[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Feng-skol-ytn-2022-2023-final":3,"menu:\u002Ffi-fi:":108,"sites:htmlblocks":273,"subsites":1472,"footer:root":5037,"cite-subsites":5135,"suggested:root":5612,"cite-footer:root":5616},{"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":88,"content_type_view":89,"extra_breadcrumbs":90,"body":92,"body_blocks":103,"related_pages":107},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":86,"translations":87},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"eng-skol-ytn-2022-2023-final","c3418f22-2ef7-11ef-a190-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Feng-skol-ytn-2022-2023-final\u002Feng-skol-ytn-2022-2023-final\u002F","eng_skol-ytn_2022-2023_final","FIN Technology Industry Employers of Finland - 2022","Finland - FIN Technology Industry Employers of Finland - 2022","FIN Technology Industry Employers of Finland - 2022 - Rakentaminen, Teollisuus",{"name":39,"data":40},"eng_skol-ytn_2022-2023_final.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>eng_skol-ytn_2022-2023_final\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Senior salaried employees in the consulting sector\u003C\u002Fh1>\n\n\u003Ch1>COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>3 January 2022 - 30 November 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SIGNING MINUTES OF THE COLLECTIVE AGREEMENT\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Date\u003C\u002Ftd>\n \u003Ctd>3 January 2022\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Place\u003C\u002Ftd>\n \u003Ctd>Technology Industry Employers of Finland, Eteläranta 10,\n Helsinki\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Present\u003C\u002Ftd>\n \u003Ctd>\u003Cstrong>Technology Industry Employers of Finland\u003C\u002Fstrong> \n\n \u003Cp>Jarkko Ruohoniemi\u003C\u002Fp>\n\n \u003Cp>Anne Somer\u003C\u002Fp>\n\n \u003Cp>Emma Stavén\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cstrong>Federation of Professional and Managerial Staff\n (YTN)\u003C\u002Fstrong> \n\n \u003Cp>Teemu Hankamäki\u003C\u002Fp>\n\n \u003Cp>Petteri Oksa\u003C\u002Fp>\n\n \u003Cp>Tuula Aaltola\u003C\u002Fp>\n\n \u003Cp>Satu Tähkäpää\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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1 § Signing of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>It was noted that a collective agreement corresponding to the negotiated\nsettlement reached on 2 January 2022 shall enter into force upon signature of\nthe agreement on 3 January 2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2 § Salary settlement\u003C\u002Fh3>\n\n\u003Ch4>SALARY ADJUSTMENTS IN 2022\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Negotiations on the salary settlement and its grounds\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The salary settlement shall be negotiated locally, while taking account of\nthe volume of orders and the financial and employment situation at the company\nor workplace, as well as its cost competitiveness in the market. In good time\nbefore the start of local negotiations, the employer shall provide the shop\nsteward with the required information on the order book and financial and\nemployment situation of the enterprise or workplace and of their anticipated\ndevelopment. For the basis of the negotiations, it would also be appropriate to\nprovide information on the grounds for the proposed salary settlement.\u003C\u002Fp>\n\n\u003Cp>The aim of the local negotiations is to reach a salary settlement in line\nwith the circumstances of each company or workplace. The intention is also to\nsupport motivating salary formulation, an equitable salary structure and salary\ngrading and the improvement of productivity at the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Local salary settlement\u003C\u002Fh3>\n\n\u003Cp>A local salary settlement shall settle the implementation method, timing and\namount of salary adjustments. The agreement shall be signed with the shop\nsteward or, if no shop steward has been elected, with senior salaried employees\nin a manner jointly agreed by them. The agreement shall be made in writing by\n28 February 2022, unless an extended bargaining period is agreed upon.\u003C\u002Fp>\n\n\u003Cp>The shop steward shall have the right to be provided with a report on the\nallocation of the locally agreed salary settlement within a reasonable time\nfrom the salary increases. The report must include the number of senior\nsalaried employees, the number of persons who received an increase, the average\nincrease and the total amount of salary increases for senior salaried employees\n(payroll for the senior salaried employees before and after the increase).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Method of implementing salary adjustments in the absence of a local\nsalary settlement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a local salary settlement is not reached in accordance with clause 1, the\n2022 salary adjustments shall be carried out in one of the two ways referred to\nbelow (A or B). The manner in which the salary adjustment is carried out (A or\nB) is agreed with the shop steward or, if no shop steward has been elected,\nwith the senior salaried employees in a manner jointly agreed by them. If no\nagreement is reached, the employer shall implement the salary settlement in\naccordance with option A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Option A\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer implements, in accordance with the company’s salary policy, a\nsalary settlement having a cost-effect of 1.8% no later than as of 1 March 2022\nor from the beginning of the next pay period starting thereafter. The cost\nimpact (1.8%) shall be calculated from the February payroll for senior salaried\nemployees, including fringe benefits.\u003C\u002Fp>\n\n\u003Cp>When allocating salary increases, the employer shall ensure that each senior\nsalaried employee’s salary, including fringe benefits, is increased by at\nleast 0.9%.\u003C\u002Fp>\n\n\u003Cp>The purpose of salary adjustments is to support motivating salary\nformulation, equitable salary structures and salary grading, help improve\nproductivity at workplaces, support the implementation of the employer’s\nsalary policy and correct any distortions that may exist.\u003C\u002Fp>\n\n\u003Cp>The professional skills and work performance of senior salaried employees\nshall be the guiding factors affecting the distribution of personal salary\nincreases.\u003C\u002Fp>\n\n\u003Cp>The shop steward has the right to be provided, within a reasonable time from\nthe salary increases, with a report on the allocation of the salary settlement\nimplemented by the employer. The report must include the number of senior\nsalaried employees, the number of persons who received an increase, the average\nincrease and the total amount of salary increases for senior salaried employees\n(payroll for the senior salaried employees before and after the increase).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Option B\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall implement the salary settlement in accordance with the\ncompany’s remuneration policy no later than as of 1 March 2022 or from the\nbeginning of the next pay period starting thereafter.\u003C\u002Fp>\n\n\u003Cp>The purpose of salary adjustments is to support motivating salary\nformulation, equitable salary structures and salary grading, help improve\nproductivity at workplaces, support the implementation of the employer’s\nsalary policy and correct any distortions that may exist.\u003C\u002Fp>\n\n\u003Cp>Senior salaried employees shall be provided with information on the\nemployee’s personal salary adjustment amount and the grounds for it within\ntwo months of the implementation of the salary adjustment, but no later than on\n30 June 2022. Such information shall be provided to each senior salaried\nemployee regardless of whether the senior salaried employee has received an\nincrease.\u003C\u002Fp>\n\n\u003Cp>The shop steward shall have the right to be provided, within a reasonable\ntime from the salary adjustments, with a report on the allocation of the salary\nsettlement implemented by the employer. The report must include the number of\nsenior salaried employees, the number of persons who received an increase, the\naverage increase, the total amount of salary increases for senior salaried\nemployees (payroll for the senior salaried employees before and after the\nincrease) and the main principles for allocating increases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>SALARY ADJUSTMENTS IN 2023\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The 2023 salary adjustments shall be implemented in the same way as the 2022\nsalary adjustments. A local salary settlement shall be the primary method of\nimplementing salary adjustments. The cost impact of the secondary salary\nsettlement (A or B) and how it may be distributed shall be agreed in\nnegotiations between the contracting parties by the end of September 2022.\u003C\u002Fp>\n\n\u003Cp>During August-September, the parties shall review the implementation of the\nsalary model and the economic and employment outlook that can be assessed.\nBased on the assessment, the parties shall negotiate by 30 September 2022 on\nthe cost effect of the salary adjustments to be implemented no later than as of\n1 March 2023 or from the beginning of the next pay period starting thereafter\nand of the possible distribution of the cost effect. In the same connection,\nthe possibility of extending the agreement period beyond 30 November 2023 may\nbe discussed.\u003C\u002Fp>\n\n\u003Cp>If no agreement on the amount of salary adjustments in line with the\nsecondary salary settlement to be implemented as of 1 March 2023 is reached by\n30 September 2022, either party may terminate this agreement to end on 30\nNovember 2022. Notice of termination shall be delivered in writing to the other\ncontracting party and the National Conciliator shall be notified of the\ntermination no later than by 14 October 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3§ Well-being at work and ensuring competence\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The well-being and professional competence of the personnel create the\nconditions for a successful business. By developing the professional skills of\nemployees and by extending their careers, companies can influence the\navailability of a skilled workforce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Promoting the work ability and functional capacity of aged employees at the\nworkplace\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The federations recommend that by using a survey conducted by the employer\nas the basis for the discussion, the employer and senior salaried employees who\nhave turned 58 discuss measures that support the employees’ ability to\ncontinue at work.\u003C\u002Fp>\n\n\u003Ch4>Vocational training\u003C\u002Fh4>\n\n\u003Cp>The employer shall, as necessary, provide senior salaried employees with an\nannual opportunity to take part in vocational training enabling the maintenance\nand development of the employee’s vocational skills. The need for training\nmay be established, for example, at performance appraisals conducted between\nthe employer and the senior salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Ensuring competence\u003C\u002Fh4>\n\n\u003Cp>In addition to regular annual working hours, the employer may assign senior\nsalaried employees a maximum of 8 hours of training per calendar year at the\nworkplace or in another location of the employer’s choosing if such training\nis necessary for the performance of the work and it is of additional or\ncomplementary nature or related to the use of devices, well-being at work or\nsafety or if it is a development event for boosting productivity, efficiency or\nquality. The employer shall notify the senior salaried employee concerned of\nthe training assigned to said employee at least one week in advance. When\nassigning such training or development events, the senior salaried employees’\npersonal needs regarding working time shall be taken into account.\u003C\u002Fp>\n\n\u003Cp>Time spent in such training or events shall be counted as regular working\nhours on top of the regular annual working hours provided for in the collective\nagreement. In addition to the monthly pay, remuneration corresponding to the\nbasic rate of pay shall be paid for time spent in such training or development\nevents. Training or development events may also be organised as an all-day\nevent. Training or development events shall not be scheduled for midweek public\nholidays or on the Saturday of a week that includes a midweek public holiday. A\nsenior salaried employee may refuse to attend the training assigned by the\nemployer on a case-by-case basis for proper and weighty personal reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4§ Training and the development of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The federations shall establish a working group to consider matters\npertaining to the collective agreement in accordance with the principle of\ncontinuous negotiation, with a view to improving enterprise competitiveness and\nthe terms of employment of senior salaried employees, and to take any measures\nthat may be required. The working group shall also promote the effective\nsettlement of disputes and aim to continuously maintain and strengthen good\nnegotiation and cooperation relationships between the parties.\u003C\u002Fp>\n\n\u003Cp>In addition, the working group shall review the effects that changes in\nlabour law, in particular the reform of family leaves and the reform of the Act\non Co-operation within Undertakings, have on the collective agreement.\nRegarding the family leave reform, the federations state that any future\nlegislative changes concerning family leaves during the agreement period shall\nnot affect the paid periods of maternity and paternity leaves referred to in\nthe collective agreement. Maternity and paternity leave pay shall be paid in\naccordance with the collective agreement, regardless of the titles of leave\nreferred to in legislation. The working group shall monitor the progress of the\nfamily leave reform and, in a mutually agreed manner, it shall take into\naccount in a cost-neutral manner any needs to develop the terms of\nemployment.\u003C\u002Fp>\n\n\u003Cp>The federations shall organise joint training in a mutually agreed manner.\nThe task of the working group is to evaluate and organise trainings during the\nagreement period.\u003C\u002Fp>\n\n\u003Cp>The working group shall discuss the measures that could be taken to improve\nthe functionality of the shop steward system and to increase local bargaining.\nThe working group shall address issues related to remuneration and rewarding,\nas necessary. In addition, the working group shall aim to develop a joint model\nemployment contract for the consulting sector.