[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Felokuvateattereita-koskeva-tyoehtosopimus-2022-2024":3,"menu:\u002Ffi-fi:":139,"sites:htmlblocks":304,"footer:root":1503,"subsites":1601,"cite-subsites":5166,"suggested:root":5643,"cite-footer:root":5647},{"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":119,"content_type_view":120,"extra_breadcrumbs":121,"body":123,"body_blocks":134,"related_pages":138},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":117,"translations":118},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"elokuvateattereita-koskeva-tyoehtosopimus-2022-2024","829abe68-606a-11ef-aec5-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Felokuvateattereita-koskeva-tyoehtosopimus-2022-2024\u002Felokuvateattereita-koskeva-tyoehtosopimus-2022-2024\u002F","Elokuvateattereita koskeva työehtosopimus 2022-2024","FIN PALTA Service Industry Employers - 2022","Finland - FIN PALTA Service Industry Employers - 2022","FIN PALTA Service Industry Employers - 2022 - Viihde, kulttuuri- ja urheilutoiminta",{"name":39,"data":40},"Elokuvateattereita koskeva työehtosopimus 2022-2024.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New16\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>Elokuvateattereita koskeva työehtosopimus\u003C\u002Fh1>\n\n\u003Ch1>25.3.2022 – 29.2.2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nALLEKIRJOITUSPÖYTÄKIRJA\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nAika: 20.4.2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.3.2022 saavutettiin elokuvateattereita koskevan työehtosopimuksen\nneuvottelutu-los, joka hyväksyttiin neuvotteluosapuolten hallinnoissa niitä\nsitovaksi työehtosopi-mukseksi 25.3.2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Sopimuskausi\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTyöehtosopimuksen sopimuskausi on 25.3.2022 - 29.2.2024. Mikäli osapuolet\neivät kuitenkaan pääse sopimukseen vuoden 2023 palkankorotuksista 15.12.2022\nmennessä, voidaan sopimus irtisanoa päättymään 28.2.2023. Irtisanomista\nkoskeva ilmoitus on toimitettava kirjallisesti viimeistään 31.12.2022\ntoiselle sopijaosapuolelle.\u003C\u002Fp>\n\n\u003Cp>Sopimuksen määräykset ovat voimassa siksi, kunnes uusi sopimus on tullut\nvoimaan tai sopijapuolten väliset neuvottelut jommankumman neuvotteluosapuolen\ntoimesta on todettu päättyneiksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>2.Palkantarkistukset\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n2.1.Palkantarkistukset 2022\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nPalkkoja korotetaan 1.6.2022 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta 2,0 %.\u003C\u002Fp>\n\n\u003Cp>Vähimmäispalkkoja korotetaan 1.6.2022 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta 2,0 %.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen ja työsuojeluvaltuutetun korvauksia korotetaan 1.6.2022\nlukien 2 %.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2.Palkantarkistukset 2023\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimusosapuolet neuvottelevat 15.12.2022 mennessä toisen vuoden\npalkkaratkaisusta.\u003C\u002Fp>\n\n\u003Cp>Mikäli toisen vuoden palkkaratkaisusta ei päästä yksimielisyyteen, voi\nkumpikin sopimusosapuoli irtisanoa tämän sopimuksen päättymään 28.2.2023.\nIrtisanomista koskeva ilmoitus on toimitettava kirjallisesti viimeistään\n31.12.2022 toiselle sopijaosapuolelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Tekstimuutokset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7 § Palkkaus\u003C\u002Fp>\n\n\u003Cp>Poistetaan kohta 8. tarpeettomana ja muutetaan nykyinen kohta 9. kohdaksi\n8.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8 § Yli- ja sunnuntaityökorvaus\u003C\u002Fp>\n\n\u003Cp>Kohta 5: Lisä- ja ylityö lasketaan alkavina ¼ tunnin jaksoina, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n19 § Luottamusmies\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus saada luottamusmiestehtävien hoitamista varten\nriittävä vapautus työstä. Vapautuksen määrään vaikuttavina tekijöinä\ntulee ottaa huomioon mm. työntekijöiden ja työpisteiden lukumäärä,\ntoimipaikkojen sijainti ja yrityksen toiminnan luonne.\u003C\u002Fp>\n\n\u003Cp>Työehtosopimustekstien täsmennykset\u002Fselvennykset\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6 § Muutokset näytäntöluvuissa\u003C\u002Fp>\n\n\u003Cp>Muutetaan sanat näytäntöluku sanaksi ”näytäntömäärä” ja\nmuutetaan yhteistoimintalain 6 luvun mukainen viittaus yhteistoimintalain 3\nluvun 16 §:ksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n12 § Lomaltapaluuraha\u003C\u002Fp>\n\n\u003Cp>Muutetaan pykälän lomaltapaluuraha -sana ”lomarahaksi”, muuttamatta\nsäännösten sisältöä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Työryhmät\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Elokuvateatterialan muutokset -työryhmä\u003C\u002Fp>\n\n\u003Cp>Elokuvateatteriala on ollut pitkään jatkuvassa muutoksessa, kun kilpailu\nkulutta-jien vapaa-ajan käytöstä on kiristynyt. Digitalisaatio, elokuvien\nsuoratoistopalvelujen yleistyminen ym. tekninen kehitys on pakottanut\nelokuvateatterit vastaaman kehitykseen niin, että perinteisen elokuvien\nkatselemisen lisäksi eri tavoin tuotettu elämyksellisyys on tullut osaksi\nteattereiden arkea.\u003C\u002Fp>\n\n\u003Cp>Liitot tunnistavat edellä mainittujen asioiden merkityksen ja vaikutuksen\nmyös työehtosopimuksen sisältöön ja kehittämiseen. Liitot etsivät\nsopimuskauden ai-kana uusia näkökulmia, ideoita ja keinoja esim. muuttuneen\ntyön vaativuuden vaikutusten arvioimiseen ja tuottavuuden lisäämiseen.\nTyössään liitot voivat kuulla yritysten ja niiden henkilöstön edustajien\nnäkemyksiä ja kokemuksia. Työ-ryhmän työssä voidaan hyödyntää TYÖ2030\n-ohjelmassa saatuja aiempien työ-elämän kehittämisohjelmien kokemuksia ja\ntulevaisuusdialogia. Työryhmä sel-vittää mahdollisuutta saada rahoitusta\ntyöhön TYÖ2030 -ohjelmasta. Työryh-män työn määräaika päättyy\n31.1.2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n2.Työehtosopimuksen modernisointi ja selkeyttäminen – työryhmä\u003C\u002Fp>\n\n\u003Cp>Työehtosopimusosalliset liitot perustavat työryhmän, jonka tehtävänä\non sopi-muskauden aikana modernisoida ja selkeyttää työehtosopimuksen\nmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Perhevapaauudistus -työryhmä\u003C\u002Fp>\n\n\u003Cp>Liitot selvittävät 31.5.2022 mennessä perhevapaauudistuksen vaikutuksia\ntyö-ehtosopimukseen. Työryhmä seuraa perhevapaauudistuksen etenemistä ja\nar-vioi yhdessä uudistuksesta mahdollisesti aiheutuvia muutostarpeita\ntyöehtojen kehittämisessä kustannusneutraalilla tavalla niin että\npalkallisten päivien luku-määrä säilyy uudistusta edeltäneellä\ntasolla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_txt\">\u003Cp>Tuomas AartoMinna Ääri\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\nPALVELUALOJEN AMMATTILIITTO PAM RY\u003C\u002Fp>\n\n\u003Cp>Markku Saikkonen\u003C\u002Fp>\n\n\u003Cp>Marianne Friman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Palvelualojen työnantajaliitto PALTAn ja Palvelualojen ammattiliiton\nvälinen\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nTYÖEHTOSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1§ Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTällä työehtosopimuksella määrätään Palvelualojen työnantajaliitto\nPALTAn jäsenteattereiden palveluksessa olevien Palvelualojen ammattiliittoon\njäseninä kuuluvien elokuvateatterityöntekijäin työ- ja palkkaehdot.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2§ Työn johto ja jakaminen sekä järjestäytymisoikeus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantajalla on oikeus johtaa ja jakaa työtä sekä ottaa toimeen ja\nsiitä erot-taa työntekijöitä.