[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fenergiateollisuuden-ylempien-toimihenkiloiden-tyoehtosopimus-2022-2024":3,"menu:\u002Ffi-fi:":105,"sites:htmlblocks":270,"subsites":1469,"footer:root":5034,"cite-subsites":5132,"suggested:root":5609,"cite-footer:root":5613},{"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":85,"content_type_view":86,"extra_breadcrumbs":87,"body":89,"body_blocks":100,"related_pages":104},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":83,"translations":84},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"energiateollisuuden-ylempien-toimihenkiloiden-tyoehtosopimus-2022-2024","ad7c437c-606a-11ef-9131-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Fenergiateollisuuden-ylempien-toimihenkiloiden-tyoehtosopimus-2022-2024\u002Fenergiateollisuuden-ylempien-toimihenkiloiden-tyoehtosopimus-2022-2024\u002F","Energiateollisuuden ylempien toimihenkilöiden työehtosopimus 2022-2024","FIN ET Finnish Energy - 2022","Finland - FIN ET Finnish Energy - 2022","FIN ET Finnish Energy - 2022 - Puhtaanapito, kunnostaminen ja vastaavat palvelut",{"name":39,"data":40},"Energiateollisuuden ylempien toimihenkilöiden työehtosopimus 2022-2024.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New17\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>Energiateollisuuden\u003C\u002Fh1>\n\n\u003Ch1>YLEMPIEN TOIMIHENKILÖIDEN\u003C\u002Fh1>\n\n\u003Ch1>työehtosopimus \u003C\u002Fh1>\n\n\u003Cp>1.3.2022 – 29.2.2024\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS 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>\nTYÖEHTOSOPIMUKSEN ALLEKIRJOITUSPÖYTÄKIRJA\u003C\u002Fh2>\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:17.5pt\">\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.3pt;padding:0cm .5pt 0cm .5pt;   height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Aika\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"326\" colspan=\"2\" valign=\"top\" style=\"width:244.55pt;padding:0cm .5pt 0cm .5pt;   height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">14.3.2022\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.4pt\">\n      \u003Ctd width=\"71\" style=\"width:53.3pt;padding:0cm .5pt 0cm .5pt;height:26.4pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Paikka\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"326\" colspan=\"2\" style=\"width:244.55pt;padding:0cm .5pt 0cm .5pt;   height:26.4pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Energiateollisuus\n        ry, Helsinki\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:133.95pt\">\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.3pt;padding:0cm .5pt 0cm .5pt;   height:133.95pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:6.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Läsnä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"top\" style=\"width:121.3pt;padding:0cm .5pt 0cm .5pt;   height:133.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">ET\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_txt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Jukka\n        Leskelä\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Timo\n        Yli-Koivisto\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Markus\n        Saimio\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Kati\n        Heininen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Päivi\n        Urkola\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Tiina\n        Aho\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Tiina\n        Miettinen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Leena\n        Wartiainen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Rolf\n        Karlsson\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.25pt;padding:0cm .5pt 0cm .5pt;   height:133.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">YTN\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Teemu\n        Hankamäki \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Klas\n        Laitinen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Maritta\n        Jalo\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Harriet\n        Katajisto\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Timo\n        Puisto\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Mika\n        Hinkkanen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Jari\n        Tiusanen\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>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1 Sopimuskausi\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimus tulee voimaan 1.3.2022 ja on voimassa 29.2.2024 saakka. Mikäli\nosapuolet eivät kuitenkaan pääse sopimukseen vuoden 2023 palkankorotuksista\n31.1.2023 mennessä, voidaan työehtosopimus irtisanoa päättymään\n28.2.2023.\u003C\u002Fp>\n\n\u003Cp>Sopimus jatkuu 29.2.2024 jälkeen vuoden kerrallaan, ellei sopimusta\nviimeistään kahta kuukautta ennen sen päättymistä kirjallisesti\nirtisanota.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>2 Palkankorotukset\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n2.1Vuosi 2022\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nPalkantarkistuksen toteutustapa, ellei paikallista palkkaratkaisua\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYlempien toimihenkilöiden kuukausipalkkoja (luontoisetuineen, mutta ilman\nvuorolisiä ja sunnuntaikorotuksia) korotetaan 1.6.2022 tai lähinnä sen\njälkeen alkavan palkanmaksukauden alusta 1,0 prosentin yleiskorotuksella.\u003C\u002Fp>\n\n\u003Cp>Samasta ajankohdasta lukien korotetaan mahdollisia yrityskohtaisia\nvuorolisiä yleiskorotuksen määrällä, ellei niitä ole korotettu edellisen\nyleiskorotuksen jälkeen taikka elleivät ne korotu tai ole korottuneet\nmuutoin.\u003C\u002Fp>\n\n\u003Cp>Lisäksi palkkoja korotetaan 1.6.2022 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta yrityskohtaisella 0,8 prosentin erällä, joka\nlasketaan sopimukseen piiriin kuuluvien ylempien toimihenkilöiden\nkuukausipalkoista.\u003C\u002Fp>\n\n\u003Cp>Yrityskohtainen erä käytetään yritys- tai toimipaikkakohtaisesti\nhenkilökohtaisten palkkojen tarkistuksiin. Työnantaja jakaa erän yritys tai\ntyöpaikkakohtaisesti työpaikalla palkoista päätettäessä noudatettavia\nmenettelytapoja soveltaen.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus saada kolmen kuukauden kuluessa\npalkantarkistusten jälkeen selvitys paikallisesti sovitun tai työnantajan\ntoteuttaman palkkaratkaisun kohdentamisesta. Selvityksestä tulee käydä ilmi\nylempien toimihenkilöiden lukumäärä, kuinka moni on saanut korotuksen,\nkeskimääräisen korotuksen suuruus sekä ylempien toimihenkilöiden\npalkankorotusten kokonaismäärä. Selvitys annetaan yksittäisen ylemmän\ntoimihenkilön palkkatietoja paljastamatta.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nPaikallinen palkkaratkaisu\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPaikallisessa palkkaratkaisussa sovittavia asioita ovat palkantarkistusten\ntoteutustapa, ajankohta ja suuruus. Sopimus tehdään luottamusmiehen kanssa\ntai ellei luottamusmiestä ole valittu, ylempien toimihenkilöiden\nkeskuudestaan valitseman yhden tai useamman edustajan kanssa. Sopimus tehdään\nkirjallisesti 31.5.2022 mennessä, ellei käsittelyajan jatkamisesta sovita.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2Vuosi 2023\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVuoden 2023 palkkaratkaisu toteutetaan samalla tavalla kuin vuoden 2022\npalkkaratkaisu. Palkkaratkaisun kustannusvaikutus ja sen mahdollinen\njakautuminen sovitaan osapuolten välisissä neuvotteluissa tammikuun loppuun\nmennessä.\u003C\u002Fp>\n\n\u003Cp>Osapuolet tarkastelevat joulu-tammikuun aikana palkkamallin toteutumista\nsekä arvioitavissa olevia talouden ja työllisyyden näkymiä\nEnergia-alalla.\u003C\u002Fp>\n\n\u003Cp>Arvioinnin perusteella osapuolet neuvottelevat 31.1.2023 mennessä 1.6.2023\ntai lähinnä sen jälkeen alkavan palkanmaksukauden alusta toteutettavien\npalkantarkistusten kustannusvaikutuksesta ja sen mahdollisesta jakautumisesta.\nSamassa yhteydessä voidaan tarkastella edellytyksiä sopimuskauden jatkamiseen\n29.2.2024 jälkeiselle ajalle.\u003C\u002Fp>\n\n\u003Cp>Mikäli 1.6.2023 toteutettavan palkkaratkaisun mukaisen palkantarkistuksen\nsuuruudesta ei päästä yksimielisyyteen 31.1.2023 mennessä, voi kumpikin\nosapuoli irtisanoa tämän sopimuksen päättymään 28.2.2023. Irtisanomista\nkoskeva ilmoitus on toimitettava kirjallisesti viimeistään 31.1.2023 toiselle\nosapuolelle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>3 Työryhmät\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n3.1Perhevapaauudistusta koskeva työryhmä\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nPerhevapaauudistus tulee voimaan 1.8.2022. Osapuolten välinen työryhmä\ntoteuttaa sopimuskauden aikana työehtosopimuksen 9 kohdan perhevapaata\nkoskevien määräysten päivittämisen perhevapaauudistus huomioiden. Toteutus\ntehdään kustannusneutraalisti siten, että palkallisten vapaapäivien\nkokonaislukumäärä pysyy uudistamista edeltävällä tasolla.