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5 § Scope of application\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Persons belonging to or contributing to the direction of a company or place\nof business within the meaning of section 1 of the collective agreement shall\nalso include comparable persons in senior supervisory positions who are\naccountable for financial performance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6 § Examination of the minutes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It was agreed that Jarkko Ruohoniemi, Teemu Hankamaki and Tuula Aaltola will\nexamine these minutes.\u003C\u002Fp>\n\n\u003Cp>In witness thereof \u003C\u002Fp>\n\n\u003Cp>Anne Somer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Minutes examined by \u003C\u002Fp>\n\n\u003Cp>Jarkko Ruohoniemi\u003C\u002Fp>\n\n\u003Cp>Teemu Hankamaki\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Tuula Aaltola\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GENERAL STIPULATIONS\u003C\u002Fh2>\n\n\u003Ch3>1. Scope of application of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.This collective agreement shall apply to senior salaried employees\nemployed by consulting sector companies affiliated as members of Technology\nIndustry Employers of Finland.\u003C\u002Fp>\n\n\u003Cp>2.The duties of a senior salaried employee require knowledge and skills of a\nstandard corresponding to university education or education at a university of\napplied sciences. Formal educational qualifications or the lack thereof shall\nnot, however, alone determine whether a person is a senior salaried\nemployee.\u003C\u002Fp>\n\n\u003Cp>3.The duties of senior salaried employees typically involve a relatively\nhigh degree of independence and responsibility. In practice, a senior salaried\nemployee in a company is tasked with the performance of design, consulting or\nexpert duties or supervisory duties. The duties of a senior salaried employee\nare more demanding than the functions falling within the scope of the\ncollective agreement for salaried employees in the consulting sector.\u003C\u002Fp>\n\n\u003Cp>4.The main duties of a salaried employee determine the specific personnel\ngroup to which the said employee belongs.\u003C\u002Fp>\n\n\u003Cp>5.The collective agreement shall not apply to\u003C\u002Fp>\n\n\u003Cp>•persons belonging to or contributing to the direction of company or place\nof business\u003C\u002Fp>\n\n\u003Cp>•comparable experts assisting in such direction\u003C\u002Fp>\n\n\u003Cp>•persons who represent the employer in matters relating to employment with\nrespect to senior salaried employees and who have the right or who are\nauthorised to decide on the terms of employment of senior salaried\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Freedom of association\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Freedom of association shall be mutually inviolable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Group life insurance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group life insurance arrangements shall cover senior salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>REMUNERATION\u003C\u002Fh2>\n\n\u003Ch3>4. Salaries\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The salary of a senior salaried employee shall be agreed individually in\nan employment contract, having regard to the demands of the position and the\nsenior salaried employee’s education and professional qualifications. Part of\nthe overall earnings may be determined on the basis of salary factors defined\nspecifically for the individual place of work.\u003C\u002Fp>\n\n\u003Cp>2. Salary increases that are based on the collective agreement shall be\neffected in accordance with the signing minutes. Salary increases that are\nbased on the collective agreement may be derogated from or superseded by a\ncompany or workplace-specific performance-based remuneration system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Salary policy\u003C\u002Fh3>\n\n\u003Cp>1. The salary policy applicable to staff shall be determined within the\ncompany. The federations recommend that salaries be graded according to the\ndemands of the work and that the salary policy’s aim is to reward job\nperformance and improve the company’s efficiency and profitability.\u003C\u002Fp>\n\n\u003Cp>2. The salary policy shall be based either wholly or partly on the following\nprinciples. The salary policy should\u003C\u002Fp>\n\n\u003Cp>•build on the business idea of the company and support its\nimplementation\u003C\u002Fp>\n\n\u003Cp>•support the development of the company’s efficiency, profitability and\ncompetitiveness\u003C\u002Fp>\n\n\u003Cp>•be individual and take into account the demands and responsibilities of a\nsenior salaried employee’s duties as well as the employee’s competence and\nwork performance\u003C\u002Fp>\n\n\u003Cp>•reward for individual abilities and skills such as information\nmanagement, project management skills, judgement, initiative, innovation and\ncooperative skills\u003C\u002Fp>\n\n\u003Cp>•incentivise individuals to deepen and broaden their professional\nskills\u003C\u002Fp>\n\n\u003Cp>•support attainment of the joint objectives set for the working community\nand collaboration across boundaries of functions and personnel groups\u003C\u002Fp>\n\n\u003Cp>•be of clear, long-term and consistent nature, while allowing for\nflexibility when required by the company’s operating conditions or business\nidea.\u003C\u002Fp>\n\n\u003Cp>3.A precondition for the success of a salary policy is that there is\nconsensus on its underlying principles and that the senior salaried employee\nand their supervisor discuss work performance and its influence on salary.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The salary policy stipulations are by their nature\nrecommendations\u002Fprocedural guidelines, and deviations from them shall not be\nheld to constitute a breach of the collective agreement as referred to in the\nCollective Agreements Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WORKING TIME\u003C\u002Fh2>\n\n\u003Ch3>6. General stipulations on the organisation of working time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.1 Work roster\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A work roster indicating the start and end times of regular working time as\nwell as the weekly days off shall be drawn up in the workplace. Ideally, a work\nroster should also be drawn up for any part-time work or irregular and\ntemporary shifts.\u003C\u002Fp>\n\n\u003Ch4>6.2 Averaging plan\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When regular working time is arranged on the basis of an average, a plan for\naveraging out the working time shall be drawn up in advance for at least the\nperiod over which the regular working hours average out at the agreed\nnumber.\u003C\u002Fp>\n\n\u003Ch4>6.3 Changes to work roster and averaging plan\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed locally, changes in the current roster and averaging\nplan shall be communicated to the affected senior salaried employees, if\npossible, one week before the change is implemented, and in any case no later\nthan on the third day before the change takes effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.4 Shift length\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Work shifts under four hours shall not be used, except where shorter shifts\nare necessary due to a senior salaried employee’s needs or some other due\nreason.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Regular working time and regular working time arrangements\u003C\u002Fh3>\n\n\u003Ch4>7.1 Length of regular working time\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>Regular working hours shall not exceed 7.5 hours per day or 37.5 hours per\nweek, unless otherwise agreed locally.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This stipulation shall not entail a change in the regular working hours that\nare being followed when the collective agreement enters into force in so far as\nregular working hours do not exceed eight hours per day or 40 hours per\nweek.\u003C\u002Fp>\n\n\u003Cp>When changes to regular working hours are agreed locally, the impact of the\nchanges on remuneration shall also be agreed on at the same time.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The federations have prepared joint telecommuting instructions (Appendix\n3).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch4>7.2 Regular working time during weeks that include a midweek public\nholiday\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Days off that shorten the regular working time on weeks that include a\nmidweek public holiday shall include the following midweek public holidays as\nwell as the Saturdays of such weeks: \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>New Year’s Day \n\n \u003Cp>Epiphany\u003C\u002Fp>\n\n \u003Cp>Good Friday\u003C\u002Fp>\n\n \u003Cp>Easter Monday\u003C\u002Fp>\n\n \u003Cp>May Day\u003C\u002Fp>\n\n \u003Cp>Ascension Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>Midsummer’s Eve \n\n \u003Cp>Finland’s Independence Day\u003C\u002Fp>\n\n \u003Cp>Christmas Eve\u003C\u002Fp>\n\n \u003Cp>Christmas Day\u003C\u002Fp>\n\n \u003Cp>Boxing Day.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.During a week that includes a midweek public holiday, the regular working\nhours on the eve of a public holiday falling on an ordinary weekday shall be\nthe same as on other weekdays, unless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.3 Average regular working time\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. When average working time is applied, the maximum daily and weekly\nworking hours may be agreed locally. The averaging of working hours may be\neffected over a period not exceeding one year. The principles according to\nwhich hours are averaged out shall be agreed locally.\u003C\u002Fp>\n\n\u003Cp>2. Regarding the averaging plan, see section 6.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.4 Derogations from the provisions on working time \u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>7.4.1 By local agreement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The stipulations concerning working time laid down in section 7.1 of the\ncollective agreement and individual employment contracts may be derogated from\nby local agreement. However, the parties shall observe in all cases the\nmandatory provisions of the Working Time Act.\u003C\u002Fp>\n\n\u003Cp>2. When devising such local arrangements, the need for the arrangement, the\nbenefits of the arrangement for the company and the needs of the parties in\nrespect of working time shall be discussed and the implementation method and\ncompensation shall be agreed. If it is locally agreed that working hours may be\nscheduled on midweek public holidays, Sunday bonus pursuant to the Working Time\nAct shall not be paid for work performed on a midweek public holiday, unless\notherwise agreed. The purpose of locally agreed arrangements is to advance\nworking time arrangements that promote the profitability and competitiveness of\nthe company and support the consideration of senior salaried employees’\nindividual needs regarding working time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.4.2 On employer’s orders\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Notwithstanding section 7.1 of the collective agreement and the provisions\nof individual employment contracts and in addition to what is agreed therein,\nthe employer may assign a maximum of 16 additional regular working hours per\ncalendar year to each senior salaried employee. Such work is assigned when\nnecessary for productionrelated reasons. Additional working hours may not be\nscheduled on midweek public holidays or on the Saturday of a week that includes\na midweek public holiday. A basic rate of pay on top of the monthly salary\nshall be paid for additional regular working hours. The senior salaried\nemployees concerned shall be notified of changes to the current schedule of\nworking hours at least one week before the change is implemented. A senior\nsalaried employee may refuse to work on the employer’s orders referred to in\nthis paragraph on a case-by-case basis for proper and weighty personal\nreasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.5 Flexitime\u003C\u002Fh4>\n\n\u003Cp>1.Maximum accumulation of hours on flexitime may be agreed locally even in a\nmanner that derogates from the Working Time Act; however, the maximum\naccumulation of hours may not exceed 120 hours.\u003C\u002Fp>\n\n\u003Cp>2.Should the work volume so require, the employer may order a senior\nsalaried employee to take accumulated surplus hours as time off and, if\nnecessary, even as whole days off, by notifying the senior salaried employee in\nquestion one week in advance. Similarly, a senior salaried employee may, if the\nwork volume so permits, take accumulated surplus hours as full days off by\nnotifying the employer thereof one week in advance.\u003C\u002Fp>\n\n\u003Cp>3.The length of a reference period referred to in the Working Time Act in\nthe context of flexible working hours shall be six months. However, reference\nperiods of up to 12 months may be agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.6 Working time bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The adoption of a working time bank shall be agreed locally.\u003C\u002Fp>\n\n\u003Cp>2.Technology Industry Employers of Finland and the Federation of\nProfessional and Managerial Staff (YTN) have drawn up joint minutes on working\ntime banks (Appendix 5).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.7 Weekly rest\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On a weekend between two consecutive working weeks, weekly rest may be\ngranted as a continuous period which is included partly in the first week and\npartly in the second week, provided that the majority of the weekly rest is\nincluded in the week the weekly rest is related to. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. Exceeding regular working time\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch4>8.1 Additional work\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Additional work means work that is performed on the employer’s\ninitiative and with the consent of the senior salaried employee in addition to\nthe agreed regular working hours, but without exceeding 8 hours per day and 40\nhours per week. When using flexitime or flexible working time arrangements,\nadditional work must be explicitly agreed upon.\u003C\u002Fp>\n\n\u003Cp>2.Additional work shall not constitute overtime.\u003C\u002Fp>\n\n\u003Cp>3.A simple hourly rate shall be paid for additional work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.2 Overtime\u003C\u002Fh4>\n\n\u003Cp>1.The averaging period for maximum overall working hours, as specified in\nthe Working Time Act, shall be six months. Averaging periods of up to 12 months\nmay be agreed locally for technical reasons or reasons pertaining to organising\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Instructions for application:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Instead of a calendar year, it may be agreed that the averaging period is a\none-year period that starts from the pay period for which salaries are first\npaid after the beginning of a new calendar year.