[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fgolf-alan-tyoehtosopimus-2022-2024":3,"menu:\u002Ffi-fi:":142,"sites:htmlblocks":307,"subsites":1506,"cite-subsites":5071,"footer:root":5548,"suggested:root":5646,"cite-footer:root":5650},{"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":122,"content_type_view":123,"extra_breadcrumbs":124,"body":126,"body_blocks":137,"related_pages":141},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":120,"translations":121},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"golf-alan-tyoehtosopimus-2022-2024","0a836140-606b-11ef-827d-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Fgolf-alan-tyoehtosopimus-2022-2024\u002Fgolf-alan-tyoehtosopimus-2022-2024\u002F","Golf-alan työehtosopimus 2022-2024","FIN PALTA Service Industry Employers - 2022","Finland - FIN PALTA Service Industry Employers - 2022","FIN PALTA Service Industry Employers - 2022 - Viihde, kulttuuri- ja urheilutoiminta",{"name":39,"data":40},"Golf-alan työehtosopimus 2022-2024.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>New19\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>Golf-alan työehtosopimus \u003C\u002Fh1>\n\n\u003Ch1>10.3.2022 – 31.1.2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPalvelualojen työnantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Palvelualojen ammattiliitto PAM ry\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nGOLF-ALAN TYÖEHTOSOPIMUS ALLEKIRJOITUSPÖYTÄKIRJA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAika: 20.4.2022\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7.3.2022 saavutettiin golf-alan työehtosopimusta koskeva neuvottelutulos, joka\nhyväksyttiin neuvotteluosapuolten hallinnoissa niitä sitovaksi\ntyöehtosopimukseksi 10.3.2022.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Sopimuskausi\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimuksen sopimuskausi on 10.3.2022 - 31.1.2024. Mikäli osapuolet\neivät kuitenkaan pääse sopimukseen vuoden 2023 palkankorotuksista 15.12.2022\nmennessä, voidaan sopimus irtisanoa päättymään 31.1.2023.\u003C\u002Fp>\n\n\u003Cp>Sopimus jatkuu 31.1.2024 jälkeen vuoden kerrallaan, ellei työehtosopimusta\nviimeistään kuukautta ennen sopimuskauden päättymistä ole kummaltakaan\npuolelta irtisanottu.\u003C\u002Fp>\n\n\u003Cp>Irtisanomisen yhteydessä on jätettävä kirjallisesti yksilöidyt\nmuutosesitykset. Muutoin irtisanominen on mitätön.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Palkantarkistukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.1.Palkantarkistukset 2022\u003C\u002Fp>\n\n\u003Cp>Palkkoja korotetaan 1.5.2022 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta 2,0 %.\u003C\u002Fp>\n\n\u003Cp>Taulukkopalkkoja korotetaan 1.5.2022 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta 2,0 %.\u003C\u002Fp>\n\n\u003Cp>Luottamusmiehen ja työsuojeluvaltuutetun korvauksia korotetaan 1.5.2022\nlukien 2 %.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.2.Palkantarkistukset 2023\u003C\u002Fp>\n\n\u003Cp>Työehtosopimusosapuolet neuvottelevat 15.12.2022 mennessä toisen vuoden\npalkkaratkaisusta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mikäli toisen vuoden palkkaratkaisusta ei päästä yksimielisyyteen, voi\nkumpikin sopimusosapuoli irtisanoa tämän sopimuksen päättymään 31.1.2023.\nIrtisanomista koskeva ilmoitus on toimitettava kirjallisesti viimeistään\n31.12.2022 toiselle sopijaosapuolelle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Tekstimuutokset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.1.Työaikamääräykset 7–12 §\u003C\u002Fp>\n\n\u003Cp>Työehtosopimuksen työaikamääräykset (7–12 §) on selkeytetty\ntyöryhmän työn mukaisesti ja ne on mainittu 7.3.2022 tehdyn\nneuvottelutuloksen liitteessä.\u003C\u002Fp>\n\n\u003Cp>Liitot toteavat, että työaikamääräysten selkeyttämisellä ei ole\nmuutettu niiden sisältöjä ja tulkintoja ja että epäselvissä tilanteissa\ntulkinnat ratkaistaan 30.4.2020 – 31.1.2022 voimassa olleen\ntyöehtosopimuksen tekstien pohjalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.2.Tekniset pykäläviittaukset\u003C\u002Fp>\n\n\u003Cp>Työehtosopimuksen 6 §:n 6. kohta\u003C\u002Fp>\n\n\u003Cp>Tuntipalkanjakaja on luku 161 käytettäessä työaikalain 7 §:n mukaista\njaksotyöaikaa. Tuntipalkanjakaja on luku 172 käytettäessä työaikalain 5\n§:n mukaista yleistyöaikaa ja viikkotyöajan ollessa 40 tuntia.\u003C\u002Fp>\n\n\u003Cp>Työehtosopimuksen 6 §:n 7. kohta\u003C\u002Fp>\n\n\u003Cp>Tämän työehtosopimuksen 10 §:ssä mainittu korotettu palkka on\nsuoritettava viimeistään kuukauden kuluessa asianomaisen työaikajakson\npäättymisestä lukien. Tasoittumisjaksoa käytettäessä maksamisesta voidaan\nsopia toisin.\u003C\u002Fp>\n\n\u003Cp>Vaatimus saamatta jääneestä korvauksesta on tehtävä laissa\nsäädetyssä ajassa.\u003C\u002Fp>\n\n\u003Cp>Työehtosopimuksen 17 §:n 5. kohta\u003C\u002Fp>\n\n\u003Cp>Asevelvollisen työntekijän osallistuminen asevelvollisten tai\nvapaaehtoisen asepalveluksen kutsuntatilaisuuteen ei aiheuta hänen ansionsa\nalentamista. Kutsuntaan liittyvän lääkärintarkastuksen aiheuttaman\npoissaolon osalta noudatetaan, mitä työntekijän oman sairauden toteamiseksi\nvälttämättömästä lääkärintarkastuksesta 16 §:ssä on todettu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Perhevapaauudistus -työryhmä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLiitot selvittävät 31.5.2022 mennessä perhevapaauudistuksen vaikutuksia\ntyöehtosopimukseen. Työryhmä seuraa perhevapaauudistuksen etenemistä ja\narvioi yhdessä uudistuksesta mahdollisesti aiheutuvia muutostarpeita\ntyöehtojen kehittämisessä kustannusneutraalilla tavalla niin että\npalkallisten päivien lukumäärä säilyy uudistusta edeltäneellä\ntasolla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPALVELUALOJEN TYÖNANTAJAT PALTA RY\u003C\u002Fp>\n\n\u003Cp>Tuomas Aarto\u003C\u002Fp>\n\n\u003Cp>Minna Ääri\u003C\u002Fp>\n\n\u003Cp>PALVELUALOJEN AMMATTILIITTO PAM RY\u003C\u002Fp>\n\n\u003Cp>Markku Saikkonen\u003C\u002Fp>\n\n\u003Cp>Marianne Friman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nGOLF-ALAN TYÖEHTOSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1§ Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tätä sopimusta noudatetaan golf-alalla toimivien yritysten palveluksessa\noleviin toimihenkilöihin ja työntekijöihin (myöh. työntekijä).\u003C\u002Fp>\n\n\u003Cp>Sopimusta sovelletaan myös muuhun kuin golf-alan pääasialliseen\ntoimin-taan silloin, kun on kysymys tätä toimintaa täydentävästä tai\ntukevasta epäitsenäisestä toiminnasta.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup4\">\u003Cp>2.Sopimus ei koske yrityksen johtoon kuuluvia kuten esim. toimitus- ja\ntoimin-nanjohtajia, jotka edustavat työnantajaa tämän sopimuksen alaisten\ntyönte-kijöiden työ- ja palkkaehtoja määrättäessä, ellei toisin ole\nsovittu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Johtavassa asemassa olevien kenttämestareiden kanssa, jotka toimivat\ntyönjohtajina ja esimiesasemassa, voidaan sopia työaikalain 38 §:n\nmukai-sesti erillisestä kuukausikorvauksesta, joka sisältää lisä-, yli- ja\nsunnuntai-työkorvaukset.\u003C\u002Fp>\n\n\u003Cp>Sopimus ei koske työsuhteita, mitkä kalenterivuoden aikana yhdessä tai\nuseammassa erässä ovat kestäneet alle 150 työtuntia eikä alle 16-vuotiai-\nden tilapäisiä työsuhteita, ellei toisin ole sovittu. Määräaikaisen\ntyösuhteen kestettyä yhdessä tai useammassa jaksossa yli 150 tuntia\nsopimusta sovel-letaan seuraavan palkanmaksujakson alusta lukien, ellei ole\nsovittu sen soveltamisesta työsuhteen alusta lukien.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2§ Työn johto, jakaminen ja järjestäytymisoikeus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantajalla on oikeus johtaa ja jakaa työtä sekä ottaa toimeen ja\nsiitä erottaa työntekijöitä riippumatta siitä, ovatko nämä\njärjestäytyneitä vai eivät.\u003C\u002Fp>\n\n\u003Cp>2.Järjestäytymisoikeus on molemmin puolin loukkaamaton.\u003C\u002Fp>\n\n\u003Cp>3.Tämän sopimuksen osana noudatetaan seuraavia sopimuksia:\u003C\u002Fp>\n\n\u003Cp>-Yleissopimus (LTK-SAK) 15.11.1990\u003C\u002Fp>\n\n\u003Cp>-Luottamusmiessopimus (PT-SAK) 29.9.1995\u003C\u002Fp>\n\n\u003Cp>-Hyvityssakkoja koskeva pöytäkirja (LTK-SAK) 26.1.1988\u003C\u002Fp>\n\n\u003Cp>-Sopimus ammattiyhdistysjäsenmaksujen perinnästä (LTK-SAK) 3.4.1989\u003C\u002Fp>\n\n\u003Cp>-Koulutussopimus (liite 2)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3 § Työsuhteen alkaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsopimus tehdään kirjallisesti toisen osapuolen niin vaatiessa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Työntekijälle on annettava työsopimuslain 2:4 §:n mukainen kirjallinen\nselvitys työsuhteen ehdoista, jolleivat ne käy ilmi kirjallisesta\ntyösopimuksesta. Työehtosopimusosapuolet suosittelevat liitteenä olevan\nmallin mukaista kirjallista työsopimusta.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>3.Koeajasta on sovittava työsopimuksessa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Koeaika määräytyy kulloinkin voimassa olevan työsopimuslain mukaan.\u003C\u002Fp>\n\n\u003Cp>5.Koeaikana voidaan työsopimus molemmin puolin purkaa irtisanomisaikaa\nnoudattamatta.