\u003C\u002Fp>\n\n\u003Cp>Jos työryhmän työ ei ole valmistunut perhevapaauudistuksen voimaan tuloon\nmennessä, äitiysvapaan palkkaa koskevaa määräystä sovelletaan siten,\nettä raskausvapaaseen ja -rahaan oikeutettu työntekijä olisi oikeutettu\nsaamaan raskausvapaan ja vanhempainvapaan ajalta palkkaa yhteensä vastaavalta\najanjaksolta kuin hänelle olisi maksettu äitiysvapaan palkkaa. Isyysvapaan\npalkkaa koskevaa määräystä sovelletaan puolestaan siten, että\nvanhempainvapaaseen ja -rahaan oikeutettu isä olisi oikeutettu saamaan\nvanhempainvapaan ajalta palkkaa vastaavalta ajanjaksolta kuin hänelle olisi\nmaksettu isyysvapaan palkkaa. Työehtosopimuksen 9 kohdan mukainen työsuhteen\nkestoedellytys sekä työnantajan oikeus päivärahaan palkallisen perhevapaan\najalta pysyvät edelleen voimassa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.2Tulevaisuuden osaajatarpeisiin vastaaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYlemmät toimihenkilöt ovat merkittävä ja kasvava henkilöstöryhmä\nenergia-alan yrityksissä. Osapuolet haluavat yhteistyössä edistää energia-\nalan tunnettavuutta opiskelijoiden ja nuorten keskuudessa sekä korostaa alan\nyhteiskunnallista merkitystä ja roolia mm. ilmastonmuutokseen ja\nenergiamurrokseen liittyvien haasteiden ratkaisijana. Energia-alan yritykset\ntarvitsevat kasvavassa määrin korkeasti koulutettua työvoimaa pystyäkseen\nvastaamaan yhteiskunnan ja asiakkaiden yrityksille asettamiin odotuksiin ja\nvaatimuksiin. Osapuolet kantavat huolta alan vetovoimaisuudesta osaavista ja\nkoulutetuista työntekijöistä kilpailtaessa ja haluavat yhteistyössä jakaa\ntietoa alan yrityksissä tarjolla olevista merkityksellisistä ja\nmielenkiintoisista työtehtävistä.\u003C\u002Fp>\n\n\u003Cp>Edellä mainitussa tarkoituksessa osapuolet perustavat työryhmän, joka\nsopimuskauden aikana toteuttaa yhteishankkeen eri tahojen kanssa\nyhteistyössä, tavoitteenaan lisätä alan vetovoimaisuutta (esim.\nmentorointiohjelma, alaan tutustumiset, kesätöiden ja muiden harjoittelujen\nedistäminen, diplomityöt\u002Flopputyöt ja muu soveltuva yhteistyö).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.3Uuden yhteistoimintalain vuoropuhelua koskeva työryhmä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUusi yhteistoimintalaki on tullut voimaan 1.1.2022. Osapuolet perustavat\ntyöryhmän, joka sopimuskauden aikana arvioi uuden yhteistoimintalain\nvaikutuksia energia-alalle yleisesti ja erityisesti vuoropuhelun yhteydessä\nannettaviin tietoihin. Työryhmän tulokset käsitellään yhteisessä\nseminaarissa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4 Pöytäkirja työajan yhtenäistämisestä 38,25 tunnin työajassa\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsapuolet ovat sopineet pöytäkirjalla 27.11.2019 työajan\nyhtenäistämisestä 58,25 tunnin viikkotyöaikaa sovellettaessa. Pöytäkirja\non tämän työehtosopimuksen liitteenä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5 Tutustu työelämään ja tienaa - kesäharjoitteluohjelma\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsapuolten välillä on sovittu ”Tutustu työelämään ja tienaa” –\nkesäharjoitteluohjelman jatkamisesta vuosille 2022 ja 2023 pöytäkirjalla,\njoka on tämän työehtosopimuksen liitteenä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6 Siirtymäsäännöt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVuosina 2007 - 2017 sovittuja siirtymäpöytäkirjoja noudatetaan jatkossa\ntyöehtosopimusvaikutuksin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTarkastettu\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>Jukka Leskelä\u003C\u002Fp>\n\n\u003Cp>Timo Yli-Koivisto\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>Teemu Hankamäki\u003C\u002Fp>\n\n\u003Cp>Klas Laitinen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUDEN YLEMPIEN TOIMIHENKILÖIDEN TYÖEHTOSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.1Tätä työehtosopimusta sovelletaan Energiateollisuus ry:n jäsenyritysten\npalveluksessa oleviin ylempiin toimihenkilöihin.\u003C\u002Fp>\n\n\u003Cp>1.2Työehtosopimus ei koske yrityksen tai toimipaikan johtoon kuuluvia ja\njohtamiseen osallistuvia henkilöitä, ei myöskään näihin verrattavia\njohtoa avustavia asiantuntijoita eikä henkilöitä, jotka työsuhteeseen\nliittyvissä asioissa edustavat yritystä suhteessa ylempiin toimihenkilöihin\nja joilla on oikeus tai valtuutus päättää ylempien toimihenkilöiden\ntyöehdoista.\u003C\u002Fp>\n\n\u003Cp>1.3Kohdan 6 määräyksiä sovelletaan niissä Energiateollisuus ry:n\njäsenyrityksissä, joiden työsuhteessa olevan henkilöstön määrä\nsäännöllisesti on vähintään 30.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2Paikallinen sopiminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.1Tässä työehtosopimuksessa tarkoitettu paikallinen sopiminen on\nmahdollista työnantajan ja ylemmän toimihenkilön kesken tai työnantajan ja\nluottamusmiehen kesken. Luottamusmiehen kanssa tehty sopimus sitoo niitä\nylempiä toimihenkilöitä, joita luottamusmiehen on katsottava edustavan.\nSopimus voidaan solmia määräajaksi tai olemaan voimassa toistaiseksi.\nToistaiseksi voimassa oleva sopimus voidaan irtisanoa kolmen kuukauden\nirtisanomisaikaa käyttäen, ellei toisin sovita. Sopimus solmitaan\nkirjallisena, jos sopijapuoli sitä pyytää.\u003Cbr>\n\u003Cbr>\n2.2Jatkuvan neuvottelun periaate\u003Cbr>\nMikäli työehtosopimuksen piirissä olevat yritykset joutuvat sopimuskauden\naikana poikkeuksellisiin taloudellisiin vaikeuksiin, voivat sopijaosapuolet\narvioida uudelleen tehdyn työehtosopimusratkaisun soveltuvuutta vallitsevaan\ntaloudelliseen tilanteeseen ja sopia siihen tehtävistä muutoksista, jotka\novat tarpeen yritysten toimintaedellytysten ja työpaikkojen turvaamiseksi\nsopimuskauden aikana.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3Työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\n3.1Säännöllinen työaika on 7,5 tuntia vuorokaudessa ja 37,5 tuntia\nviikossa, ellei paikallisesti toisin sovita. Työaikaa lyhennetään\ntyöaikamuodossa 8 tuntia päivässä \u002F 40 tuntia viikossa edellyttäen, että\ntyöntekijällä on enintään 30 päivän vuosiloma ja että työaikaa muutoin\nlyhentävät ainoastaan kirkolliset juhlapyhät, juhannusaatto,\nitsenäisyyspäivä, jouluaatto, uudenvuodenpäivä ja vapunpäivä. Työajan\nlyhennyksen määrä on 100 tuntia kalenterivuodessa. Työajan lyhennys koskee\nvain 30.11.2004 jälkeen solmittuja työsuhteita.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2Kohdan 3.1 määräyksellä ei muuteta sopimuksen tekohetkellä voimassa\nolevia yritys- tai työpaikkakohtaisia työaikoja, ellei paikallisesti toisin\nsovita.\u003C\u002Fp>\n\n\u003Cp>3.3Työajan lyhennyksen määrästä vähennetään vuosilomalakiin\nperustumattomat vuosilomajärjestelyt sekä vuosittain toistuvat\nylimääräiset vapaapäivät.\u003C\u002Fp>\n\n\u003Cp>3.4Ellei paikallisesti ole toisin sovittu, työajan lyhennystä kertyy\nsellaiselta kalenterikuukaudelta, jona työskennelleelle ylemmälle\ntoimihenkilölle on kertynyt vähintään 17 työssäolopäivää. Työssäolon\nveroiseksi luetaan päivät, joilta työnantaja maksaa palkan tai\nansionmenetyksen korvauksen. Edellä kuvatulta kalenterikuukaudelta kertyy\nsitä vastaava osuus vuosittaisesta työajan lyhennyksestä. Lyhennysvapaa\npidetään työnantajan määräämänä ajankohtana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.5Työajan lyhennystä alkaa kertyä työsuhteen kestettyä kolme täyttä\nkalenterikuukautta. Tällöin ylempi toimihenkilö saa hyväkseen työsuhteen\nalusta kertyneen lyhennyksen.\u003C\u002Fp>\n\n\u003Cp>3.6Ylemmän toimihenkilön kanssa voidaan sopia työajan lyhennysvapaan\nvaihtamisesta ns. joustovapaaseen tai korvaamisesta rahana.\u003C\u002Fp>\n\n\u003Cp>3.7Paikallisesti voidaan sopia toisin työaikalain vuorokausi- ja\nviikkolepomääräyksistä.\u003C\u002Fp>\n\n\u003Cp>3.8Paikallisesti voidaan sopia toisin työaikalain mukaisista liukuvan\ntyöajan rajoista sekä enimmäiskertymästä. Liukuvan työajan saldo voi olla\nseurantajakson päättyessä kuitenkin enintään +120 tuntia. Liukumavapaata\npyritään antamaan kokonaisina päivinä. Liukuvan työajan seurantajakso on\nenintään 12 kuukautta.\u003C\u002Fp>\n\n\u003Cp>3.9Työajan sijoittamisesta voidaan sopia paikallisesti ilman työaikalain 8\n§:n rajoitusta.\u003C\u002Fp>\n\n\u003Cp>3.10Vuorokautinen ja viikoittainen työaika voidaan paikallisesti sopien\njärjestää keskimääräiseksi siten, että se enintään 52 viikon\najanjaksossa tasoittuu kohdassa 3.1 mainittuihin määriin. Vuorokautinen\ntyöaika voi tällöin olla enintään 12 tuntia, ellei paikallisesti toisin\nsovita.\u003C\u002Fp>\n\n\u003Cp>3.11Työaikalain mukaisen enimmäistyöajan tasoittumisjakson pituus on\nenintään 12 kuukautta. Paikallisesti voidaan sopia tasoittumisjaksosta\ntoisin.\u003C\u002Fp>\n\n\u003Cp>3.12Työaikalain mukaisessa joustotyöajassa säännöllisen työajan\ntasoittumisjakso on enintään 26 viikkoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cstrong>\n3.12Koulutus- ja kehittämistilaisuudet\u003C\u002Fstrong>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.12.1Paikallisesti sopien\u003C\u002Fp>\n\n\u003Cp>Paikallisesti voidaan luottamusmiehen kanssa sopia säännöllisen\nvuosittaisen työajan lisäksi enintään 16 tuntia kalenterivuodessa työn\nsuorittamisen kannalta tarpeellista lisä-, täydennys-, työhyvinvointi- tai\nturvallisuuskoulutusta tai tuottavuuden, tehokkuuden ja laadun parantamiseksi\ntyöpaikalla tai työnantajan osoittamassa paikassa järjestettäviä koulutus-\ntai kehittämistilaisuuksia.\u003C\u002Fp>\n\n\u003Cp>3.12.2. Työnantajan päätöksellä\u003C\u002Fp>\n\n\u003Cp>Mikäli paikallista koulutus- ja kehittämisratkaisua ei saavuteta,\ntyönantaja voi järjestää ammatillisen osaamisen kehittämiseksi\nsäännöllisen työajan lisäksi lisä- tai täydennyskoulutusta työpaikalla\ntai työnantajan osoittamassa paikassa siten, että yllä mainittu 16 tuntia\nkalenterivuodessa täyttyy.