapahtuu olennaisia muutoksia, devalvaation,\nrevalvaation tai muun valuuttajärjestelyn vuoksi, sovitaan liittojen kesken\ntästä mahdollisesti aiheutuvista muutoksista päivärahoihin ja\nhotellikorvauksiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Jos oman auton käytöstä on sovittu, maksetaan ajokilometriltä\nverohallituksen määrittelemä kilometrikorvaus. Kilometrikorvausta korotetaan\nverohallituksen päätöksen mukaisesti, jos ylempi toimihenkilö työnantajan\nmääräyksestä joutuu työmatkalla kuljettamaan muita henkilöitä, tai\ntyötehtäviensä vuoksi kuljettamaan autossaan työvälineitä, mittalaitteita\ntai valmiita laitteita, joiden matka- tai kuljetuskustannukset olisi\ntyönantajan korvattava tai kun työtehtävien suorittaminen edellyttää\nperävaunun kuljettamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nATL RY\u003C\u002Fp>\n\n\u003Cp>PALTA RY\u003C\u002Fp>\n\n\u003Cp>YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPÖYTÄKIRJA 24.10.2013\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAMMATILLISEEN KOULUTUKSEEN LIITTYVIEN HARJOITTELUMAHDOLLISUUKSIEN\nLISÄÄMISESTÄ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsapuolet ovat yhtä mieltä siitä, että arkkitehtisuunnittelualalla tulee\nkiinnittää huomiota alan työvoiman saatavuuteen tulevaisuudessakin.\nTutkintouudistusten myötä opintoihin liittyy osana tutkintoa nykyisin\npidempiä työharjoittelujaksoja työpaikoilla. Niiden avulla opiskelija\ntutustuu alan työtehtäviin ja työpaikkoihin ja yritys saa hyvän\nmahdollisuuden varmistaa ammattitaitoisen työvoiman saantinsa jatkossakin.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.KOULUTUKSEEN LIITTYVÄ HARJOITTELU\u003C\u002Fh3>\n\n\u003Cp>Harjoittelijalla tarkoitetaan henkilöitä, jotka opiskelevat ja ovat\ntyössä lukukausien väliaikoina tai hankkivat koulutuksen aikana tutkinnon\nedellyttämää työkokemusta.\u003C\u002Fp>\n\n\u003Cp>Osapuolet toteavat, ettei koulutuksen edellyttämällä harjoittelulla tai\ntyökokemuksen hankkimisella korvata yrityksen henkilöstöä. Niillä ei\nmyöskään ole tarkoitus vaikuttaa yrityksen palveluksessa olevan\nhenkilöstön työsuhteisiin. Nämä näkökohdat on tarpeellista todeta\npaikallisesti työnantajan ja luottamusmiehen tai ellei sellaista ole,\ntyönantajan ja toimihenkilöiden kesken joko ennen työharjoittelun\njärjestämistä taikka yhteistoimintalain tarkoittaman koulutus- ja\nhenkilöstösuunnitelman käsittelyn yhteydessä.\u003C\u002Fp>\n\n\u003Cp>Osapuolet toteavat myös, että työsopimuslain työvoiman vähentämistä,\nlisätyön tarjoamisvelvollisuutta tai takaisinottoa koskevat määräykset\neivät ole esteenä edellä mainittujen harjoittelupaikkojen tarjoamiselle, jos\nedellä mainittua paikallista menettelytapaa on noudatettu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.SOPIMUKSEN VOIMASSAOLO\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tämä sopimus astuu voimaan 1.11.2013 ja on voimassa toistaiseksi kuuden\nkuukauden irtisanomisajalla. Irtisanominen on toimitettava kirjallisesti ja\nirtisanominen astuu voimaan ilmoituksen saapumisesta toiselle osapuolelle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nArkkitehtitoimistojen liitto ATL ry\u003C\u002Fp>\n\n\u003Cp>Palvelualan työnantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Ylemmät Toimihenkilöt YTN ry\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nPALTA-ATL-YTN TYÖAIKAPANKKIOHJE 8.11.2013\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nOHJE TYÖAIKAPANKKIJÄRJESTELMÄN KÄYTTÖÖNOTTOON\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPalvelualan työnantajat PALTA ry, Arkkitehtitoimistojen liitto ATL ry ja\nYlemmät Toimihenkilöt YTN ry ovat yhdessä laatineet nämä ohjeet yritysten\nkäyttöön edistämään työaikapankkien käyttöönottoa.\u003C\u002Fp>\n\n\u003Cp>Näissä ohjeissa esitetyt työaikapankkeja ja niiden palkkahallinnollista\nkäsittelyä koskevat ohjeet ovat suosituksia. Työaikapankeista ja niiden\npalkkahallinnosta voidaan sopia paikallisesti myös näistä ohjeista poiketen,\nmutta aina lainsäädännön ja työehtosopimusten määräysten puitteissa.\u003C\u002Fp>\n\n\u003Cp>Ylemmän toimihenkilön osalta työaikapankkijärjestelmän käyttäminen on\nvapaaehtoista.