\u003C\u002Fp>\n\n\u003Cp>2.Järjestäytymisoikeus on molemmin puolin loukkaamaton.\u003C\u002Fp>\n\n\u003Cp>3.Jos työntekijä katsoo, että hänet on vastoin, tämän pykälän\nmääräyksiä ero-tettu hänen kuulumisensa vuoksi työntekijäin\njärjestöön, on hänen ennen kuin muihin toimenpiteisiin ryhdytään,\njärjestönsä välityksellä pyydettävä tut-kimusta asiassa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3§ Työhön ottaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\n1.Uudelle työntekijälle voidaan sopia työsopimuslain mukainen koeaika, jonka\nkuluessa työsopimus voidaan kummaltakin puolen purkaa irtisanomisaikaa\nnoudattamatta. Tällöin lakkaa työsuhde sen työpäivän päättyessä, jonka\nai-kana ilmoitus purkamisesta tehtiin.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Koeaika on merkittävä työsopimukseen.\u003C\u002Fp>\n\n\u003Cp>3.Työsopimus tehdään kirjallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä\u003C\u002Fp>\n\n\u003Cp>Osapuolet suosittavat työsopimuksen tarkistamista työsuhteen ehto-jen\noleellisesti muuttuessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Osa-aikaiselle työntekijälle tarjotaan mahdollisia lisätöitä\ntyösopimuslain mu-kaisesti. Tästä laaditaan yrityskohtainen\nsoveltamisohje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4§ Työsuhteen päättyminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsuhteen päättyessä noudatetaan työnantajan irtisanoessa\ntyösopi-muksen seuraavia irtisanomisaikoja:\u003C\u002Fp>\n\n\u003Cp>•14 päivää, jos työsuhde on kestänyt enintään yhden vuoden,\u003C\u002Fp>\n\n\u003Cp>•1 kuukausi, jos työsuhde on kestänyt yli yhden vuoden, mutta enintään\n4 vuotta,\u003C\u002Fp>\n\n\u003Cp>•2 kuukautta, jos työsuhde yli 4 vuotta enintään 8 vuotta\u003C\u002Fp>\n\n\u003Cp>•4 kuukautta, jos työsuhde on kestänyt yli 8 vuotta enintään 12\nvuotta\u003C\u002Fp>\n\n\u003Cp>•6 kuukautta, jos työsuhde on kestänyt yli 12 vuotta.\u003C\u002Fp>\n\n\u003Cp>Työntekijän päättäessä työsuhteen on irtisanomisaika:\u003C\u002Fp>\n\n\u003Cp>•14 päivää, jos työsuhde on jatkunut enintään 5 vuotta,\u003C\u002Fp>\n\n\u003Cp>•1 kuukausi, jos työsuhde on jatkunut yli 5 vuotta.\u003C\u002Fp>\n\n\u003Cp>2.Tilapäistä tai määrättyä työtä varten palkatun työntekijän\ntyösuhde päättyy irtisanomisaikaa noudattamatta.\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>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\n1.Työaika on enintään keskimäärin 8 tuntia vuorokaudessa ja 40 tuntia\nvii-kossa. Paikallisesti sopien (TES 21§ Paikallinen sopiminen) voidaan tehdä\nsäännöllisenä työnä enintään 12 tuntia päivässä ja 48 tuntia\nviikossa siten, että se tasoittuu enintään 52 viikon tasoittumisjakson\naikana enintään keski-määrin 40 tuntiin viikossa.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jos työpaikalla on luottamusmies, paikallinen sopiminen toteutetaan\ntyönan-tajan ja luottamusmiehen kesken.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Viikkolepo voidaan myös järjestää keskimäärin 35 tunniksi 14\nvuorokauden ajanjakson aikana. Lepoajan tulee olla vähintään 24\nyhdenjaksoista tuntia kunkin 7 päivän jakson aikana. Viikkolevon katsotaan\ntoteutuvan myös sil-loin, kun viikkolepo jakautuu kahdelle seitsemän päivän\njaksolle, kunhan enin osa viikkolevosta sijoittuu sen seitsemän päivän\npuolelle, jonka viikko- levosta on kyse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Ellei paikallisesti toisin sovita, työvuoroluettelo laaditaan, kun\nelokuvateatterikohtaisesti koko- ja osa-aikaisten työntekijöiden lukumäärä\non vähintään 6 työntekijää.\u003C\u002Fp>\n\n\u003Cp>Työvuoroluettelo saatetaan työntekijöiden tietoon hyvissä ajoin,\nviimeistään viikkoa ennen siinä tarkoitetun ajanjakson alkamista.\nTyövuoroluettelosta il-menee työntekijän työ- ja vapaapäivät sekä\ntyövuorot. Edellä mainittujen työ-vuorojen aloitus- ja lopetusajankohdat\nilmoitetaan, kun elokuvateatterin oh-jelmisto on valmistunut kyseiselle\najanjaksolle.\u003C\u002Fp>\n\n\u003Cp>Työvuoroluettelossa olevaa työvuoroa voidaan muuttaa joko työnantajan ja\ntyöntekijän yhteisellä sopimuksella tai töiden järjestelyihin\nliittyvästä paina-vasta syystä.\u003C\u002Fp>\n\n\u003Cp>3.Ellei paikallisesti toisin sovita, tasoittumisjärjestelmää ei\nlaadita.\u003C\u002Fp>\n\n\u003Cp>4.Työvuorokausi alkaa kello 06.00. 8 §:n 2. kohdan mukaisia korvauksia\nmak-setaan kuitenkin asianomaisina päivinä klo 00.00 alkaen.\u003C\u002Fp>\n\n\u003Cp>5.Mikäli työpäivän pituus ylittää 6 tuntia, voidaan työaikalain 24\n§:n mukainen lepoaika toteuttaa siten, että työntekijälle annetaan\ntilaisuus aterioida työn ohessa.\u003C\u002Fp>\n\n\u003Cp>6.Muut tauot järjestetään teatterikohtaisella toimintamallilla.\u003C\u002Fp>\n\n\u003Cp>7.Avausvuorossa olevan tai olevien elokuvateatterityöntekijöiden työaika\nalkaa viimeistään 30 minuuttia ennen ensimmäisen näytännön alkua.\nSulkemis- vuorossa olevan työntekijän työaika päättyy, kun viimeinen\nelokuva on lop-punut, viimeinen asiakas poistunut tiloista sekä tarvittavat\nlopetustoimet on suoritettu.\u003C\u002Fp>\n\n\u003Cp>Myynnistä vastuussa olevan elokuvateatterityöntekijän vähimmäistyöaika\non näytäntöpäivän ensimmäistä näytäntöä kohti 1 tunti,\nmultiplex-teattereissa kuitenkin 1 tunti 30 minuuttia. Esitystekniikasta\nvastuussa olevan elokuvateatterityöntekijän vähimmäistyöaika on 2 tuntia\n30 minuuttia.\u003C\u002Fp>\n\n\u003Cp>8.Harjoittelijan ja siivoojan työaika määräytyy työsuoritusten kuluvan\ntuntimää-rän mukaan.\u003C\u002Fp>\n\n\u003Cp>Alle neljän tunnin työvuoroja ei käytetä, elleivät työntekijän\ntarpeet tai muu perusteltu syy tätä edellytä.\u003C\u002Fp>\n\n\u003Cp>9.Ylimääräisellä näytännöllä tarkoitetaan näytäntöä, joka on\nteatterin säännöl-lisen, työtuntijärjestelmässä ilmoitetun\nnäytäntöajan ulkopuolella tai sellaista työtuntijärjestelmään\nsisältyvää näytäntöä, joka ei välittömästi liity muihin sa-man\npäivän näytäntöihin.\u003C\u002Fp>\n\n\u003Cp>Ylimääräisen näytännön esitysoikeutta tarjotaan ensisijaisesti\nhenkilökun-nalle, joka muutoinkin on töissä asianomaisena päivänä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6§ Muutokset näytäntömäärissä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Näytäntömäärän ja -ajan vähentämisestä, jos se vähentää työaikaa\nenintään 1 tuntia päivässä, tai näytäntömäärän ja -ajan\nlisäämisestä, on ilmoitettava työntekijälle viimeistään sen viikon\nensimmäisenä arkipäivänä, jolloin työaika muuttuu.\u003C\u002Fp>\n\n\u003Cp>Muissa työaikaa lyhentävissä tapauksissa muutoksesta on ilmoitettava\nvä-hintään kahta viikkoa ennen.\u003C\u002Fp>\n\n\u003Cp>Ilmoitusajoista voidaan paikallisesti sopia toisin.\u003C\u002Fp>\n\n\u003Cp>Tämän pykälän tarkoittama näytäntömäärän muutos ei ole\nyhteistoimintalain 3 luvun 16 §:n mukainen neuvotteluasia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7§ Palkkaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Elokuvateatterityöntekijän palkka määräytyy tuntipalkkana.\u003C\u002Fp>\n\n\u003Cp>Elokuvateatterityöntekijän palkka määräytyy tehtävien vaativuuden ja\nhenki-lökohtaisten perusteiden mukaisesti.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Elokuvateattereissa työt jaetaan kahteen vaativuustasoon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:22.1pt\">\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:22.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">VAATIVUUSTASO\n        1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:22.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">VAATIVUUSTASO\n        2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:91.9pt\">\n      \u003Ctd width=\"264\" style=\"width:197.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:91.