\u003C\u002Fp>\n\n\u003Cp>3.12.3Koulutuksen ja kehittämistilaisuuden ajalta maksetaan peruspalkan\nmukainen korvaus. Tilaisuudet voidaan järjestää siten, että työpäivä\npitenee tilaisuuden keston verran tai kokonaisena päivänä. Koulutusta tai\nkehittämistilaisuutta ei voi järjestää arkipyhänä tai sunnuntaina.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\n4 Ylityö\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.1Ylityö korvataan työaikalain mukaisesti. Paikallisesti voidaan sopia\nlisä-, yli- ja sunnuntaityön korvaamisesta erillisellä kiinteällä\nkuukausikorvauksella. Kiinteän kuukausikorvauksen oikea mitoitus tulee\ntyöaikalain korvaustaso huomioon ottaen tarkistaa työmäärien perusteella\nylemmän toimihenkilön kanssa säännöllisesti, kuitenkin vähintään kerran\nkalenterivuodessa esimerkiksi kehityskeskustelun sekä tehtävämuutosten\nyhteydessä.\u003C\u002Fp>\n\n\u003Cp>4.2Kiinteän kuukausikorvauksen mitoituksen tarkasteluperiaatteet sovitaan\npaikallisesti luottamusmiehen kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje 1: Tämä sopimisvelvoite ei sellaisenaan estä kiinteän\nkuukausikorvauksen käyttöä ylityökorvauksen muotona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje 2: Jos ylemmän toimihenkilön työn määrä tilapäisesti ja\noleellisesti muuttuu projektista, tehtävänmuutoksesta tai muusta vastaavasta\nsyystä johtuen ja kiinteä kuukausikorvaus kokonaisuus huomioon ottaen ei\nvastaa muuttunutta tilannetta, tarkastellaan ja sovitaan ylemmän\ntoimihenkilön kanssa erikseen muutoksen vaikutuksesta kiinteän\nkuukausikorvauksen mitoitukseen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5 Yhteistoiminta, luottamusmies ja työsuojeluvaltuutettu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.1Todettiin osapuolten lähtökohdaksi, ettei tämä työehtosopimus\nolennaisesti muuta yrityksissä ylempien toimihenkilöiden vakiintuneita\npaikallisia edustamis-, yhteistoiminta- ja neuvottelukäytäntöjä. Laki\nyhteistoiminnasta yrityksissä (334\u002F2007) ei ole tämän sopimuksen osa.\u003C\u002Fp>\n\n\u003Cp>5.2Paikallisesti voidaan sopia sellaisen yhteistoimintaelimen\nperustamisesta, joka käsittelee muun muassa kehittämistoimintaan sisältyviä\nasioita. Yhteistoimintaelin voi korvata erilliset yhteistoiminta- ja\ntyösuojelutoimikunnat sekä muut vastaavat toimikunnat. Sama\nyhteistoimintaelin voi vastata myös yhteistoimintalain, työsuojelun\nvalvontalain, työterveyshuollon ja tasa-arvolain mukaisista toimista ja\nsuunnitelmista paikallisesti sovittavassa laajuudessa.\u003C\u002Fp>\n\n\u003Cp>5.3Ylemmillä toimihenkilöillä on oikeus valita luottamusmies ja\nvaraluottamusmies, joka luottamusmiehen ollessa estyneenä hoitaa tämän\ntehtäviä.\u003C\u002Fp>\n\n\u003Cp>5.4Luottamusmies ja varaluottamusmies valitaan tämän sopimuksen\nsoveltamispiiriin ja tähän sopimukseen sidottuihin järjestöihin kuuluvien\ntyöpaikan ylempien toimihenkilöiden keskuudesta, ja heidän tulee olla\nperehtyneitä työpaikan olosuhteisiin. Kaikilla työpaikan ylemmillä\ntoimihenkilöillä tulee olla mahdollisuus osallistua valintaan. Pyydettäessä\ntyönantajan on toimitettava luettelo vaalin aikaan toimipaikassa\ntyöskentelevistä ylemmistä toimihenkilöistä.\u003C\u002Fp>\n\n\u003Cp>5.5Toimikauden pituus on vähintään yksi vuosi. Valitusta\nluottamusmiehestä ja varaluottamusmiehestä sekä varaluottamusmiehen\ntoimimisesta luottamusmiehen sijaisena on ilmoitettava kirjallisesti\ntyönantajalle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.6Luottamusmies edustaa ylempiä toimihenkilöitä työsuhdeasioissa ja\ntämän sopimuksen soveltamista koskevissa kysymyksissä. Hänelle annetaan\nasioiden hoidon kannalta tarpeelliset tiedot ja toimintamahdollisuudet sekä\ntarpeellisessa määrin vapautusta työstä. Tämä vapautus otetaan huomioon\nluottamusmiehen työn järjestämisessä. Käytännön järjestelyistä\nsovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>Jos neuvoteltaessa paikallisesti neuvotteluun osallistuu työnantajan\npuolelta useampi henkilö, voi neuvotteluihin osallistua luottamusmiehen\nlisäksi myös varaluottamusmies.\u003C\u002Fp>\n\n\u003Cp>5.7Luottamusmiehelle annetaan EK:n toimihenkilötilaston valmistuttua\nvastaavat tilastotiedot yrityksen \u002F toimipaikan ylemmistä toimihenkilöistä.\nLuovutettavan tilaston yksityiskohdista sovitaan osapuolten välisessä\ntilastoyhteistyöryhmässä. Luottamusmies saa vähintään kalenterivuosittain\nluettelon edustamansa henkilöstöryhmän jäsenistä. Tiedot annetaan\nluottamuksella luottamusmiestehtävän hoitamiseksi, eikä tietoja saa\nluovuttaa muiden yritysten luottamusmiehille eikä niitä saa muutoinkaan\nlevittää.\u003C\u002Fp>\n\n\u003Cp>5.8Tämän työehtosopimuksen mukaisesti valitulla luottamusmiehellä on\ntyösopimuslain 7 luvun 10 §:n mukainen irtisanomissuoja. Näille\nluottamusmiehille ja varaluottamusmiehille annetaan mahdollisuus osallistua\nliittojen yhdessä sopimaan, luottamusmiehen tehtävien hoidon kannalta\ntarpeelliseen koulutukseen, ellei se aiheuta tuntuvaa haittaa yrityksen\ntoiminnalle. Palkkaa ei vähennetä koulutuksen ajalta. Samansisältöinen\nkoulutus korvataan vain kerran. Ilmoitus osallistumisesta on tehtävä\nmahdollisimman varhain.\u003C\u002Fp>\n\n\u003Cp>5.9Jos työnantaja irtisanoo luottamusmiehen varamiehen työsopimuksen tai\nlomauttaa hänet silloin, kun hän ei toimi luottamusmiehen sijaisena taikka\nhänellä ei muutoinkaan ole luottamusmiehen asemaa, katsotaan irtisanomisen\ntai lomauttamisen johtuneen luottamustehtävästä, ellei työnantaja voi\nosoittaa toimenpiteen johtuneen muusta seikasta.\u003C\u002Fp>\n\n\u003Cp>5.10Kohdan 5.8 työsuhdeturvamääräyksiä sovelletaan myös\nluottamusmiesehdokkaaseen, josta on ilmoitettu kirjallisesti työnantajalle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ehdokassuoja alkaa aikaisintaan kolme kuukautta ennen luottamusmiehen\ntoimikauden alkua ja päättyy vaalituloksen tultua todetuksi. Luottamusmiehen\ntyösuhdeturva alkaa, kun valinta on ilmoitettu työnantajalle ja päättyy\nkuusi kuukautta luottamusmiestehtävän päättymisen jälkeen.\u003C\u002Fp>\n\n\u003Cp>5.11Varaluottamusmieheen sovelletaan luottamusmiestä koskevia\nmääräyksiä hänen toimiessaan luottamusmiehen sijaisena.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.12Luottamusmiehen tiedonsaanti\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehellä on oikeus pyynnöstään saada vähintään kerran\nvuodessa seuraavat tiedot toimialueensa ylemmistä toimihenkilöistä:\u003C\u002Fp>\n\n\u003Cp>1.ylempien toimihenkilöiden suku- ja etunimet ja työsähköpostiosoite,\u003C\u002Fp>\n\n\u003Cp>2.työsuhteen alkamisaika sekä\u003C\u002Fp>\n\n\u003Cp>3.työpaikka (organisatorinen osasto) ja tehtävänimike.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.13Työnantaja maksaa luottamusmiehenä toimivalle ylemmälle\ntoimihenkilölle, ellei muusta ole sovittu, erillisen kuukausikorvauksen, jonka\nsuuruus on 1.6.2022 alkaen:\u003C\u002Fp>\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:12.95pt\">\n      \u003Ctd width=\"244\" valign=\"top\" style=\"width:182.65pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:8.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Ylempien\n        toimihenkilöiden lukumäärä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" valign=\"top\" style=\"width:166.3pt;border:none;border-bottom:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:8.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Korvaus\n        euroa \u002F kk\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"244\" valign=\"bottom\" style=\"width:182.65pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">10\n        - 100\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" valign=\"bottom\" style=\"width:166.3pt;border:none;border-bottom:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:40.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">130\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.05pt\">\n      \u003Ctd width=\"244\" valign=\"bottom\" style=\"width:182.65pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:11.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">101\n        - 200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" valign=\"bottom\" style=\"width:166.3pt;border:none;border-bottom:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:11.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:40.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.05pt\">\n      \u003Ctd width=\"244\" valign=\"bottom\" style=\"width:182.65pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:11.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">201\n        - 400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" valign=\"bottom\" style=\"width:166.3pt;border:none;border-bottom:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:11.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:40.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">233\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.0pt\">\n      \u003Ctd width=\"244\" valign=\"top\" style=\"width:182.65pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">yli\n        400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" valign=\"top\" style=\"width:166.3pt;border:none;padding:0cm .5pt 0cm .5pt;   height:12.