\u003C\u002Fp>\n\n\u003Cp>2.Overtime shall be compensated in accordance with the Working Time Act.\nWhen calculating the increased salary payable for overtime, the base rate for\novertime compensation shall be calculated so that a monthly salary, including\nbenefits in kind, is divided by 158 when the regular weekly working time is\n37.5 hours, and by 160 when the regular weekly working time is 40 hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.3 Fixed monthly compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It may be agreed with a senior salaried employee that additional work,\novertime work and Sunday work is compensated for with a separate fixed monthly\ncompensation based on the estimated amount of such work.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If necessary, the fixed monthly compensation may be adjusted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ANNUAL LEAVE AND FLEXIBLE LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. Annual leave\u003C\u002Fh3>\n\n\u003Ch4>9.1 Payment of annual holiday pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Derogation from section 15 of the Annual Holidays Act may be agreed locally\nconcerning the payment time of holiday pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.2 Holiday bonus\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>9.2.1 Holiday bonus and its payment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed locally, a holiday bonus of 50 % of the senior\nsalaried employee’s annual holiday pay shall be paid not later than in\nconnection with the next regular salary payment after the end of the annual\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.2.2 Exchange of holiday bonus for leave\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. If a senior salaried employee and the employer agree in writing that a\nholiday bonus is exchanged for corresponding paid leave, the full holiday bonus\nfor a 24-day (four-week) annual leave shall correspond to a leave of 12\nweekdays (two weeks).\u003C\u002Fp>\n\n\u003Cp>2. Holiday bonus leave shall be granted to a senior salaried employee at the\ntime determined by the employer unless the parties agree on the time when the\nholiday bonus leave is taken.\u003C\u002Fp>\n\n\u003Cp>3. A senior salaried employee shall earn annual leave during a holiday bonus\nleave.\u003C\u002Fp>\n\n\u003Cp>4. Regarding the exchange of a holiday bonus for a leave, see section 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.2.3 Compensation corresponding to holiday bonus upon termination\nof employment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A senior salaried employee shall be paid compensation corresponding to the\namount of the holiday bonus calculated on the basis of holiday compensation if\nemployment ends for reasons not attributable to the senior salaried employee.\nHowever, no such compensation shall be paid when employment ends during a\npro-bationary period or where the period of a fixedterm employment relationship\nis less than one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3 Carried-over leave\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A senior salaried employee shall have the right to save the part of the\nholiday days (winter and summer) that the employee has earned in excess of 18\ndays during each leave-earning year, to be taken later as carried-over leave\nreferred to in section 27 of the Annual Holidays Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. Flexible leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.It may be agreed locally that holiday bonus and leaves based on working\ntime arrangements are exchanged for flexible leave.\u003C\u002Fp>\n\n\u003Cp>2.Flexible leave shall otherwise be subject to the provisions of section 27\nof the Annual Holidays Act, but the time when the leave is taken must be\nagreed.\u003C\u002Fp>\n\n\u003Cp>3.No holiday bonus shall be payable for flexible leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TRAVEL\u003C\u002Fh2>\n\n\u003Ch3>11. Reimbursement of travel expenses\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Unless otherwise agreed locally, the employer shall compensate senior\nsalaried employees for all necessary work-related travel expenses in accordance\nwith the principles and rates set out in Appendix 2 in respect of reimbursement\nfor expenses, daily subsistence allowances and mileage allowances. In other\nrespects, the company-specific written instructions (travel policy) shall be\nobserved.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. Travel during time off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.1 Travel during time off and compensation thereof\u003C\u002Fh4>\n\n\u003Cp>1.Time spent on travel shall not count as working time.\u003C\u002Fp>\n\n\u003Cp>2.Compensation for travel during time off shall be agreed locally. Different\ncompensation practices for different types of travel may be agreed locally.\u003C\u002Fp>\n\n\u003Cp>3.Unless otherwise agreed locally, travel during time off shall be\ncompensated as follows:\u003C\u002Fp>\n\n\u003Cp>• Travel during time off for the purpose of customer projects shall be\ncompensated by paying an hourly rate of 19 euros for travel time that exceeds\ntwo hours during time off in a travel day. The hourly compensation shall be\npaid when at least 30 minutes per each hour has elapsed. The hourly\ncompensation shall be paid for a maximum of 8 hours for a working day and for a\nmaximum of 10 hours for a day off.\u003C\u002Fp>\n\n\u003Cp>•No compensation shall be payable for travel time during time off in case\nthe senior salaried employee participates in training courses or\nindustry-relevant trade shows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Travel time shall include\u003C\u002Fp>\n\n\u003Cp>•time spent travelling between home and the work site or between the\nregular workplace and work site or sites\u003C\u002Fp>\n\n\u003Cp>•time spent travelling on and switching between modes of transport,\nincluding unavoidable waiting time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Travel time shall not include\u003C\u002Fp>\n\n\u003Cp>•time spent in accommodation during travel or\u003C\u002Fp>\n\n\u003Cp>•time spent on work sites.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•If the number of working hours determined in the work roster cannot be\nperformed during the same 24-hour travel day, no deductions shall nevertheless\nbe made from a senior salaried employee’s monthly salary due to this.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.2 Examples of terms of compensation that may be agreed locally\u003C\u002Fh4>\n\n\u003Cp>1.Compensation for travel time may be agreed in accordance with, for\nexample, the following alternative ways:\u003C\u002Fp>\n\n\u003Cp>a) Compensation for time spent travelling outside regular working hours\nshall be agreed, as necessary, between a supervisor and a senior salaried\nemployee (in particular when the compensation for travelling time pursuant to\nthe collective agreement would be disproportionate to the salary payable).\u003C\u002Fp>\n\n\u003Cp>b) If a substantial amount of travel pertains to temporary duties or to\nproject-type work, the amount of travelling time accrued by the senior salaried\nemployee shall be monitored and said travel time may be compensated for, for\nexample, by a lump sum payment paid at regular intervals.\u003C\u002Fp>\n\n\u003Cp>c)If the work duties of a senior salaried employee involve a sig-nificant\nproportion of continual or regularly recurrent travelling outside normal\nworking hours and the senior salaried employee is, on account of the nature of\nthe work duties, in a position to decide independently when to undertake\nbusiness trips and how to use working hours, these elements shall be taken into\naccount in the bases of salary.\u003C\u002Fp>\n\n\u003Cp>d)In other cases, compensation for travel time shall be agreed on a\ncase-by-case basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Technology Industry Employers of Finland informs its member organisations of\nthe following basis of reimbursement for travel time, which was agreed in\nconnection with the collective bargaining negotiations, but which does not\nconstitute a stipulation of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, a senior salaried employee shall be paid a basic\nhourly rate for the hours spent travelling during time when the employee would,\naccording to the work roster, be off work, insofar as the employer is able to\ncharge the customer for such hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SOCIAL STIPULATIONS\u003C\u002Fh2>\n\n\u003Ch3>13. Illness\u003C\u002Fh3>\n\n\u003Ch4>13.1 Conditions for sick pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If a senior salaried employee is incapacitated for work due to an illness\nor accident and has not caused the incapacity deliberately or through gross\nnegligence, the senior salaried employee shall be entitled, while the\nincapacity continues, to a salary, including fringe benefits, equal to what the\nemployee would have earned on the job during regular working hours as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"208\">\u003Cp>\u003Cstrong>Length of continuous employment\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>\u003Cstrong>Maximum period of paid sick leave\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"417\">Less than 1 month\u003C\u002Ftd>\n \u003Ctd>50% of salary pursuant to chapter 2, section 11 of the Employment\n Contracts Act\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"208\">\u003Cp>At least 1 month but less than 1 year\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>4 weeks\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"208\">\u003Cp>At least 1 year but less than 5 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>5 weeks\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"208\">\u003Cp>At least 5 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>3 months\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>2. A senior salaried employee shall be obligated to notify the employer\nwithout delay of their incapacity for work due to illness and of the estimated\ndate on which such incapacity is expected to end.\u003C\u002Fp>\n\n\u003Cp>3.A senior salaried employee shall, upon the employer’s request, provide\nacceptable evidence of the employee’s incapacity for work. At the\nemployer’s request, a senior salaried employee shall present a medical\ncertificate issued by the company’s occupational physician, or another\nmedical certificate approved by the employer. Should the employer not accept\nthe medical certificate provided by a senior salaried employee and if the\nemployer refers the senior salaried employee for examination by another\ndesignated physician, the employer shall reimburse the resulting physician’s\nfee for a medical certificate.\u003C\u002Fp>\n\n\u003Cp>4.If a senior salaried employee has concealed an illness from the employer\nat the time of concluding the employment contract, the employer shall not be\nobligated to pay salary for the period of illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.2 Recurrence of previous illness\u003C\u002Fh4>\n\n\u003Cp>1.If the senior salaried employee’s incapacity for work due to the same\nillness recurs within 30 calendar days of the return to work, the senior\nsalaried employee shall not be entitled to a new period of paid sick leave\nreferred to in section 13.1, but instead the salary for the period of illness\nshall be paid for a total maximum period shown in the table calculated as if a\nsingle uninterrupted period of illness had occurred.\u003C\u002Fp>\n\n\u003Cp>2.If the employer’s obligation to pay sick pay has already ended during\nthe previous period of incapacity for work, the employer shall nevertheless pay\nthe salary for the one-day waiting period provided for in chapter 8, section 7,\nsubsection 2 of the Health Insurance Act.\u003C\u002Fp>\n\n\u003Cp>3.The question of whether an illness is the same or a different one shall be\nsettled on the basis of a decision taken by the Social Insurance Institution\n(KELA).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>14. Family leaves\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A senior salaried employee shall be granted maternity leave, paternity\nleave and parental leave for the period of eligibility for maternity allowance,\npaternity allowance and parental allowance under the Health Insurance Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>2.For maternity leave, the full salary for a period of three months shall be\npaid, provided that the senior salaried employee otherwise would be entitled to\nreceive salary for a corresponding period and the employment relationship of\nthe senior salaried employee has lasted without interruption for at least six\nmonths preceding the birth of the child.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3.With respect to the paternity leave of 18 weekdays under the Health\nInsurance Act, a senior salaried employee shall be paid a salary for regular\nworking hours, including benefits in kind, for one paternity leave period of up\nto six weekdays. The payment of paternity leave salary shall follow the same\nconditions and other rules as payment of maternity leave salary. Adoptive\nfathers shall also be entitled to paid paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. Deductions from sick pay, maternity pay and paternity pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the period for which the employer has paid a senior salaried employee\nsalary on the basis of section 13 or 14 above, the employer shall be entitled\nto collect any statutory or agreed daily allowance or comparable benefit\npayable to the senior salaried employee or to recoup said amount from the\nsenior salaried employee, however, to an extent not exceeding the amount paid\nby the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Ch3>16. Short temporary leave of absence\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A short temporary leave of absence granted due to a sudden illness within\nthe senior salaried employee’s family or the death of a close relative shall\nnot be deducted from the senior salaried employee’s salary or annual holiday.\nIn this context, close relative refers to a spouse, the employee’s and the\nspouse’s parents, children of the employee’s family and the employee’s\nbrothers, sisters and grandparents.\u003C\u002Fp>\n\n\u003Cp>2.The length of a short temporary leave of absence shall be determined in\nrelation to the aforesaid circumstances and the travel time required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Instructions for application:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In cases of sudden illness in the family, a short temporary leave of absence\nis intended for arranging appropriate care.