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Työaikapankkia koskevia määritelmiä\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Työaikapankilla\u003C\u002Fstrong> tarkoitetaan yritys- tai työpaikkatasolla\nkirjallisesti sovittuja toimihenkilöiden työaikajärjestelyjä, joilla\ntyöaikaa, ansaittuja vapaita tai vapaa-ajaksi muutettuja rahamääräisiä\netuuksia voidaan sopimalla säästää sekä yhdistää toisiinsa ja nostaa\npalkallista vapaa-aikaa tai rahakorvausta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työaikapankkitilillä\u003C\u002Fstrong> tarkoitetaan toimihenkilökohtaista\ntiliä tai muuta luetteloa, jolle säästettävä aika- tai palkkaerä\nkirjataan ja jonka saldosta pidettävä vapaa-aika tai rahakorvaus\nvähennetään.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Säästöllä\u003C\u002Fstrong> tarkoitetaan aika- tai palkkaerän\nsäästämistä työaikapankkiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Saldolla\u003C\u002Fstrong> tarkoitetaan pankin tilillä olevaa tuntimäärää.\nSaldo on massavelkaa, joka pidetään vapaa-aikana tai korvataan rahana\ntyöaikapankkia koskevien sääntöjen mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Pankkivapaalla\u003C\u002Fstrong> tarkoitetaan työaikapankista pidettävää\npalkallista vapaa- aikaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Nostolla\u003C\u002Fstrong> tarkoitetaan vapaa-ajan käyttämistä\ntyöaikapankista tai rahakorvauksen nostoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Rahakorvauksella\u003C\u002Fstrong> tarkoitetaan työaikapankista nostettua\npalkkaa, jota vastaavaa vapaa-aikaa ei ole pidetty.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työaikapankin osatekijäll\u003C\u002Fstrong>\u003Cstrong>ä\u003C\u002Fstrong> tarkoitetaan\njäljempänä tässä ohjeessa mainittuja säästettäviä työaikoja,\nvapaa-aikoja sekä vapaa-ajaksi muunnettuja rahamääräisiä etuuksia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Järjestelmän käyttöönotto\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikapankkijärjestelmä voidaan ottaa yritys- tai työpaikkakohtaisesti\nkäyttöön sopimalla siitä kirjallisesti työnantajan ja luottamusmiehen\nvälillä. Jos yrityksessä tai työpaikalla ei ole luottamusmiestä, voidaan\nsopimus solmia ylempien toimihenkilöiden tähän erikseen valtuuttamien\nhenkilöiden ja työnantajan välillä. Sopimuksesta annetaan tieto PALTAlle ja\nYTN:lle.\u003C\u002Fp>\n\n\u003Cp>Säännöllisen työajan järjestäminen on pidettävä erillään\ntyöaikapankkijärjestelmästä. Työaikapankki ei myöskään muuta eikä\nkorvaa voimassa olevia työaikajärjestelmiä, kuten mahdollisesti käytössä\nolevaa liukumajärjestelmää tai työajan tasoittumisjärjestelmää.\u003C\u002Fp>\n\n\u003Cp>Vuosilomalain tarkoittamaa säästövapaata koskevien pakottavien\nsäännöksien johdosta ei suositella säästövapaan liittämistä osaksi\ntyöaikapankkia.\u003C\u002Fp>\n\n\u003Cp>Työaikapankkijärjestelmä on tarkoitettu käytettäväksi näiden lisäksi\nja rinnalla pyrittäessä sovittamaan yhteen työ- ja vapaa-aikaa\npitkäjänteisesti.\u003C\u002Fp>\n\n\u003Cp>Työaikapankkijärjestelmästä sovittaessa on huomioitava, että\ntyölainsäädännön ja työehtosopimusten säännöksiä on noudatettava.\u003C\u002Fp>\n\n\u003Cp>Järjestelmä voi olla rajattu koskemaan vain osaa toimihenkilöistä.\nRajauksilla ei tule kuitenkaan asettaa ketään perusteettomasti eriarvoiseen\nasemaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Järjestelmään liittyminen ja siitä irtautuminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikajärjestelyjen, palkkahallinnon sekä palkka- ja työaikakirjanpidon\nkannalta on välttämätöntä tietää, ketkä kulloinkin ovat järjestelmän\npiirissä. Tämän vuoksi on sovittava menettelytavoista, joilla yksittäisen\ntoimihenkilön mukanaolo järjestelmässä todetaan.\u003C\u002Fp>\n\n\u003Cp>Yksittäisen toimihenkilön kuulumisen työaikapankkijärjestelmän piiriin\ntulee olla todennettavissa kirjallisesti, sähköisesti tai muulla\ntodennettavissa olevalla tavalla. Käytännössä tällä tarkoitetaan sitä,\nettä palkka- tai työaikapankkikirjanpitoon tulee merkintä, kuka kuuluu\ntyöaikapankkijärjestelmän piiriin ja mistä alkaen.