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:40.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">342\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.14Milloin ylempi toimihenkilö toimii työsuojeluvaltuutettuna, maksetaan\nhänelle vastaavan suuruinen erillinen kuukausikorvaus työsuojeluvaltuutettuna\ntoimimisesta kuin kulloinkin voimassa oleva Energiateollisuuden\ntoimihenkilöiden työehtosopimus edellyttäisi.\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>\n6 Tiedotustoiminta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.1Työnantajan tulee esittää ylemmille toimihenkilöille tai heidän\nedustajille yrityksen talouden, kannattavuuden ja toiminnan kannalta olennaiset\ntiedot sekä niissä tapahtuvat olennaiset muutokset ja niiden vaikutukset\nhenkilöstösuunnitelmaan.\u003C\u002Fp>\n\n\u003Cp>6.2Pyydettäessä yhteistoimintalain 11 §:n 2 momentin 3 kohdan\ntarkoittamat yrityksen tilinpäätöstiedot annetaan ylempien toimihenkilöiden\nedustajille kirjallisena.\u003C\u002Fp>\n\n\u003Cp>6.3Milloin tiedottamisen perusteltuna esteenä ovat yrityksen\ntuotannolliselle toiminnalle tai taloudelle vahinkoa aiheuttavat painavat syyt,\njoita ei ole voitu ennakolta tietää, työnantajan on tiedotettava asiasta\nviivytyksettä sen jälkeen, kun edellä mainittuja esteitä tiedottamiselle ei\nenää ole. Samalla työnantajan on esitettävä perusteet poikkeavalle\nmenettelylle.\u003C\u002Fp>\n\n\u003Cp>6.4Ylempien toimihenkilöiden tulee saattaa esimiestensä tietoon yrityksen\ntoiminnan tai työnantajan ja henkilöstön yhteistoiminnan kannalta\nmerkitykselliset asiat.\u003C\u002Fp>\n\n\u003Cp>6.5Osapuolet suosittelevat, että edellä tarkoitettujen yrityksen taloutta\nkoskevien tietojen yhteydessä selostetaan mahdollisuuksien mukaan myös\ntoimialan yleisiä suhdanne- ja taloudellisia näkymiä.\u003C\u002Fp>\n\n\u003Cp>6.6Ylempien toimihenkilöiden edustaja saa edellä kohdissa 6.1 – 6.5\ntarkoitetut tiedot luottamuksellisina tehtäviensä hoitamista varten.\u003C\u002Fp>\n\n\u003Cp>6.7Ylempien toimihenkilöiden henkilöstöryhmällä on oikeus järjestää\ntyöpaikalla tai muussa sovitussa tilassa kokouksia työmarkkina-asioissa tai\ntyöpaikan työsuhteita koskevista tai yhteistoimintalain mukaisista\nkysymyksistä. Menettelytavat ja työpaikan ulkopuolisten henkilöiden\nosallistuminen kokouksiin sovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.8Ylempien toimihenkilöiden henkilöstöryhmällä on myös oikeus jakaa\njäsenilleen kokousilmoituksia sekä työpaikan työsuhteisiin tai\ntyömarkkinakysymyksiin liittyviä tiedonantoja.\u003C\u002Fp>\n\n\u003Cp>6.9Henkilöstöryhmällä on oikeus tiedottaa työmarkkinakysymysten ohella\nmyös yleisiin kysymyksiin liittyvistä asioista työpaikalla käytössä\nolevilla ilmoitustavoilla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7 Salassapitovelvollisuus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMilloin yrityksen ylemmät toimihenkilöt tai heidän edustajansa ovat tämän\nsopimuksen mukaisesti saaneet työnantajan liike- tai ammattisalaisuuksia\nkoskevia tietoja, saadaan näitä tietoja käsitellä vain niiden\ntyöntekijöiden ja toimihenkilöiden tai henkilöstön edustajien kesken,\njoita asia koskee, ellei työnantajan ja tiedonsaantiin oikeutettujen kesken\nmuuta sovita. Ilmoittaessaan salassapitovelvollisuudesta työnantajan tulee\nyksilöidä, mitkä tiedot salassapitovelvollisuus käsittää ja mikä on\ntietojen salassapitoaika. Ennen kuin työnantaja ilmoittaa kysymyksessä olevan\nliike- tai ammattisalaisuuden, salassapidon perusteet selvitetään\nasianomaiselle ylemmälle toimihenkilölle taikka ylempien toimihenkilöiden\nedustajalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8 Työkyvyttömyys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.1Ylemmälle toimihenkilölle maksetaan palkkaa sairauden tai tapaturman\naiheuttaman työkyvyttömyyden ajalta seuraavasti:\u003C\u002Fp>\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:14.15pt\">\n      \u003Ctd width=\"313\" valign=\"top\" style=\"width:234.95pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Työsuhde\n        on jatkunut yhtäjaksoisesti\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:104.9pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Palkka\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"313\" valign=\"bottom\" style=\"width:234.95pt;border:none;border-top:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">Alle\n        1 kuukauden\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"bottom\" style=\"width:104.9pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">1\n        viikolta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.3pt\">\n      \u003Ctd width=\"313\" valign=\"bottom\" style=\"width:234.95pt;padding:0cm .5pt 0cm .5pt;   height:11.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">vähintään\n        1 kuukauden, mutta vähemmän kuin 1 vuoden\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"bottom\" style=\"width:104.9pt;padding:0cm .5pt 0cm .5pt;   height:11.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">4\n        viikolta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.75pt\">\n      \u003Ctd width=\"313\" valign=\"top\" style=\"width:234.95pt;padding:0cm .5pt 0cm .5pt;   height:11.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">1\n        vuoden, mutta vähemmän kuin 5 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:104.9pt;padding:0cm .5pt 0cm .5pt;   height:11.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">5\n        viikolta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.05pt\">\n      \u003Ctd width=\"313\" valign=\"bottom\" style=\"width:234.95pt;padding:0cm .5pt 0cm .5pt;   height:11.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">5\n        vuotta tai kauemmin\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"bottom\" style=\"width:104.9pt;padding:0cm .5pt 0cm .5pt;   height:11.05pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   9.0pt;font-family:"Times New Roman",serif\">3\n        kuukaudelta\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n8.2Työsuhteen kestettyä alle kuukauden, ei sairausajan palkkaa makseta\nsairastumispäivän jälkeiseltä ensimmäiseltä päivältä, vaan\npalkanmaksujakso alkaa seuraavasta päivästä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.3Palkanmaksun edellytyksenä on, että työkyvyttömyyttä ei ole\naiheutettu omalla törkeällä tuottamuksella ja että sairautta ei ole tieten\nsalattu työsopimusta solmittaessa. Lisäksi edellytyksenä on, että ylempi\ntoimihenkilö valtuuttaa työnantajan nostamaan itselleen sen\nsairausvakuutuslain mukaisen päivärahaosuuden, johon hänellä olisi oikeus\npalkallisen työkyvyttömyysjakson aikana.\u003C\u002Fp>\n\n\u003Cp>8.4Ylempi toimihenkilö on velvollinen viipymättä ilmoittamaan\ntyönantajalle työkyvyttömyydestä ja sen arvioidusta kestosta.\u003C\u002Fp>\n\n\u003Cp>8.5Työnantajan vaatiessa on ylemmän toimihenkilön esitettävä yrityksen\ntyöterveyslääkärin antama tai työnantajan hyväksymä muu\nlääkärintodistus sairaudestaan. Milloin työnantaja ei ole hyväksynyt\nylemmän toimihenkilön esittämää lääkärintodistusta ja osoittaa hänet\ntoisen lääkärin tarkastettavaksi, työnantaja korvaa\nlääkärintodistuspalkkion.\u003C\u002Fp>\n\n\u003Cp>8.6Jos ylemmän toimihenkilön työkyvyttömyys saman sairauden johdosta\nalkaa uudelleen 30 päivän kuluessa siitä päivästä, jolta hänelle\nviimeksi suoritettiin sairausajan palkkaa tai sairauspäivärahaa, ei ylempi\ntoimihenkilö ole oikeutettu uuteen edellä sanottuun sairausajanpalkan\najanjaksoon, vaan sairausajan palkka maksetaan yhteensä enintään edellä\nmainitulta ajanjaksolta. Jos työnantajan palkanmaksuvelvollisuus on jo\ntäyttynyt edellisen työkyvyttömyysjakson aikana, suorittaa työnantaja\nkuitenkin palkan sairausvakuutuslain mukaiselta yhden päivän odotusajalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n9 Perhevapaat\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n9.1Äitiysloman ajalta maksetaan täysi palkka kolmelta kuukaudelta, jos\ntyösuhde on yhtäjaksoisesti jatkunut vähintään kuusi kuukautta ennen\nsynnytystä ja ylempi toimihenkilö valtuuttaa työnantajan nostamaan itselleen\nsen sairausvakuutuslain mukaisen päivärahaosuuden, johon hänellä olisi\noikeus palkallisen äitiysloman aikana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2Naispuolisen ylemmän toimihenkilön adoptoidessa alle kouluikäisen\nlapsen annetaan hänelle äitiysvapaan edellytyksin adoptioon välittömästi\nliittyvänä kolmen kuukauden pituinen äitiysvapaaseen rinnastettava\npalkallinen vapaa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>9.3Kuuden (6) päivän isyysvapaajaksolta ylemmälle toimihenkilölle\nmaksetaan säännöllisen työajan palkka. Isyysajan palkan maksussa\nnoudatetaan samoja säännöksiä kuin äitiysvapaan palkan maksamisessa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>9.4Ylemmälle toimihenkilölle maksetaan työsopimuslain 4 luvun 6 §:n\nmukaisen tilapäisen hoitovapaan ajalta täysi palkka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10 Matkakustannukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.1Työnantaja korvaa kaikki välittömät ja tarpeelliset matkakustannukset,\njoihin luetaan matkalippujen hinnat, matkatavarakustannukset, sopimukseen\nperustuva oman auton käyttö sekä milloin matka tapahtuu yön aikana,\nmakuulippujen hinnat.