\u003C\u002Fp>\n\n\u003Cp>At the employer's request, the employee must present proof of the need for a\nshort temporary absence.\u003C\u002Fp>\n\n\u003Cp>3.The federations recommend that in the case of military reserve training,\ncompanies pay senior salaried employees a sufficient proportion of the salary\nso that the reservist pay from the State and salary paid by the employer\ntogether correspond to the senior salaried employee’s full salary\nbenefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>REDUCTION OF PERSONNEL ON COLLECTIVE GROUNDS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. Cooperation procedure\u003C\u002Fh3>\n\n\u003Ch4>17.1 Calculation of negotiation period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The negotiation period within the meaning of the Act on Co-operation within\nUndertakings shall be calculated as of the submission of the negotiation\nproposal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>17.2 Plan and principles of action\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.At the commencement of the cooperation negotiations concerning at least 10\nemployees, the employer shall present a plan of action, as provided for in\nchapter 8 of the Act on Co-operation within Undertakings. The contents of the\nplan shall be negotiated with the personnel representatives. The plan shall set\nout the applicable negotiation procedures and forms, the planned schedule and\nthe planned principles of action to be observed in regard to job search,\ntraining and use of public employment services during the notice period. The\nplan shall take into account the existing norms on procedures for reducing\nworkforce.\u003C\u002Fp>\n\n\u003Cp>2.If the cooperation negotiations under chapter 8 of the Act on Co-operation\nwithin Undertakings concern less than 10 employees, the envisaged principles of\naction to be observed in respect of job search, education and use of public\nemployment services shall be presented under the cooperation procedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>17.3 Changes to the human resources plan\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Necessary changes to the human resources plan shall also be addressed in\nconnection with the cooperation procedure relating to the intended workforce\nreduction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>17.4 Identification of public employment services\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After the commencement of the cooperation procedure, or the redundancy\nprocedure in small companies, the employer and the employment authority shall,\nin collaboration and without undue delay, survey the necessary public\nemployment services that support re-employment. Personnel representatives shall\nalso contribute to the cooperation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. Operating model for change security\u003C\u002Fh3>\n\n\u003Ch4>18.1 Overview\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The objective of the operating model for change security between the\nemployer, employees and the employment authority is to improve cooperation and\nhelp an employee find new employment as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>18.2 Employment plan\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>1.The employer has an obligation to inform a senior salaried employee of the\nright to an employment plan and increased rates of unemployment benefits.\u003C\u002Fp>\n\n\u003Cp>2.The employer shall, at the request of the senior salaried employee,\nprovide the employment authorities with information about the employee’s\neducation, work experience and work duties for purposes related to the\nemployment plan.\u003C\u002Fp>\n\n\u003Cp>3.The senior salaried employee and the employer may agree separately that\nthe employer will contribute to the drafting of the employment plan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>18.3 Re-employment leave\u003C\u002Fh4>\n\n\u003Cp>1. Unless otherwise agreed after the serving of notice to terminate an\nemployment contract, the senior salaried employee shall be entitled to a leave\nwithout loss of earnings during the notice period for the purpose of\nparticipating in\u003C\u002Fp>\n\n\u003Cp>•the drawing up of an employment plan\u003C\u002Fp>\n\n\u003Cp>•labour political training pursuant to the employment plan\u003C\u002Fp>\n\n\u003Cp>•traineeships or on-the-job training\u003C\u002Fp>\n\n\u003Cp>•job search on the senior salaried employee’s own initiative or at the\ninitiative of public authorities and in attending job interviews\u003C\u002Fp>\n\n\u003Cp>•re-employment coaching.\u003C\u002Fp>\n\n\u003Cp>2.The length of the re-employment leave shall be determined on the basis of\nthe length of the notice period as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Length of notice period\u003C\u002Ftd>\n \u003Ctd>Length of re-employment leave\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>No more than 1 month\u003C\u002Ftd>\n \u003Ctd>5 days\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>More than 1 but not more than 4 months\u003C\u002Ftd>\n \u003Ctd>10 days\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>More than 4 months\u003C\u002Ftd>\n \u003Ctd>20 days\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.In addition to the leave referred to hereinabove, a senior salaried\nemployee shall be entitled to a maximum of five working days of re-employment\nleave to take part in labour political adult education, traineeship and\non-the-job training in accordance with the employment plan.\u003C\u002Fp>\n\n\u003Cp>4.The precondition for obtaining the leaves referred to hereinabove is that\ntaking the leave causes no substantial inconvenience to the employer.\u003C\u002Fp>\n\n\u003Cp>5.The senior salaried employee shall notify the employer of the leave\nwithout delay and, when requested, present a reliable account on the grounds\nfor the leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. Re-employment obligation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The re-employment obligation pursuant to chapter 6, section 6 of the\nEmployment Contracts Act may be derogated from by an agreement between the\nemployer and a senior salaried employee. Such an agreement shall be concluded\nseparately in writing at the time of dismissal or termination of employment\ncontract and it shall allow for the measures taken by the employer to promote\nre-employment of the senior salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>NOTICE PERIODS\u003C\u002Fh2>\n\n\u003Ch3>20. Notice periods\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Unless otherwise agreed, the notice periods which the employer shall\nobserve when the employment relationship has continued without interruption are\nas follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>\u003Cstrong>Duration of employment\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>\u003Cstrong>Notice period\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>No more than 1 year\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>14 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>More than 1 but no more than 4 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>1 month\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>More than 4 but no more than 8 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>2 months\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>More than 8 but no more than 12 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>4 months\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"241\">\u003Cp>More than 12 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"129\">\u003Cp>6 months\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Unless otherwise agreed, the notice periods which the senior salaried\nemployee shall observe when the employment relationship has continued without\ninterruption are as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>\u003Cstrong>Duration of employment\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>\u003Cstrong>Notice period\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>No more than 5 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>14 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>More than 5 years\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>1 month\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>LOCAL COOPERATION AND INDUSTRIAL RELATIONS\u003C\u002Fh2>\n\n\u003Ch3>21. Local bargaining within the meaning of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>1.Local bargaining referred to in the collective agreement is possible\neither between the employer and a senior salaried employee or between the\nemployer and a shop steward representing the senior salaried employees. An\nagreement concluded with a shop steward shall be binding on those senior\nsalaried employees whom the shop steward is considered to represent.\u003C\u002Fp>\n\n\u003Cp>2.The agreement may be concluded for a fixed term or for an indefinite\nperiod of time. Unless otherwise agreed, an agreement that is in force until\nfurther notice may be terminated with three months’ notice. \u003C\u002Fp>\n\n\u003Cp>3.Agreements shall be concluded in writing if either of the parties thereto\nso requests. A local agreement made with a shop steward that is in force for a\nperiod exceeding two weeks shall be made in writing, except where both parties\nconsider a written agreement unnecessary.\u003C\u002Fp>\n\n\u003Cp>4.A local agreement within the meaning of this section shall form a part of\nthe collective agreement. A local agreement shall remain in force even after\nthe validity of the collective agreement has otherwise expired. During the time\nwhen there is no collective agreement in force and within one month from the\nentry into force of a new collective agreement, a fixed-term local agreement\nmay be terminated with three months’ notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. Organisation of local cooperation\u003C\u002Fh3>\n\n\u003Ch4>22.1 Induction training\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The shop steward and occupational safety and health representative shall\ncontribute to the induction training of new senior salaried employees in a\nmanner agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>22.2 Cooperation body\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It may be agreed locally that a cooperation body is established, for\nexample, in order to deal with issues pertaining to development activities.\nSuch a cooperation body may replace separate cooperation and occupational\nsafety and health committees and other similar committees. The same cooperation\nbody may also be responsible for actions and plans pursued under the Act on\nCo-operation within Undertakings, the Act on Occupational Safety and Health\nEnforcement and Cooperation on Occupational Safety and Health at Workplaces,\nthe Finnish Occupational Health Care Act and the Act on Equality Between Women\nand Men to the extent agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch4>22.3 Occupational safety and health cooperation and occupational safety and\nhealth representative\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>22.3.1 Occupational safety and health cooperation\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions on cooperation in occupational health and safety shall apply\nto workplaces with a total of at least 20 salaried employees. However, an\noccupational safety and health representative must be elected when the total\nnumber of salaried employees is at least 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.3.2 Occupational safety and health representative\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The occupational safety and health representative shall participate with\nthe occupational health care provider’s personnel, line management and human\nresources management in the drawing up of an occupational health care action\nplan as well as in planning, implementation and monitoring activities that\npromote work ability. In this connection, the company’s staff’s ability to\ncope with their work shall be monitored.\u003C\u002Fp>\n\n\u003Cp>2.The occupational safety and health representative shall have the right to\nuse the company’s ordinary office equipment and similar tools, such as IT\nequipment and related software that are in general use in the company as well\nas an internet connection and e-mail. The practical arrangements shall be\nagreed locally. Matters that can be taken into account in the assessment\ninclude, for example, the size of the company and work community, the extent\nand demands of the occupational safety and health representative’s duties and\nthe amount of time to be spent.\u003C\u002Fp>\n\n\u003Cp>3.The health and safety representative shall have the right to participate\nduring working time in occupational safety and health training jointly approved\nby the federations. The employer shall reimburse the costs incurred from such\ntraining and any loss of earnings incurred from missing regular working\nhours.\u003C\u002Fp>\n\n\u003Cp>4.The occupational safety and health representative shall, as a rule, have\nequal opportunities for professional development as do other senior salaried\nemployees. The employer and the occupational safety and health representative\nshall, during the term of office of the representative, explore whether\nmaintaining the occupational safety and health representative’s professional\nskills requires such professional training that is also arranged for other\nsenior salaried employees. A similar review shall be carried out after the\noccupational safety and health representative’s term has ended.\u003C\u002Fp>\n\n\u003Cp>5.No deductions shall be made from the salaries of the occupational safety\nand health representative or the deputy representative deputising for the\noccupational safety and health representative if said representative negotiates\nduring working hours with the employer’s representatives or otherwise\nperforms tasks agreed with the employer.\u003C\u002Fp>\n\n\u003Cp>6.Unless otherwise agreed locally, the employer shall pay the occupational\nsafety and health representative separate monthly remuneration amounting to EUR\n66 as of 1 March 2022. This remuneration shall be paid if the number of\nemployees represented is at least 20.\u003C\u002Fp>\n\n\u003Cp>7.The occupational safety and health representative shall enjoy the\nprotection against termination and layoffs referred to in chapter 7, section 10\nof the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>8.The stipulations concerning the occupational safety and health\nrepresentative shall also apply to the deputy occupational safety and health\nrepresentative when the deputy is deputising for the occupational safety and\nhealth representative in accordance with a notification provided to the\nemployer as required in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>22.4 Shop steward\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>22.4.1 Election of a shop steward and deputy shop\nsteward\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The need for a shop steward and the details of the local communication and\nnegotiating procedures shall be discussed between the company’s management\nand the representatives of senior salaried employees prior to the nomination of\ncandidates. The need to elect a shop steward shall be recognised together with\nthe company’s management, while taking into account in particular the\ncompany’s size, organisation and location as well as the nature of its\noperations. Election of a shop steward for the company or workplace also\nrequires that a significant number of the senior salaried employees are in\nfavour of this.