\u003C\u002Fp>\n\n\u003Cp>Tällä ei kuitenkaan tarkoiteta sitä, että kunkin toimihenkilön tulisi\ntehdä erillinen sopimus järjestelmään liittymisestä. Edellytys täyttyy,\nkun työaikapankkikirjanpidosta käy ilmi toimihenkilön ensimmäinen (ja\nviimeinen) tilitapahtuma ja sen ajankohta.\u003C\u002Fp>\n\n\u003Cp>On huomattava, että työaikapankin käyttäminen on yksittäiselle\ntoimihenkilölle vapaaehtoista.\u003C\u002Fp>\n\n\u003Cp>Sopimusta työaikapankista tehtäessä on sovittava, miten yksittäinen\ntoimihenkilö irtautuu sopimuksesta omalta osaltaan ja miten työaikapankin\nsaldo korvataan rahana ja\u002Ftai käyttämällä vapaat pois.\u003C\u002Fp>\n\n\u003Cp>Yrityskohtaisesti on myös sovittava menettelytavoista, joita noudattaen\njärjestelmän soveltaminen yksilötasolla lakkaa toimihenkilön työsuhteen\njatkuessa. Mikäli se katsotaan tarpeelliseksi, voidaan yritystasolla sopia\nilmoitusajasta (esim. 1 kk), jonka puitteissa henkilö voi irtautua\njärjestelmän soveltamispiiristä. Tällöin on myös sovittava siitä, että\nsaldo nollataan työaikajärjestelyin 4 kk kuluessa, tai mikäli tämä ei ole\nmahdollista, saldo korvataan vastaavana rahasuorituksena.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Työaikapankin osatekijät\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yrityskohtaisesti on sovittava selkeästi työaikapankkijärjestelmässä\nkulloinkin käytössä olevista osatekijöistä.\u003C\u002Fp>\n\n\u003Cp>Ellei paikallisesti toisin sovita, voidaan työaikapankkiin sopia\nsiirrettäväksi seuraavat osatekijät tai joitain seuraavista\nosatekijöistä:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Työaikaa\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>•tehdystä lisä- tai ylityöstä maksettavan korvauksen peruspalkka ja\nkorotusosa\u003C\u002Fp>\n\n\u003Cp>•sunnuntaityölisä ja sunnuntain peruspalkka\u003C\u002Fp>\n\n\u003Cp>•viikkolepokorvaus\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nVapaa-aikaa:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•työajan lyhennysvapaat\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Rahaa\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>•vapaana annettavaksi sovittu lomaraha tai sen osa\u003C\u002Fp>\n\n\u003Cp>•vapaa-aikana matkustamisen korvaus\u003C\u002Fp>\n\n\u003Cp>•tulos-, bonus- tai voittopalkkio\u003C\u002Fp>\n\n\u003Cp>•vuorolisät\u003C\u002Fp>\n\n\u003Cp>•muut mahdolliset palkkaerät (esimerkiksi hälytysraha,\nvarallaolokorvaus, olosuhdelisät)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nToimihenkilöllä on oikeus siirtää työaikapankkiin hänen\nhenkilökohtaiselle tililleen edellisessä kohdassa mainittuja eriä joko osin\ntai kokonaisuudessaan. Rahaperusteiset korvaukset muutetaan ajaksi sovittujen\nsääntöjen mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Työaikapankin enimmäisrajat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikapankin saldo muuttuu jatkuvasti sen mukaan, miten työtunteja\nsiirretään pankkiin tai vapaa-aikaa otetaan käyttöön pankista.\u003C\u002Fp>\n\n\u003Cp>Henkilökohtaiselle saldolle on sovittava enimmäisraja, jota ei saa\nylittää. Suositus enimmäisrajaksi on 6 kuukauden suuruinen säästö\n(palkkaturvan enimmäismäärä). Enimmäisrajoista sovittaessa on otettava\nhuomioon, että työaikapankkijärjestelmän tavoitteena on mahdollistaa\ntarvittaessa pitkäaikaisenkin vapaan pitäminen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Aikamääräinen kokonaisuus ja työaikapankkiin siirrettävät erät\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Riippumatta käytettävistä osatekijöistä työaikapankki on syytä\nmuodostaa aikaperustaiseksi, tuntimääräiseksi ja\u002Ftai päiväperustaiseksi\nkokonaisuudeksi. Siirrettävät osatekijät merkitään palkka- ja\ntyöaikakirjanpitoon ja muutetaan tarvittaessa ajaksi sekä siirretään\ntyöaikapankkiin. Vastaavasti purettaessa toimihenkilökohtaista\ntyöaikapankkia vähennetään käytettävää aikaa tunteina ja\u002Ftai päivinä\nvastaava määrä toimihenkilön henkilökohtaisesta saldosta.\u003C\u002Fp>\n\n\u003Cp>Osatekijöiden siirrot työaikapankkijärjestelmään on todettava ja\nkirjattava toimihenkilökohtaisesti.