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Vaativammat ja\n        vastuullisemmat tehtävät jotka käsittävät kokonaisvastuun\n        teatterin konehuoneen töistä oheistehtävineen\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"264\" style=\"width:197.75pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:91.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tehtäviin kuuluu muut\n        elokuvateattereissa tehtävät työt\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>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\nVähimmäispalkat 1.6.2022 tai lähinnä sen jälkeen alkavan palkanmaksukauden\nalusta\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:22.1pt\">\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:22.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">VAATIVUUSTASO\n        1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:22.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">VAATIVUUSTASO\n        2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.35pt\">\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:21.35pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1.6.2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:21.35pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1.6.2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:22.3pt\">\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:22.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">9,59 €\u002Ftunti\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"264\" valign=\"bottom\" style=\"width:197.75pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:22.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">9,22 €\u002Ftunti\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n2.Keskimääräistä suuremmasta työtehosta, ammattitaidosta ja työpanoksesta\ntyöntekijälle maksetaan tehtäväkohtaista lisää. Pätevyysarvioinnissa on\notet-tava huomioon tehtävien monipuolisuus, vastuullisuus, määrä sekä\ntyöpa-nos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Huomioon on otettava työntekijän henkilökohtaiset ominaisuudet, mm.\naloi-tekyky, ammattiinsa perehtyneisyys, erikoisosaaminen sekä taitava\nasiakas-palvelu.\u003C\u002Fp>\n\n\u003Cp>3.Kokemuslisä lasketaan työntekijän henkilökohtaisesta palkasta\n(vähimmäis-palkka + tehtäväkohtainen lisä).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\nKokemuslisän suuruus 1.4.2011 alkaen ovat olleet:\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•2 vuoden jälkeen 4.5 %\u003C\u002Fp>\n\n\u003Cp>•5 vuoden jälkeen 8.0 %.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n4.Työntekijöiden kokemus kertyy alalla olosta seuraavasti:\u003C\u002Fp>\n\n\u003Cp>kuukauden työvuorot vähintään 14\u002F112t = 1 kuukausi\u003C\u002Fp>\n\n\u003Cp>kuukauden työvuorot 9–13\u002F72-104t = 0,75 kuukautta\u003C\u002Fp>\n\n\u003Cp>kuukauden työvuorot 4-8\u002F32-64t = 0,50 kuukautta\u003C\u002Fp>\n\n\u003Cp>kuukauden työvuorot alle 4\u002F32t = 0,25 kuukautta\u003C\u002Fp>\n\n\u003Cp>Työvuorojen kertymistä seurataan kuukausittain ja kokemuslisää aletaan\nmaksaa em. laskentatavan mukaan kertyneiden kokemusvuosien täytty-mistä\nseuraavan palkanmaksukauden alusta lukien.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Tehtävän muuttuessa pysyvästi tai tilapäisesti vähintään 3 kuukauden\najaksi, tarkistetaan tehtäväkohtaista lisää joko ylös tai alaspäin.\nMuutos to-teutetaan seuraavan palkanmaksukauden alusta, alaspäin tapahtuva\npysyvä muutos kuitenkin vähintään irtisanomisaikaa noudattaen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>6.Harjoittelijan palkka on 85 % ao. taulukkopalkasta. Harjoittelija voidaan\npalkata enintään 4 kuukauden ajaksi. Harjoitteluajaksi luetaan kaikki\nelokuvateatterialalla työskennelty aika.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.Arkilauantaina ja kirkollisen juhlapyhän aattona klo 18 jälkeen\ntehdystä työstä maksetaan työntekijälle 55 % korotettua palkkaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Edellä mainittua lisää maksetaan myös vapun ja itsenäisyyspäivän ja\nuudenvuodenaattoina tehdystä työstä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.Nimetylle ammattiin kouluttavalle sovitaan paikallisesti korvaus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8§ Yli- ja sunnuntaityökorvaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Ylityöksi luetaan työ, jota tehdään lainmukaisen säännöllisen työn\nenimmäismäärän lisäksi. Mikäli työaika on järjestetty\ntyöehtosopimuksen 5 §:n 2 kappaleen mukaisesti keskimäärin 40 tunnin\ntyöviikoksi, ylityöksi luetaan työ, jota tehdään työvuorojärjestelmän\nmukaisen vuorokautisen tai viikoittaisen enimmäismäärän lisäksi ilman\npoissaoloja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vuorokautisesta ylityöstä maksetaan kahdelta ensimmäiseltä tunnilta 50 %\nja seuraavilta 100 % korotettu palkka.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Viikoittaisesta ylityöstä maksetaan kahdeksalta ensimmäiseltä tunnilta\n50 % ja seuraavilta tunneilta 100 % korotettu palkka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>2.Sunnuntaina, arkipyhänä, itsenäisyyspäivänä ja vapunpäivänä\ntehdystä työstä maksetaan 100 % korotettu palkka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>3.Kello 23.00 jälkeen tehtävästä työstä maksetaan siltä ajalta\ntulevan korvauksen lisäksi normaalia tuntipalkkaa vastaava lisäpalkka.\nPalkkaa ei tältä ajalta kuitenkaan makseta yli 3,5 kertaisuuden, joka\nsisältää kaiken siltä ajalta tulevan korvauksen (kuten mahdollisen ylityö-\nja viikkolepokorvauksen).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Lisätyötunneilta maksetaan työntekijälle yksinkertainen\ntuntipalkka.\u003C\u002Fp>\n\n\u003Cp>5.Lisä- ja ylityö lasketaan alkavina 1\u002F4 tunnin jaksoina, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>6.Ylimääräisen näytännön korvauksesta sovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9§ Palkanmaksu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Palkanmaksu toimitetaan säännöllisesti vähintään kahdesti kuukaudessa.\nPalkanmaksukertojen lukumäärästä voidaan yrityskohtaisesti sopia toisin.\u003C\u002Fp>\n\n\u003Cp>2.Työnantajan on annettava työntekijälle eritelty selvitys\npalkanmaksuperusteista. Selvityksestä tulee ilmetä mm. tehdyt tunnit,\nylityöt sekä maksetut lisät.\u003C\u002Fp>\n\n\u003Cp>3.Mikäli palkanmaksun perustana oleviin tuntilistoihin tehdään muutoksia,\non muutosten perusteista tehtävä selvitys työntekijälle palkanmaksun\nyhtey-dessä. Jos muutokset todetaan perusteettomiksi, korjaukset tehdään\nseuraavan palkanmaksun yhteydessä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10§ Vapaat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle annetaan viikoittain vähintään 35 tunnin yhtämittainen\nvapaa- aika, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>2.Jouluaatto ja juhannusaatto ovat työntekijälle vapaat, eikä niitä\nlasketa vapaavuoroiksi, paitsi milloin työntekijän vapaavuoro sattuu\nkyseiseksi päiväksi. Vapaista voidaan poiketa luottamusmiehen kanssa\npaikallisesti sopien (21§).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pääsiäislauantaina ja vapunaattona tehdyiltä tunneilta maksetaan koko\ntyövuoron ajalta lauantai iltalisän (55%) suuruista lisää.\u003C\u002Fp>\n\n\u003Cp>Vapunpäivän työaika voi alkaa aikaisintaan klo 14:00. Alkamisajasta\nvoidaan poiketa paikallisesti sopien (21§).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11§ Vuosiloma\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän vuosiloma määräytyy vuosilomalain mukaan.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijällä, jonka työsuhde on lomakautta edeltävän\nlomanmääräytymisvuoden loppuun mennessä keskeytymättä jatkunut\nvähintään vuoden, on oikeus saada lomaa 2,5 arkipäivää kultakin\ntäydeltä lomanmääräytymiskuukaudelta.