\u003C\u002Fp>\n\n\u003Cp>2.A workplace means a member organisation of Technology Industry Employers\nof Finland, a logical part of the organisation in accordance with the\norganisational structure or any unit that is mutually agreed on.\u003C\u002Fp>\n\n\u003Cp>3.In small workplaces, a joint shop steward may be elected to represent both\nsalaried employees and senior salaried employees. The election shall be\ndiscussed locally between the employer and the staff. A significant part of\nboth personnel groups must be in favour of the election of a joint shop\nsteward. If either personnel group already has a shop steward, no joint shop\nsteward may be elected, unless a new election is held.\u003C\u002Fp>\n\n\u003Cp>4.A joint shop steward shall represent both personnel groups. The shop\nsteward shall be subject to the shop steward stipulations of the collective\nagreement that is applied to the shop steward’s employment relationship. A\nshop steward’s right to attend shop steward training organised by the other\npersonnel group may be agreed upon locally, given that the same training or\ntraining with similar content should only be taken once.\u003C\u002Fp>\n\n\u003Cp>5.Local parties shall have the right to terminate a local agreement on a\nworkplace-specific joint shop steward for well-founded reasons by notifying the\nparties to the agreement of the same. The notice period shall be three\nmonths.\u003C\u002Fp>\n\n\u003Cp>6.If there is a local need for a shop steward to also represent senior\nsalaried employees of some other offices or other companies belonging to the\nsame group, the joint shop steward shall be locally agreed upon by the senior\nsalaried employees and the managements of all offices and companies involved.\nThe agreement shall be communicated to the federations (Technology Industry\nEmployers of Finland and the Federation of Professional and Managerial Staff\n(YTN)).\u003C\u002Fp>\n\n\u003Cp>7.A deputy shop steward may be elected in a workplace having at least 10\nsenior salaried employees. The deputy shop steward shall deputise for the shop\nsteward when the shop steward is prevented from performing the duties of a shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>8.A shop steward and a deputy shop steward shall be elected from among the\ncompany’s or workplace’s senior salaried employees who are bound by this\ncollective agreement. The elected persons must be familiar with the\ncircumstances in the workplace. All the senior salaried employees at the\nworkplace shall be given an opportunity to participate in the election.\u003C\u002Fp>\n\n\u003Cp>9.A shop steward shall be elected for a fixed term, usually for two\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.2 Announcement of representatives\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The employer shall be notified of the elected shop stewards, deputies and\nwhen a deputy shop steward is deputising for the shop steward.\u003C\u002Fp>\n\n\u003Cp>2.The employer shall notify the shop steward of the persons who will\nrepresent the employer in negotiations with the shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.3 Changes in the employer’s business\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The cooperation organisation shall be discussed before it is changed to\ncorrespond to the new size and structure of the workplace in a jointly agreed\nmanner in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>•significant reduction of operations\u003C\u002Fp>\n\n\u003Cp>•significant expansion of operations\u003C\u002Fp>\n\n\u003Cp>•a transfer of a business\u003C\u002Fp>\n\n\u003Cp>•merger\u003C\u002Fp>\n\n\u003Cp>•incorporation\u003C\u002Fp>\n\n\u003Cp>•other similar, significant organisational change.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.4 Pay progression of a shop steward\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The pay progression of a shop steward shall match that of the company’s\nsenior salaried employees or at least that of senior salaried employees in the\nconsulting sector.\u003C\u002Fp>\n\n\u003Cp>2.A shop steward’s pay progression shall be reviewed during each term of\noffice as soon as the Confederation of Finnish Industries’ statistics have\nbeen released and any lagging behind shall be rectified starting from the first\npayment of salaries after the review.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.5 Shop steward’s duties and operational\npreconditions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The shop steward shall represent senior salaried employees in matters\nrelating to employment relationships and issues pertaining to the application\nof the collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.The shop steward shall be provided with the information and operational\npreconditions that are necessary to administer said matters.\u003C\u002Fp>\n\n\u003Cp>3.A reasonable discharge from other duties at work shall be agreed with the\nshop steward for the purpose of attending to the duties of a shop steward. In\nthis connection, attention should be paid, for example, to the number of senior\nsalaried employees in the personnel group in question, the nature of operations\nand the volume of tasks under the collective agreement.\u003C\u002Fp>\n\n\u003Cp>4.The shop steward shall have the right to use the company’s normal office\nand other equipment, such as IT equipment and associated software, internet\nconnection and e-mail that are generally used in the company. The practical\narrangements shall be agreed locally. In assessing these matters, account shall\nbe taken, for example, of the size of the company and work community, the\nextent and the needs of the chief shop steward’s duties as well as the amount\nof time to be spent in such duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.6 Remuneration of shop stewards\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.No deductions shall be made from the salaries of the shop steward or the\ndeputy shop steward deputising for the shop steward if said representative,\nduring working hours, negotiates with the employer’s representatives or\notherwise performs tasks agreed with the employer.\u003C\u002Fp>\n\n\u003Cp>2.Unless otherwise agreed, the employer shall pay a shop steward a separate\nmonthly compensation that shall, as of 1 March 2022, be as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Number of senior salaried employees represented\u003C\u002Ftd>\n \u003Ctd>Monthly remuneration (EUR)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10–50\u003C\u002Ftd>\n \u003Ctd>131\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51–100\u003C\u002Ftd>\n \u003Ctd>183\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>100+\u003C\u002Ftd>\n \u003Ctd>234\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.If the number of senior salaried employees represented by the shop steward\nexceeds 200, the remuneration of the shop steward shall be negotiated and an\nagreement sought locally.\u003C\u002Fp>\n\n\u003Cp>4.The amount of remuneration paid to the shop steward shall be determined in\naccordance with the situation prevailing on the first day of the year. If the\nnumber of senior salaried employees changes significantly, the corresponding\nchanges to the remuneration shall be effective as of the beginning of the\ncalendar month immediately following the change. If other changes occur in the\nnumber of senior salaried employees, the corresponding changes to the\ncompensation shall be effective as of the beginning of the following calendar\nyear, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.7 Training of shop stewards\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.If there are at least 10 senior salaries employees regularly working at\nthe workplace, the shop steward and the deputy shop steward shall have the\nright, without loss of pay, to participate in shop steward courses and training\norganised by the Federation of Professional and Managerial Staff (YTN) and its\nmember organisations if it is necessary for carrying out the duties of the\nrepresentative, provided that it does not cause remarkable inconvenience to the\ncompany’s operations.\u003C\u002Fp>\n\n\u003Cp>2.A personnel representative and the employer shall establish in advance\nwhether the training in question qualifies as one that can be attended without\nthe representative’s monthly salary being affected or as training for which\nthe personnel representative shall receive compensation from the employer.\nAttending such training shall also have no negative effect on the attendees’\nannual holiday, pension or other similar benefits.\u003C\u002Fp>\n\n\u003Cp>3.A shop steward and a deputy shop steward shall have the right to\nparticipate in the same training or training with similar content only once\nwithout loss of income.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When assessing the remarkable inconvenience referred to hereinabove,\nattention shall be paid to the size of the workplace, nature of the operations,\nperformance of duties and substitute arrangements. A personnel representative\nshall notify the employer of the intended course participation as early as\npossible. If the employer invokes a remarkable inconvenience, the employer\nshall notify the shop steward at least 10 days before the commencement of the\ncourse of the reason why giving time off would cause remarkable inconvenience.\nIt is recommended that in such a case the parties endeavour to find another\npossible date when there would be no obstacles for course participation.\u003C\u002Fp>\n\n\u003Cp>The training referred to in the collective agreement stipulation includes\nthe training that the federations have annually agreed on by the end of\nNovember the year before.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.8 Professional development\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The shop steward shall, as a rule, have opportunities for professional\ndevelopment that are equal to those of the other senior salaried employees. The\nemployer and the shop steward shall, during the shop steward’s term of\noffice, explore whether maintaining the shop steward’s professional skills\nrequires such professional training that is also arranged for other senior\nsalaried employees. A similar review shall be carried out after the shop\nsteward’s term has ended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.9 Shop steward’s protection against termination and\nlayoffs\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.A shop steward shall be considered as shop steward referred to in chapter\n7, section 10 of the Employment Contracts Act. Shop stewards may only be laid\noff or their employment terminated if they cannot be offered work that matches\ntheir professional qualifications or that is otherwise suitable, or if the\nmajority of the senior salaried employees whom the shop steward represents give\ntheir consent thereto.\u003C\u002Fp>\n\n\u003Cp>2.A senior salaried employee who has acted as shop steward shall continue to\nenjoy the aforesaid protection against layoff and termination for a period of\nsix months after the end of the employee’s term as shop steward.\u003C\u002Fp>\n\n\u003Cp>3.The provisions on protection against layoffs or termination shall also\napply to a candidate running for the position of a shop steward whose candidacy\nhas been announced to the employer in writing. The protection of candidates\nshall begin three months before the start of the shop steward’s term of\noffice and end as soon as the results of the election are announced.\u003C\u002Fp>\n\n\u003Cp>4.The status of a shop steward shall remain unchanged notwithstanding a\ntransfer of business if the transferred business or part thereof retains its\nindependence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>22.4.10 Deputy shop steward\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions concerning shop stewards shall apply to the deputy shop\nsteward when the deputy shop steward is deputising for the shop steward in\naccordance with a notification required under the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. Information and reports to be provided\u003C\u002Fh3>\n\n\u003Ch4>23.1 Employer’s information and reporting obligations\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>23.1.1 Use of external workforce\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer shall inform the shop steward and, where possible, also the\noccupational safety and health representative in advance of external workforce\nthat is to be used for the company’s senior salaried employee functions. If\nsuch information cannot be communicated on account of the urgency of the work\nor for another similar reason, the information may also, exceptionally, be\ncommunicated afterwards without undue delay.\u003C\u002Fp>\n\n\u003Cp>2.The federations recommend that a clause shall be included in contracts\nconcerning subcontracting or temporary agency workers, whereby the\nsubcontractor or provider of temporary agency workers undertakes to comply with\nthe general collective agreement in its industry and with labour and social\nlegislation.\u003C\u002Fp>\n\n\u003Cp>3.The federations recommend that efforts be taken to limit the use of\ntemporary agency workers to levelling out peak workloads or otherwise to tasks\nthat cannot be performed by inhouse staff or for which it would not be\nappropriate due to the urgent nature, limited duration and professional\nrequirements of the work or special expertise required for it or for other\nsimilar reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.1.2 Performance-related bonuses and other complementary rewarding\nschemes\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.If the employer introduces increments that are paid to supplement normal\ncompensation (so-called performance-related bonuses), the employer shall\nprovide the senior salaried employees with a written description of the content\nof the rewarding schemes before implementing it.\u003C\u002Fp>\n\n\u003Cp>2.The shop steward shall be informed of the groups of senior salaried\nemployees that the rewarding schemes will cover.