\u003C\u002Fp>\n\n\u003Cp>Järjestelyn toimivuudelle tärkeitä ovat selkeästi todetut ja\nasianmukaisesti tiedotetut menettelytavat siitä, kuinka työaikapankin\nkerryttäminen tai käyttö todetaan palkka- ja työaikakirjanpidossa ja kuinka\nyksilöllisen työaikapankkikertymän saldo on todettavissa. Saldon\nilmoittaminen toimihenkilölle voidaan sopia esimerkiksi tehtäväksi\nkuukausittain tai silloin, kun saldo muuttuu (säästö tai nosto). Saldo\nvoidaan ilmoittaa esimerkiksi palkkakuitissa.\u003C\u002Fp>\n\n\u003Cp>Vapaa säilyy vanhentumattomana työaikapankissa koko toimihenkilön\ntyösuhteen ajan. Työsuhteen päättyessä työaikapankkisaatavat vanhenevat\nkahden vuoden kuluessa työsuhteen päättymispäivästä kuten palkkasaa-\ntavat.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Vapaiden ajalta maksettavien ansioiden määräytyminen ja palkan\nmaksuajankohta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikapankkiin perustuvia vapaita pidettäessä määräytyy vapaan ajalta\nsuoritettava palkka vapaan pitämisajankohtana voimassa olevan palkan\nmukaisesti, ellei painavasta syystä toisin sovita. Esimerkiksi jos\nyrityksessä on käytössä useita eri palkkaperusteita tai palkkaustapoja\n(kuten merkittävät tulospalkkiot), on syytä ennalta täsmentää, miten\nvapaan pitämisajankohdan palkka määritellään.\u003C\u002Fp>\n\n\u003Cp>Yritys- tai työpaikkakohtaisesti voidaan harkita, onko paikallisesti\ntarpeen sopia periaatteista, joiden mukaan pääsääntöisesti vapaana\nannettavat työaikapankkikertymät voidaan nollata tai korvata myös rahana\nsilloin, kun esimerkiksi toimihenkilön työtehtävät tai palkkaperusteet\nmuuttuvat olennaisesti.\u003C\u002Fp>\n\n\u003Cp>Pankkivapaa-ajan palkka maksetaan palkkakauden tavanomaisena\npalkanmaksupäivänä, ellei toisin ole sovittu.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n8.Vapaiden pitäminen\u003C\u002Fh3>\n\n\u003Cp>Pankkivapaan ajankohdasta sovitaan työnantajan ja toimihenkilön kesken.\nMikäli ajankohdasta ei päästä sopimukseen työnantajan ja toimihenkilön\nkesken, toimihenkilön on ilmoitettava työnantajalle pankkivapaan\npitämisestä viimeistään neljä kuukautta ennen vapaan alkamista, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Sovitun pankkivapaan perumisesta tai aloituksen siirtämisestä sekä\npankkivapaan ennen aikaisesta keskeyttämisestä sovitaan työnantajan ja\ntoimihenkilön kesken.\u003C\u002Fp>\n\n\u003Cp>Sopimuksessa tulee sopia pelisäännöt sen varalta, jos toimihenkilö tulee\ntyökyvyttömäksi ennen sovitun tai ilmoitetun pankkivapaan alkamista tai sen\naikana. Ratkaistavaksi tulee, siirretäänkö sovittu tai jo aloitetun\npankkivapaan jäljellä oleva osa myöhempään ajankohtaan vuosilomalain 25\n§:n säännöksiä vastaavasti tai muulla sovitulla tavalla, kuten\naikaprioriteettiperiaatteella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Päällekkäiset poissaolosyyt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lähtökohtaisesti pankkivapaa katsotaan pidetyksi ennalta sovittuna\najankohtana normaalien sopimusperiaatteiden mukaisesti. Sovittu pankkivapaa\nsiirtyy, jos tästä on nimenomaan sovittu. Tilanteen arviointiin voidaan\nsoveltaa myös aikaprioriteettiperiaatetta (ensin alkanut poissaolosyy\nratkaisee).\u003C\u002Fp>\n\n\u003Cp>Pankkivapaalla lapsen tilapäinen hoitovapaa ei tule kyseeseen.\u003C\u002Fp>\n\n\u003Cp>Työaikapankkivapaata ei tule sopia päällekkäin muun ennalta tiedossa\nolevan palkallisen vapaan kanssa (vuosiloma, äitiys- ja isyysvapaa ja työajan\nlyhennysvapaa).\u003C\u002Fp>\n\n\u003Cp>Osapuolet suosittavat, että pankkivapaapäivät siirtyvät, jos\ntoimihenkilö varhentaa äitiys- ja isyysvapaan ajankohtaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Vapaiden luonne ja yhteensovittaminen muiden poissaoloperusteiden kanssa\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikapankkivapaat eivät muuta työsuhteessa noudatettavia ehtoja.\nTämän vuoksi yritys- ja työpaikkakohtaisesti tulee tarvittaessa selvittää\nvapaiden vaikutus työsuhteen perusteella kertyviin etuuksiin lainsäädännön\nja työehtosopimuksen määräykset huomioon ottaen.\u003C\u002Fp>\n\n\u003Cp>Pankkivapaan kerryttäminen ja käyttö eivät vaikuta toimihenkilön\nvuosiloman ansaintaan, lisä- tai ylityökorvauksiin eikä luontois- ja\nhenkilökuntaetuihin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Pankkivapaan pitäminen tai korvaaminen työsuhteen päättyessä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jos työnantaja irtisanoo toimihenkilön työsuhteen ja hänellä on\ntyöaikapankissa kertynyttä saldoa, voidaan sitä toimihenkilön niin\nhalutessa käyttää irtisanomisaikaan kuuluvaksi. Muutoin saldo korvataan\nrahana viimeistään lopputilin maksamisen yhteydessä.