\u003C\u002Fp>\n\n\u003Cp>3.Neljä (4) viikkoa ylittävän loman osan työnantaja saa vuosilomalain\nvuosilo-man jakamissäännöksistä riippumatta tällöin antaa erikseen\nlomakauden ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>4.Työntekijälle maksetaan vuosilomapalkkana 9 % lomanmääräytymisvuoden\nansioista. Mikäli työntekijä on oikeutettu 2,5 arkipäivän pituiseen lomaan\nkultakin lomanmääräytymiskuukaudelta, maksetaan hänelle vuosilomapalkkana\n11,5 % lomanmääräytymisvuoden ansioista. Lomapalkkaprosentti on 12 siitä\nlomanmääräytymisvuodesta lukien, mikä seuraa 5 vuoden kokemuslisän\nsaamista.\u003C\u002Fp>\n\n\u003Cp>5.Paikallisesti voidaan sopia lomapalkan maksamisajankohdasta siten, että\nlomapalkka maksetaan tavanomaisena palkanmaksupäivänä. Sopijaosapuolina ovat\ntyönantaja ja pääluottamusmies\u002Fluottamusmies ja heidän puuttuessa\ntyönantaja ja työntekijä.\u003C\u002Fp>\n\n\u003Cp>6.Muilta osin vuosilomapalkka määräytyy vuosilomalain mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\n12§ Lomaraha\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Vuosilomaltaan työhön palaavalle työntekijälle suoritetaan lomarahana 50\n% hänen vuosilomansa palkasta.\u003C\u002Fp>\n\n\u003Cp>2.Lomaraha maksetaan vuosiloman päättymistä seuraavana\npalkanmaksupäivänä. Mikäli vuosiloma on jaettu, maksetaan kunkin lomanosan\npäättymistä seuraavana palkanmaksupäivänä sitä vastaava osa lomarahasta.\nPaikallisesti voidaan lomarahan maksamisajankohdasta sopia toisin.\u003C\u002Fp>\n\n\u003Cp>3.Lomarahan saamisen edellytyksenä on, että työntekijä aloittaa\nvuosilomansa ilmoitettuna tai sovittuna ajankohtana ja palaa työhön heti\nvuosiloman päätyttyä. Oikeus lomarahaan syntyy myös, jos työntekijä\nvälittömästi ennen vuosiloman alkamista tai vuosiloman päätyttyä\ntyösuhteen kestäessä on ollut poissa työstä työnantajan suostumuksella\ntai on ollut estynyt saapumasta työhön vuosilomalain 7 §:n 2 momentissa\nmainitun syyn takia. Jos vuosiloma päättyy edellä mainittuun esteeseen,\nerääntyy lomaraha kuten 2. kappa-leessa on määrätty.\u003C\u002Fp>\n\n\u003Cp>4.Vanhuus- tai työkyvyttömyyseläkkeelle siirtyvälle työntekijälle\nmaksetaan lomaraha edellä mainittuna prosenttina työntekijän\nvuosilomapalkasta ja vuosilomakorvauksesta.\u003C\u002Fp>\n\n\u003Cp>5.Lomaraha maksetaan asevelvollisuuttaan suorittamaan lähtevälle\ntyönteki-jälle hänen palattuaan sen jälkeen asianmukaisesti työhön.\nTällöin makset-tavan lomarahan määrä lasketaan työntekijän palvelukseen\nastuessa sovel-lettavan työehtosopimuksen osoittamana prosenttina siitä\nlomapalkasta ja vuosilomakorvauksesta, joka työntekijälle maksettiin hänen\npalvelukseen astuessaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13§ Sairausajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Milloin työnantajan palveluksessa vakinaisesti oleva työntekijä on\nsairauden tai tapaturman vuoksi työkyvytön eikä hän ole aiheuttanut\ntyökyvyttömyyt-tään tahallisesti, rikollisella toiminnallaan,\nkevytmielisellä elämällä tai muulla törkeällä tuottamuksella, maksetaan\nhänelle työsuhteen jatkuessa palkkaa seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\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:34.55pt\">\n      \u003Ctd width=\"322\" valign=\"bottom\" style=\"width:241.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:34.55pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työsuhde on ennen\n        työkyvyttömyyden alkua jatkunut yhdenjaksoisesti\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" valign=\"bottom\" style=\"width:159.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:34.55pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Palkallisen jakson\n        pituus (kalenteripäiviä)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"322\" valign=\"bottom\" style=\"width:241.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">alle 3 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" valign=\"bottom\" style=\"width:159.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">28\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"322\" valign=\"bottom\" style=\"width:241.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 3\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" valign=\"bottom\" style=\"width:159.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">35\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"322\" valign=\"bottom\" style=\"width:241.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 5\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" valign=\"bottom\" style=\"width:159.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">42\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"322\" valign=\"bottom\" style=\"width:241.45pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 10\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" valign=\"bottom\" style=\"width:159.1pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">56\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTyösuhteen keston estämättä, työntekijä on oikeutettu vähintään 28\nkalenteripäivän palkalliseen jaksoon poissaolon johtuessa sellaisesta\ntyötapaturmasta, jonka vakuutusyhtiö on katsonut olevan korvattavuuden\npiirissä.\u003C\u002Fp>\n\n\u003Cp>2.Jos sama sairaus uusiutuu 30 kalenteripäivän kuluessa työhön\npalaamisesta, lasketaan sairausajan palkanmaksujakso kuin kyseessä olisi yksi\nsairastumisjakso.\u003C\u002Fp>\n\n\u003Cp>3.Työnantaja voi toteuttaa sairausajan palkan maksamisen yrityskohtaisesti\njompaakumpaa seuraavasta kahdesta vaihtoehdosta noudattaen:\u003C\u002Fp>\n\n\u003Cp>a)Sairausvakuutuslain tarkoittamaan karenssiaikaan sisältyvältä\najanjaksolta maksetaan täysi palkka ja tämän jälkeiseltä ajanjaksolta\npäiväpalkan ja sairausvakuutuslain perusteella suoritettavan päivärahan\nerotus. Palkan erotusosan suorittaminen edellyttää, että työnantajalle on\nselvitetty työntekijälle maksettavan tai jo maksetun päivärahan\nmäärä.\u003C\u002Fp>\n\n\u003Cp>b)Työnantaja suorittaa palkan suoraan työntekijälle, jolloin työnantaja\nhakee sairausvakuutuslain mukaisen korvauksen sairausvakuutustoimistolta\nsaatuaan työntekijältä siihen tarvittavat selvitykset.\u003C\u002Fp>\n\n\u003Cp>4.Jos sairausvakuutuslain tarkoittamaa päivärahaa ei työntekijästä\nitsestään johtuvasta syystä makseta tai jos se maksetaan vähäisempänä\nkuin mihin hänellä sairausvakuutuslain 16 ja 17 §:n nojalla olisi oikeus, on\ntyönantajalla oikeus vähentää sairausajan palkasta se osa, joka\ntyöntekijän menettelyn johdosta on jäänyt kokonaan tai osittain\nsairausvakuutuslain mukaisena päivärahana suorittamatta.\u003C\u002Fp>\n\n\u003Cp>5.Sairausajan palkasta vähennetään mitä työntekijä saa saman\ntyökyvyttömyyden takia, samalta ajanjaksolta päivärahaa tai siihen\nverrattavaa korvausta sairausavustuskassalta, joka saa kannatusmaksua\ntyönantajalta, taikka tapaturmavakuutuslain, työntekijäin eläkelain tai\nliikennevakuutuslain perusteella. Jos sairausajan palkka on maksettu ennen kuin\njokin edellä mainituista korvauksista on suoritettu, työnantajalla on oikeus\nnostaa korvaus tai saada sen määrä takaisin työntekijältä ei kuitenkaan\nenempää kuin maksamansa määrän.\u003C\u002Fp>\n\n\u003Cp>6.Työntekijä on velvollinen viipymättä ilmoittamaan työnantajalle\nsairastumisestaan.\u003C\u002Fp>\n\n\u003Cp>7.Työkyvyttömyys on vaadittaessa varmennettava työnantajan määräämän\nja kustantaman lääkärin todistuksella.\u003C\u002Fp>\n\n\u003Cp>Enintään kolme kalenteripäivää kestävän sairaustapauksen osalta\nselvitys voidaan kuitenkin esittää myös työterveyshoitajan,\nterveydenhoitajan tai sairaanhoitajan antamalla todistuksella edellyttäen,\nettä\u003C\u002Fp>\n\n\u003Cp>•kysymyksessä on epidemialuontoinen sairaus (esim. flunssa tai\nvatsatauti) ja\u003C\u002Fp>\n\n\u003Cp>•työntekijä ei ole pyynnöstään huolimatta saanut vastaanottoaikaa\njulkisen terveydenhuollon piiriin kuuluvalta lääkäriltä hoidon\nkiireellisyysluokituksen tai muun pakottavan syyn vuoksi.