\u003C\u002Fp>\n\n\u003Cp>6.Työntekijän palatessa kohtuullisessa ajassa aikaisemman työnantajan\npalvelukseen ja entisen kaltaiseen työhön koeaikaa ei sovelleta, ellei siihen\nole erityistä syytä. (esim. edellisen työsuhteen lyhytaikaisuus)\u003C\u002Fp>\n\n\u003Cp>7.Työnantaja tai tämän edustaja selvittää työhön tulevalle uudelle\ntyöntekijälle lyhyesti alan järjestö- ja neuvottelusuhteet ja ilmoittaa,\nkuka toimii työpaikan työntekijäin luottamusmiehenä ja missä luottamusmies\non tavattavissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4 § Työsuhteen päättyminen ja lomautus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIrtisanomisaika\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>1. Jollei muusta ole sovittu on työnantajan irtisanoessaan toistaiseksi\nvoimassa olevan työsopimuksen noudatettava seuraavia työsuhteen kestoajasta\nriippuvia irtisanomisaikoja:\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"291\" valign=\"top\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Työsuhteen\n        jatkuttua\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.1pt\">\n      \u003Ctd width=\"291\" valign=\"bottom\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:21.1pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">enintään\n        vuoden\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:21.1pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">14\n        päivää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"291\" valign=\"top\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">yli vuoden\n        - enintään 4 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1\n        kuukausi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"291\" valign=\"bottom\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">yli 4 -\n        enintään 8 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2\n        kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"291\" valign=\"bottom\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">yli 8 -\n        enintään 12 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">4\n        kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.65pt\">\n      \u003Ctd width=\"291\" valign=\"top\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:26.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">yli 12\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:26.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">6\n        kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.7pt\">\n      \u003Ctd width=\"457\" colspan=\"2\" style=\"width:342.95pt;padding:0cm .5pt 0cm .5pt;   height:31.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2. Jollei muusta ole\n        sovittu on työntekijän irtisanomisaika:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"291\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Työsuhteen\n        jatkuttua\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:22.3pt\">\n      \u003Ctd width=\"291\" valign=\"bottom\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:22.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">enintään\n        5 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:22.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">14\n        päivää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"291\" valign=\"bottom\" style=\"width:218.4pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:18.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">yli 5\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1\n        kuukausi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Työnantajan, joka ei noudata irtisanomisaikaa, on maksettava\ntyöntekijälle noudattamatta jätetyltä irtisanomisajalta täysi palkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Työntekijän, joka ei noudata irtisanomisaikaa, on korvattava\ntyönantajalle noudattamatta jätetyn irtisanomisajan palkkaa vastaava\nmäärä, jonka työn-antaja saa pidättää työntekijälle maksettavasta\nlopputilistä ottaen huomioon työsopimuslain 2 luvun 17 §:n määräykset.\u003C\u002Fp>\n\n\u003Cp>5.Jos määräaikaiseen työsuhteeseen otettu työntekijä jättää\ntyönsä ennen so-vitun työkauden päättymistä, tulee hänen korvata\ntyönantajalle täten aiheut-tamansa vahinko, kuitenkin enintään kahden\nviikon palkka tai jos laimin-lyödyn työkauden osa on tätä lyhempi, sen\npalkkaa vastaava määrä.\u003C\u002Fp>\n\n\u003Cp>Työnantajan päätettyä määräaikaiseen työsuhteeseen otetun\ntyöntekijän työsuhteen ennen sovitun työkauden päättymistä määräytyy\ntyönantajan va-hingonkorvausvelvollisuus työsopimuslain mukaan.\u003C\u002Fp>\n\n\u003Cp>6.Mitä on todettu irtisanomisesta, ei sovelleta tapauksissa, joissa\ntyösuhde voidaan lain tai tämän sopimuksen mukaan purkaa tai muutoin\nlopettaa irti-sanomisaikaa noudattamatta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLomautus\u003C\u002Fp>\n\n\u003Cp>7.Toistaiseksi voimassa olevaan työsuhteeseen otettu työntekijä voidaan\nlo-mauttaa 14 päivän lomautusilmoitusaikaa noudattaen, ellei paikallisesti 24\n§:n mukaisesti ole sovittu lyhyemmästä ajasta.\u003C\u002Fp>\n\n\u003Cp>8.Työnantajan todetessa lomautustarpeen neuvotellaan työpaikan\nluottamus-miehen ja työnantajan välillä lomautettavista\ntyöntekijöistä.\u003C\u002Fp>\n\n\u003Cp>9.Lomautuksen ennakkoilmoituksen ja lomautusilmoituksen osalta noudate-taan\ntyösopimuslain mukaista menettelyä.\u003C\u002Fp>\n\n\u003Cp>10.Lomautus voidaan keskeyttää määräajaksi, jos työnantaja ja\ntyöntekijä näin keskenään sopivat. Keskeytyksen jälkeen lomautus jatkuu\nilman uutta lomautusilmoitusaikaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5§ Palkkaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöntekijän palkka määräytyy oheisen palkkaliitteen (liite 1)\nmukaisesti.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Työvuoroluetteloon merkityiltä työvuoroilta, jotka sijoittuvat klo 23:00\n– 05:00 väliselle ajalle, maksetaan yötyölisää, jonka suuruus sovitaan\npaikallisesti.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6§ Palkanmaksu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Palkka maksetaan kerran kuukaudessa, ellei toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjanmerkintä:\u003C\u002Fp>\n\n\u003Cp>Työnantaja ilmoittaa palkanmaksuajan muuttumisesta hyvissä ajoin, mutta\nkuitenkin viimeistään 2 kuukautta ennen maksupäivän vaihtumista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Palkka on maksettava viimeistään työsuhteen päättymistä seuraavana\npäivänä. Ellei tämä palkkahallinnollisista syitä ole mahdollista, on\npalkka maksettava viimeistään 10. kalenteripäivänä työsuhteen\npäättymisestä.\u003C\u002Fp>\n\n\u003Cp>3.Tämän sopimuksen voimaan tullessa noudatettua palkanmaksukäytäntöä\nvoidaan jatkaa.\u003C\u002Fp>\n\n\u003Cp>4.Palkanmaksun yhteydessä työntekijän tulee saada laskelma siitä, mistä\neristä palkka muodostuu sekä miltä ajanjaksolta se maksetaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Laskelmasta tulee ilmetä säännöllisen työajan palkka, eri lisät,\nsunnuntai-, ylityö- sekä mahdolliset muut korvaukset.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Työsuhteen alkaessa tai päättyessä kesken kalenterikuukautta lasketaan\npäiväpalkka jakamalla työntekijän kuukausipalkka luvulla 21.5.\u003C\u002Fp>\n\n\u003Cp>6.Tuntipalkanjakaja on luku 161 käytettäessä työaikalain 7 §:n mukaista\njaksotyöaikaa. Tuntipalkanjakaja on luku 172 käytettäessä työaikalain 5\n§:n mukaista yleistyöaikaa ja viikkotyöajan ollessa 40 tuntia.\u003C\u002Fp>\n\n\u003Cp>7.Tämän työehtosopimuksen 10 §:ssä mainittu korotettu palkka on\nsuoritettava viimeistään kuukauden kuluessa asianomaisen työaikajakson\npäättymisestä lukien. Tasoittumisjaksoa käytettäessä maksamisesta voidaan\nsopia toisin.\u003C\u002Fp>\n\n\u003Cp>Vaatimus saamatta jääneestä korvauksesta on tehtävä laissa\nsäädetyssä ajassa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7 § Työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSäännöllinen työaika golf-alalla määräytyy joko\u003C\u002Fp>\n\n\u003Cp>•työaikalain 5 §:n (ns. yleistyöaika) mukaisesti tai\u003C\u002Fp>\n\n\u003Cp>•työaikalain 7 §:n (jaksotyöaika) ja tämän työehtosopimuksen 7 §\nmääräysten mukaisesti.\u003C\u002Fp>\n\n\u003Cp>Työajan enimmäismäärän tarkastelujakso on enintään 12 kuukautta\nmolemmissa työaikamuodoissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSäännöllinen työaika jaksotyössä\u003C\u002Fp>\n\n\u003Cp>Jaksotyön säännöllinen työaika voidaan järjestää joko\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•yhden viikon jaksossa, jolloin viikon työaika voi olla enintään 37,5\ntuntia,\u003C\u002Fp>\n\n\u003Cp>•kahden viikon jaksossa, jolloin kahden viikon työaika voi olla\nenintään 75 tuntia,\u003C\u002Fp>\n\n\u003Cp>•kolmen viikon jaksossa, jolloin kolmen viikon työaika voi olla\nenintään 112,5 tuntia tai\u003C\u002Fp>\n\n\u003Cp>•keskimääräisesti järjestettynä jaksotyönä, jolloin työajan tulee\ntasoittua enin-tään 52 viikossa työntekijän säännölliseen työaikaan,\njoka voi olla\u003C\u002Fp>\n\n\u003Cp>- enintään 37,5\u002Fvko\u003C\u002Fp>\n\n\u003Cp>- enintään 75 tuntia\u002F 2 viikkoa tai\u003C\u002Fp>\n\n\u003Cp>- enintään 112,5 tuntia\u002F 3 viikkoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöajan sijoittelun rajat jaksotyössä\u003C\u002Fp>\n\n\u003Cp>Työviikko on keskimäärin enintään viisipäiväinen.\u003C\u002Fp>\n\n\u003Cp>Työviikko alkaa maanantaina kello 00.00, ellei toisin ole sovittu.\u003C\u002Fp>\n\n\u003Cp>Päivittäinen säännöllinen työaika on 4-12 tuntia, ellei työntekijän\nkanssa poik-keavasti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Pysyvistä poikkeuksista neuvotellaan luottamusmiehen kanssa.\u003C\u002Fp>\n\n\u003Cp>Mikäli varsinaisen työajan määrittely on käytännössä vaikeata esim.\npäivittäisen työajan jakautuessa useaan osaan, niin työnantaja ja\ntyöntekijä voivat sopia etukäteen kertakorvauksesta ja päivän työajan\npituudesta. Jos työajasta ei ole sovittu, se voi olla enintään 8 tuntia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Kertakorvauksesta sopimisen ei tule johtaa siihen, että todellisesta\ntyöajasta maksettu palkka alittaa sovitun taulukkopalkan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyövuoroluettelon laatiminen jaksotyössä\u003C\u002Fp>\n\n\u003Cp>Työvuoroluetteloon on merkittävä työvuorojen alkamis- ja päättymisajat\nmahdollisimman tarkasti.