\u003C\u002Fp>\n\n\u003Cp>10.2Kilometrikorvausten ja päivärahojen osalta noudatetaan yrityksessä\nkäytössä olevia menettelytapoja. Ellei paikallisesti ole toisin sovittu,\nnoudatetaan korvausten määrien osalta kulloinkin voimassa olevaa\nverohallituksen päätöstä verovapaiden matkakustannusten korvauksista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11 Säännöllisen työajan ulkopuolella matkustaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n11.1. Säännöllisen työajan ulkopuolella tapahtuva työtehtävien\nedellyttämä matkustaminen korvataan ylemmälle toimihenkilölle. Ellei\npaikallisesti ole toisin sovittu tai paikallisista käytännöistä muuta\njohdu, korvaaminen toteutetaan tilanteesta riippuen seuraavasti:\u003C\u002Fp>\n\n\u003Cp>1)Työmatkan matka-aika korvataan rahalla tai antamalla vapaata.\u003C\u002Fp>\n\n\u003Cp>2)Mikäli työtehtäviin kuuluu olennaisena osana jatkuva tai\nsäännöllinen matkustaminen säännöllisen työajan ulkopuolella, voidaan\ntämä seikka ottaa myös huomioon palkkaperusteissa esimerkiksi peruspalkassa\ntai erillisenä korvauksena työsuhdetta solmittaessa ja työtehtävien\nmuuttuessa ja kirjataan työsopimukseen.\u003C\u002Fp>\n\n\u003Cp>3)Mikäli on kysymys runsaasta tilapäisestä tai projektiluonteisesta\ntyöstä johtuvasta matkustamisesta, seurataan ylemmälle toimihenkilölle\nkertyvän matka-ajan määrää. Tämä korvataan esim. määrävälein\nmaksettavalla kertakorvauksella.\u003C\u002Fp>\n\n\u003Cp>4)Muissa tapauksissa matka-ajan korvaamisesta sovitaan tapauskohtaisesti.\u003C\u002Fp>\n\n\u003Cp>11.2Ennen työmatkaa tulee ylemmän toimihenkilön esittää\nmatkasuunnitelma tai muu työnantajan edellyttämä selvitys esimiehelleen,\nellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>11.3Korvauksen määräytymisperusteita tulee antaa ylemmän toimihenkilön\npyynnöstä selvitys. Matkustamisen ja korvauksen määrää tarkastellaan\nvähintään kerran vuodessa esimerkiksi kehityskeskustelujen yhteydessä.\u003C\u002Fp>\n\n\u003Cp>11.4Työmatkasta ja siihen liittyvistä järjestelyistä työnantajan ja\nylemmän toimihenkilön välillä keskusteltaessa kiinnitetään huomiota\nmatkasta mahdollisesti aiheutuvaan rasitukseen ja siitä palautumiseen.\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>\u003Cbr>\n12.1Vuosilomapalkka maksetaan yrityksen säännönmukaisena\npalkanmaksupäivänä, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>12.2Lomarahana maksetaan 50 % ylemmän toimihenkilön vuosilomapalkasta,\nellei paikallisesti toisin sovita.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.3Ellei paikallisesti toisin sovita, lomaraha maksetaan vuosilomapalkan\nmaksamisen yhteydessä tai paikallisen käytännön mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4Paikallisesti voidaan sopia luottamusmiehen kanssa toisin\nvuosilomalaissa säädetystä lomakaudesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13 Kertausharjoitusajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSuositus: kertausharjoitusten ajalta niihin määrätylle reserviläiselle\nmaksetaan niin suuri osa palkasta, että reserviläinen saa valtion maksaman\nreserviläispalkan kanssa täydet palkkaedut.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14 Neuvottelujärjestys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMikäli tämän työehtosopimuksen tulkinnasta tai noudattamisesta syntyy\nerimielisyyttä, eikä asiaa sovita paikallisesti, on menettelystä laadittava\nmuistio, jos toinen osapuolista sitä vaatii. Tämän jälkeen erimielisyyttä\nkoskeva asia siirretään liittotasolla neuvoteltavaksi Energiateollisuus ry:n\nja Ylemmät toimihenkilöt YTN ry:n välillä, mikäli molemmat tai toinen\nerimielisyyden osapuolista sitä esittää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15 Työrauhavelvoite\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n15.1Tämän työehtosopimuksen voimassa ollessa ei saa toimeenpanna\nminkäänlaisia työehtosopimuslain tarkoittamia työtaistelutoimenpiteitä.\u003C\u002Fp>\n\n\u003Cp>15.2Liitot ja niiden alayhdistykset ovat velvollisia huolehtimaan siitä,\netteivät niiden jäseninä olevat yhdistykset, työnantajat tai ylemmät\ntoimihenkilöt, joita sopimus koskee, ryhdy edellisen kappaleen vastaisesti\ntyötaistelutoimenpiteisiin eivätkä muutoinkaan riko sopimusten\nmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n16 Rinnakkaissopimuskielto\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsapuolet eivät tee tämän energiateollisuuden ylempiä toimihenkilöitä\nkoskevan työehtosopimuksen soveltamispiirissä rinnakkaissopimuksia sekä\nmyötävaikuttavat siihen, etteivät niitä tee myöskään muut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n17 Sopimuksen voimassaolo\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n17.1Työehtosopimus tulee voimaan 1.3.2022 ja on voimassa 29.2.2024 saakka.\nMikäli osapuolet eivät kuitenkaan pääse sopimukseen vuoden 2023\npalkankorotuksista 31.1.2023 mennessä, voidaan työehtosopimus irtisanoa\npäättymään 28.2.2023.\u003C\u002Fp>\n\n\u003Cp>Sopimus jatkuu 29.2.2024 jälkeen vuoden kerrallaan, ellei sopimusta\nviimeistään kahta kuukautta ennen sen päättymistä kirjallisesti\nirtisanota.\u003C\u002Fp>\n\n\u003Cp>17.2Irtisanomisesta huolimatta työehtosopimusta noudatetaan siihen saakka,\nkun uutta sopimusta koskevien neuvottelujen on todettu päättyneen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä, maaliskuun 14. päivänä 2022.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>Jukka Leskelä\u003C\u002Fp>\n\n\u003Cp>Timo Yli-Koivisto\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>Teemu Hankamäki\u003C\u002Fp>\n\n\u003Cp>Klas Laitinen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS 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>\nPERUSSOPIMUKSEN ALLEKIRJOITUSPÖYTÄKIRJA\u003C\u002Fh2>\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:17.5pt\">\n      \u003Ctd width=\"72\" valign=\"top\" style=\"width:53.75pt;padding:0cm .5pt 0cm .5pt;   height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Aika\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\" colspan=\"2\" valign=\"top\" style=\"width:252.25pt;padding:0cm .5pt 0cm .5pt;   height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">12.11.2007\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.45pt\">\n      \u003Ctd width=\"72\" style=\"width:53.75pt;padding:0cm .5pt 0cm .5pt;height:25.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Paikka\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\" colspan=\"2\" style=\"width:252.25pt;padding:0cm .5pt 0cm .5pt;   height:25.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Energiateollisuus\n        ry, Helsinki\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:122.4pt\">\n      \u003Ctd width=\"72\" valign=\"top\" style=\"width:53.75pt;padding:0cm .5pt 0cm .5pt;   height:122.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:5.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Läsnä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" valign=\"top\" style=\"width:130.15pt;padding:0cm .5pt 0cm .5pt;   height:122.4pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">ET\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Juha\n        Naukkarinen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Tuomas\n        Aarto\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Antti\n        Aho                            \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Juhani\n        Mäki                        \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Jorma\n        Pöntinen                   \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Olavi\n        Rissanen                    \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Tapani\n        Jylhä\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Petri\n        Ellimäki\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" valign=\"top\" style=\"width:122.1pt;padding:0cm .5pt 0cm .5pt;   height:122.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:30.5pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">YTN\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Sture\n        Fjäder\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Yrjö\n        Taivainen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Risto\n        Heino\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Arto\n        Ahonen\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Anssi\n        Heiliö\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Juha\n        Simell\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:19.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Jari\n        Tauluvuori\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>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1 Lähtökohdat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTodettiin, että sopijaosapuolten välillä oli 21.10.2007 saavutettu\nenergiateollisuuden ylempien toimihenkilöiden perussopimusta koskeva\nneuvottelutulos, joka päätettiin allekirjoittaa.