\u003C\u002Fp>\n\n\u003Cp>8.Osana sairauspoissaolojen seurantaa ja hallintaa yrityksessä voi olla\nkäytössä omailmoitusmenettely. Omailmoitusmenettely tarkoittaa työntekijän\nmahdollisuutta ilmoittaa omasta työkyvyttömyydestään työnantajalle ilman\ntyökyvyttömyyden todentavaa lääkärin- tai terveydenhoitajan todistusta.\nMenettely koskee enintään kolme vuorokautta kestäviä työntekijän omia\npoissaoloja. Työkyvyttömyydestä tulee ilmoittaa työnantajalle\nviipymättä.\u003C\u002Fp>\n\n\u003Cp>Jos työnantajalla on perusteltu syy epäillä työntekijän\ntyökyvyttömyyttä, työnantaja voi aina pyytää työntekijää toimittamaan\npoissaolo-oikeuden ja palkanmaksuvelvollisuuden edellytyksenä\nlääkärinlausunnon työterveyslää-käriltä tai muulta nimeämältään\nlääkäriltä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14§ Lääkärintarkastukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantaja ei vähennä työntekijän säännölliseltä työajalta tulevaa\npalkkaa alla mainituissa tapauksissa. Määräysten soveltamisen edellytyksenä\non, että tarkastukset ja tutkimukset on järjestetty työajan tarpeetonta\nmenetystä välttäen, ettei tarkastuksia ole voitu hoitaa työajan\nulkopuolella ja että niistä on ilmoitettu etukäteen työnantajalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Muut kuin lakisääteiset lääkärintarkastukset\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy sairauden toteamiseksi välttämättömässä\nlääkärintarkastuksessa ja tarkastukseen liittyvässä lääkärin\nmääräämässä laboratorio ja röntgentutkimuksessa. Tämä koskee myös\nlääkärintutkimuksesta aiheutuvaa työkyvyttömyyttä sekä sairausoireiden\nvuoksi tapahtuvaa tarkkailua tai tutkimusta sairaalassa.\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy aikaisemmin todetun sairauden johdosta\nlääkärintarkastuksessa. Tämä koskee seuraavia tapauksia:\u003C\u002Fp>\n\n\u003Cp>•sairauden olennaisesti pahentuessa työntekijän on tarpeen hakeutua\nlääkärintarkastukseen\u003C\u002Fp>\n\n\u003Cp>•krooninen sairaus edellyttää lääkärin tarkastusta ja kysymyksessä\non ao. erikoisalan lääkärin suorittama tarkastus hoidon\nmäärittelemiseksi\u003C\u002Fp>\n\n\u003Cp>•hoidon määrittelemiseksi tarpeellinen ao. erikoisalan\nlääkärintarkastus, jossa annetaan määräys apuvälineen esim. silmälasien\nhankkimiseksi\u003C\u002Fp>\n\n\u003Cp>•muun aikaisemmin todetun sairauden hoidon määrittelemiseksi\ntarpeellinen lääkärintarkastus, jos palvelua ei ole saatavissa työajan\nulkopuolella\u003C\u002Fp>\n\n\u003Cp>•syöpäsairauden edellyttämän hoitotoimenpiteen aiheuttama\ntyökyvyttömyys.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\n2.Raskauteen liittyvät lääkärintarkastukset ja tutkimukset\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy lääkärin tai terveyskeskuksen todistuksen hankkimiseksi\nvälttämättömässä tarkastuksessa saadakseen äitiyspäivärahan tai\nraskauteen liittyvissä tutkimuksissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Lakisääteiset lääkärintarkastukset\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy sellaisessa terveystarkastuksessa, jota tarkoitetaan\nlakisääteistä työterveyshuoltoa koskevassa valtioneuvoston päätöksessä\nja joka on hyväksytty työterveyshuollon suunnitelmassa. Tämä koskee myös\nnuorten työntekijäin suojelusta annetussa laissa tarkoitettuja tutkimuksia\nsekä niitä terveydenhoitolain edellyttämiä tutkimuksia, joihin työnantaja\nlähettää työntekijän taikka jotka johtuvat työntekijän siirtymisestä\nyrityksen sisällä toisiin työtehtäviin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työntekijälle, joka lähetetään edellisessä kappaleessa mainittuihin\ntutkimuksiin tai määrätään tällaisessa tarkastuksessa\njälkitarkastukseen, työnantaja suorittaa myös korvauksen\nvälttämättömistä matkakustannuksista. Mikäli tutkimukset tai\njälkitarkastus tehdään muulla paikkakunnalla, maksaa työnantaja myös\npäivärahan. Tarkastuksen tapahtuessa työntekijän vapaa aikana, maksetaan\nhänelle korvauksena ylimääräisistä kuluista summa, joka vastaa\nsairausvakuutuslain mukaista vähimmäispäivärahaa.\u003C\u002Fp>\n\n\u003Cp>Siinä tapauksessa, että työntekijä saa lääkärintarkastuksen ja\nedellä mainit-tujen tutkimusten ajalta sairausajan palkkaa, eivät edellä\nolevat määräykset tule sovellettaviksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Terveyden ja hyvinvoinnin kartoittamiseen ja terveysongelmien\nennaltaehkäisemiseksi liittyvät seulontatutkimukset (Valtioneuvoston asetus\nseulonnoista 133\u002F2006, mammografia ja papa) ja muut kuntakohtaiset\nseulontatutkimukset voidaan suorittaa palkallisella työajalla, mikäli\nkäynnit eivät ole mahdollisia työajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\n15§ Tilapäinen poissaolo\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen tilapäiseen\npalkat-tomaan poissaoloon, joka johtuu perheessä sattuneesta äkillisestä\nsairaus-tapauksesta. Tällaisen poissaolon takia ei työntekijän\nvuosilomaetuja vähennetä.\u003C\u002Fp>\n\n\u003Cp>2.Alle 10- vuotiaan lapsen sairastuessa äkillisesti maksetaan lapsen\nhuoltajalle palkkaa sairausajan palkkaa koskevien määräysten mukaisesti\nsellaisen lyhyen poissaolon ajalta, joka on välttämätön lapsen hoidon\njärjestämiseksi tai lapsen hoitamiseksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje:\u003C\u002Fp>\n\n\u003Cp>Äkillisen lyhytaikaisen poissaolon pituus määräytyy sen mukaisesti,\nmikä on välttämätöntä lapsen hoidon järjestämiseksi tai hoitamiseksi.\nPoissaolo ei kuitenkaan saa ylittää kolmea päivää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalkan maksamisen edellytyksenä muulle kuin yksinhuoltajalle on, että\nmolemmat huoltajat ovat ansiotyössä eikä toisella huoltajista ole\nansiotyönsä ja työaikansa johdosta mahdollisuutta järjestää hoitoa tai\nitse hoitaa lasta.\u003C\u002Fp>\n\n\u003Cp>Yksinhuoltajaksi katsotaan myös henkilö, joka ilman erillistä\navioeropäätöstä pysyvästi on muuttanut asumaan erilleen aviopuolisostaan\nsekä henkilö, jonka puoliso on estynyt osallistumasta lapsen hoitoon\nasevelvollisuuden suorittamisen tai reservin harjoitusten vuoksi.\u003C\u002Fp>\n\n\u003Cp>Poissaolosta on annettava työehtosopimuksen sairausajan palkan maksamista\nkoskevien määräysten mukainen selvitys. Samoin on esitettävä selvitys\ntoisen huoltajan esteestä hoitaa lasta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Edellä olevan poissaolon takia ei työntekijän vuosilomaetuja\nvähennetä.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>3.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen\ntilapäiseen poissa-oloon, joka johtuu lähiomaisen kuolemasta ja\nhautajaisista. Tällaisen poissa-olon takia ei työntekijän vuosilomaetuja\neikä ansioita vähennetä.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>4.Työntekijä saa palkallisen vapaapäivän omia vihkiäisiään varten,\nmikäli nämä sattuvat hänen työpäiväkseen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Työntekijä, jonka työsuhde on kestänyt vähintään vuoden, saa\npalkallisen vapaapäivän 50- ja 60-vuotispäivänään, jos merkkipäivä\nsattuu hänen työpäiväkseen.