\u003C\u002Fp>\n\n\u003Cp>Kutakin työaikajaksoa koskeva työvuoroluettelo on laadittava etukäteen ja\non asetettava ilmoitustaululle tai muuhun vastaavaan paikkaan nähtäville\nvähintään viikkoa ennen sen alkamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Työaikajaksolla tarkoitetaan yhtä, kahta tai kolmea viikkoa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantajan ja työntekijän kesken voidaan sopia siirrettäväksi työtunteja\nsekä viikon toinen vapaapäivä (ei viikkolepo) myöhemmillä jaksoilla\nannettavaksi ilman, että niillä on tällöin vaikutusta lisä- tai ylitöiden\nmäärään.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Siirretyt tunnit ja vapaapäivät on annettava viimeistään 12 viikon\nkuluessa ko. työaikajakson alkamisesta lukien sekä niiden teettämisestä on\npidettävä erillistä luetteloa. Tätä määräystä ei voi soveltaa\ntasoittumisjärjestelmää käytettäessä.\u003C\u002Fp>\n\n\u003Cp>Työvuoroluetteloa voidaan muuttaa vain työntekijän ja työnantajan\nsuostumuk-sella, tai töiden järjestelyihin liittyvästä pakottavasta\nsyystä, joka voi olla esim. sääolosuhteissa tapahtunut odottamaton muutos,\ntilauksen peruutus tms. Pa-kottava syy todetaan työpaikalla\nluottamusmiehen\u002Fhenkilöstön edustajan ja työnantajan edustajan välillä.\u003C\u002Fp>\n\n\u003Cp>Muutos ja se, kenen aloitteesta muutos suoritetaan, on merkittävä\ntyövuoroluetteloon. Muutoksen kohdistuessa viikon vapaapäiviin, annetaan\ntilalle uusi vapaapäivä, ellei toisin ole sovittu.\u003C\u002Fp>\n\n\u003Cp>Vuosilomaa annettaessa lyhenee jaksojen työaika täyttä lomaviikkoa kohden\n37,5 tuntia. Annettaessa lomaa vajaina viikkoina lyhenee työaika samassa\nsuhteessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKeskimääräisenä järjestetty jaksotyö\u003C\u002Fp>\n\n\u003Cp>Jaksotyöaika voidaan myös järjestää keskimääräisenä siten, että\ntyöaika tasoitetaan enintään 52\u002F51 viikon pituisena tasoittumiskautena\u003C\u002Fp>\n\n\u003Cp>•yhden viikon jaksoa käytettäessä keskimäärin 37,5 tuntiin\u003C\u002Fp>\n\n\u003Cp>•kahden viikon jaksoa käytettäessä keskimäärin 75 tuntiin\u003C\u002Fp>\n\n\u003Cp>•kolmen viikon jaksoa käytettäessä keskimäärin 112,5 tuntiin\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKeskimääräisesti järjestetyssä jaksotyössä yksittäisen jakson\nenimmäistyöaika voi olla:\u003C\u002Fp>\n\n\u003Cp>•1-viikkoisjaksoa käytettäessä 50 tuntia\u003C\u002Fp>\n\n\u003Cp>•2-viikkoisjaksoa käytettäessä 100 tuntia\u003C\u002Fp>\n\n\u003Cp>•3-viikkoisjaksoa käytettäessä 150 tuntia\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKeskimääräisen työajan käyttäminen edellyttää, että työnantaja laatii\nohjeellisen työajan tasoittumissuunnitelman ennen tasoittumisjakson alkua.\nTasoittumissuunnitelmassa suunnitellaan se, miten työntekijän työaika\ntasoittuu käytössä olevan tasoittumisjakson aikana säännölliseen\ntyöaikaan:\u003C\u002Fp>\n\n\u003Cp>•1-viikkoisjaksoa käytettäessä 37,5 tuntiin\u003C\u002Fp>\n\n\u003Cp>•2-viikkoisjaksoa käytettäessä 75 tuntiin\u003C\u002Fp>\n\n\u003Cp>•3-viikkoisjaksoa käytettäessä 112,5 tuntiin.\u003C\u002Fp>\n\n\u003Cp>Tasoittumissuunnitelmassa tulee ilmoittaa sen sisältämien työaikajaksojen\narvioidut tuntimäärät.\u003C\u002Fp>\n\n\u003Cp>Tasoittumissuunnitelmaa laadittaessa on siitä neuvoteltava luottamusmiehen\nkanssa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tasoittumissuunnitelma on pantava vähintään kahta viikkoa ennen sen\nvoimaantuloa ilmoitustaululle tai muuhun vastaavaan paikkaan henkilöstön\nnähtäville.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Tasoittumissuunnitelma on nimensä mukaisesti suunnitelma, joka voi muuttua\ntasoittumissuunnitelman kuluessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTasoittumisjakson aikana vuosiloman, sairauden tai muun syyn vuoksi vajaaksi\njäävän työaikajakson säännöllinen työaika on työstä\npoissaolopäivää kohden enintään keskimäärin 7 tuntia 30 minuuttia.\nPoissaoloajan tunnit tasoitetaan edellä mainittua ylittävältä osalta\ntasoittumiskauden seuraavilla työaikajaksoilla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8§ Lepoajat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVuorokausilepo ja lepoajat työvuoron aikana\u003C\u002Fp>\n\n\u003Cp>Päivittäisten työvuorojen välinen lepoaika on järjestettävä\nvähintään 10 tunniksi.\u003C\u002Fp>\n\n\u003Cp>Päivittäisen yhdenjaksoisen työajan ylittäessä kuusi tuntia, on\ntyöntekijälle annettava vähintään puoli tuntia kestävä lepoaika tai\ntilaisuus aterioida työn aikana.\u003C\u002Fp>\n\n\u003Cp>Työajan ylittäessä kymmenen tuntia lepoaika on vähintään tunti, joka\nvoidaan jakaa kahteen osaan, ellei toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Lepoaikaa ei lueta työaikaan, jos työntekijä saa sinä aikana\nesteettömästi pois-tua työpaikalta.\u003C\u002Fp>\n\n\u003Cp>Lepo- ja ruokailuajoista voidaan sopia toisin työpaikalla työnantajan\nedustajan ja luottamusmiehen välillä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\nViikkolepo\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työntekijälle on annettava yhdenjaksoinen vähintään 35 tunnin\nviikoittainen vapaa-aika kerran seitsemän päivän aikana. Se voidaan\njärjestää myös keskimäärin 35 tunniksi 14 vuorokauden ajanjakson aikana.\nVapaa-ajan tulee olla kuitenkin vähintään 24 tuntia seitsemän päivän\najanjakson aikana.\u003C\u002Fp>\n\n\u003Cp>Viikkolevon katsotaan toteutuvan myös silloin, kun viikkolepo jakautuu\nkahdelle seitsemän päivän jaksolle, kunhan enin osa viikkolevosta sijoittuu\nsen seitse-män päivän puolelle, jonka viikkolevosta on kyse.\u003C\u002Fp>\n\n\u003Cp>Keskimääräistä jaksotyöaikaa käytettäessä on työntekijälle\nannettava kutakin viisipäiväistä työviikkoa kohden kaksi vapaapäivää,\njoista toinen on viikkolepopäivä. Toinen vapaapäivistä voidaan antaa joko\nsen viikon aikana, miltä se on ansaittu tai yhdistäen se muihin vapaapäiviin\nkunkin työaikajakson (1, 2 tai 3 viikkoa) tai tasoittumisjakson kuluessa.\nMikäli toinen vapaapäivistä annetaan sen viikon aikana, miltä se on\nansaittu, se on mahdollisuuksien mukaan annettava viikkolepopäivään\nliittyen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9§ Arkipyhät\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nArkipyhät lyhentävät työaikaa. Edellytyksenä on, että työsuhde on\nkestänyt vähintään neljä kuukautta ennen arkipyhää ja että työntekijä\non ollut työssä arki- pyhäviikolla.\u003C\u002Fp>\n\n\u003Cp>Lyhennykseen on oikeutettu myös työntekijä, jolle ennen ko. arkipyhää\nvoi-massa olevasta ja sitä edeltäneistä samaan työnantajaan olleista\ntyösuhteista on kertynyt vähintään neljän kuukauden pituinen työsuhde, ja\njoka välittömästi ennen arkipyhää on ollut työsuhteessa vähintään\nkaksi viikkoa.\u003C\u002Fp>\n\n\u003Cp>Tämä säännös tulee voimaan sopimuskauden alusta lukien ja sitä\nnoudatetaan 1.2.2010 jälkeen alkaneisiin työsuhteisiin.\u003C\u002Fp>\n\n\u003Cp>Lyhennys annetaan arkipyhän sisältämällä työaikajaksolla,\nkalenterivuoden loppuun mennessä tai käytettävän tasoittumiskauden\naikana.\u003C\u002Fp>\n\n\u003Cp>Tässä sopimuksessa tarkoitettuja arkipyhiä ovat pitkäperjantai,\njuhannuspäivä, vapunpäivä, itsenäisyyspäivä ja joulupäivä.\u003C\u002Fp>\n\n\u003Cp>Työntekijän ollessa pois sellaisena arkipyhänä, joka ei lyhennä\ntyöaikaa, tasoitetaan näin tekemättä jäänyt työ arkipyhää edeltävien\ntai sitä seuraavien työaikajaksojen aikana. Tästä aiheutuva työajan\npidennys ei aiheuta lisä- eikä ylityön muodostumista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10§ Korotettu palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNoudatettaessa työaikalain 5 §:n mukaista yleistyöaikaa, korotettu palkka\nmääräytyy työaikalain mukaan.\u003C\u002Fp>\n\n\u003Cp>Työaikalain 7 §:n mukaista jaksotyöaikaa noudatettaessa korotettu palkka\nmääräytyy työaikalain ja tämän työehtosopimuksen 10 § määräysten\nmukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLisätyö jaksotyössä\u003C\u002Fp>\n\n\u003Cp>Lisätyöllä tarkoitetaan työtä, joka tehdään työsopimuksen mukaisen\ntyöajan lisäksi, mutta joka ei ylitä 40 t\u002F vkoa tai 80 t\u002F2 vkoa tai 120 t\u002F3\nvkoa kohden.\u003C\u002Fp>\n\n\u003Cp>Lisätyön teettäminen edellyttää työntekijän suostumusta.\u003C\u002Fp>\n\n\u003Cp>Lisätyöstä maksetaan kultakin tunnilta yksinkertainen tuntipalkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYlityö jaksotyössä\u003C\u002Fp>\n\n\u003Cp>Ylityötä on yhden\u002Fkahden\u002Fkolmen viikon jakson aikana 40\u002F80\u002F120 tunnin\nlisäksi tehty työ.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Ylityötunneilta, jotka nousevat enintään 8\u002F12\u002F18 tuntiin\nyhden\u002Fkahden\u002Fkolmen viikon jakson aikana maksetaan ylityökorvauksena 50 %:lla\nja seuraavilta tun-neilta 100 %:lla korotettu tuntipalkka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ylityöksi ei lueta sitä työtä, minkä työntekijä suorittaa korvauksena\nsiitä ajasta, jonka hän on ollut poissa työstä esimiehen luvalla.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nVajaan työaikajakson lisä- ja ylityö jaksotyössä, kun käytössä ei ole\ntasoittumisjärjestelmää\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEnnen työvuorolistan laatimista tiedossa olleen sairauden tai muun syyn vuoksi\nvajaaksi jäävän työaikajakson lisä- ja ylityökorvaukseen oikeuttava aika\ntode-taan siten, että lasketaan, montako tuntia keskimääräinen työaika on\ntyöpäivien osalta 7 tuntia 30 minuuttia pitempi.\u003C\u002Fp>\n\n\u003Cp>Sanotun tuntimäärän ylittävältä puolelta tunnilta maksetaan\nyksinkertainen tun-tipalkka. Työajan ylittäessä 8 tuntia maksetaan kahdelta\nensimmäiseltä ylityö-tunnilta 50 %:lla korotettu palkka ja seuraavilta\ntunneilta 100 %:lla korotettu palkka.\u003C\u002Fp>\n\n\u003Cp>Työaikajakson jäädessä vajaaksi sellaisen syyn vuoksi, joka ei ole ollut\ntiedossa työvuorolistaa laadittaessa, ei lisä- ja ylityökorvauksia suoriteta\nsuunniteltujen työvuorojen osalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cbr>\nTasoittumisjärjestelmän ylityö jaksotyössä\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yksittäinen jakso\u003C\u002Fp>\n\n\u003Cp>Ylityö korvataan yksittäisellä jaksolla seuraavasti:\u003C\u002Fp>\n\n\u003Cp>•Yhden viikon jaksoa käytettäessä 50 tuntia ylittävästä työstä 8\nensimmäistä tuntia 50 %:lla ja loput 100 %:lla korotetulla palkalla.