\u003C\u002Fp>\n\n\u003Cp>Sovittiin, että pöytäkirja tarkastetaan tässä tilaisuudessa ja että se\nallekirjoitetaan sopijaosapuolten toimesta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2 Sopimuskausi\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPerussopimus tulee voimaan 21.10.2007 ja on voimassa toistaiseksi sopimuksessa\ntarkemmin määritellyin irtisanomisajoin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3 Sopimusteksti\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEnergiateollisuuden ylempien toimihenkilöiden perussopimuksen teksti on\ntämän allekirjoituspöytäkirjan liitteenä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nVakuudeksi\u003C\u002Fp>\n\n\u003Cp>Petri Ellimäki\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTarkastettu\u003C\u002Fp>\n\n\u003Cp>ENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>Juha Naukkarinen\u003C\u002Fp>\n\n\u003Cp>Tuomas Aarto\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>Sture Fjäder\u003C\u002Fp>\n\n\u003Cp>Yrjö Taivainen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS 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>\nENERGIATEOLLISUUDEN YLEMPIEN TOIMIHENKILÖIDEN PERUSSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(Perussopimus on suositusluontoinen, eivätkä sen määräykset ole\ntyöehtosopimusvaikutteisia)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1Tarkoitus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.1Ylempiä toimihenkilöitä koskevan aktiivisen ja yksilöllisen\ntyösuhdepolitiikan edistämiseksi energia-alalla ovat Energiateollisuus ry\n(ET) ja Ylemmät toimihenkilöt YTN ry (YTN) tehneet seuraavan perussopimuksen,\njossa sopijapuolilla tarkoitetaan ET:tä ja YTN:ää.\u003C\u002Fp>\n\n\u003Cp>1.2Sopijapuolet neuvottelevat keskenään luottamuksellisesti järjestöjen\ntoimialalla ilmaantuvista kysymyksistä ja pyrkivät yhteistoimin muutoinkin\nkehittämään ylempiä toimihenkilöitä koskevia yhteistoiminta- ja\nneuvottelusuhteita.\u003C\u002Fp>\n\n\u003Cp>1.3Tämä sopimus ei ole työehtosopimuslain 1 §:ssä tarkoitettu sopimus\neikä sopimuksen suositusluontoisiin kirjauksiin liity\ntyöehtosopimusvaikutusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTätä sopimusta sovelletaan ET:n jäsenyrityksissä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3Ylemmän toimihenkilön asema ja tehtävät\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOttaen huomioon ylemmän toimihenkilön aseman, koulutuksen, kokemuksen ja\nvastuun merkityksen sopijapuolet korostavat, että yrityksen ja ylemmän\ntoimihenkilön välisen suhteen tulee olla luottamuksellinen ja että yrityksen\ntulee tukea ylempää toimihenkilöä hänen hoitaessaan tehtäviään,\nkehittäessään itseään ja toimiessaan yrityksen edustajana yleensä sekä\nsuhteessa muihin henkilöstöryhmiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4Yleiset työehdot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.1Sopijapuolet pyrkivät edistämään ylempiä toimihenkilöitä koskevaa\naktiivista, kannustavaa ja yksilöllistä työsuhdepolitiikkaa siten, että\nylempien toimihenkilöiden yleiset työehdot tulevat kokonaisuutena ottaen\nnoudattamaan energia-alalla kulloinkin yleisiä toimihenkilöiden työehtoja,\nellei ylempien toimihenkilöiden asemasta tai tehtävien luonteesta muuta\njohdu.\u003C\u002Fp>\n\n\u003Cp>4.2Lisäksi sopijapuolet hyväksyvät sen, että työmarkkinoilla yleisesti\nnoudatettuja kehittämis-, koulutus- ja työsuojelua koskevia yleisiä\nperiaatteita sovelletaan myös ylempiin toimihenkilöihin.\u003C\u002Fp>\n\n\u003Cp>4.3Sopijapuolet seuraavat yhteistoimin aktiivisesti ylempien\ntoimihenkilöiden työehtojen kokonaiskehitystä sekä pyrkivät siihen tarpeen\ntullen vaikuttamaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5Palkkapolitiikka ja ansiokehitys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.1Sopijapuolet korostavat ylempien toimihenkilöiden merkitystä energia-alan\nja sen jäsenyritysten työn ja menestyksen kehittäjänä. Samalla kun\nsopijapuolet tukevat henkilöstön työssä jaksamista ja ylempien\ntoimihenkilöiden ammattiosaamisen varmistamista, todetaan yksilöllisen ja\nkannustavan palkitsemisen korostuva merkitys.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2Perusperiaatteena pidetään sitä, että ylempien toimihenkilöiden\nyksilöllistä palkkapolitiikkaa erilaisin kannustinjärjestelmin tuetaan ja\ntuloksenteko- ja menestymisen mahdollisuuksia lisätään monipuolisilla sekä\nryhmä- että yksilökohtaisilla kannustinjärjestelmillä. Osapuolet\nmyötävaikuttavat siihen, että ylemmät toimihenkilöt ryhmänä ovat\nkilpailukykyisen palkkapolitiikan piirissä verrattuna muihin alan\nhenkilöstöryhmiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6 Työssä jaksaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.1Osapuolet toteuttavat työssä jaksamiseen ja työkyvyn ylläpitämiseen\nliittyviä toimenpiteitä sekä jatkavat koulutusta ja tiedotusta.\nTyövoimatarjonnan vähentyessä tämä on entistäkin tärkeämpää.\u003C\u002Fp>\n\n\u003Cp>6.2Sopijapuolten mielestä työssä jaksaminen perustuu\nkokonaiskuntoisuuteen (fyysinen ja psyykkinen kunto), pätevyyteen,\ntyöympäristöön sekä työn määrään ja laatuun. Fyysisen ja psyykkisen\nkunnon ylläpito on ensisijassa jokaisen henkilökohtaisella vastuulla.\nSopijapuolet suosittelevat, että alan yritykset mahdollisuuksiensa mukaan\nvaikuttaisivat eri keinoin henkilöstönsä haluun ja kykyyn pitää huolta\nfyysisestä ja psyykkisestä kunnostaan.\u003C\u002Fp>\n\n\u003Cp>6.3Työympäristöä tulee monin eri tavoin kehittää työssä jaksamista\ntukevaksi. Fyysisen työympäristön on jo työturvallisuusmääräyksistäkin\njohtuen oltava terveellinen ja turvallinen (esim. ergonomia, valaistus,\npäätetyöskentelyn erityisvaatimukset jne.). Johtamisilmastolla ja -tavalla\non suuri merkitys työssä jaksamiseen. Osallistuva, avoimeen viestintään\nperustuva johtaminen, jossa yhteisön tavoitteet ovat kaikkien tiedossa ja\nniihin ollaan yhteisesti sitouduttu, lisää motivaatiota, tekemisen iloa ja\nsiten työssä jaksamista. Rakentava palaute on tärkeä osa nykyaikaista\njohtamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7 Ammatillinen osaaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7.1Yrityksen menestykselle on tärkeää henkilöstön riittävä osaaminen ja\nsen edellyttämä jatkuva kouluttautuminen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2Pätevyyden (osaaminen, ammattitaito) osalta sopijaosapuolet lähtevät\nsiitä, että ammattitaidon ylläpito ja kehittäminen on yhtälailla\ntyönantajien kuin ylempien toimihenkilöiden vastuulla. Yritysten tehtävä on\nmääritellä nykyiset ja tulevat osaamistarpeet ja niiden pohjalta laatia\nyksilö- ja ryhmäkohtaisia kehittämissuunnitelmia sekä myös tarjota\nylemmälle toimihenkilölle mahdollisuus kehittää itseään suunnitelman\nmukaan.\u003C\u002Fp>\n\n\u003Cp>7.3Kehityskeskustelut ovat tärkeä keino tässä työssä. Yksilön\nvelvollisuus taas on aktiivisesti opiskella ja kehittää omia taitojaan. Viime\nkädessä kyse on jokaisen yksilön käytettävyydestä työmarkkinoilla, niin\noman yrityksen sisällä kuin sen ulkopuolellakin.\u003C\u002Fp>\n\n\u003Cp>7.4Sopijapuolet pyrkivät omalta osaltaan edistämään yritysten ja\nylempien toimihenkilöiden tarpeisiin sopivaa ammatillista koulutusta\nharjoittaen aktiivista koulutuspoliittista edunvalvontaa. Yhteistyössä\ntoimien kehitetään lisäksi alan julkista kuvaa osaavan työvoiman saannin\nturvaamiseksi myös tulevaisuudessa. Opetusviranomaisten kanssa pyritään\nmyös edistämään alan koulutustarpeiden toteuttamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8 Työn määrä ja laatu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.1Ylempien toimihenkilöiden työlle on leimallista keskimääräistä\nsuurempi itsenäisyys esim. töiden järjestelyiden ja työajan käytön\nsuhteen. Töiden järjestelyä ja työajan käyttöä ohjaavat yleensä\nstrategioihin perustuvat toimintasuunnitelmat ja niiden mukaan yhdessä\nesimiehen kanssa asetetut tavoitteet. Ylempien toimihenkilöiden esimiehiltä\nodotetaankin merkittävää panostusta juuri tavoite- ja kehityskeskusteluihin,\nsuunnan näyttämiseen ja tulosten seurantaan ja tarvittaessa myös\npalkitsemiseen poikkeuksellisen hyvästä – yleensä tavoitteet\nylittävästä – suorituksesta. Samalla ylempien esimiehen tulee myös\nhuolehtia siitä, että työkuormat eivät kasva kohtuuttomiksi silloinkaan,\nkun ylempi toimihenkilö käyttää runsaasti omaa aikaansa tavoitteiden\nsaavuttamiseen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2Monipuolisella töiden järjestelyillä, turhien töiden karsimisella ja\nkoko henkilöstöresurssin tasapuolisella käyttämisellä voidaan\ntyömääriä jakaa ja parantaa myös toiminnan tehokkuutta. Ns.\nsapattivapaajärjestelmillä ja muilla työaikajoustoilla voidaan myös\ntehostaa työajan käyttöä ja vähentää kohtuutonta rasitusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9Yhteistoimintakoulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöpaikan yhteistoiminnan kehittämisessä on yhteisellä koulutuksella\nkeskeinen merkitys. Tämän vuoksi sopijapuolet kehittävät yhteistä\nkoulutusta siten, kuin siitä osapuolten välillä sovitaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10Neuvottelujärjestys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.1Sopijapuolet ovat yhtä mieltä siitä, että ylempää toimihenkilöä\nkoskevat työsuhdeasiat tulee työpaikkatasolla hoitaa yksilöllisesti ja\njärjestelmällisesti yrityksen ja ylemmän toimihenkilön välillä.\nLuottamusmies voi yksittäistä työsuhdetta koskevan kysymyksen osalta toimia\nylemmän toimihenkilön edustajana sitä varten erikseen annetun valtuutuksen\nnojalla.