\u003C\u002Fp>\n\n\u003Cp>6.Kunnallisvaltuuston tai -hallituksen taikka valtiollisia taikka\nkunnallisia vaaleja varten lain mukaan asetetun vaalilautakunnan tai\n-toimikunnan jäsenenä toimivalta työntekijältä ei vähennetä\nvuosilomaetuja sen vuoksi, että mainittujen elinten kokous pidetään hänen\ntyöaikanaan. Jos mainittujen elinten kokous pidetään hänen työaikanaan,\nmaksetaan hänelle palkan ja kunnan maksaman ansionmenetyksen korvauksen\nerotusta siltä osin, kuin ansionmenetyksen korvaus mahdollisesti alittaa\npalkan määrän. Erotus maksetaan, kun työntekijä on esittänyt selvityksen\nkunnan suorittamasta ansionmenetyksen korvauksesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n16§ Perhevapaat\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalkallinen (peruspalkka) äitiys- ja adoptiovapaa on 3 kk ja palkallinen\nisyysvapaa 6 kalenteripäivää edellytyksenä 9 kuukauden yhtenäinen\npalkallinen työssäolojakso ennen vapaan alkamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n17§ Ryhmähenkivakuutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantaja toteuttaa kustannuksellaan työntekijöitä koskevan\nryhmähenkiva-kuutuksen siten kuin siitä on keskusjärjestöjen välillä\nsovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n18§ Jäsenmaksujen periminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalvelualojen työnantajat PALTA suosittelee, että työnantaja pidättää,\nmikäli työntekijä on antanut siihen valtuutuksen, Palvelualojen\nammattiliiton jäsenmaksut palkanmaksukausittain työntekijän palkasta, jotka\ntilitetään Palvelualojen ammattiliiton nimeämälle pankkitilille.\nTyöntekijälle annetaan vuoden päätyttyä verotusta varten todistus\npidätetystä summasta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19§ Luottamusmies\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalvelutyönantajien ja Suomen Ammattiliittojen Keskusjärjestön välillä\nsolmittua luottamusmiessopimusta PALTA:n ja PAM:n välillä sovituin\nsoveltamisohjein noudatetaan tämän työehtosopimuksen osana.\u003C\u002Fp>\n\n\u003Cp>Pääluottamusmies voidaan valita yritykseen, missä säännöllisesti\ntyöskentelee vähintään 50 työntekijää. Pääluottamusmiehen ja\ntyönantajan välillä sovitaan yrityksen luottamusmiesorganisaatiosta.\u003C\u002Fp>\n\n\u003Cp>Työnantaja ilmoittaa työhönoton yhteydessä työntekijälle, kuka toimii\nem. sopimuksen tarkoittamana pääluottamusmiehenä tai luottamusmiehenä ja\ntyöntekijöiden työsuojeluvaltuutettuna ja mistä he ovat tavoitettavista.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus käyttää luottamusmiestehtävien hoitoon\nliittyvissä asioissa ja yhteydenpidoissa työnantajan hallinnassa olevaa\npuhelinta, atk-laitteita, internetyhteyksiä ym. nykyaikaisia toimisto- yms.\nvälineitä.\u003C\u002Fp>\n\n\u003Cp>Luottamushenkilön ja työnantajan välille voi syntyä eri syistä\nongelmia, jotka kärjistyessään voivat johtaa siihen, että työnantaja\nharkitsee luottamushenkilön työsuhteen päättämistä. Kun liitot ovat\nsaaneet edellä todetusta tiedon, niiden tulee viipymättä käynnistää ja\nkäydä neuvottelut sen selvittämiseksi, mitkä syyt, olosuhteet ja tosiseikat\novat aiheuttaneet tilanteen. Neuvotteluiden tavoitteena on pyrkiä yhteiseen\nkannanottoon niistä edellytyksistä, joilla luottamushenkilön ja työnantajan\nkeskinäinen, työsuhteen perustana oleva luottamus voitaisiin pa-lauttaa.\u003C\u002Fp>\n\n\u003Cp>Yli sadan työntekijän yrityksessä maksetaan 1.6.2022 lukien\nluottamusmiehelle 65,28 €\u002Fkk ja työsuojeluvaltuutetun palkkio 32,64\n€\u002Fkk.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus saada luottamusmiestehtävien hoitamista varten\nriittävä vapautus työstä. Vapautuksen määrään vaikuttavina tekijöinä\ntulee ottaa huomioon mm. työntekijöiden ja työpisteiden lukumäärä,\ntoimipaikkojen sijainti ja yrityksen toiminnan luonne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n20§ Erinäisiä määräyksiä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työehtosopimuksen allekirjoittaminen ei saa merkitä työntekijälle nyt\nmaksetun normaalipalkan alenemista.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijäin velvollisuus on noudattaa työnantajan tai tämän\nedustajan antamia ohjeita ja määräyksiä, mikäli nämä eivät ole\nristiriidassa voimassa olevan lainsäädännön tai tämän työehtosopimuksen\nkanssa. Viranomaisten tarkastuksissaan tekemistä huomautuksista ja\nmääräyksistä on viipymättä ilmoitettava työnantajalle samoin kuin\nkaikista sellaisista seikoista, jotka teatterissa eivät ole asetusten\nmääräysten mukaisia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Työntekijän ollessa estynyt saapumasta työhönsä, on hänen tästä\najoissa ilmoitettava työnantajalle ja sovittava tämän kanssa sijaisen\njärjestämisestä.\u003C\u002Fp>\n\n\u003Cp>4.Työnantaja varaa työntekijöille tilaisuuden käyttää\ntarkoituksenmukaista lukittavaa kaappia tai pukuhuonetta, mikäli se\nrakenteellisesti on mahdollista.\u003C\u002Fp>\n\n\u003Cp>5.Työnantajan omistamia työvälineitä, koneita ja tarveaineita on\nhoidettava hyvin ja käsiteltävä varovasti ja huolellisesti. Mikäli\ntyöntekijä tahallaan tai ilmeisellä huolimattomuudellaan on aiheuttanut\nedellä mainituille esineille vahinkoa, on hänen korvattava näin\naiheuttamansa vahinko.\u003C\u002Fp>\n\n\u003Cp>6.Työnantaja kustantaa ja huoltaa koneenhoitajille, siivoojille ja\nmainonnan hoitajille työtakin.\u003C\u002Fp>\n\n\u003Cp>7.Mikäli työnantaja vaatii muun henkilökunnan käyttämään erityistä\nvirkapu-kua, on se työnantajan kustannettava. Työasujen huollosta sovitaan\npaikal-lisesti.\u003C\u002Fp>\n\n\u003Cp>8.Työntekijäliiton sopimusalatoimikunnan, valiokuntien, hallituksen ja\nvaltuus-ton kokouksiin sekä liittokokoukseen työnantaja antaa oikeuden\nosallistua, ellei osallistumiselle ole erityistä tuotannollista estettä.\nTyöntekijän on ilmoi-tettava kokoukseen osallistumisestaan niin pian kuin\nmahdollista ja esitet-tävä asianmukainen selvitys osallistumiseen\ntarvitsemastaan ajasta.\u003C\u002Fp>\n\n\u003Cp>9.Osapuolet ovat yhtä mieltä, että henkilön, jonka tehtävänä on\nperehdyttää uusia työntekijöitä tai työssäoppijoita ja harjoittelijoita\ntai valvoa näyttötutkintoja, on oltava ennalta määrätty ja riittävästi\ntehtävään perehdytetty. Lisäksi henkilölle tulee varata riittävästi\naikaa tehtävän hoitamiseksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n21 § Paikallinen sopiminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyösopimuksen määräyksissä mainittu paikallinen sopiminen on mahdollista\nniissä asioissa, joissa se on työehtosopimuksen eri pykälissä\nmahdollistettu.\u003C\u002Fp>\n\n\u003Cp>Paikallinen sopiminen toteutetaan joko työnantajan ja työntekijän kesken\ntai työnantajan ja luottamusmiehen kesken. Luottamusmiehen kanssa tehty\nsopimus sitoo niitä työntekijöitä, joita luottamusmiehen on katsottava\nedustavan.\u003C\u002Fp>\n\n\u003Cp>Paikallinen sopimus voidaan solmia olemaan voimassa toistaiseksi tai\nmäärä-ajaksi, kuitenkin enintään yhden vuoden pituiseksi ajaksi.\nToistaiseksi voimassa oleva sopimus voidaan irtisanoa kolmen kuukauden\nirtisanomisaikaa noudattaen, ellei irtisanomisajasta ole paikallista sopimusta\ntehtäessä muuta sovittu.\u003C\u002Fp>\n\n\u003Cp>Paikallinen sopimus on tehtävä kirjallisena, jos jompikumpi osapuoli sitä\npyytää. Tällöin sopimus astuu voimaan vasta, kun se on molemmin puolin\nallekirjoitettu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Paikallista sopimusta ei saa uudelle työntekijälle esittää koeaikana\ntyösopimuk-sen ehtona, ellei kyseessä ole teatterissa tai\ntyöntekijäryhmittäin yleisesti käytössä oleva tai luottamusmiehen tekemä\npaikallinen sopimus.\u003C\u002Fp>\n\n\u003Cp>Tässä pykälässä tarkoitettu paikallinen sopimus on voimassa olevan\ntyöehtoso-pimuksen osa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n22§ Erimielisyyksien ratkaiseminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tämän sopimuksen tulkintaa tai rikkomista koskevista erimielisyyksistä on\nensin neuvoteltava työnantajan ja työntekijäin luottamusmiehen kesken sekä,\nellei tässä sovintoa synny sopimuksen allekirjoittajajärjestöjen kesken.\nEllei yksimielisyyteen näin päästä, voi kumpikin riitapuoli saattaa asian\ntyötuomioistuimen ratkaistavaksi.