\u003C\u002Fp>\n\n\u003Cp>Jos toimihenkilö itse irtisanoo työsuhteensa, maksetaan kertynyt saldo\nrahana viimeistään lopputilin maksamisen yhteydessä, ellei toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Työaikapankkijärjestelmän muuttaminen tai lakkauttaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yritys- tai työpaikkakohtaisesti sovittava työaikapankkijärjestelmä ja\nsen ylläpito perustuvat paikalliseen sopimukseen, minkä mukaisesti\ntyöaikapankkijärjestelmän sisältöä voidaan muuttaa sopimalla.\u003C\u002Fp>\n\n\u003Cp>Järjestelmän lakkauttamiselta ei edellytetä erityisiä perusteita.\nMikäli jompikumpi yritys- tai työpaikkakohtaisen sopimuksen osapuoli haluaa\nlakkauttaa työpankkijärjestelmän soveltamisen, on lakkaamisen ajankohdasta\nilmoitettava vähintään 3 kuukautta ennen tarkoitettua ajankohtaa. Mikäli\ntyöaikapankkiin kertynyttä saldoa ei voida nollata vapaana viimeistään 3\nkuukauden kuluessa työaikapankin lakkaamisesta, nollataan saldo\nrahakorvauksena.\u003C\u002Fp>\n\n\u003Cp>Mahdollisten erimielisyyksien ratkaisemisessa noudatetaan työehtosopimuksen\nmukaista erimielisyyksien neuvottelumenettelyä.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n13.Muita työaikapankkiin liittyviä asioita\u003C\u002Fh3>\n\n\u003Cp>Pankkivapaa-aika ei ole työaikalain tarkoittamaa työaikaa. Mikäli\ntoimihenkilö tekee työtä pankkivapaaviikolla, on etukäteen sovittava\nmahdollisesta vapaapäivänä tehtävän työn korvaamisesta (Esimerkki:\nhenkilö on pankkivapaalla maanantaista perjantaihin ja tulee töihin\nlauantaina, tulee sopia, miten lauantaina tehty työ korvataan.)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cp>ARKKITEHTITOIMISTOJEN LIITTO ATL RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nTYÖSOPIMUSLOMAKKEEN TÄYTTÖOHJE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työsopimuslomakkeen täyttämisessä kiinnitämme erityistä huomiota\nseuraaviin kohtiin:\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Toimi ja toimipaikka ja -paikat\u003C\u002Fh3>\n\n\u003Cp>Tähän kohtaan merkitään toimi ja siihen sisältyvät keskeiset\ntehtävät. Mikäli mahdollista tulee samalla määritellä myös toimen\npääasiallinen vastuualue. Tähän kohtaan voidaan myös merkitä lähimmän\nesimiehen nimi. Toimipaikka on se paikkakunta tai ne paikkakunnat, josta tointa\nhoidetaan.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Työsuhde ja koeaika\u003C\u002Fh3>\n\n\u003Cp>Koeaika edellyttää työsopimuslain 1 luvun 4 §:n mukaan sopimista ja se\nvoidaan sopia enintään kuudeksi kuukaudeksi. Määräaikaisessa työsuhteessa\nkoeaika saa olla korkeintaan puolet työsopimuksen kestosta, ei kuitenkaan\nenempää kuin kuusi kuukautta.\u003C\u002Fp>\n\n\u003Cp>Kohta ”Määräaikaisen työsuhteen peruste” täytetään tässä\nsilloin, kun kyseessä on määräaikainen työsuhde.\u003C\u002Fp>\n\n\u003Cp>Kohta \"Tehtävä\" täytetään tässä silloin, kun kyseessä on\nmääräaikainen työsopimus, jonka kesto on määritelty muutoin kuin\nkalenteriaikana.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Irtisanomisaika\u003C\u002Fh3>\n\n\u003Cp>Irtisanomisajan pituus voidaan sopia riippumatta työsuhteen pituudesta, ja\nse voi olla pidempi työnantajalla kuin toimihenkilöllä. Irtisanomisaika\nvoidaan sopia enintään kuudeksi kuukaudeksi.\u003C\u002Fp>\n\n\u003Cp>Jollei muusta sovita, työnantajan noudatettavat irtisanomisajat työsuhteen\njatkuttua keskeytyksettä ovat:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoTableGrid\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"FI\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"FI\">työsuhteen kesto\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">14 päivää\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">enintään 1 vuosi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">1 kuukausi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>1…4 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">2 