\u003C\u002Fp>\n\n\u003Cp>10.2Ellei työsuhdeasioita koskevassa erimielisyysasiassa saavuteta\nyksimielisyyttä paikallisesti, siirretään asia liittotasolla neuvoteltavaksi\nET:n ja YTN:n välillä, mikäli molemmat tai toinen erimielisyyden osapuolista\nsitä esittää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11Yhdistymisvapaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKansalaisten perusoikeuksiin kuuluva yhdistymisvapaus on loukkaamaton.\u003C\u002Fp>\n\n\u003Cp>Tämä koskee niin työnantajia kuin ylempiä toimihenkilöitä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12Voimassaolo ja sitovuus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n12.1Tämä sopimus tulee voimaan 21.10.2007 ja on voimassa toistaiseksi.\u003C\u002Fp>\n\n\u003Cp>12.2Mikäli sopijapuolet haluavat luopua tästä sopimuksesta, on siitä\nkirjallisesti ilmoitettava toiselle osapuolelle ja sopimuksen voimassaolo\nlakkaa kuuden kuukauden kuluttua sen jälkeen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä, marraskuun 12. päivänä 2007.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>Juha Naukkarinen\u003C\u002Fp>\n\n\u003Cp>Tuomas Aarto\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fp>\n\n\u003Cp>Sture Fjäder\u003C\u002Fp>\n\n\u003Cp>Yrjö Taivainen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>ENERGIATEOLLISUUS\u003C\u002Fh2>\n\n\u003Ch2>YLEMMÄT TOIMIHENKILÖT YTN RY\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nPöytäkirja\u003C\u002Fh2>\n\n\u003Ch2>19.1.2018\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nPÖYTÄKIRJA TYÖAIKAPANKEISTA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1 Käsite ja tarkoitus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankilla tarkoitetaan yritys- tai työpaikkatasolla käyttöönotettuja\ntyö- ja vapaa-ajan yhteensovitusjärjestelyjä, joissa sovitaan eri\nosatekijöiden säästämisestä tai lainaamisesta sekä yhdistämisestä\ntoisiinsa pitkäjänteisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä: Työaikapankin osatekijöiksi sovittujen erien antamista\nkoskevat aika-ja muut rajoitteet syrjäytyvät työaikapankkisopimuksella,\nellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankin tarkoituksena on tukea yrityksen tuottavuutta ja kilpailukykyä\nsekä ylempien toimihenkilöiden yksilöllisten työaikatarpeiden huomioon\nottamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2 Työaikapankin käyttöönotto\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankkijärjestelmän käyttöönotosta ja yksityiskohdista sovitaan\npaikallisesti. Sopimus tehdään luottamusmiehen kanssa tai ellei\nluottamusmiestä ole valittu, ylempien toimihenkilöiden kanssa heidän\nyhdessä sopimallaan tavalla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työaikapankin käyttöönottosopimuksessa on sovittava ainakin seuraavista\nasioista:\u003C\u002Fp>\n\n\u003Cp>1.keitä sopimus koskee,\u003C\u002Fp>\n\n\u003Cp>2.mistä osatekijöistä työaikapankki muodostuu,\u003C\u002Fp>\n\n\u003Cp>3.säännöllisen vuorokautisen ja viikoittaisen työajan\nenimmäismäärät, 4.työaikasaldon säästämis- ja lainaamisrajat, joiden\npuitteissa säännöllinen työaika voi pidemmällä ajanjaksolla vaihdella,\u003C\u002Fp>\n\n\u003Cp>5.työkyvyttömyyden vaikutuksesta työaikapankkivapaan käyttöön\n6.työaikapankin toimivuuden tarkastelu ja järjestelmän muuttaminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje: Osatekijöiksi voidaan sopia mm. sellaisia työehtosopimuksen\nja työaikalain mukaisia tekijöitä tai työehtosopimuksen ja vuosilomalain\nmukaisia vapaisiin liittyviä tekijöitä, joista sopimalla voidaan tehokkaasti\ntoteuttaa työaikapankin tarkoitusta. Tällaisia tekijöitä ovat mm.\ntyöaikalain osatekijät, työajan lyhennysvapaat, säästövapaat,\nvuosilomapäivät, vapaana annettavaksi sovittu lomaraha tai sen osa sekä\ntulos-, bonus- tai voittopalkkio.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVapaan antamisajankohdasta sovitaan työnantajan ja ylemmän toimihenkilön\nkesken.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3 Työaikapankin käyttö\u003C\u002Fh3>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankin säästämis- ja lainaamisrajat sovitaan paikallisesti.\nKokonaisina työpäivinä annettavat vapaat luetaan työssäolon veroiseksi\najaksi vuosilomaa ansaittaessa.\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>\nTyöaikapankissa olevat saldot tasataan ennen työsuhteen päättymistä.\nMikäli kuitenkin työsuhteen päättyessä työaikapankissa on säästettyä\naika- tai rahasaldoa, ne maksetaan lopputilin yhteydessä paikallisesti\nsovitulla tavalla. Lainatut aika- ja rahasaldot peritään lopputilissä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5 Työaikapankkisopimuksen irtisanominen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankkisopimuksen irtisanomisaika on kuusi kuukautta, ellei\npaikallisesti toisin sovita. Työaikasaldojen tasaaminen tapahtuu\nirtisanomisajan puitteissa 4. kohdan menettelytapoja soveltaen, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6 Pöytäkirjan soveltaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTällä pöytäkirjalla ei muuteta yrityksissä käytössä olevia\ntyöaikapankkeihin liittyviä käytäntöjä eikä paikallisia taikka\ntyösopimuksen tasoisia sopimuksia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS 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>\nPÖYTÄKIRJA ”TUTUSTU TYÖELÄMÄÄN JA TIENAA” KESÄHARJOITTELUOHJELMASTA\nVUOSILLE 2022 JA 2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nSopimusosapuolet haluavat omalta osaltaan tukea peruskoululaisten,\nkymppiluokkalaisten, lukiolaisten sekä VALMA-koulutukseen ja LUVA-\nkoulutukseen osallistuvien nuorten mahdollisuuksia tutustua työelämään\nosana ”Tutustu työelämään ja tienaa” -kesäharjoitteluohjelmaa.\u003C\u002Fp>\n\n\u003Cp>Ohjelman tarkoituksena on tarjota koululaisille omakohtaista kokemusta\ntoimialan työpaikan toiminnasta, niissä esiintyvistä eri työtehtävistä,\nhenkilöstörakenteesta, yhteistyömuodoista ja alan tarjoamista\nmahdollisuuksista sekä antaa koululaisille mahdollisuuden tehdä heille\nsopivaa käytännön työtä.\u003C\u002Fp>\n\n\u003Cp>Tämän vuoksi osapuolet ovat sopineet seuraavaa:\u003C\u002Fp>\n\n\u003Cp>1.Jäljempänä olevat määräykset koskevat peruskoululaisia,\nkymppiluokkalaisia, lukiolaisia sekä VALMA-koulutukseen ja LUVA- koulutukseen\nosallistuvia nuoria, joiden työsuhde perustuu ”Tutustu työelämään ja\ntienaa”-kesäharjoitteluohjelmaan.\u003C\u002Fp>\n\n\u003Cp>2.Kaksi viikkoa tai kymmenen työpäivää kestävän\nkesäharjoitteluohjelman mukainen työsuhde voidaan sijoittaa 1.6.–31.8.\nväliseen aikaan vuosina 2022–2023. Nuorella voi olla vain yksi tämän\nsuosituksen mukainen tutustumisjakso samalla työnantajalla kunakin vuonna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.”Tutustu työelämään ja tienaa” -kesäharjoitteluohjelman\nsuorittamisesta maksetaan kertakaikkisena palkkana 365 euroa vuonna 2022.\nPalkka sisältää tutustumisjaksolta kertyneen lomakorvauksen. Palkasta\nmaksetaan lakisääteiset sosiaaliturvamaksut henkilön iästä riippuen.\u003C\u002Fp>\n\n\u003Cp>4.Voimassa olevan työehtosopimuksen palkkoja,\npalkanmääräytymisperusteita ja muita rahanarvoisia etuja koskevia\nmääräyksiä ei sovelleta niihin peruskoululaisiin, kymppiluokkalaisiin,\nlukiolaisiin sekä VALMA-koulutukseen ja LUVA-koulutukseen osallistuviin\nnuoriin, joiden työsuhde perustuu tässä pöytäkirjassa tarkoitettuun\nkesäharjoitteluohjelmaan. Lukuun ottamatta säännöllisen työajan pituutta\nheihin ei myöskään sovelleta työehtosopimuksen työaikaa koskevia\nmääräyksiä, mikäli ne vaikeuttaisivat kesätyöharjoitteluohjelman\nkäytännön toteutusta.\u003C\u002Fp>\n\n\u003Cp>5.Harjoitteluohjelmaan perustuvat työsuhteet ovat tutustumisluonteisia ja\nsen laatuisia, ettei kesäharjoitteluohjelmaan perustuva yhden tai useamman\nperuskoululaisen, kymppiluokkalaisen, lukiolaisen sekä VALMA koulutukseen ja\nLUVA-koulutukseen osallistuvan nuoren työskenteleminen yrityksessä ole\nristiriidassa työsopimuslain eikä työehtosopimuksen mahdollisten työvoiman\nvähentämistä, lisätyön tarjoamisvelvollisuutta tai takaisinottoa koskevien\nmääräysten kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\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>\nPÖYTÄKIRJA TYÖAJAN YHTENÄISTÄMISESTÄ 38,25 TUNNIN VIIKKOTYÖAIKAA\nSOVELLETTAESSA\u003C\u002Fh2>\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:17.75pt\">\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.7pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Aika:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\" valign=\"top\" style=\"width:242.65pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">27.11.2019\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.15pt\">\n      \u003Ctd width=\"74\" style=\"width:55.7pt;padding:0cm .5pt 0cm .5pt;height:26.15pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;   color:#007AC2\">Paikka:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\" style=\"width:242.65pt;padding:0cm .5pt 0cm .5pt;height:26.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Energiateollisuus\n        ry:n toimisto, Eteläranta 10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:42.0pt\">\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.7pt;padding:0cm .5pt 0cm .5pt;   height:42.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:6.