\u003C\u002Fp>\n\n\u003Cp>2.Kaikki työtaistelutoimenpiteet, jotka kohdistuvat tähän\ntyöehtosopimukseen kokonaisuudessaan tai johonkin sen yksityiseen\nmääräykseen, ovat kielletyt.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n23§ Sopimuksen voimassaoloaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tämän työehtosopimuksen sopimuskausi on 25.3.2022 - 29.2.2024. Mikäli I\nosapuolet eivät kuitenkaan pääse sopimukseen vuoden 2023 palkankorotuksista\n15.12.2022 mennessä, voidaan sopimus irtisanoa päättymään 28.2.2023.\u003C\u002Fp>\n\n\u003Cp>2.Tämän sopimuksen määräykset ovat voimassa siksi, kunnes uusi sopimus\non tullut voimaan tai sopijapuolten väliset neuvottelut jommankumman\nneuvotteluosapuolen toimesta on todettu päättyneiksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 20. päivänä huhtikuuta 2022\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalvelualojen työnantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Palvelualojen ammattiliitto PAM ry\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPalvelualojen työnantajat PALTA ry\u003C\u002Fstrong>\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\u003Cstrong>\u003Cbr>\nPalvelualojen ammattiliitto PAM ry\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Siltasaarenkatu 18 A,\u003C\u002Fp>\n\n\u003Cp>PL 54, 00531 Helsinki\u003C\u002Fp>\n\n\u003Cp>Puhelin 030 100 600\u003C\u002Fp>\n\n\u003Cp>www.pam.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MEMEMPL_txt":42,"contracttrial":46,"hourspday":50,"hourspweek":54,"schedulesrestpw":56,"PAYSCALES_trigger":60,"jobclassifaction1":64,"SENIOR_trigger":68,"apprenticeships":72,"OVERTIME_trigger":76,"SUNDAY_trigger":80,"NOCTPREM_trigger":84,"ANNLEAVE_trigger":88,"sicknessmaxdaysnr":92,"timeoff":95,"childcare":99,"deathrelatives":103,"marriage":107,"paidmaternityleave":111,"paidpaternityleave":115},{"bindId":43,"name":44,"text":45},"CBA_MEMEMPL_txt","Tuomas AartoMinna Ääri ","Tuomas AartoMinna Ääri\n\n",{"bindId":47,"name":48,"text":49},"contracttrial"," 1.Uudelle työntekijälle voidaan sopia t","\n1.Uudelle työntekijälle voidaan sopia työsopimuslain mukainen koeaika, jonka\nkuluessa työsopimus voidaan kummaltakin puolen purkaa irtisanomisaikaa\nnoudattamatta. Tällöin lakkaa työsuhde sen työpäivän päättyessä, jonka\nai-kana ilmoitus purkamisesta tehtiin.",{"bindId":51,"name":52,"text":53},"hourspday"," 1.Työaika on enintään keskimäärin 8 tun","\n1.Työaika on enintään keskimäärin 8 tuntia vuorokaudessa ja 40 tuntia\nvii-kossa. Paikallisesti sopien (TES 21§ Paikallinen sopiminen) voidaan tehdä\nsäännöllisenä työnä enintään 12 tuntia päivässä ja 48 tuntia\nviikossa siten, että se tasoittuu enintään 52 viikon tasoittumisjakson\naikana enintään keski-määrin 40 tuntiin viikossa.",{"bindId":55,"name":52,"text":53},"hourspweek",{"bindId":57,"name":58,"text":59},"schedulesrestpw","Viikkolepo voidaan myös järjestää keskim","Viikkolepo voidaan myös järjestää keskimäärin 35 tunniksi 14\nvuorokauden ajanjakson aikana. Lepoajan tulee olla vähintään 24\nyhdenjaksoista tuntia kunkin 7 päivän jakson aikana. Viikkolevon katsotaan\ntoteutuvan myös sil-loin, kun viikkolepo jakautuu kahdelle seitsemän päivän\njaksolle, kunhan enin osa viikkolevosta sijoittuu sen seitsemän päivän\npuolelle, jonka viikko- levosta on kyse.",{"bindId":61,"name":62,"text":63},"PAYSCALES_trigger"," Vähimmäispalkat 1.6.2022 tai lähinnä se","\nVähimmäispalkat 1.6.2022 tai lähinnä sen jälkeen alkavan palkanmaksukauden\nalusta",{"bindId":65,"name":66,"text":67},"jobclassifaction1","Elokuvateattereissa työt jaetaan kahteen","Elokuvateattereissa työt jaetaan kahteen vaativuustasoon.",{"bindId":69,"name":70,"text":71},"SENIOR_trigger"," Kokemuslisän suuruus 1.4.2011 alkaen ov","\nKokemuslisän suuruus 1.4.2011 alkaen ovat olleet:",{"bindId":73,"name":74,"text":75},"apprenticeships","6.Harjoittelijan palkka on 85 % ao. taul","6.Harjoittelijan palkka on 85 % ao. taulukkopalkasta. Harjoittelija voidaan\npalkata enintään 4 kuukauden ajaksi. Harjoitteluajaksi luetaan kaikki\nelokuvateatterialalla työskennelty aika.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","Viikoittaisesta ylityöstä maksetaan kahd","Viikoittaisesta ylityöstä maksetaan kahdeksalta ensimmäiseltä tunnilta\n50 % ja seuraavilta tunneilta 100 % korotettu palkka.",{"bindId":81,"name":82,"text":83},"SUNDAY_trigger","2.Sunnuntaina, arkipyhänä, itsenäisyyspä","2.Sunnuntaina, arkipyhänä, itsenäisyyspäivänä ja vapunpäivänä\ntehdystä työstä maksetaan 100 % korotettu palkka.",{"bindId":85,"name":86,"text":87},"NOCTPREM_trigger","3.Kello 23.00 jälkeen tehtävästä työstä ","3.Kello 23.00 jälkeen tehtävästä työstä maksetaan siltä ajalta\ntulevan korvauksen lisäksi normaalia tuntipalkkaa vastaava lisäpalkka.\nPalkkaa ei tältä ajalta kuitenkaan makseta yli 3,5 kertaisuuden, joka\nsisältää kaiken siltä ajalta tulevan korvauksen (kuten mahdollisen ylityö-\nja viikkolepokorvauksen).",{"bindId":89,"name":90,"text":91},"ANNLEAVE_trigger"," 12§ Lomaraha","\n12§ Lomaraha",{"bindId":93,"name":94,"text":94},"sicknessmaxdaysnr","56",{"bindId":96,"name":97,"text":98},"timeoff"," 2.Raskauteen liittyvät lääkärintarkastu","\n2.Raskauteen liittyvät lääkärintarkastukset ja tutkimukset",{"bindId":100,"name":101,"text":102},"childcare"," 15§ Tilapäinen poissaolo","\n15§ Tilapäinen poissaolo",{"bindId":104,"name":105,"text":106},"deathrelatives","3.Työntekijälle pyritään järjestämään ma","3.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen\ntilapäiseen poissa-oloon, joka johtuu lähiomaisen kuolemasta ja\nhautajaisista. Tällaisen poissa-olon takia ei työntekijän vuosilomaetuja\neikä ansioita vähennetä.",{"bindId":108,"name":109,"text":110},"marriage","4.Työntekijä saa palkallisen vapaapäivän","4.Työntekijä saa palkallisen vapaapäivän omia vihkiäisiään varten,\nmikäli nämä sattuvat hänen työpäiväkseen.",{"bindId":112,"name":113,"text":114},"paidmaternityleave"," 16§ Perhevapaat","\n16§ Perhevapaat",{"bindId":116,"name":113,"text":114},"paidpaternityleave","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN PALTA Service Industry Employers - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2022-03-25\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2024-02-29\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: → Viihde, kulttuuri- ja urheilutoiminta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Taidelaitosten toiminta\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\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                        PAM - Palvelualojen Ammattiliiton\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: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Harjoittelut: → Kyllä\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: → 56 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        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">TYÖ JA PERHE JÄRJESTELYT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Palkallinen äitiysloma: → 13 viikkoa\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Arvio työpaikan turvallisuudesta ja raskaana olevan tai imettävän naisen terveydestä: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Muiden työntekijöiden saatavuus vaarallisiin tai epäterveellisiin töihin raskaana olevan tai imettävän työntekijän sijaan: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Raskauden aikaisten tutkimusten takia otettavat vapaat: → Kyllä\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Kielto raskauden seulontaan ennen työntekijöiden vakiinnuttamista: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Kielto raskauden seulontaan ennen ylennystä: → Ei\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Laitokset imettäville