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>4…8 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">4 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">>8…12 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">6 kuukautta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:8.0pt;line-height:107%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 12 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nJollei muusta sovita, toimihenkilön noudatettavat irtisanomisajat työsuhteen\njatkuttua keskeytyksettä ovat:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"FI\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"234\" valign=\"top\" style=\"width:175.45pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"FI\">työsuhteen kesto\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">14 päivää\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"234\" valign=\"top\" style=\"width:175.45pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">enintään 5 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:152.4pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">1 kuukausi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"234\" valign=\"top\" style=\"width:175.45pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:12.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">yli 5 vuotta\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>4.Palkka\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nKohtaan \"Muut palkkaukseen liittyvät tekijät\" voidaan kirjoittaa esimerkiksi\nmahdollisesti sovittavat luontoisedut.\u003C\u002Fp>\n\n\u003Cp>Työsuhteen päättyessä lopputili voidaan sopia maksettavaksi esimerkiksi\ntyösopimuksen päättymistä seuraavana normaalina palkanmaksupäivänä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.1\u003C\u002Fstrong>.Työsopimusta solmittaessa sovitaan, mikä on\ntoimihenkilön säännöllinen työaika työehtosopimuksen 5 § mukaisesti ja\nselvitetään työaikalain soveltaminen (työaikakysymysten osalta katso\nylempien työehtosopimus).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.2\u003C\u002Fstrong>.Työaikalain mukaan ylityö korvataan lain\nmäärittelemällä ylityökorvauksella. Ylityö voidaan erikseen sovittaessa\nkorvata myös vastaavalla vapaalla. Ellei muusta ole sovittu, maksetaan\nylityökorvaus rahassa. Korvattava ylityö edellyttää työnantajan\nmääräystä ja työntekijän suostumusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.3\u003C\u002Fstrong>.Työaikalain mukaan yli- ja sunnuntaityöstä\nmaksettava korotettu palkka voidaan esimiesasemassa olevien kanssa sopia\nmaksettavaksi erillisenä kuukausikorvauksena. Sovittaessa erillisestä\nkuukausikorvauksesta, kirjataan sopimukseen sen peruste ja suuruus.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.4\u003C\u002Fstrong>.Työaikalain soveltamisalan ulkopuolelle jäävät\ntoimitusjohtajan työ ja työ, joka siihen kuuluvien tehtävien ja muutoin\ntyöntekijän aseman perusteella on pidettävä yrityksen, yhteisön tai\nsäätiön taikka sen itsenäisen osan johtamisena tai tällaiseen\njohtamistehtävään välittömästi rinnastettavana itsenäisenä\ntehtävänä. Työaikalain soveltamisalan ulkopuolelle jäävien osalta voidaan\nylityön korvaaminen ottaa huomioon myös palkan muodostuksessa. Tällöin\ntulisi työnantajan ja toimihenkilön välillä selvittää se, miten ao.\nkorvaukset on otettu huomioon ja millä tavalla ne otetaan työsuhteen\nkestäessä huomioon palkan kehityksessä.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n7. Sairausajan palkka\u003C\u002Fh3>\n\n\u003Cp>Sairausajan palkka määräytyy työehtosopimuksen 9 §:n mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Keksinnöt ja tekijänoikeudet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työnantajan oikeus työntekijän tekemään keksintöön määräytyy sen\nmukaisesti, mitä laissa oikeudesta työntekijän tekemiin keksintöihin\n(656\u002F67) on säädetty. Jos em. lain mahdollistamalla tavalla sovitaan\njoistakin asioista toisin, merkitään se työsopimukseen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Suunnittelukilpailut\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työntekijällä on oikeus, sovittuaan työnantajan kanssa, osallistua\ntyösuhteensa ulkopuolella suunnittelukilpailuihin.