\u003C\u002Fp>\n\n\u003Cp>3.The rewards referred to in this section are usually based on financial\nperformance or achievement of a productivity or development objective. Rewards\nare often accrued over periods that are longer than the pay period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.1.3 Financial information and the employer’s plans\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.The employer shall present the following reports and plans to senior\nsalaried employees or their representatives:\u003C\u002Fp>\n\n\u003Cp>•after the adoption of the company’s financial statements, an account of\nthe company’s financial condition based on the adopted financial\nstatements\u003C\u002Fp>\n\n\u003Cp>•an account of the company’s financial condition specifying the\ndevelopment prospects in respect of the volume of orders, employment,\nprofitability and cost structure, at least twice during the financial year\u003C\u002Fp>\n\n\u003Cp>•an annual gender equality plan in companies that regularly employ at\nleast 30 people\u003C\u002Fp>\n\n\u003Cp>•an annual human resources plan including estimates of anticipated changes\nin the number, nature and status of personnel\u003C\u002Fp>\n\n\u003Cp>•annual training objectives as required under the Act on Co-operation\nwithin Undertakings in companies that regularly employ at least 20 people.\u003C\u002Fp>\n\n\u003Cp>2.The human resources plan and training objectives shall take into account\nspecific needs of ageing senior salaried employees as well as measures and\nopportunities for senior salaried employees to balance work and family life.\u003C\u002Fp>\n\n\u003Cp>3.The employer shall promptly communicate any significant changes related to\nall of the foregoing details.\u003C\u002Fp>\n\n\u003Cp>4.In companies where the number of employees in employment relationships is\nregularly between 20 and 29, an account of the company’s financial situation\nmay be presented in a joint event ar-ranged for the company’s entire\npersonnel.\u003C\u002Fp>\n\n\u003Cp>5.In companies where the number of staff is regularly at least 30, the\ncompany’s financial statements referred to in section 10 of the Act on\nCo-operation within Undertakings shall be given in writing to the\nrepresentatives of senior salaried employees upon request.\u003C\u002Fp>\n\n\u003Cp>6.The federations recommend that the general economic outlook for the\nindustry shall, where possible, be explained in connection with the financial\ninformation referred to in this section.\u003C\u002Fp>\n\n\u003Cp>7.Should the provision of information be prevented by unforeseen weighty\nreasons that cause damage or harm to the company’s production or finances,\nthe employer shall provide the information without delay after the aforesaid\nreasons preventing communication cease to exist. At the same time, the employer\nshall explain the reasons for this derogation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>23.2 Information to be provided to the shop steward\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>23.2.1 General provisions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A shop steward shall be provided with the same information as the shop\nstewards of other personnel groups.\u003C\u002Fp>\n\n\u003Cp>2.The employer shall ensure that the shop steward is notified at the\nearliest opportunity of matters either directly or indirectly concerning the\nsenior salaried employees at the workplace in question.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.2.2 Unclarities and disputes\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Should any unclarity or dispute arise concerning the salary or other issues\nrelated to the employment of a senior salaried employee, the shop steward shall\nbe provided with all information that is necessary to investigate the matter in\nquestion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.2.3 Information concerning senior salaried employees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. A shop steward shall have the right to obtain in writing the following\ninformation concerning the senior salaried employees within the shop\nsteward’s area of responsibility:\u003C\u002Fp>\n\n\u003Cp>a)surname and forenames of the senior salaried employee\u003C\u002Fp>\n\n\u003Cp>b)date of entry into the employer’s service, education level and\ngraduation year\u003C\u002Fp>\n\n\u003Cp>c)organisational department\u003C\u002Fp>\n\n\u003Cp>d)pay grade or job requirement category if such is used in the company\u003C\u002Fp>\n\n\u003Cp>e)statistical heading (used in the employer federation’s statistics).\u003C\u002Fp>\n\n\u003Cp>2. The information referred to in points (a) to (e) above shall be provided\nonce a year. In respect of new employees, the information referred to in points\n(a) to (e) above shall be provided at the earliest opportunity, and in any case\nno later than four months after the beginning of the employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.2.4 Statistical data on salaries\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Once a year as soon as the workplace-specific payroll statistics compiled\nfor the Confederation of Finnish Industries have been completed, a shop steward\nshall be provided with written data on the average monthly salary paid for the\nregular working hours of all senior salaries employees within the shop\nsteward’s area of responsibility.\u003C\u002Fp>\n\n\u003Cp>2.A shop steward shall be provided with the average monthly salaries\n(including benefits in kind) by statistical headings (e.g. by the statistical\nheadings of the Confederation of Finnish Industries) or as a workplace-specific\nsummary. Another statistical categorisation may be agreed locally.\u003C\u002Fp>\n\n\u003Cp>3.In the context of the statistical data, the numbers of senior salaried\nemployees shall also be communicated to the shop steward.\u003C\u002Fp>\n\n\u003Cp>4.A shop steward shall have no right to receive average salary statistics of\ngroups of fewer than five persons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.2.5 Access to salary system and record of working\nhours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A shop steward shall be provided with the possibility to get acquainted with\nthe statutory record of working hours of the senior salaried employees within\nthe shop steward’s area of responsibility as well as the company’s current\nsalary systems and payroll accounting systems relating to the aforesaid\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>23.2.6 Notification of trial periods and fixed-term\ncontracts\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A shop steward shall be notified of senior salaried employees who have been\nengaged for a trial period or on fixed-term employment contracts. Upon separate\nrequest, a shop steward shall also be informed of the grounds for concluding a\nfixed-term employment contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>23.3 Senior salaried employee’s obligation to provide information\u003C\u002Fh4>\n\n\u003Cp>A senior salaried employee shall inform their superior of all relevant\nissues concerning the company’s operations or cooperation between the\nemployer and its personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>23.4 Confidentiality\u003C\u002Fh4>\n\n\u003Cp>1.A shop steward shall receive the information specified in the collective\nagreement in confidence for the purpose of performing the duties of a shop\nsteward. A shop steward shall not disclose such information to shop stewards of\nother companies or otherwise disseminate such information.\u003C\u002Fp>\n\n\u003Cp>2.If the senior salaried employees of the company or their representatives\nhave received information about the employer’s business or trade secrets\npursuant to the collective agreement, such information may be processed only\namong the persons and personnel representatives whom the matter concerns,\nunless otherwise agreed between the employer and the persons entitled to such\ninformation.\u003C\u002Fp>\n\n\u003Cp>3.When notifying senior salaried employees or their representatives of the\nobligation to keep confidential any business or trade secrets, the employer\nshall explain the grounds for confidentiality and identify what information is\ncovered by the confidentiality obligation and for how long.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. Right of assembly\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The personnel group of senior salaried employees shall have the right to\narrange meetings at the workplace or at some other agreed venue to discuss\nlabour market affairs or issues pertaining to employment relationships at the\nworkplace or issues related to the Act on Co-operation within Undertakings.\u003C\u002Fp>\n\n\u003Cp>2.The personnel group of senior salaried employees shall have the right to\ndistribute to the senior salaried employees belonging to said personnel group\nnotices of meetings and bulletins concerning the employment relationships at\nthe workplace and issues related to labour markets.\u003C\u002Fp>\n\n\u003Cp>3.The personnel group of senior salaried employees shall have the right to\nprovide on the workplace’s notice board or by email information on labour\nmarket affairs and general matters and the right to reserve a specific location\nin the electronic archive for such communications if this is agreed with the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. Negotiating procedure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Any disputes concerning the application, interpretation or breach of a\ncollective agreement shall primarily be dealt with between the senior salaried\nemployee and their supervisor. If a senior salaried employee has not been able\nto agree on a matter concerning their terms of employment with their\nsupervisor, the senior salaried employee shall have the right to refer the\nmatter to a senior supervisor. If no agreement is reached, the matter may be\nreferred to the shop steward and the employer’s representative.\u003C\u002Fp>\n\n\u003Cp>2. If local bargaining on a matter subject to the obligation to negotiate\ndoes not lead to an agreement, the matter may be referred to the\nfederations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The federations shall observe the principle of continuous negotiation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. Binding nature of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The collective agreement shall be binding on the signatory federations\nand their affiliated associations as well as all employers and senior salaried\nemployees who are or have been members of such associations during the term of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>2. The parties bound by the collective agreement shall be obligated to\nstrictly comply with the collective agreement by ensuring that their affiliated\nassociations and the employers and senior salaried employees belonging thereto\ndo not infringe its provisions. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DUTY TO MAINTAIN INDUSTRIAL PEACE AND VALIDITY OF THE COLLECTIVE\nAGREEMENT\u003C\u002Fh2>\n\n\u003Ch3>27. Duty to maintain industrial peace\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Industrial actions against the collective agreement or any of its\nstipulations shall be prohibited during the validity of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>2. The federations and their affiliated associations shall be obligated to\nensure that the employers and senior salaried employees who are their members\nand bound by the agreement do not take prohibited industrial actions or\notherwise breach the terms of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The Federation of Professional and Managerial Staff (YTN) undertakes to\nensure that the senior salaried employees in the consulting sector will not\nengage in solidarity actions to pressure other industries into joining\ncollective agreements during the term of the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. Conciliation Board\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. No decision on industrial action or other means of exerting pressure may\nbe taken before the federations’ Conciliation Board has reviewed the labour\ndispute in question and before a proposal made by the Conciliation Board to\nrevise the collective agreement accordingly has been rejected by one of the\nparties.\u003C\u002Fp>\n\n\u003Cp>2. The Conciliation Board shall submit its proposal within two weeks of the\ndate on which the chair of the Conciliation Board was notified of the labour\ndispute. The Conciliation Board shall not be bound by the provisions of the\nFinnish Arbitration Act.\u003C\u002Fp>\n\n\u003Cp>3.Both federations shall appoint one member to the Conciliation Board, and\nthe members shall together elect the chair. A person who could be disqualified\nunder the Arbitration Act may nevertheless serve as a member of the\nConciliation Board. The federations shall each be liable for one half of the\nemoluments payable to the members of the Conciliation Board and for one half of\nany other expenses of the Conciliation Board.\u003C\u002Fp>\n\n\u003Cp>4.The federations shall separately agree on the procedure for setting up the\nConciliation Board and the principles according to which it works.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. Validity of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This collective agreement shall enter into force on 3 January 2022 and\nremain in force until 30 November 2023, and thereafter it shall continue to be\nin force until further notice subject to a two-month notice period for\ntermination. The agreement may be terminated to end on 30 November 2022 if the\nscale of the 2023 salary adjustments is not agreed by 30 September 2022. The\nstipulations of the agreement shall nevertheless remain in force upon its\nexpiry until a proposal submitted by the aforementioned Conciliation Board is\napproved or rejected.\u003C\u002Fp>\n\n\u003Cp>Helsinki, 3 January 2022\u003C\u002Fp>\n\n\u003Cp>TECHNOLOGY INDUSTRY EMPLOYERS OF FINLAND \u003C\u002Fp>\n\n\u003Cp>FEDERATION OF PROFESSIONAL AND MANAGERIAL STAFF (YTN)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 1\u003C\u002Fh2>\n\n\u003Ch3>SURVIVAL CLAUSE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To safeguard the employer’s operations and jobs, the employer and the shop\nsteward may, also by way of derogation from the minimum terms and conditions of\nthe collective agreement, agree locally on the adjustment of terms of\nemployment concerning financial benefits, as agreed upon hereinafter. Such\nagreements shall apply to a company or an autonomous part thereof. The\nagreement may not lower the salary of a senior salaried employee.\u003C\u002Fp>\n\n\u003Cp>The parties may agree to pay one quarter of the salary at a later date. In\nthis case, the part paid on the due date shall constitute at least three\nquarters of the person’s monthly salary. The deferred portion of the salary\nshall be paid within two months of the original payday.