äideille: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Työnantajan tarjoamat päiväkodit: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Työnantajan tukemat päiväkodit: → Ei\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Lukukausimaksu\u002Fvaltionapu lapsen koulutukseen: → Ei\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Vuoden aikana pidettävät vapaat läheistä hoidettaessa: → No provision päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Palkallinen vanhemmainvapaa: → 6 päivää\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vapaan määrä päivinä läheisen kuollessa: → No provision päivää\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">TYÖSOPIMUKSET\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Koeajan kesto: → The CBA explicitly refers to the law päivää\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Osa-aikaiset työntekijät suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Aputyöntekijöiden ehdot: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Harjoittelijat suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pätkätyöt suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TYÖAJAT, AIKATAULUT JA LOMAT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Työaika päivässä: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Tyäaika viikossa: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Kyllä\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksmimäärä sunnuntaita \u002F pyhäpäiviä, joina voidaan tehdä töitä vuodessa: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Ei\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Palkat määräytyvät palkka-asteikon mukaisesti: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elintasoindeksiin mukautuminen: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Palkkalisät ilta- tai yötöistä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Palkkalisät ilta- tai yötöistä: → 200 % perustulosta\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Palkkalisä vain yötöistä: → Kyllä\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Vuosilomaraha\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Vuosilomaraha: → 50.0 % perustulosta\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Palkkalisä ylitöistä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Palkkalisä ylitöistä: → 200 % perustulosta\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Sunnuntailisä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Sunnuntailisä: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Vanhemmuustuki\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Vanhemmuustuki: → 4.5 % perustulosta\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Vanhemmuustuki jälkeen: → 2 Palveluvuodet\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Lounassetelit\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Tarjottu lounastuki: → Ei\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Ilmainen oikeusapu: → Ei\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[122],{"title":35,"slug":31},[124],{"type":125,"data":126},"call_to_action_body_block",{"title":127,"description":128,"variant":129,"link":130},"Vertailu työehtosopimuksia","Vertaile suomalaisten työehtosopimusten pykäliä sektoreittain, aiheittain ja maittain","dark",{"title":127,"url":131,"description":127,"rel":132,"type":133},"\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fvertailu-tyoehtosopimuksia","follow","internal",[135],{"type":125,"data":136},{"title":127,"description":128,"variant":129,"link":137},{"title":127,"url":131,"description":127,"rel":132,"type":133},[],{"title":15,"seo_title":140,"description":7,"path":141,"redirect_url":7,"locale":16,"children":142},"WageIndicator Suomi: palkat, minimipalkka, oikeudet","\u002Ffi-fi",[143,224,253],{"title":18,"seo_title":144,"description":7,"path":145,"redirect_url":7,"locale":16,"children":146},"Työ Suomessa: palkat, minimipalkka ja työehdot","\u002Ffi-fi\u002Ftyoskentele-suomessa",[147,151,155,171,220],{"title":148,"seo_title":8,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"Minimipalkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fminimipalkka",[],{"title":152,"seo_title":8,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Toimeentulon turvaavat palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftoimeentulon-turvaavat-palkat",[],{"title":156,"seo_title":8,"description":7,"path":157,"redirect_url":7,"locale":16,"children":158},"Palkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka",[159,163,167],{"title":160,"seo_title":8,"description":7,"path":161,"redirect_url":7,"locale":16,"children":162},"Palkkatarkistus","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Ftarkista",[],{"title":164,"seo_title":8,"description":7,"path":165,"redirect_url":7,"locale":16,"children":166},"Palkkakysely","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fkysely",[],{"title":168,"seo_title":8,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"VIP-palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fvip",[],{"title":172,"seo_title":173,"description":7,"path":174,"redirect_url":7,"locale":16,"children":175},"Työoikeus","Työlainsäädäntö Suomessa: sopimukset ja oikeudet","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus",[176,180,184,188,192,196,200,204,208,212,216],{"title":177,"seo_title":8,"description":7,"path":178,"redirect_url":7,"locale":16,"children":179},"Työ ja Palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Ftyo-ja-palkat",[],{"title":181,"seo_title":8,"description":7,"path":182,"redirect_url":7,"locale":16,"children":183},"Korvaus ja työskentelyaika","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fkorvaus-ja-tyoskentelyaika",[],{"title":185,"seo_title":8,"description":7,"path":186,"redirect_url":7,"locale":16,"children":187},"Vuosiloma ja Lomat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fvuosiloma-ja-lomat",[],{"title":189,"seo_title":8,"description":7,"path":190,"redirect_url":7,"locale":16,"children":191},"Sopimukset ja irtisanomiset","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fsopimukset-ja-irtisanomiset",[],{"title":193,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":16,"children":195},"Perhevelvollisuudet","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fperhevelvollisuudet",[],{"title":197,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":16,"children":199},"Äitiys ja Työ","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Faitiys-ja-tyo",[],{"title":201,"seo_title":8,"description":7,"path":202,"redirect_url":7,"locale":16,"children":203},"Työterveys ja -Turvallisuus","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Ftyoterveys-ja-turvallisuus",[],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":16,"children":207},"Sairausloma","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fsairausloma",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"Sosiaaliturva","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fsosiaaliturva",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"Oikeudenmukainen Kohtelu","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Foikeudenmukainen-kohtelu",[],{"title":217,"seo_title":8,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Ammattijärjestöt","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fammattijarjestot",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":221},[222],{"title":127,"seo_title":8,"description":7,"path":131,"redirect_url":7,"locale":16,"children":223},[],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":16,"children":227},"Mitä teemme","\u002Ffi-fi\u002Fmita-teemme",[228,232,238,243,248],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":16,"children":231},"Data ja 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