\u003C\u002Fp>\n\n\u003Cp>•Kahden viikon jaksoa käytettäessä 100 tuntia ylittävästä työstä\n12 ensim-mäistä tuntia 50 %:lla ja loput 100 %:lla korotetulla palkalla.\u003C\u002Fp>\n\n\u003Cp>•Kolmen viikon jaksoa käytettäessä 150 tuntia ylittävästä työstä\n18 ensim-mäistä tuntia 50 %:lla ja loput 100 %:lla korotetulla palkalla.\u003C\u002Fp>\n\n\u003Cp>Mikäli jaksokohtainen ylityö on korvattu rahana, ei näitä tunteja oteta\nhuomioon tasoittumiskauden kokonaistuntimäärää laskettaessa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyösopimuksen päättyminen kesken tasoittumiskauden\u003C\u002Fp>\n\n\u003Cp>Työnantajan päättäessä työntekijän työsuhteen ennen kuin tämän\ntyöaika on tasoittunut työaikasuunnitelman mukaisesti, maksetaan ylimenevät\ntunnit seu-raavasti:\u003C\u002Fp>\n\n\u003Cp>Lasketaan, montako tuntia tehty työaika on kesken jääneenä ajanjaksona\nkeskimäärin viikkoa kohti 40 tuntia pitempi. Näin lasketut tunnit korvataan\n40 tuntiin saakka lisätyönä yksinkertaisella tuntipalkalla ja 40 tunnin\nylime-nevältä tunneilta siten, että puolet korvataan 50 %:lla korotetulla\npalkalla ja puolet 100 %:lla korotetulla palkalla.\u003C\u002Fp>\n\n\u003Cp>Työsuhteen päättyessä purkamiseen tai työntekijästä johtuvaan syyhyn,\nmak-setaan tässä pykälässä mainitut korvaukset yksinkertaisella\ntuntipalkalla tai ker-tynyt mahdollinen työtuntien alijäämä vähennetään\ntyöntekijän palkasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTasoittumiskauden päättyminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMikäli tasoittumiskauden päättyessä on kertynyt työntekijästä johtuvaa\nalijää-mää, voidaan se vähentää työntekijän palkasta.\u003C\u002Fp>\n\n\u003Cp>Tasoittumiskauden päättyessä mahdollinen ylijäämä korvataan siten,\nettä lisä-työnä yksinkertaisella palkalla korvataan ne tunnit, jotka eivät\nkeskimäärin ylitä 40 t\u002Fvkoa tai 80 t\u002F2 vkoa tai 120 t\u002F3vkoa kohden.\nYlityötunneilta, jotka nousevat enintään 8\u002F12\u002F18 tuntiin yhden\u002Fkahden\u002Fkolmen\nviikon jaksoa kohden keskimää-rin maksetaan 50 %:lla korotettu palkka ja\nseuraavilta keskimääräisiltä ylityö-tunneilta maksetaan 100 %:lla\nkorotettu tuntipalkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYlityön vaihtaminen vapaaseen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYlityöstä maksettava palkka voidaan sopia vaihdettavaksi vapaa-aikaan\nsään-nöllisenä työaikana. Ylityötä vastaavan vapaa-ajan pituus lasketaan\nnoudattaen soveltuvin osin tämän pykälän säännöksiä ylityöstä\nmaksettavasta korvauk-sesta.\u003C\u002Fp>\n\n\u003Cp>Vapaa-aika on annettava ja otettava 4 kuukauden kuluessa ylityön\ntekemisestä.\u003C\u002Fp>\n\n\u003Cp>Vapaa-aika voidaan antaa ja ottaa myös 6 kuukauden kuluessa, mikäli\ntyöaika on järjestetty keskimääräisenä enintään 52\u002F51 viikon ajalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\nSunnuntai-, aatto- ja vapaapäivätyö\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSunnuntaina ja muuna kirkollisena juhlapäivänä sekä vapunpäivänä ja\nitsenäi-syyspäivänä tehdystä työstä maksetaan 100 %:lla korotettu\nkokonaispalkka.\u003C\u002Fp>\n\n\u003Cp>Vappu- sekä juhannusaattona tehdystä työstä maksetaan 50 %:lla korotettu\nkokonaispalkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vapaapäivänä tehdystä työstä maksetaan korvauksena 50 %:lla korotettu\npalkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11§ Varallaolo ja hälytysluonteinen työ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVarallaolosta ja siihen liittyvistä velvoitteista ja korvauksista sovitaan\nkirjallisesti.\u003C\u002Fp>\n\n\u003Cp>Työnantajan kutsuun perustuvasta työajan ulkopuolella tapahtuneesta\nyrityksen toiminnalle välttämättömästä huolto- ja korjaustyöstä\nmaksetaan työhön käytetyn ajan lisäksi hälytysrahaa, jonka suuruus\nmääräytyy kutsun antamis-ajankohdan perusteella seuraavasti:\u003C\u002Fp>\n\n\u003Cp>A.Jos kutsu hälytystyöhön on annettu säännöllisen työajan jälkeen\ntai työn-tekijän vapaapäivänä, mutta ennen klo 21.00, maksetaan yhden\ntunnin henkilökohtaista palkkaa vastaava korvaus.\u003C\u002Fp>\n\n\u003Cp>B.Jos mainittu kutsu on annettu klo 21.00 ja klo 6.00 välisenä aikana,\nniin maksetaan kahden tunnin henkilökohtaista palkkaa vastaava korvaus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12§ Esimiehen työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEsimiehen, jonka tehtävänä on itse järjestää työaikansa, on noudatettava\ntä-män työehtosopimuksen työaikaa koskevia määräyksiä, ellei\ntyönantaja muuta edellytä.\u003C\u002Fp>\n\n\u003Cp>Esimies ei saa tehdä ylityötä ilman työnantajan suostumusta, ellei\nliiketoiminta sitä välttämättä edellytä. Tällöin ylityön tekemisestä\non ilmoitettava työnanta-jalle heti, kun se on mahdollista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\n13§ Vuosiloma\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVuosilomaedut määräytyvät vuosilomalain ja seuraavien määräysten\nmukai-sesti.\u003C\u002Fp>\n\n\u003Cp>Loman pituus\u003C\u002Fp>\n\n\u003Cp>1.Toistaiseksi voimassa olevissa ja yli vuoden pituisissa määräaikaisissa\ntyösuhteissa loman pituus määräytyy vuosilomalain mukaan.\u003C\u002Fp>\n\n\u003Cp>2.Toistaiseksi voimassa olevassa yli vuoden kestäneessä työsuhteessa on\nvuosilomasta annettava vähintään yksi viikko kesälomakauden (2.5. –\n30.9.) aikana, jollei toisin sovita.\u003C\u002Fp>\n\n\u003Cp>3.Enintään vuoden pituisissa määräaikaisissa työsuhteissa voidaan\nsopia vuosilomalain mukaisen lomakorvauksen maksamisesta joko kuukausittain tai\ntyösuhteen lopussa ottaen huomioon vuosilomalain määräykset oikeu-desta\nvapaaseen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Vuosilomalain 2 luvun 7 §:n lisäksi työssäolon veroisina päivinä\npi-detään työehtosopimuksen mukaan palkallisia päiviä sekä Palve-lualojen\nammattiliitto PAM ry:n hallinnon kokouksiin osallistumis-päiviä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLomapalkka\u003C\u002Fp>\n\n\u003Cp>4.Vuosilomapalkka maksetaan yrityksen tavanomaisena\npalkanmaksupäivänä.\u003C\u002Fp>\n\n\u003Cp>5.Kuukausipalkkaisen työntekijän lomapalkka saadaan jakamalla\nkuukausi-palkka luvulla 25 ja kertomalla näin saatu lomapäivän palkka\nlomapäivien lukumäärällä.\u003C\u002Fp>\n\n\u003Cp>6.Lomapalkka tasataan seuraavan palkanmaksun yhteydessä työntekijän\ntodellista palkkaa vastaavaksi.\u003C\u002Fp>\n\n\u003Cp>7.Tuntipalkkaisten työntekijöiden vuosilomapalkka ja -korvaus on\nlomanmää-räytymisvuoden ansiosta:\u003C\u002Fp>\n\n\u003Cp>•9 % työsuhteen kestettyä lomanmääräytymisvuoden loppuun mennessä\nalle vuoden\u003C\u002Fp>\n\n\u003Cp>•11,5 % työsuhteen kestettyä lomanmääräytymisvuoden loppuun mennessä\nvähintään vuoden\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLomanmääräytymisvuoden (1.4. - 31.3.) ansio muodostuu:\u003C\u002Fp>\n\n\u003Cp>•työssäoloajan palkasta lukuun ottamatta hätä- ja ylityön ajalta\nmaksettua korotusosaa\u003C\u002Fp>\n\n\u003Cp>•poissaoloajalta maksetusta palkasta (vuosilomalaki 7.2 §:n kohdat 1-4 ja\n7) laskennallisesta palkasta\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyössäoloajan palkkaan lisätään laskennallista palkkaa seuraavasti:\u003C\u002Fp>\n\n\u003Cp>•sairausajalta maksetun palkan lisäksi yhteensä enintään 75\ntyöpäivältä\u003C\u002Fp>\n\n\u003Cp>•erityis-, äitiys-, isyys- ja vanhempainloman ajalta\u003C\u002Fp>\n\n\u003Cp>•lomautusajalta enintään 30 työpäivältä lomautusta kohden\u003C\u002Fp>\n\n\u003Cp>Laskennallinen palkka määräytyy poissaolon alkamishetken tuntipalkan ja\nsovitun keskimääräisen viikkotyöajan mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14 § Lomaltapaluuraha\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\n1.Työntekijälle, joka aloittaa vuosilomansa ilmoitettuna ajankohtana ja palaa\ntyöhön heti vuosiloman päätyttyä, maksetaan lomaltapaluurahana 50 %\nhä-nen lakisääteisestä lomapalkastaan. Lomaltapaluuraha maksetaan kunkin\nlomajakson päättymistä seuraavan palkanmaksun yhteydessä.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Lomaltapaluuraha maksetaan vuosilomalain mukaan ansaittuja lomapäiviä\nvastaavasta lomapalkasta.\u003C\u002Fp>\n\n\u003Cp>3.Lomaltapaluuraha maksetaan myös, mikäli työntekijä välittömästi\nennen vuosiloman alkamista tai sen päätyttyä työsuhteen kestäessä on\nollut poissa työnantajan suostumuksella tai vuosilomalain 7 §:ssä\nmainittujen syiden ta-kia.\u003C\u002Fp>\n\n\u003Cp>4.Näissä tapauksissa lomaltapaluuraha maksetaan työntekijän töihin\npaluuta seuraavan palkanmaksun yhteydessä.\u003C\u002Fp>\n\n\u003Cp>5.Lomaltapaluuraha maksetaan vuosilomapalkasta ja -korvauksesta\ntyönteki-jän siirtyessä vanhuus-, työkyvyttömyys-, varhennetulle vanhuus-\ntai yksilöl-liselle varhaiseläkkeelle.\u003C\u002Fp>\n\n\u003Cp>6.Asevelvollisuutta ja vapaaehtoista asepalvelusta suorittamasta palanneelle\nlomaltapaluuraha suoritetaan siitä vuosilomapalkasta ja\u002Ftai\nvuosilomakor-vauksesta, joka hänelle maksettiin palvelukseen\nlähtiessään.\u003C\u002Fp>\n\n\u003Cp>7.Hoitovapaalla olevalle maksetaan lomaltapaluuraha edellyttäen, että hän\npalaa työhön lain tarkoittaman ennakkoilmoituksen tai siihen myöhemmin\nperustellusta syystä tehdyn muutoksen mukaisesti. Lomaltapaluuraha mak-setaan\ntöihin paluuta seuraavan palkanmaksun yhteydessä.\u003C\u002Fp>\n\n\u003Cp>8.Paikallisesti voidaan 24 §:n mukaisesti sopia lomaltapaluurahan maksamis-\najankohdasta toisin sekä sopia myös sen antamisesta vapaana.