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">Läsnä:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\" valign=\"bottom\" style=\"width:242.65pt;padding:0cm .5pt 0cm .5pt;   height:42.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-size:9.0pt;font-family:"Verdana",sans-serif;color:#007AC2\">ET                                          \n        YTN\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Kari\n        Laaksonen                              \n        Teemu Hankamäki\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"FI\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif\">Markus\n        Saimio                              \n        Jouko Malinen\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>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n1.Tällä pöytäkirjalla sovitaan 38,25 tunnin (38 h 15 min) viikkotyöaikaa\ntekevien ylempien toimihenkilöiden työajan yhtenäistämisestä\ntyöehtosopimuksessa sovittuihin kokoaikatyötä koskeviin\ntyöaikamuotoihin.\u003C\u002Fp>\n\n\u003Cp>2.Pöytäkirjan mukainen työajan yhtenäistäminen koskee ylempiä\ntoimihenkilöitä, joiden säännöllinen viikoittainen työaika on 38,25\ntuntia (ilman 24 tunnin työajan pidennystä) ja joilla ei ole yhtiöitettyjen\nliikelaitosten siirtymäsääntöjen mukaisia lisävapaapäiviä.\u003C\u002Fp>\n\n\u003Cp>3.Edellä kohdassa 2. tarkoitettujen ylempien toimihenkilöiden työaikaa\nlyhennetään 1.1.2020 alkaen seuraavasti:\u003C\u002Fp>\n\n\u003Cp>a)Vuonna 2020 työaikaa lyhennetään 16 tunnilla\u003C\u002Fp>\n\n\u003Cp>b)Vuonna 2021 työaikaa lyhennetään edellä kohdan a. mukaisen 16 tunnin\nlisäksi 7 tunnilla.\u003C\u002Fp>\n\n\u003Cp>1.1.2021 alkaen työaikaa lyhennetään siten yhteensä 23 tunnilla\nkalenterivuodessa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Työajan lyhentäminen toteutetaan ylemmän toimihenkilön kuukausipalkkaa\nalentamatta.\u003C\u002Fp>\n\n\u003Cp>5.Työajan lyhennyksen kertymiseen ja pitämiseen sovelletaan\nEnergiateollisuuden ylempien toimihenkilöiden työehtosopimuksen kohtia 3.3.\n– 3.6.\u003C\u002Fp>\n\n\u003Cp>6.Osapuolet toteavat, että yrityksissä tai toimipaikoilla voidaan\npaikallisesti tarkemmin sovituin menettelyin sopia siirtymisestä 37,5 tai 40\ntunnin viikkotyöaikaan, jolloin tässä pöytäkirjassa tarkoitettua työajan\nlyhennystä ei enää kerry ylemmälle toimihenkilölle hänen\nviikkotyöaikansa muuttumisesta alkaen. Työajan muutos toteutetaan ylemmän\ntoimihenkilön kuukausipalkkaa alentamatta, ellei ylemmän toimihenkilön\nkanssa erikseen muuta sovita.\u003C\u002Fp>\n\n\u003Cp>7.Osapuolet kannustavat paikallisia sopijapuolia neuvottelemaan\nsiirtymisestä 38,25 tunnin viikkotyöajasta 37,5 tai 40 tunnin\nviikkotyöaikaan. Muutoksesta neuvoteltaessa on syytä tarkastella laajasti\nmuutoksen mahdollisia vaikutuksia erilaisiin työsuhteen ehtoihin, kuten\nsiirtymäsääntöjen mukaisiin lisävapaisiin, vuosittaisen työajan pituuteen\neri työaikamuodoissa sekä paikallisiin sopimuksiin ja käytäntöihin.\u003C\u002Fp>\n\n\u003Cp>8.Tätä pöytäkirjaa ei sovelleta yrityksissä, joissa pöytäkirjassa\ntarkoitettujen ylempien toimihenkilöiden työaikaa on jo lyhennetty 23\ntunnilla kalenterivuodessa. Näissä yrityksissä työajan lyhentämistä\njatketaan paikallisen sopimuksen tai käytännön mukaisesti. Paikallisen\nsopimuksen tai käytännön päättyessä siirrytään soveltamaan tätä\npöytäkirjaa. Osapuolet kannustavat myös tässä kohdassa tarkoitettuja\nyrityksiä neuvottelemaan siirtymisestä 37,5 tai 40 tunnin\nviikkotyöaikaan.\u003C\u002Fp>\n\n\u003Cp>9.Osapuolet toteavat tämän sopimuksen olevan työehtosopimuksen osa, kun\nsopimus on osapuolten välillä allekirjoitettu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHelsingissä 27.11.2019\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nENERGIATEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>YLEMMÄT TOIMIHENKILÖT YTN RY\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>Liitepöytäkirja etätyöstä (ei ole työehtosopimuksen osa)\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Ch2>ETÄTYÖSSÄ HUOMIOON OTETTAVIA ASIOITA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOsapuolet kannustavat yrityksiä hyödyntämään tehokkaalla tavalla\ntuottavuutta ja työhyvinvointia edistäviä työaikajärjestelmiä.\u003C\u002Fp>\n\n\u003Cp>Tässä tarkoituksessa Energiateollisuus ry ja Ylemmät toimihenkilöt YTN\novat yhteistyössä laatineet tämän liitteen, jota yritykset voivat\nhalutessaan hyödyntää.\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 mukaisin edellytyksin. Osapuolet\nsuosittelevat, että paikalliset osapuolet kävisivät vuoropuhelua\netätyökäytännöistä ja niiden kehittämisestä. Vuoropuhelua voidaan\nkäydä esimerkiksi seuraavista aiheista:\u003C\u002Fp>\n\n\u003Cp>•Etätyön ja lähityön suhde\u003C\u002Fp>\n\n\u003Cp>•Työtehtävät ja niistä raportoiminen\u003C\u002Fp>\n\n\u003Cp>•Etätyökäytäntöjen tasapuolisuus\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTässä liitteessä mainitut ohjeistukset soveltuvat Suomessa tehtävään\ntyöhön. Osapuolet suosittelevat, että pidempikestoisesta etätyön\ntekemisestä ulkomailla sovitaan kirjallisesti.\u003C\u002Fp>\n\n\u003Cp>Etätyötä tehdään sovellettavan lainsäädännön, työehtosopimuksen ja\nyrityksessä noudatettavien pelisääntöjen puitteissa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MEMEMPL_txt":42,"hourspday":46,"TRAINING_trigger":50,"SUNDAY_trigger":54,"OVERTIME_trigger":58,"sicknessmaxdaysnr":60,"paidmaternityleave":64,"paidpaternityleave":68,"childcare":72,"ANNLEAVE_trigger":76,"remote_work_options":80},{"bindId":43,"name":44,"text":45},"CBA_MEMEMPL_txt","Jukka Leskelä Timo Yli-Koivisto Markus S","Jukka\n        Leskelä\n\n        Timo\n        Yli-Koivisto\n\n        Markus\n        Saimio\n\n        Kati\n        Heininen\n\n        Päivi\n        Urkola\n\n        Tiina\n        Aho\n\n        Tiina\n        Miettinen\n\n        Leena\n        Wartiainen\n\n        Rolf\n        Karlsson",{"bindId":47,"name":48,"text":49},"hourspday"," 3.1Säännöllinen työaika on 7,5 tuntia v","\n3.1Säännöllinen työaika on 7,5 tuntia vuorokaudessa ja 37,5 tuntia\nviikossa, ellei paikallisesti toisin sovita. Työaikaa lyhennetään\ntyöaikamuodossa 8 tuntia päivässä \u002F 40 tuntia viikossa edellyttäen, että\ntyöntekijällä on enintään 30 päivän vuosiloma ja että työaikaa muutoin\nlyhentävät ainoastaan kirkolliset juhlapyhät, juhannusaatto,\nitsenäisyyspäivä, jouluaatto, uudenvuodenpäivä ja vapunpäivä. Työajan\nlyhennyksen määrä on 100 tuntia kalenterivuodessa. Työajan lyhennys koskee\nvain 30.11.2004 jälkeen solmittuja työsuhteita.",{"bindId":51,"name":52,"text":53},"TRAINING_trigger"," 3.12Koulutus- ja kehittämistilaisuudet","\n3.12Koulutus- ja kehittämistilaisuudet",{"bindId":55,"name":56,"text":57},"SUNDAY_trigger"," 4 Ylityö","\n4 Ylityö",{"bindId":59,"name":56,"text":57},"OVERTIME_trigger",{"bindId":61,"name":62,"text":63},"sicknessmaxdaysnr","3 kuukaudelta","3\n        kuukaudelta",{"bindId":65,"name":66,"text":67},"paidmaternityleave"," 9 Perhevapaat","\n9 Perhevapaat",{"bindId":69,"name":70,"text":71},"paidpaternityleave","9.3Kuuden (6) päivän isyysvapaajaksolta ","9.3Kuuden (6) päivän isyysvapaajaksolta ylemmälle toimihenkilölle\nmaksetaan säännöllisen työajan palkka. Isyysajan palkan maksussa\nnoudatetaan samoja säännöksiä kuin äitiysvapaan palkan maksamisessa.",{"bindId":73,"name":74,"text":75},"childcare","9.4Ylemmälle toimihenkilölle maksetaan t","9.4Ylemmälle toimihenkilölle maksetaan työsopimuslain 4 luvun 6 §:n\nmukaisen tilapäisen hoitovapaan ajalta täysi palkka.",{"bindId":77,"name":78,"text":79},"ANNLEAVE_trigger","12.2Lomarahana maksetaan 50 % ylemmän to","12.2Lomarahana maksetaan 50 % ylemmän toimihenkilön vuosilomapalkasta,\nellei paikallisesti toisin sovita.",{"bindId":81,"name":82,"text":82},"remote_work_options","ETÄTYÖSSÄ HUOMIOON OTETTAVIA ASIOITA","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN ET Finnish Energy - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2022-03-01\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: → Puhtaanapito, kunnostaminen ja vastaavat palvelut\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Sähkön tuotanto, Sähkön jakelu ja kauppa\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: → ET Energiateollisuus ry\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: → Kyllä\u003C\u002Fdiv>\n        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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         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→ Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Arvio työpaikan turvallisuudesta ja raskaana olevan tai imettävän naisen terveydestä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Muiden työntekijöiden saatavuus vaarallisiin tai epäterveellisiin töihin raskaana olevan tai imettävän työntekijän sijaan: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Raskauden aikaisten tutkimusten takia otettavat vapaat: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Kielto raskauden seulontaan ennen työntekijöiden vakiinnuttamista: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Kielto raskauden seulontaan ennen ylennystä: → \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: → The CBA explicitly refers to the law päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Palkallinen vanhemmainvapaa: → 6 päivää\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 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