\u003C\u002Fp>\n\n\u003Cp>This stipulation shall not restrict the mutual freedom of contract between\nthe parties to an employment contract or the employer’s unilateral right to\nadjust the terms of employment in accordance with the law and legal\npractice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Financial difficulties and identification thereof, communication to\nthe federations and planning\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Bargaining on the adjustment of the terms of employment shall be related to\na serious financial crisis faced by the employer jointly recognised during\nco-determination negotiations or in another context, the effects of which -\nsuch as reduction of workforce - can be prevented or limited with this\nmeasure.\u003C\u002Fp>\n\n\u003Cp>In the negotiations, the parties shall be entitled to assistance from the\nfederations’ experts with regard to the identification of the employer’s\nfinancial difficulties. The shop steward and any experts consulted must\nmaintain the confidentiality of all information concerning the employer’s\nfinancial situation obtained during the negotiations, in accordance with the\nemployer’s statement on the confidentiality of the information (cf. Act on\nCo-operation within Undertakings, section 57).\u003C\u002Fp>\n\n\u003Cp>Before any negotiations are launched at the workplace, they must be reported\nto the parties to the collective agreement.\u003C\u002Fp>\n\n\u003Cp>At the start of the negotiations, the employer shall also present a plan\ngiving a comprehensive account of the actions taken and planned to revive the\nenterprise’s finances and safeguard its operations. The desired goal is best\nachieved when it is consistently taken into account in all of the employer’s\noperations. Shared goals and statements (e.g. any refraining from dismissals\nfor the duration of the agreement or potential later compensation for cuts) may\nalso be added to the plan during the local negotiations.\u003C\u002Fp>\n\n\u003Cp>During negotiations on an agreement concerning the adjustment of the terms\nof employment at the workplace, the employer shall openly explain to the other\nnegotiating party the company’s financial situation and its outlook.\u003C\u002Fp>\n\n\u003Ch4>Necessity and reasonableness of deterioration of the terms of employment\nreferred to in the agreement\u003C\u002Fh4>\n\n\u003Cp>Adjustments stabilising the employer’s finances or production-related\ncrisis and affecting the terms of employment concerning salary or other\nfinancial benefits must be deemed necessary, considering the goals of the\nagreement. Such measures shall also be proportionate to the benefits to be\nobtained. The parties shall regularly assess the impact that any savings in\nlabour costs have on the employer’s financial position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Temporary nature of the measures\u003C\u002Fh4>\n\n\u003Cp>A local agreement shall be made in writing for the fixed term during which\nthe employer’s financial position is anticipated to stabilise, and in any\ncase for no more than one year at a time. A fixed term agreement may be\nterminated with a two-month notice period if either party considers that there\nare no longer factual grounds for extending the agreement.\u003C\u002Fp>\n\n\u003Cp>If the company is declared bankrupt or enters liquidation or debt\nrestructuring during the validity period of the agreement, this agreement shall\nautomatically expire on that date unless the parties specifically agree to\nmaintain it in force in accordance with the original agreement. In such cases,\nit is also possible to agree on new measures for safeguarding the employer’s\noperations and jobs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 2\u003C\u002Fh2>\n\n\u003Ch3>REIMBURSEMENT OF TRAVEL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1. Reimbursement of expenses incurred from work-related travel\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If travel requires accommodation, accommodation costs up to the amount shown\non the accommodation provider’s receipt shall be reimbursed in addition to\nthe applicable per diem rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2. Domestic per diems and night travel, meal and mileage allowances\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Travel expenses shall be reimbursed in accordance with the tax exempted\ntravel allowances for travel expenses confirmed by the Finnish Tax\nAdministration for each year.\u003C\u002Fp>\n\n\u003Cp>2.Per diems for work-related travel within Finland shall be paid (on the\nbasis of time spent on travelling, working or staying at the travel\ndestination) as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>\u003Cstrong>Eligibility criterion for per diem\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>\u003Cstrong>Per diem\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips exceeding six hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>Partial per diem\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips exceeding six hours plus one free meal* *e.g.\n included in the price of a travel ticket\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>50% of the partial per diem rate\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips where the last full 24-hour period of travel is\n exceeded by at least two hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>Partial per diem\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips exceeding ten hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>Full per diem\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips exceeding ten hours plus two free meals* *e.g.\n included in the price of a travel ticket\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>50% of the full per diem rate\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"265\">\u003Cp>Trips where the last full 24-hour period of travel is\n exceeded by at least six hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\">\u003Cp>Full per diem\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.\u003Cstrong>A night travel allowance\u003C\u002Fstrong> shall be paid if a senior\nsalaried employee does not produce an invoice for accommodation.\u003C\u002Fp>\n\n\u003Cp>4.\u003Cstrong>A meal allowance\u003C\u002Fstrong> shall be paid if, due to work, a senior\nsalaried employee is prevented from having a meal at the employee’s regular\nplace for having meals or at home during a meal break.\u003C\u002Fp>\n\n\u003Cp>5.However, no meal allowance shall be paid if the work is being performed in\nthe company’s locality or at a nearby office of the company, where it is\npossible to have a meal in a manner corresponding to the employee’s normal\npossibilities of having a meal. In the above cases, no per diem shall be\npaid.\u003C\u002Fp>\n\n\u003Cp>6.\u003Cstrong>A mileage allowance\u003C\u002Fstrong> shall be paid for the use of own car\nin accordance with the decision of the Finnish Tax Administration, provided\nthat it has been agreed that the employee’s own car is used. The mileage\nallowance shall be increased in accordance with the decision of the Finnish Tax\nAdministration in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>•where a senior salaried employee, on the employer’s order, transports\nother persons in the employee’s car on a business trip or if, because of the\nemployee’s work duties, the senior salaried employee transports in the\nemployee’s car work-related tools, measuring devices or equipment, the\ntransport of which would be the employer’s responsibility\u003C\u002Fp>\n\n\u003Cp>•where performing the work tasks requires that a trailer must be towed.\u003C\u002Fp>\n\n\u003Ch4>3.International per diems\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Per diems for international travel required by work duties shall be paid\nin accordance with the decision of the Finnish Tax Administration.\u003C\u002Fp>\n\n\u003Cp>2.If a senior salaried employee enjoys free meals during a travel day or\nfree meals are included in the price of a travel ticket or a hotel room, a per\ndiem deducted by 50% shall be paid. In this context, free meals mean two free\nmeals.\u003C\u002Fp>\n\n\u003Cp>3.Per diems for trips lasting less than 24 hours shall be paid as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>\u003Cstrong>The last full 24-hour period of international\n travel is exceeded by\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>\u003Cstrong>The rate to be paid\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>more than two hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>50% of the international per diem rate\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003Cp>more than ten hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003Cp>100% of the international per diem rate\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"371\">\u003Cp>*The per diem rate shall be determined on\n the basis of the international per diem rate that is paid for the last\n full 24-hour period of international travel\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable>\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"185\">\u003C\u002Ftd>\n \u003Ctd width=\"186\">\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4.Where the total time of international work-related travel is less than 24\nhours but at least 10 hours, a senior salaried employee shall be paid the full\nper diem rate applicable to the country in question.\u003C\u002Fp>\n\n\u003Cp>5.Should there be any significant change in exchange rates due to\ndevaluation, revaluation or other currency arrangement, any subsequent changes\nin per diems and travel allowances shall be agreed between the federations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 3\u003C\u002Fh2>\n\n\u003Cp>Appendix, not part of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TELECOMMUTING INSTRUCTIONS\u003C\u002Fh3>\n\n\u003Ch4>Purpose of the instructions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Technology Industry Employers of Finland and Federation of Professional\nManagerial Staff (YTN) have drafted these instructions with the objective of\ncreating a framework for telecommuting as a part of modern working life.\u003C\u002Fp>\n\n\u003Cp>The federations encourage companies to implement modern,\nproductivity-improving work time patterns. These systems include working time\narrangements that enable remote work, for example.\u003C\u002Fp>\n\n\u003Cp>Telecommuting offers opportunities for improving productivity at work and\nthe quality of working life, balancing work and family life, promoting work\nability, increasing flexibility regarding the location of workplaces and homes\nand reducing commuting expenses and time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Definition of telecommuting\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In this context, telecommuting refers to work performed outside the actual\nplace of work agreed in the employment contract. Senior salaried employees can\nwork remotely from locations such as their homes, during travel related to\nbusiness or training or from other mutually agreed locations.\u003C\u002Fp>\n\n\u003Cp>Telecommuting shall take place within the limits of applicable legislation,\nthe collective agreement and corporate regulations. The workload and objectives\nof telecommuters are the same as those of senior salaried employees carrying\nout similar tasks on the employer’s premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Enabling telecommuting\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the enterprise’s senior salaried employees have the opportunity to work\nremotely, the general telecommuting principles and practices should be\ndiscussed with the employees’ representative. The discussion may cover, for\nexample, matters related to working time arrangements, work methods and\ncommunication.\u003C\u002Fp>\n\n\u003Cp>The telecommuting instructions and practices to be complied with are\nexplained to senior salaried employees who work remotely. If a senior salaried\nemployee works remotely on a regular basis, it would be advisable to conclude a\nwritten telecommuting contract. In this case, the agreement should state the\nduties performed remotely, the terms and conditions of remote work and the\nduration of remote work. The agreement may be valid for a fixed period or until\nfurther notice. The telecommuting agreement is also used to agree on the period\nof notice for the suspension of remote work by the employer or the employee. If\nremote work is suspended, the senior salaried employee returns to their actual\nplace of work, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Other things to consider regarding telecommuting\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Large-scale telecommuting may impact the functioning of the work community.\nThe federations recommend that, in the case of remote work, measures be taken\nto ensure adequate flow of information and to prevent remote workers from\nbecoming isolated from the rest of the company’s work community. In addition\nto normal communication by the company, such measures may include, for example,\nregular team meetings and active use of online collaboration platforms.\u003C\u002Fp>\n\n\u003Cp>It is recommended that working time monitoring be arranged in such a way\nthat the same monitoring system is used for both remote work and all other\nsenior salaried employees in the company. While taking into account the\nprevailing circumstances, the employer should strive to ensure that remote\nworkers and other senior salaried employees are also otherwise treated\nequally.\u003C\u002Fp>\n\n\u003Cp>Other factors to be assessed regarding telecommuting may include, for\nexample, issues related to the purchase of equipment and tools used in remote\nwork and the insurance cover of telecommuters in case of accidents. If the\nemployer, at its discretion, pays for such benefits concerning telecommuters,\nthe tax treatment of these benefits, among other things, should be clarified in\nadvance.\u003C\u002Fp>\n\n\u003Cp>The occupational healthcare plan should also cover occupational health and\nsafety hazards and problems related specifically to telecommuting and the\nenvironment where remote work takes place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>PROTOCOL FOR INCREASING PRACTICAL TRAINING OPPORTUNITIES RELATING TO\nPROFESSIONAL EDUCATION\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that attention should be paid to the future availability\nof workforce in the consulting sector. As an integral part of the degree,\nstudies include internships in workplaces, with such internships designed to\nfamiliarise students with the work duties and workplaces within the sector and\nto give employers an opportunity to secure access to competent staff in the\nfuture.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.EDUCATIONAL INTERNSHIPS\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Interns refer to persons who study and work in between semesters or who\nalongside their studies acquire professional experience required by the\ndegree.