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15 § Sairastuminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalkanmaksun edellytykset ja palkkajaksot\u003C\u002Fp>\n\n\u003Cp>1.Työntekijälle, joka työnteon alettua estyy tekemästä työtä\nsairauden tai ta-paturman vuoksi, jota hän ei ole aiheuttanut tahallisesti tai\ntörkeällä huoli-mattomuudella, maksaa työnantaja työsuhteen jatkuessa\npalkkaa kultakin poissaololta seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:33.6pt\">\n      \u003Ctd width=\"194\" valign=\"top\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;   height:33.6pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työsuhteen kesto\n        sairastumishetkellä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"top\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:33.6pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:33.0pt\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Palkallisen\n        jakson pituus\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:36.5pt\">\n      \u003Ctd width=\"194\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;height:36.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">alle 1 kk\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"bottom\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:36.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:33.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">sairausvakuutuslain\n        karenssiajalta 50 % palkasta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:42.25pt\">\n      \u003Ctd width=\"194\" valign=\"top\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;   height:42.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1 kk – 1 v\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"top\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:42.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:33.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">sairausvakuutuslain\n        karenssiaika eli sai­rastumispäivä ja sitä seuraavat 9\n        arkipäi­vää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"194\" valign=\"bottom\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 1 v\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"bottom\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:33.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">3 viikkoa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"194\" valign=\"bottom\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 3 v\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"bottom\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:33.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">4 viikkoa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"194\" valign=\"top\" style=\"width:145.2pt;padding:0cm .5pt 0cm .5pt;   height:15.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 5 v\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" valign=\"top\" style=\"width:252.5pt;padding:0cm .5pt 0cm .5pt;   height:15.1pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:33.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">5 viikkoa\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>Työsuhteen keston estämättä, työntekijä on oikeutettu vähintään\nneljän vii-kon palkalliseen jaksoon poissaolon johtuessa sellaisesta\ntyötapaturmasta, jonka vakuutusyhtiö on katsonut olevan korvattavuuden\npiirissä.\u003C\u002Fp>\n\n\u003Cp>Sairausajan palkka maksetaan jaksoon sisältyviltä työpäiviltä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIlmoitusvelvollisuus ja lääkärintodistus\u003C\u002Fp>\n\n\u003Cp>2.Työntekijä on velvollinen viipymättä ilmoittamaan työnantajalle\ntyökyvyttö-myydestään sekä siitä, milloin sen arvioidaan päättyvän.\u003C\u002Fp>\n\n\u003Cp>Mikäli työntekijä jättää ennen työvuoronsa alkua ilmoittamatta\npoissaolos-taan ilman perusteltua syytä, alkaa palkanmaksu ilmoittamisesta\nlukien.\u003C\u002Fp>\n\n\u003Cp>Vaadittaessa työntekijän on esitettävä työkyvyttömyydestään\nlääkärintodis-tus tai muu työnantajan hyväksymä selvitys. Mikäli\ntyönantaja tällöin nimeää käytettävän lääkärin, suorittaa\ntyönantaja lääkärintodistuksen hankkimisesta aiheutuvat kustannukset.\u003C\u002Fp>\n\n\u003Cp>Epidemialuonteisissa sairauksissa (esim. flunssa tai vatsatauti)\ntyöterveys-hoitajan tai terveydenhoitajan antama todistus katsotaan\nhyväksyttäväksi todistukseksi enintään kolme kalenteripäivää kestävän\nsairaustapauksen osalta, jos\u003C\u002Fp>\n\n\u003Cp>-työntekijä ei ole pyynnöstä huolimatta saanut vastaanottoaikaa julkisen\nterveydenhuollon piiriin kuuluvalta lääkäriltä ja on toimittanut tästä\nselvi-tyksen työnantajalle\u003C\u002Fp>\n\n\u003Cp>-työnantaja ei ole järjestänyt lakisääteistä laajempaa ja\nlääkäripalvelut kattavaa työterveyshuoltoa\u003C\u002Fp>\n\n\u003Cp>Sairauden jatkuessa tai uusiutuessa 30 päivän kuluessa edellisen\ntyökyvyt-tömyysjakson päättymisestä tulee kuitenkin vaadittaessa esittää\nlääkärinto-distus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSairauden uusiutuminen\u003C\u002Fp>\n\n\u003Cp>3.Jos työntekijä sairastuu uudelleen samaan sairauteen 30 päivän\nkuluessa työhön palaamisestaan, lasketaan sairausajan palkkaan oikeuttava\naika ikään kuin kysymyksessä olisi yksi sairastumisajanjakso. Sairausajan\npalkka maksetaan kuitenkin saman sairauden edellä tarkoitetulla tavalla\nuu-siutuessa vähintään sairaus vakuutuslain tarkoittamalta\nkarenssiajalta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSairausajan palkan maksaminen\u003C\u002Fp>\n\n\u003Cp>4.Työnantaja suorittaa sairausajan palkan suoraan työntekijälle.\nTällöin työn-antaja hakee sairausvakuutuslain mukaisen korvauksen saatuaan\ntyönteki-jältä siihen tarvittavat selvitykset.\u003C\u002Fp>\n\n\u003Cp>Jos sairausvakuutuslain tarkoittamaa päivärahaa ei työntekijästä\nitsestään johtuvasta syystä makseta tai jos se maksetaan vähäisempänä\nkuin mihin hänellä sairausvakuutuslain 16 ja 17 §:n nojalla olisi oikeus,\ntyönantajalla on oikeus vähentää sairausajan palkasta se osa, joka työn\ntekijästä johtuvasta syystä on jäänyt kokonaan tai osittain\nsairausvakuutuslain mukaisena päi-värahana suorittamatta.\u003C\u002Fp>\n\n\u003Cp>Sairausajan palkasta vähennetään se, mitä työntekijä saa saman\ntyökyvyt-tömyyden takia samalta ajanjaksolta päivärahaa tai siihen\nverrattavaa kor-vausta lain perusteella tai sairausavustuskassalta, joka saa\nkannatusmak-sua työnantajalta taikka työnantajan kokonaan tai osaksi\nkustantaman va-kuutuksen perusteella.\u003C\u002Fp>\n\n\u003Cp>Jos sairausajan palkka on maksettu ennen kuin jokin edellä mainituista\nkor-vauksista on suoritettu, työnantajalla on oikeus nostaa korvaus tai saada\nsen määrä takaisin työntekijältä, ei enempää kuin maksamansa\nmäärän.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Takaisinperintä voi kohdistua KELA:n epäämään päivärahaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n16 § Lääkärintarkastukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantaja ei vähennä työntekijän säännölliseltä työajalta tulevaa\npalkkaa alla mainituissa tapauksissa. Määräysten soveltamisen edellytyksenä\non, että tar-kastukset ja tutkimukset on järjestetty työajan tarpeetonta\nmenetystä välttäen ja ettei tarkastuksia ole voitu hoitaa työajan\nulkopuolella sekä että niistä on ilmoitettu etukäteen työnantajalle.\u003C\u002Fp>\n\n\u003Cp>1. Muut kuin lakisääteiset lääkärintarkastukset\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy sairauden toteamiseksi välttämättömässä\nlääkärintarkastuk-sessa ja tarkastukseen liittyvässä lääkärin\nmääräämässä laboratorio- ja röntgentutkimuksessa. Tämä koskee myös\nlääkärin tutkimuksesta aiheutu-vaa työkyvyttömyyttä sekä sairausoireiden\nvuoksi tapahtuvaa tarkkailua sekä tutkimusta sairaalassa.\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy aikaisemmin todetun sairauden johdosta lääkärin\ntarkastuk-sessa. Tämä koskee seuraavia tapauksia:\u003C\u002Fp>\n\n\u003Cp>-sairauden olennaisesti pahentuessa työntekijän on tarpeen hakeutua\nlääkärintarkastukseen\u003C\u002Fp>\n\n\u003Cp>-krooninen sairaus edellyttää lääkärintarkastusta ja kysymyksessä on\nao. erikoisalan lääkärin suorittama tarkastus hoidon määrittelemiseksi.\u003C\u002Fp>\n\n\u003Cp>-hoidon määrittelemiseksi tarpeellinen ao. erikoisalan\nlääkärintarkastus, jossa annetaan määräys apuvälineen esim. silmälasien\nhankkimiseksi\u003C\u002Fp>\n\n\u003Cp>-muun aikaisemmin todetun sairauden hoidon määrittelemiseksi tarpeel-linen\nlääkärintarkastus, jos palvelua ei ole saatavissa työajan ulkopuo-lella\u003C\u002Fp>\n\n\u003Cp>-syöpäsairauden edellyttämän hoitotoimenpiteen aiheuttama\ntyökyvyttö-myys\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>2.Raskauteen liittyvät lääkärintarkastukset ja tutkimukset\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Työntekijä käy lääkärin tai terveyskeskuksen todistuksen hankkimiseksi\nvälttämättömässä tarkastuksessa saadakseen äitiyspäivärahan sekä\ntyöso-pimuslain 4 luvun 8 §:ssä tarkoitetuissa tutkimuksissa.\u003C\u002Fp>\n\n\u003Cp>3.Äkillinen hammassairaus\u003C\u002Fp>\n\n\u003Cp>Äkillisen hammassairauden aiheuttaman hoitotoimenpiteen ajalta, jos\nham-massairaus ennen hoitotoimenpiteitä aiheuttaa työntekijän\ntyökyvyttömyy-den, joka vaatii samana päivänä tai saman työvuoron aikana\nannettavaa hoitoa. Edellytyksenä on, että työkyvyttömyys ja hoidon\nkiireellisyys osoite-taan hammaslääkärin antamalla todistuksella.\u003C\u002Fp>\n\n\u003Cp>4.Lakisääteiset lääkärintarkastukset\u003C\u002Fp>\n\n\u003Cp>Työntekijä käy sellaisessa terveystarkastuksessa, jota tarkoitetaan\nlakisää-teistä työterveyshuoltoa koskevassa valtioneuvoston päätöksessä\nja joka on hyväksytty työterveyshuollon suunnitelmassa.\u003C\u002Fp>\n\n\u003Cp>Tämä koskee myös nuorten työntekijöiden suojelusta annetussa laissa\ntar-koitettuja tutkimuksia sekä niitä tartuntatautilain tai muun lain\nedellyttämiä tutkimuksia, joihin työnantaja lähettää työntekijän taikka\njotka johtuvat työn-tekijän siirtymisestä yrityksen sisällä toisiin\ntyötehtäviin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.Poissaolo muista syistä\u003C\u002Fp>\n\n\u003Cp>Valtioneuvoston asetuksen 1339\u002F2006 tarkoittamat\nrintasyöpäseulontatutkimukset ja kohdun kaulaosan syövän\nseulontatutkimukset.