\u003C\u002Fp>\n\n\u003Cp>Työntekijä ei saa tehdä toiselle sellaista työtä tai harjoittaa\nsellaista toimintaa, joka huomioon ottaen työn luonne ja työntekijän asema\nilmeisesti vahingoittaa hänen työnantajaansa työsuhteessa noudatettavan\nhyvän tavan vastaisena kilpailutekona. Tällaisen työnantajan toiminnan\nkanssa kilpailevan työn tekemisestä on sovittava työnantajan kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Koulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poikkeuksellisen kalliin koulutuksen osalta saatetaan joissakin tapauksissa\nsopia esimerkiksi kustannusten jakamisesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Matkustaminen ja matkakustannukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työsopimusta laadittaessa on syytä keskustella työtehtävien\nedellyttämästä matkustamisesta, matkustamisen arvioidusta yleisyydestä,\nmatkojen kestosta sekä kohteista koti- ja ulkomailla.\u003C\u002Fp>\n\n\u003Cp>Ellei muusta ole sovittu, määräytyvät matkakustannusten korvaukset\ntyöehtosopimuksen edellyttämällä tavalla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Muut työehdot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lomaraha määräytyy työehtosopimuksen 12 §:n ja äitiysvapaan palkka 11\n§:n mukaisesti.\u003C\u002Fp>\n\n\u003Cp>Ellei muusta ole sovittu, määräytyvät työnantajan velvollisuus ottaa\ntarvittava vastuuvakuutus ja matkavakuutukset perussopimuksen edellyttämällä\ntavalla siten, että noudatetaan toimihenkilöiden yleisiä työehtoja.\u003C\u002Fp>\n\n\u003Cp>Ellei muusta ole sovittu, määräytyy työnantajan velvollisuus ottaa\ntarvittava vastuuvakuutus siten, että noudatetaan toimihenkilöiden yleisiä\ntyöehtoja.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nETÄTYÖSSÄ HUOMIOON OTETTAVIA ASIOITA\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Cp>Liitot kannustavat yrityksiä hyödyntämään tehokkaalla tavalla\ntuottavuutta ja työhyvinvointia edistäviä työaikajärjestelmiä.\u003C\u002Fp>\n\n\u003Cp>Tässä tarkoituksessa Palta ja Ylemmät toimihenkilöt YTN ovat\nyhteistyössä laatineet tämän liitteen, jota yritykset voivat halutessaan\nhyödyntää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantaja päättää työnjohto-oikeutensa puitteissa, milloin etätyön\ntekeminen on mahdollista. Niissä tehtävissä, joissa työnantaja katsoo\netätyön olevan mahdollista, ylempi toimihenkilö voi tehdä etätyötä\ntyönantajan kulloistenkin käytäntöjen mukaisesti. Osapuolet suosittelevat,\nettä paikalliset osapuolet kävisivät vuoropuhelua etätyökäytännöistä\nja niiden kehittämisestä. Vuoropuhelua voidaan käydä esimerkiksi\nseuraavista aiheista:\u003C\u002Fp>\n\n\u003Cp>•Etätyön ja lähityön suhde\u003C\u002Fp>\n\n\u003Cp>•Työvälineet ja niiden käyttö\u003C\u002Fp>\n\n\u003Cp>•Tietoturva-asiat ja yrityksen tietoturvakäytänteet\u003C\u002Fp>\n\n\u003Cp>•Työaika ja työajan seuranta\u003C\u002Fp>\n\n\u003Cp>•Tavoitettavuus\u003C\u002Fp>\n\n\u003Cp>•Työsuojelunäkökohdat\u003C\u002Fp>\n\n\u003Cp>•Etätyön vakuutusturva\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTässä liitteessä mainitut ohjeistukset soveltuvat Suomessa tehtävään\ntyöhön.\u003C\u002Fp>\n\n\u003Cp>Etätyötä tehdään sovellettavan lainsäädännön, työehtosopimuksen ja\nyrityksessä noudatettavien pelisääntöjen puitteissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nPalvelualojen työnantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Eteläranta 10, 6 krs\u003C\u002Fp>\n\n\u003Cp>PL 62, 00131 Helsinki\u003C\u002Fp>\n\n\u003Cp>Vaihde 020 595 5000\u003C\u002Fp>\n\n\u003Cp>www.palta.fi\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nArkkitehtitoimistojen Liitto ATL ry\u003C\u002Fp>\n\n\u003Cp>Malminkatu 30, 00100 Helsinki\u003C\u002Fp>\n\n\u003Cp>Hallintokoordinaattori Heli Vilmi: 040 685 2568\u003C\u002Fp>\n\n\u003Cp>www.atl.fi\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nYlemmät Toimihenkilöt YTN\u003C\u002Fp>\n\n\u003Cp>Ratavartijankatu 2 B\u003C\u002Fp>\n\n\u003Cp>00520 Helsinki\u003C\u002Fp>\n\n\u003Cp>www.ytn.