\u003C\u002Fp>\n\n\u003Cp>The parties recognise that interns on internships required by their\neducation or interns who are acquiring professional experience are no\nsubstitute for companies’ staff. Internships are also not intended to affect\nthe employment relationships of the staff employed by a company. It is\nnecessary to confirm these aspects locally between the employer and the shop\nsteward or, in the absence of a shop steward, between the employer and salaried\nemployees either before arranging internships or when the human resources and\ntraining plan pursuant to the Finnish Act on Co-operation within Undertakings\nis being reviewed.\u003C\u002Fp>\n\n\u003Cp>The parties also concur that the provisions of the Finnish Employment\nContracts Act concerning any reduction of workforce or the obligation to offer\nadditional work or re-employment do not preclude offering of the aforesaid\ninternships if the aforementioned local procedure has been followed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.AGREEMENT VALIDITY\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement shall enter into force on 3 January 2022 and it shall remain\nin force until further notice subject to a six-month notice period for\ntermination. Notice of termination shall be given in writing, and the notice\nperiod shall be calculated from the date on which the other party receives the\nnotice.\u003C\u002Fp>\n\n\u003Cp>Helsinki, 3 January 2022\u003C\u002Fp>\n\n\u003Cp>TECHNOLOGY INDUSTRY EMPLOYERS OF FINLAND\u003C\u002Fp>\n\n\u003Cp>Jarkko Ruohoniemi\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>Anne\nSomer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF PROFESSIONAL AND MANAGERIAL STAFF (YTN) \u003C\u002Fp>\n\n\u003Cp>Teemu Hankamaki\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>Tuula\nAaltola\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 5\u003C\u002Fh2>\n\n\u003Ch3>MINUTES ON WORKING TIME BANKS\u003C\u002Fh3>\n\n\u003Ch4>1.Definition and purpose\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Working time bank shall mean an arrangement for combining work and time off\nadopted in a company or at a workplace, involving an agreement to save, use or\ncombine various elements in the long term.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A working time bank agreement shall supplant the time and other limitations\ngoverning the granting of the agreed elements of a working time bank, unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>The purpose of a working time bank is to support the productivity and\ncompetitiveness of companies and consideration of senior salaried employees’\nindividual needs regarding working time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Adoption of a working hours bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The adoption and details of a working time bank system shall be agreed\nbetween the employer and the shop steward in writing. The agreement on the\nadoption of a working time bank shall specify at least\u003C\u002Fp>\n\n\u003Cp>1.individuals covered by the agreement,\u003C\u002Fp>\n\n\u003Cp>2.elements comprising the working time bank,\u003C\u002Fp>\n\n\u003Cp>3.maximum regular daily and weekly working hours,\u003C\u002Fp>\n\n\u003Cp>4.the limits for saving and using a working time balance within which\nregular working hours may vary over a longer period of time,\u003C\u002Fp>\n\n\u003Cp>5.length of the averaging period for working hours,\u003C\u002Fp>\n\n\u003Cp>6 the impact of incapacity for work on the use of working time bank\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Instructions for application:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The recommended elements to be included are elements that are compatible\nwith the collective agreement and the Working Time Act or elements related to\ntime off that are compatible with the collective agreement and the Annual\nHolidays Act, with agreement on such elements enabling effective fulfilment of\nthe purpose of the working time bank.\u003C\u002Fp>\n\n\u003Cp>Such elements include, among others, regular working hours, other elements\nof the Working Time Act, leaves to reduce working time, saved leaves\n(carried-over holidays) annual holidays, time off in exchange of holiday bonus\nor part thereof, as well as incentives, bonuses or profit commissions.\u003C\u002Fp>\n\n\u003Cp>The agreement shall also include the principles governing the organisation\nof regular daily and\u002For weekly working time, and the notification and other\nprocedures related to the scheduling of working time.\u003C\u002Fp>\n\n\u003Cp>The time of granting leave for a working day or longer period shall be\nagreed between the employer and employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Use of a working time bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The saving and spending limits of a working time bank may be agreed freely.\nAverage regular weekly working hours may nevertheless not exceed the limits\nprescribed in the Working Time Act when agreeing on an averaging period\nexceeding one year.\u003C\u002Fp>\n\n\u003Cp>Leaves granted as whole working days shall be counted as time equivalent to\ntime at work when reckoning the length of annual holiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Termination of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Balances in the working time bank shall be evened out to a +\u002F- 0 balance\nbefore employment ends. However, any time or monetary balance remaining in the\nworking time bank at the end of employment shall be paid in connection with the\nfinal salary payment as agreed locally. All outstanding time and monetary\nbalances shall be withheld from the final salary payment.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entry in the minutes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>No negative working time bank balance that is owed at the time of\nterminating employment shall be withheld from the final salary payment if the\nemployment contract of an employee has been terminated for reasons due to the\nemployer and the employee has been discharged from further work duties for the\nentire notice period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Termination of the working time bank agreement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The notice period for termination of a working time bank agreement shall be\nsix months, unless otherwise agreed locally. Working time balances shall be\nevened out to a +\u002F- 0 balance during the notice period. Any outstanding time or\nmonetary balance that has not been evened out to a +\u002F- 0 balance during the\nnotice period shall be paid or reclaimed in the same manner as at the end of\nemployment unless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Technology Industry Employers of Finland\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Etelaranta 10, 00130 HELSINKI \u003C\u002Fp>\n\n\u003Cp>PL 10, 00131 HELSINKI \u003C\u002Fp>\n\n\u003Cp>www.teknologiatyonantajat.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Federation of Professional and Managerial Staff (YTN)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ratavartijankatu 2, 00520 HELSINKI \u003C\u002Fp>\n\n\u003Cp>www.ytn.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>978-952-238-281-8 • pdf: 978-952-238-289-4\u003C\u002Fp>\n\n\u003Cp>Helsinki 2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"hourspday":42,"hourspweek":46,"bankholidays1":48,"MAXHOURS_trigger":52,"sicknessmaxdays":55,"maxsicknesspayperc":58,"paidmaternityleave":62,"paidpaternityleave":65,"paidmaternityleaveduration":69,"childcareleave":73,"deathrelatives":76,"healthandsafetypolicy":78,"TRAINING_trigger":82},{"bindId":43,"name":44,"text":45},"hourspday","Regular working hours shall not exceed 7","Regular working hours shall not exceed 7.5 hours per day or 37.5 hours per\nweek, unless otherwise agreed locally.",{"bindId":47,"name":44,"text":45},"hourspweek",{"bindId":49,"name":50,"text":51},"bankholidays1","7.2 Regular working time during weeks th","7.2 Regular working time during weeks that include a midweek public\nholiday",{"bindId":53,"name":54,"text":54},"MAXHOURS_trigger","8.1 Additional work",{"bindId":56,"name":57,"text":57},"sicknessmaxdays","3 months",{"bindId":59,"name":60,"text":61},"maxsicknesspayperc","50% of salary pursuant to chapter 2, sec","50% of salary pursuant to chapter 2, section 11 of the Employment\n Contracts Act",{"bindId":63,"name":64,"text":64},"paidmaternityleave","14. Family leaves",{"bindId":66,"name":67,"text":68},"paidpaternityleave","3.With respect to the paternity leave of","3.With respect to the paternity leave of 18 weekdays under the Health\nInsurance Act, a senior salaried employee shall be paid a salary for regular\nworking hours, including benefits in kind, for one paternity leave period of up\nto six weekdays. The payment of paternity leave salary shall follow the same\nconditions and other rules as payment of maternity leave salary. Adoptive\nfathers shall also be entitled to paid paternity leave.",{"bindId":70,"name":71,"text":72},"paidmaternityleaveduration","2.For maternity leave, the full salary f","2.For maternity leave, the full salary for a period of three months shall be\npaid, provided that the senior salaried employee otherwise would be entitled to\nreceive salary for a corresponding period and the employment relationship of\nthe senior salaried employee has lasted without interruption for at least six\nmonths preceding the birth of the child.",{"bindId":74,"name":75,"text":75},"childcareleave","16. Short temporary leave of absence",{"bindId":77,"name":75,"text":75},"deathrelatives",{"bindId":79,"name":80,"text":81},"healthandsafetypolicy","22.3 Occupational safety and health coop","22.3 Occupational safety and health cooperation and occupational safety and\nhealth representative",{"bindId":83,"name":84,"text":85},"TRAINING_trigger","PROTOCOL FOR INCREASING PRACTICAL TRAINI","PROTOCOL FOR INCREASING PRACTICAL TRAINING OPPORTUNITIES RELATING TO\nPROFESSIONAL EDUCATION","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>FIN Technology Industry Employers of Finland - 2022\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2022-01-03\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2023-11-30\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nimeä toimiala: → Rakentaminen, Teollisuus\n \u003C\u002Fdiv>\n\n \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: → Teknologiateollisuus\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 \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maksimi sairauspäiväraha (6 kuukaudelta): → 50 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maksimimäärä palkallisia sairauspoissaoloja: → 90 päivää\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Ehdot pitkäaikaussairauden jälkeisessä työhön palaamisessa, esim. syövän hoito: → Ei\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Palkallinen kuukautisvapaa: → Ei\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Palkka työtapaturman aiheuttaman vamman sattuessa: → Ei\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">TERVEYS, TURVALLISUUS JA TYÖTERVEYDENHUOLTO\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Työterveydenhuollosta sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → No clear provision\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Hautausapu: → Ei\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">TYÖ JA PERHE JÄRJESTELYT\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Palkallinen äitiysloma: → 13 viikkoa\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Palkallinen äitiysloma rajoittuu 100 % perustulosta\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → \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: → No provision päivää\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Palkallinen vanhemmainvapaa: → 6 päivää\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Vapaan määrä päivinä läheisen kuollessa: → No provision päivää\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \n \n\n \n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">TYÖAJAT, AIKATAULUT JA LOMAT\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Työaika päivässä: → 7.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Tyäaika viikossa: → 37.5\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Maksimi ylityötunnit: → 2.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Palkallinen vuosiloma: → -10.0 päivää\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Palkallinen vuosiloma: → -10.0 viikkoa\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Palkalliset pyhäpäivät: → Uudenvuodenpäivä, Midsummer Day - second day \u002F St. John's Day \u002F Day of Dew (24th June), Joulupäivä, Jouluaatto, Helatorstai, Easter Monday \u002F Sham el-Nessim \u002F lundi de Pâques (day after Easter), 2. joulupäivä or tapaninpäivä\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Ei\u003C\u002Fdiv>\n\n \n \n \n \n \n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Ei\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[91],{"title":35,"slug":31},[93],{"type":94,"data":95},"call_to_action_body_block",{"title":96,"description":97,"variant":98,"link":99},"Vertailu työehtosopimuksia","Vertaile suomalaisten työehtosopimusten pykäliä sektoreittain, aiheittain ja maittain","dark",{"title":96,"url":100,"description":96,"rel":101,"type":102},"\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fvertailu-tyoehtosopimuksia","follow","internal",[104],{"type":94,"data":105},{"title":96,"description":97,"variant":98,"link":106},{"title":96,"url":100,"description":96,"rel":101,"type":102},[],{"title":15,"seo_title":109,"description":7,"path":110,"redirect_url":7,"locale":16,"children":111},"WageIndicator Suomi: palkat, minimipalkka, oikeudet","\u002Ffi-fi",[112,193,222],{"title":18,"seo_title":113,"description":7,"path":114,"redirect_url":7,"locale":16,"children":115},"Työ Suomessa: palkat, minimipalkka ja työehdot","\u002Ffi-fi\u002Ftyoskentele-suomessa",[116,120,124,140,189],{"title":117,"seo_title":8,"description":7,"path":118,"redirect_url":7,"locale":16,"children":119},"Minimipalkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fminimipalkka",[],{"title":121,"seo_title":8,"description":7,"path":122,"redirect_url":7,"locale":16,"children":123},"Toimeentulon turvaavat palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftoimeentulon-turvaavat-palkat",[],{"title":125,"seo_title":8,"description":7,"path":126,"redirect_url":7,"locale":16,"children":127},"Palkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka",[128,132,136],{"title":129,"seo_title":8,"description":7,"path":130,"redirect_url":7,"locale":16,"children":131},"Palkkatarkistus","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Ftarkista",[],{"title":133,"seo_title":8,"description":7,"path":134,"redirect_url":7,"locale":16,"children":135},"Palkkakysely","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fkysely",[],{"title":137,"seo_title":8,"description":7,"path":138,"redirect_url":7,"locale":16,"children":139},"VIP-palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fvip",[],{"title":141,"seo_title":142,"description":7,"path":143,"redirect_url":7,"locale":16,"children":144},"Työoikeus","Työlainsäädäntö Suomessa: sopimukset ja 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