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\n17 § Tilapäiset poissaolot\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen tilapäiseen\npalkat-tomaan poissaoloon, joka johtuu perheessä sattuneesta äkillisestä\nsairaus-tapauksesta tai yhteiskunnallisesta luottamustehtävästä. Tällaisen\npoissa-olon takia ei työntekijän vuosilomaetuja vähennetä.\u003C\u002Fp>\n\n\u003Cp>2.Alle 10-vuotiaan lapsen sairastuessa äkillisesti maksetaan lapsen\nhuoltajalle palkkaa sairausajan palkkaa koskevien määräysten mukaisesti\nsellaisen lyhyen poissaolon ajalta, joka on välttämätön lapsen hoidon\njärjestämiseksi tai lapsen hoitamiseksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Soveltamisohje:\u003C\u002Fp>\n\n\u003Cp>Palkallinen poissaolo voi kestää 1 – 3 kalenteripäivää. Palkan\nmak-samisen edellytyksenä muulle kuin yksinhuoltajalle on, että molem-mat\nhuoltajat ovat ansiotyössä eikä toisella huoltajista ole ansio-työnsä ja\ntyöaikansa johdosta mahdollisuutta järjestää hoitoa tai itse hoitaa\nlasta.\u003C\u002Fp>\n\n\u003Cp>Yksinhuoltajaksi katsotaan myös henkilö, joka ilman erillistä asu-musero-\ntai avioeropäätöstä pysyvästi on muuttanut asumaan eril-leen\naviopuolisostaan sekä henkilö, jonka puoliso on tosiasiallisesti estynyt\nosallistumasta lapsen hoitoon (esim. suorittamassa asevel-vollisuutta, reservin\nkertausharjoituksissa, asuu opiskelun vuoksi toisella paikkakunnalla,\nsairaalahoidossa, matkoilla).\u003C\u002Fp>\n\n\u003Cp>Poissaolosta on annettava työehtosopimuksen sairausajan palkan maksamista\nkoskevien määräysten mukainen selvitys. Samoin erikseen sitä pyydettäessä\non esitettävä selvitys toisen huoltajan esteestä hoitaa lasta.\u003C\u002Fp>\n\n\u003Cp>Edellä olevan poissaolon takia ei työntekijän vuosilomaetuja\nvähennetä.\u003C\u002Fp>\n\n\u003Cp>Edellä oleva koskee myös yli 10-vuotiasta vammaista lasta, jos hoi-don\njärjestämisen tai hoidon tarpeellisuus sitä edellyttävät ja muut edellä\nolevat edellytykset täyttyvät.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Soveltamisohje:\u003C\u002Fp>\n\n\u003Cp>Esteellisyyteen rinnastuu tilanne, jossa toinen huoltajista on estynyt\nosallistumasta lapsen hoitoon työttömyysturvalain mukaiseen ja\ntyöttömyysturvaetuuksien edellytyksenä olevaan työllistymistä\nedistävään palveluun tai vastaavaan toimenpiteeseen osallistumi-sen\nvuoksi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\n3.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen tilapäiseen\npois-saoloon, joka johtuu lähiomaisen kuolemasta. Työnantaja järjestää\nmahdol-lisuuden lyhyeen tilapäiseen poissaoloon, joka johtuu lähiomaisen\nhautajai-sista.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lähiomaisella tarkoitetaan tässä vanhempia, iso- ja appivanhempia,\nlapsia, veljiä ja sisaria, avio- ja avopuolisoa, jonka kanssa eletään\navioliiton omai-sessa olosuhteessa.\u003C\u002Fp>\n\n\u003Cp>Tällaisen poissaolon takia ei työntekijän vuosilomaetuuksia eikä ansiota\nvä-hennetä.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>4.Työntekijä, jonka työsuhde on kestänyt yhdessä tai useammassa\nerässä 12 kuukautta, saa palkallisen vapaapäivän 50- ja\n60-vuotispäivänään sekä vihkiäisiään että parisuhdeturvalain mukaista\nparisuhteen rekisteröintiä varten, jos merkkipäivä sattuu hänen\ntyöpäiväkseen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Asevelvollisen työntekijän osallistuminen asevelvollisten tai\nvapaaehtoisen asepalveluksen kutsuntatilaisuuteen ei aiheuta hänen ansionsa\nalentamista. Kutsuntaan liittyvän lääkärintarkastuksen aiheuttaman\npoissaolon osalta noudatetaan, mitä työntekijän oman sairauden toteamiseksi\nvälttämättö-mästä lääkärintarkastuksesta 16 §:ssä on todettu.\u003C\u002Fp>\n\n\u003Cp>6.Jos työntekijä osallistuu reservin kertausharjoituksiin, maksetaan\nhänelle palkan ja reservipalkan erotus osallistumispäiviltä.\u003C\u002Fp>\n\n\u003Cp>7.Edellä olevista poissaoloista on työntekijän ilmoitettava\nmahdollisimman pian työnantajalle sekä sovittava niistä työnantajan\nkanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n18 § Äitiys-, isyys-, vanhempain- ja hoitovapaa\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän oikeus äitiys-, isyys-, vanhempain- ja hoitovapaaseen ja\nosittai-seen hoitovapaaseen määräytyvät työsopimuslain ja\nsairausvakuutuslain perusteella.\u003C\u002Fp>\n\n\u003Cp>2.Äitiys- tai adoptiovapaalle lähtevälle työntekijälle maksetaan 3\nkuukaudelta peruspalkan ja sairausvakuutuslain äitiysrahan erotus, jos:\u003C\u002Fp>\n\n\u003Cp>•työsuhde on keskeytyksettä kestänyt vähintään 12 kuukautta ennen\nva-paan alkua ja\u003C\u002Fp>\n\n\u003Cp>•työntekijä palaa perhevapaalta työhön.\u003C\u002Fp>\n\n\u003Cp>Erotuksen maksaminen edellyttää työntekijän selvitystä äitiysrahan\nsuuruu-desta.\u003C\u002Fp>\n\n\u003Cp>Jos äitiysrahaa ei työntekijästä johtuvasta syystä makseta tai se\nmaksetaan pienempänä kuin mihin työntekijällä olisi ollut\nsairausvakuutuslain mukaan oikeus, työnantajan palkanmaksuvelvollisuus\nvähenee, sillä äitiysrahalla tai sen osalla, joka on jäänyt suorittamatta\ntyöntekijästä johtuvasta syystä.\u003C\u002Fp>\n\n\u003Cp>Työnantajalla ei ole palkanmaksuvelvollisuutta uudelta äitiysvapaalta, jos\näitiysvapaa alkaa ennen kuin yksi vuosi on kulunut siitä, kun työntekijä on\npalannut takaisin työhön vähintään 6 kuukautta kestäneeltä palkattomalta\nvapaalta (ei koske perhevapaita).\u003C\u002Fp>\n\n\u003Cp>Isyysvapaalle lähtevälle maksetaan 6 päivältä palkan ja\nsairausvakuutuslain isyysrahan erotus edellä esitetyn mukaan.\u003C\u002Fp>\n\n\u003Cp>Mikäli työntekijä ei palaa työhön ko. vapaiden jälkeen saadaan\nhänelle mak-settu äitiys-, adoptio- tai isyysvapaalta maksettu palkka periä\ntakaisin.\u003C\u002Fp>\n\n\u003Cp>Muut perhevapaat ovat palkattomia.\u003C\u002Fp>\n\n\u003Cp>3.Työntekijän ollessa poissa työstä yli lakisääteisen äitiys-,\nisyys-, ja vanhempainvapaan, ei tällaista poissaoloaikaa oteta huomioon\ntyössäoloajan veroisena määriteltäessä työsuhteen kestoaikaan sidottuja\netuuksia, ellei muuta ole laissa säädetty tai erikseen sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19§ Matkakustannusten korvaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle, joka joutuu työnantajan määräyksestä matkustamaan,\nkorva-taan syntyneet matkakustannukset yrityksen matkustusohjesäännön tai\nve-rohallituksen päätöksen mukaisesti.\u003C\u002Fp>\n\n\u003Cp>2.Päivärahaa ei makseta työntekijälle hänen osallistuessa työnantajan\njärjes-tämään yrityksen sisäiseen tai ao. ryhmittymän sisäiseen\nkoulutustilaisuu-teen, jonka aikaisista ateriointi ym. kustannuksista\ntyönantaja vastaa.\u003C\u002Fp>\n\n\u003Cp>3.Toiselta paikkakunnalta tai yrityksen toimialueen ulkopuolelta tällaiseen\nkoulutustilaisuuteen matkustavalle työntekijälle maksetaan matkustamiseen\nkäytetyltä ajalta päivärahaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\n20§ Työpaikkaruokailu\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöntekijälle on järjestettävä mahdollisuus ateriointiin, mikäli\npäivittäinen yhdenjaksoinen työaika ylittää kuusi tuntia. Mikäli\ntyönantajalla on mahdollisuus järjestää ateriointi ja käytössään\nateriointiin soveltuva tila, peritään työntekijältä aterioinnista\nenintään verotusarvon mukainen korvaus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\n21§ Työturvallisuus ja suojavaatetus\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantajan tulee ottaa työturvallisuusmääräykset tarkoin huomioon.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSuojavaatetus\u003C\u002Fp>\n\n\u003Cp>1.Työnantaja hankkii työntekijälle sääolosuhteiden ja töiden asettamat\nedelly-tykset huomioon ottaen tarpeellisen määrän suojavaatteita, jotka ovat\ntyön-tekijän henkilökohtaisia niin kauan kuin työsuhde kestää.\u003C\u002Fp>\n\n\u003Cp>2.Työnantaja järjestää mahdollisuuden suojavaatteiden huoltamiseen\npaikal-lisesti erikseen sovittavalla tavalla.\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n22 § Ryhmähenkivakuutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantaja toteuttaa kustannuksellaan työntekijöitä koskevan ryhmä\nhenkivakuutuksen siten kuin siitä on keskusjärjestöjen välillä sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n23 § Luottamusmies ja työsuojeluvaltuutettu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Mikäli yrityksen toimintaa harjoitetaan kahdessa tai useammassa\ntoimipaikassa, voidaan luottamusmiehen asemasta valita pääluottamusmies\nedustamaan kaikkia sopimuksen piirissä olevia työntekijöitä.\u003C\u002Fp>\n\n\u003Cp>2.Luottamus- ja pääluottamusmiehelle työajan ulkopuolella suoritetuista\ntehtävistä maksettava korvaus ja työstä vapautusajat lasketaan\nseuraavasti:\u003C\u002Fp>\n\n\u003Cp>3.Laskenta- ja maksukausi on golfkentän toimintakausi, joka todetaan\nyhdessä luottamusmiehen ja työnantajan kesken. Keskimääräinen\ntyöntekijöiden lukumäärä lasketaan täysien työssäolopäivien mukaan.\nTyöntekijöiden lukumäärä arvioidaan etukäteen ennen kauden alkua.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.5.2022 lukien:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"237\" valign=\"top\" style=\"width:177.85pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työntekijämäärä\n        keskimäärin\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.3pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Euro\u002Fkk\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.4pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vapautus\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"237\" valign=\"bottom\" style=\"width:177.85pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">5-50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.3pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">22,44\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"bottom\" style=\"width:92.4pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">tarvittava\n        aika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"237\" valign=\"bottom\" style=\"width:177.85pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.3pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">32,64\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"bottom\" style=\"width:92.4pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">7,5\n        h\u002Fkk\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöntekijän hoitaessa sekä luottamusmies- että työsuojeluvaltuutetun\ntehtävää, palkkio on 1.5.2022 lukien 65,28 euroa \u002F kk.