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"coveroccup1":42,"coveroccup4":46,"WORKHOURS_trigger":50,"OVERTIME_trigger":54,"bankholidays1":58,"sicknessmaxdays":62,"paidmaternityleave":65,"paidmaternityleaveduration":69,"paidpaternityleave":73,"childcare":77,"deathrelatives":81,"TRAINING_trigger":83,"COMMUTE_trigger":87},{"bindId":43,"name":44,"text":45},"coveroccup1"," 1 § Soveltamisala","\n1 § Soveltamisala",{"bindId":47,"name":48,"text":49},"coveroccup4","Työehtosopimus ei koske toimitusjohtajaa","Työehtosopimus ei koske toimitusjohtajaa eikä henkilöä, joka edustaa\nyritystä suhteessa ylempiin toimihenkilöihin.",{"bindId":51,"name":52,"text":53},"WORKHOURS_trigger"," 5 § Työaika","\n5 § Työaika",{"bindId":55,"name":56,"text":57},"OVERTIME_trigger"," 6 § Yli- ja lisätyö sekä työajan enimmä","\n6 § Yli- ja lisätyö sekä työajan enimmäismäärä",{"bindId":59,"name":60,"text":61},"bankholidays1"," 7§ Arkipyhät","\n7§ Arkipyhät",{"bindId":63,"name":64,"text":64},"sicknessmaxdays","9 § Työkyvyttömyys",{"bindId":66,"name":67,"text":68},"paidmaternityleave"," 11 §Äitiys-. isyys- ja vanhempainvapaa,","\n11 §Äitiys-. isyys- ja vanhempainvapaa, hoitovapaa sekä tilapäinen\nvapaa",{"bindId":70,"name":71,"text":72},"paidmaternityleaveduration","Äitiysvapaan ajalta suoritetaan kolmen k","Äitiysvapaan ajalta suoritetaan kolmen kuukauden ajalta toimihenkilön\nsaaman päivärahan ja palkan välinen erotus.\n\nYlemmällä toimihenkilöllä on oikeus 6 arkipäivän mittaiseen\npalkalliseen isyysvapaaseen.",{"bindId":74,"name":75,"text":76},"paidpaternityleave","Palkallisen perhevapaan edellytyksenä on","Palkallisen perhevapaan edellytyksenä on kuuden kuukauden mittainen\nyhdenjaksoinen työsuhde ennen lapsen syntymää.",{"bindId":78,"name":79,"text":80},"childcare","Ylemmän toimihenkilön perheen piirissä s","Ylemmän toimihenkilön perheen piirissä sattuvan äkillisen\nsairaustapauksen tai läheisen omaisen kuoleman takia annettavaa lyhyttä\ntilapäistä vapaata (enintään 2 päivää) ei vähennetä ylemmän\ntoimihenkilön palkasta tai vuosilomasta. Läheisellä omaisella tarkoitetaan\npuolisoa, omia ja puolison vanhempia (ml. adoptiovanhemmat), perheen lapsia\n(ml. adoptiolapset) sekä veljiä, sisaria ja isovanhempia.",{"bindId":82,"name":79,"text":80},"deathrelatives",{"bindId":84,"name":85,"text":86},"TRAINING_trigger"," 17 §Ammatillinen koulutus","\n17 §Ammatillinen koulutus",{"bindId":88,"name":89,"text":90},"COMMUTE_trigger"," MATKAKUSTANNUSTEN KORVAUKSET","\nMATKAKUSTANNUSTEN KORVAUKSET","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN PALTA Service Industry Employers, FIN ATL The Association of Finnish Architects’ Offices - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2021-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2023-11-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nimeä toimiala: → Rakentaminen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Arkkitehtipalvelut  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Julkinen\u002Fyksityinen sektori: → Yksityisellä sektorilla\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Saattanut päätökseen:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Yhdistysten nimet: → PALTA, ATL Arkkitehtitoimistojen liitto\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                         YTN Ylemmät Toimihenkilöt\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">KOULUTUS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Koulutusohjelmat: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Harjoittelut: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Työnantaja on osallisena työntekijöiden koulutusrahastoon: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimimäärä palkallisia sairauspoissaoloja: → 90 päivää\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Ehdot pitkäaikaussairauden jälkeisessä työhön palaamisessa, esim. syövän hoito: → Ei\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Palkallinen kuukautisvapaa: → Ei\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Palkka työtapaturman aiheuttaman vamman sattuessa: → Ei\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVEYS, TURVALLISUUS JA TYÖTERVEYDENHUOLTO\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Työterveydenhuollosta sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Hautausapu: → \u003C\u002Fdiv>\n  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