\u003C\u002Fp>\n\n\u003Cp>4.Työsuojeluvaltuutetun korvaukset maksetaan samoin perustein kuin\nluotta-musmiehelle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n24 § Paikallinen sopiminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tässä sopimuksessa mainittu paikallinen sopiminen tarkoittaa työnantajan\ntai hänen edustajansa ja työntekijöiden edustajan, tai milloin sellaista ei\nole valittu, työnantajan ja työntekijän välistä sopimusta. Työntekijäin\nedustajan kanssa tehty sopimus sitoo niitä työntekijöitä, joita tämä\nedustaa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Sopimus voidaan solmia määräajaksi tai olemaan voimassa toistaiseksi.\nToistaiseksi voimassa oleva sopimus voidaan irtisanoa kolmen kuukauden\nirtisanomisaikaa noudattaen, ellei irtisanomisajasta ole muuta sovittu.\nSopi-mus tehdään kirjallisesti. Tässä tarkoitettu paikallinen sopimus on\nvoimassa olevan työehtosopimuksen osa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n25 § Ammattiyhdistyksen jäsenmaksut\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMikäli työntekijä antaa siihen valtuudet, perii työnantaja Palvelualojen\nammat-tiliiton jäsenmaksut työnantajan palkanmaksun yhteydessä, ja antaa\nvuoden päättyessä verotusta varten todistuksen pidätetystä summasta.\u003C\u002Fp>\n\n\u003Cp>Perintämenettelyssä noudatetaan keskusjärjestöjen (LTK-SAK) välistä\nsopi-musta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n26 § Kokoontuminen työpaikalla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTämän työehtosopimuksen osapuolena olevan Palvelualojen ammattiliiton\nre-kisteröidyllä alayhdistyksellä ja sen työpaikalla olevalla osastolla,\ntyöhuonekun-nalla tai vastaavalla on mahdollisuus järjestää kokouksia\ntyöpaikan työsuhteita koskevista kysymyksistä. Kokous on pidettävä\ntyöajan ulkopuolella (ennen työ-ajan alkamista, ruokailutauolla tai\nvälittömästi työajan päätyttyä). Kokouksen pi-täminen tapahtuu lisäksi\nseuraavin edellytyksin:\u003C\u002Fp>\n\n\u003Cp>1.Kokouksen pidosta työpaikalla on työnantajan kanssa sovittava, mikäli\nmah-dollista kolme päivää ennen aiottua kokousta.\u003C\u002Fp>\n\n\u003Cp>2.Työnantaja osoittaa kokouspaikan, joka on joko työpaikalla tai\ntyöpaikan läheisyydessä työnantajan hallinnassa oleva, tarkoitukseen\nsoveltuva paikka, ellei tällaista ole, on asiasta tarvittaessa neuvoteltava\ntarkoituksenmukaisen ratkaisun löytämiseksi. Kokouspaikkaa valittaessa on\nhuomiota kiinnitettävä mm. siihen, että työturvallisuudesta,\ntyöhygieniasta ja paloturvallisuudesta annettuja määräyksiä voidaan\nnoudattaa ja että kokous ei häiritse liiketoimintaa.\u003C\u002Fp>\n\n\u003Cp>3.Kokouksen menosta ja järjestyksestä sekä kokoustilojen siisteydestä\nvas-taavat kokoustilojen varauksen tehnyt järjestö ja järjestäjä.\nJärjestön luotta-mushenkilöiden tulee olla kokouksessa saapuvilla.\u003C\u002Fp>\n\n\u003Cp>4.Kokouksen järjestäjillä on oikeus kutsua kokoukseen työehtosopimuksen\nosapuolena olevan liiton, sen alayhdistyksen ja asianomaisten\nkeskusjärjes-töjen edustajia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n27 § Työtaistelutoimenpiteet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKaikki toimenpiteet, jotka kohdistuvat tähän työehtosopimukseen\nkokonaisuu-dessaan tai johonkin sen yksityiseen määräykseen ovat\nkielletyt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n28 § Neuvottelujärjestys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tämän sopimuksen tulkintaa tai rikkomista koskevista erimielisyyksistä on\nensin neuvoteltava työnantajan ja työntekijän tai luottamus miehen välillä\nja ellei yksimielisyyttä täten saavuteta, sopijapuolten kesken. Ellei\nyksimieli-syyttä näinkään saavuteta, riitakysymys voidaan saattaa\ntyötuomioistuimen ratkaistavaksi.\u003C\u002Fp>\n\n\u003Cp>2.Niissä tapauksissa, jolloin paikalliset neuvottelut johtavat tulokseen ja\ntoinen osapuoli sitä haluaa, on asiasta laadittava muistio, jonka molemmat\nosapuo-let allekirjoittavat ja jossa on lyhyesti mainittu neuvoteltava asia.\u003C\u002Fp>\n\n\u003Cp>Jos paikalliset neuvottelut eivät johda tulokseen ja toinen osapuoli haluaa\nalistaa asian liittojen ratkaistavaksi, on asiasta laadittava muistio, jonka\nmo-lemmat allekirjoittavat ja jossa on lyhyesti mainittu erimielisyyttä\nkoskeva asia ja tosiseikat sekä molempien osapuolten kanta.\u003C\u002Fp>\n\n\u003Cp>3.Sopijapuolten välillä käytävät neuvottelut on pyrittävä aloittamaan\nviikon kuluessa siitä, kun jompikumpi osapuoli on asiasta ilmoittanut.\u003C\u002Fp>\n\n\u003Cp>4.Allekirjoittaneiden järjestöjen asiamiehillä on, sovittuaan tai ajoissa\nilmoitet-tuaan siitä työnantajalle, oikeus käydä sopimuksen alaisella\ntyöpaikalla neu-vottelemassa työnantajan kanssa ja yhdessä työnantajan,\nhänen edusta-jansa tai työntekijäin luottamusmiehen kanssa käydä\nseuraamassa sopi-muksen soveltamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29 § Sopimuksen voimassaoloaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sopimus on voimassa 10.3.2022 – 31.1.2024 ja edelleen vuoden kerrallaan,\nellei sitä jommaltakummalta puolen irtisanota kirjallisesti viimeistään\nkuu-kautta ennen sen päättymistä. Mikäli osapuolet eivät kuitenkaan\npääse so-pimukseen vuoden 2023 palkankorotuksista 15.12.2022 mennessä,\nvoidaan sopimus irtisanoa päättymään 31.1.2023.\u003C\u002Fp>\n\n\u003Cp>2.Irtisanomisen yhteydessä on jätettävä kirjallisesti yksilöidyt\nmuutosesitykset. Muutoin irtisanominen on mitätön.\u003C\u002Fp>\n\n\u003Cp>3.Tämän sopimuksen määräykset ovat voimassa siihen saakka, kunnes uusi\nsopimus on tullut voimaan tai sopijapuolten neuvottelut jommankumman\nneuvotteluosapuolen toimesta on todettu päättyneeksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 10.3.2022\u003C\u002Fp>\n\n\u003Cp>Palvelualojen työnantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Palvelualojen ammattiliitto PAM ry\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nLIITE 1\u003C\u002Fh2>\n\n\u003Ch2>GOLF-ALAN PALKAT\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"552\" colspan=\"4\" valign=\"bottom\" style=\"width:414.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:#BFBFBF;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Palkkataulukot\n        1.5.2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"163\" valign=\"top\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"top\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"top\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"163\" valign=\"top\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">tuntipalkka\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">kk-palkka\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">37,5\n        t\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:16.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">kk-palkka\n        40 t\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Vaativuustaso\n        A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"top\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"top\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">PK-seutu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">10,11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1627,71\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1738,92\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Muu Suomi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:79.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">9,59\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1543,99\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1649,48\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Vaativuustaso\n        A+\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"top\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"top\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">PK-seutu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">10,46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1684,06\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1799,12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Muu Suomi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:79.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">9,93\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1598,73\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1707,96\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Vaativuustaso\n        B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"top\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"top\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">PK-seutu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">11,01\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1772,61\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1893,72\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"163\" valign=\"bottom\" style=\"width:121.9pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Muu Suomi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.55pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">10,51\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:31.0pt\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1692,11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" valign=\"bottom\" style=\"width:107.05pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:59.0pt;text-align:justify\">\u003Cspan xml:lang=\"FI\" lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1807,72\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työsuhteen alussa työntekijälle voidaan maksaa perehdytysajan palkkana 75\n% kyseisen vaatimustason palkasta enintään kahden viikon ajan.\u003C\u002Fp>\n\n\u003Cp>Kuukausipalkat on laskettu kertomalla tuntipalkka luvulla 161 työajan\nollessa 37.5 tuntia \u002F vko ja luvulla 172 työajan ollessa 40 tuntia \u002F vko.\u003C\u002Fp>\n\n\u003Cp>Em. minimipalkkoja korotetaan vähintään 5 %:lla, mikäli työntekijällä\non työ-tehtävään liittyvä kenttämestari- tai kentänhoitajakoulutus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cbr>\nVaativuustaso A, perustehtävät\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•golfkentän avustavat hoitotehtävät\u003C\u002Fp>\n\n\u003Cp>•koneiden käyttö ja perushuolto\u003C\u002Fp>\n\n\u003Cp>•golfkentän vastaanotto-, toimisto- ja muut työtehtävät\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVaativuustaso A+\u003C\u002Fp>\n\n\u003Cp>•kentänhoitajat ja puutarhurit\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVaativuustaso B, ammattitehtävät\u003C\u002Fp>\n\n\u003Cp>•huoltomekaanikon ja vastaavan työt\u003C\u002Fp>\n\n\u003Cp>•apulaiskenttämestarin tai vastaavat työt\u003C\u002Fp>\n\n\u003Cp>•vaativat golfkentän vastaanotto-, toimisto- ja muut työtehtävät\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyövuoroluetteloon merkityiltä työvuoroilta, jotka sijoittuvat klo 23:00 –\n05:00 väliselle ajalle, maksetaan yötyölisää, jonka suuruus sovitaan\npaikallisesti.\u003C\u002Fp>\n\n\u003Cp>Edellä olevan lisäksi työntekijälle voidaan maksaa henkilökohtaisen\npätevyyden perusteella määräytyvää palkanlisää 2 – 30 %. Pätevyyden\narvioinnissa otetaan huomioon mm. työntekijän koulutus, kokemus, ahkeruus,\ntyötaito, yh-teistyökyky, palvelualttius ja erityisosaaminen.\nHenkilökohtaisen lisän määrän päättää työnantaja.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\nKoululaiset ja harjoittelijat\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Peruskoulun, lukion ja muun kuin puutarha-alan ammatillisen oppilaitoksen\noppilaalle sekä ensimmäistä kertaa golfkentälle työhön tulevalle\nharjoittelijalle maksetaan 70 % vaativuustaso A:n mukaisesta palkasta. Tätä\npalkkaa voidaan maksaa enintään kolmen kuukauden ajan saman työntekijän\nosalta.\u003C\u002Fp>\n\n\u003Cp>Kenttämestareiden palkat sovitaan työsopimusosapuolten kesken.\u003C\u002Fp>\n\n\u003Cp>PK-seutuun kuuluvat Helsinki, Espoo, Vantaa ja Siuntio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>LIITE 2\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>Koulutussopimus\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1§ Koulutustyöryhmä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSopimuksen tarkoittaman ammattiyhdistyskoulutuksen toimeenpanoa varten on\nolemassa golf-alan koulutustyöryhmä, johon kumpikin osapuoli nimeää yhden\nedustajan.\u003C\u002Fp>\n\n\u003Cp>Koulutustyöryhmä hyväksyy kurssit kalenterivuodeksi kerrallaan.\u003C\u002Fp>\n\n\u003Cp>Kursseja voidaan tarpeen vaatiessa hyväksyä myös kesken\nkalenterivuoden.\u003C\u002Fp>\n\n\u003Cp>Hyväksymispäätöksiä tehdessään koulutustyöryhmän tulee kiinnittää\nhuomiota siihen, että myös viikkoa lyhyempiä ja paikallisia kursseja\nhyväksytään korvaus-ten piiriin.\u003C\u002Fp>\n\n\u003Cp>Koulutustyöryhmälle annetaan ennen kurssin hyväksymispäätöstä\nselvitys kurssin tavoitteista, opetusohjelmasta, ajankohdasta,\njärjestämispaikasta, koh-deryhmästä ja muista koulutustyöryhmän\nmahdollisesti pyytämistä tiedoista. Kurssin hyväksymisen edellytyksenä on\nyhteisesti todettu koulutustarve.\u003C\u002Fp>\n\n\u003Cp>Hyväksymällään kurssilla koulutustyöryhmällä on mahdollisuus seurata\nope-tusta.\u003C\u002Fp>\n\n\u003Cp>Liitot tiedottavat koulutustyöryhmän seuraavalle vuodelle hyväksymät\nkurssit viimeistään kaksi kuukautta ennen ensimmäisen kurssin alkua.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2§ Ammatillinen jatko-, täydennys- ja uudelleenkoulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantajan antaessa työntekijälle ammatillista koulutusta tai\nlähettäessä työn-tekijän hänen ammattiinsa liittyviin\nkoulutustilaisuuksiin korvataan koulutuksen aiheuttamat kustannukset ja\nsäännöllisen työajan ansionmenetys. Jos koulutus tapahtuu työajan\nulkopuolella, korvataan työntekijälle siitä johtuvat suoranaiset\nkustannukset. Ennen koulutustilaisuuteen ilmoittautumista todetaan, onko\nky-symyksessä tämän pykälän mukainen koulutus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3§ Yhteinen koulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nYhteistä koulutusta annetaan pääsääntöisesti työpaikkakohtaisesti.\nYhteistä koulutusta on esimerkiksi yhteistoimintasopimuksen edellyttämä\nyhteinen kou-lutus, osallistumisjärjestelmiin liittyvä koulutus sekä\ntyösuojelu yhteistyön kan-nalta tarpeelliset yritysten tai\nTyöturvallisuuskeskuksen järjestämät perus- ja erikoiskurssit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Koulutukseen osallistumisesta sovitaan työpaikkakohtaisesti työnantajan ja\nluottamusmiehen kesken tai muulla työpaikkakohtaisesti sovittavalla\ntavalla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4§ Ammattiyhdistyskoulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsuhteen säilyminen ja ilmoitusajat\u003C\u002Fp>\n\n\u003Cp>Henkilöstön edustajille annetaan työsuhteen katkeamatta tilaisuus\nosallistua koulutustyöryhmässä hyväksytylle enintään 2 viikkoa\nkestävälle kurssille, mikäli kurssille osallistuminen voi tapahtua\ntuottamatta toiminnallista tai ta-loudellista haittaa yritykselle. Tällä\nperusteella kurssille osallistumista voi-daan siirtää enintään vuodella.\nGolfkentän aukioloaikana kursseille osallis-tuminen on mahdollista, mikäli\nsiitä sovitaan työnantajan kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Jos yrityksessä\u002Ftoimipaikassa tehdään koulutussuunnitelma, sovi-taan,\nettä ay-koulutukseen osallistuminen tapahtuu koulutussuun-nitelman ja siihen\nliittyvän budjetin puitteissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKielteisessä tapauksessa ilmoitetaan henkilöstön edustajalle viimeistään\n10 päivää ennen kurssin alkua syy, jonka takia hän ei voi kurssille\nlähteä.\u003C\u002Fp>\n\n\u003Cp>Henkilöstön edustaja voi osallistua kurssille kerran vuodessa.\u003C\u002Fp>\n\n\u003Cp>Ilmoitus aikomuksesta lähteä kurssille on tehtävä mahdollisimman\nvarhain. Milloin kurssi kestää enintään yhden viikon, ilmoitus on annettava\nvähintään kolme viikkoa ennen kurssin alkua, kuitenkin niin varhain, ettei\nvoimassa olevaa työvuorolistaa tarvitse muuttaa.\u003C\u002Fp>\n\n\u003Cp>Kun on kysymys pitemmästä kurssista, ilmoitus on tehtävä vähintään\nkuusi viikkoa ennen kurssin alkua.\u003C\u002Fp>\n\n\u003Cp>Liiton työsuojelukoulutus pyritään suuntaamaan erityisesti\ntyösuojeluvaltuu-tettuihin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Korvaukset\u003C\u002Fp>\n\n\u003Cp>Luottamusmies ja työsuojeluvaltuutettu saavat osallistua\nkoulutustyöryhmän hyväksymille kursseille ilman, että heidän palkkaansa\nvähennetään. Luottamusmiehen osalta ansionmenetys korvataan enintään 2\nviikon ajalta ja työsuojeluvaltuutetun osalta enintään 1 viikon ajalta.\nEdellytyksenä ansi-onmenetyksen korvaamiselle on lisäksi se, että\nasianomainen kurssi liittyy osanottajan yhteistyötehtävään yrityksessä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPöytäkirjamerkintä:\u003C\u002Fp>\n\n\u003Cp>Ansionmenetyksen korvaamisella tarkoitetaan ko. henkilön perus-palkan\nkorvaamista. Tuntikohtaiset lisät eivät sisälly peruspalk-kaan.\nKuukausikohtaiset lisät sisältyvät peruspalkkaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5 § Sosiaaliset edut\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOsallistuminen 4 §:ssä tarkoitettuun ay-koulutustilaisuuteen ei aiheuta\nvuosi-loma-, eläke- tai muiden niihin verrattavien etuuksien vähenemistä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6 § Voimassaoloaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTämä sopimus on voimassa kuten työehtosopimus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 19. päivänä helmikuuta 2007\u003C\u002Fp>\n\n\u003Cp>ERITYISPALVELUJEN TYÖNANTAJALIITTO ry\u003C\u002Fp>\n\n\u003Cp>PALVELUALOJEN AMMATTILIITTO PAM ry\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPalvelualojen työnantajat PALTA ry\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Eteläranta 10, 6. krs\u003C\u002Fp>\n\n\u003Cp>PL 62, 00131 Helsinki\u003C\u002Fp>\n\n\u003Cp>Vaihde 020 595 5000\u003C\u002Fp>\n\n\u003Cp>www.palta.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPalvelualojen ammattiliitto PAM ry\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sitasaarenkatu 18 A,\u003C\u002Fp>\n\n\u003Cp>PL 54, 00531 Helsinki\u003C\u002Fp>\n\n\u003Cp>Puhelin 030 100 600\u003C\u002Fp>\n\n\u003Cp>www.pam.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"coveroccup4":42,"contracttrial":46,"NOCTPREM_trigger":50,"schedulesrestpw":54,"OVERTIME_trigger":58,"SUNDAY_trigger":62,"holidaysdays":66,"ANNLEAVE_trigger":70,"sicknessmaxdaysnr":74,"timeoff":77,"childcare":81,"deathrelatives":85,"marriage":89,"paidmaternityleave":93,"mealvouchers":97,"healthandsafetypolicy":101,"PAYSCALES_trigger":105,"jobclassifaction1":109,"apprenticeships":113,"TRAINING_trigger":117},{"bindId":43,"name":44,"text":45},"coveroccup4","2.Sopimus ei koske yrityksen johtoon kuu","2.Sopimus ei koske yrityksen johtoon kuuluvia kuten esim. toimitus- ja\ntoimin-nanjohtajia, jotka edustavat työnantajaa tämän sopimuksen alaisten\ntyönte-kijöiden työ- ja palkkaehtoja määrättäessä, ellei toisin ole\nsovittu.",{"bindId":47,"name":48,"text":49},"contracttrial","3.Koeajasta on sovittava työsopimuksessa","3.Koeajasta on sovittava työsopimuksessa.",{"bindId":51,"name":52,"text":53},"NOCTPREM_trigger","Työvuoroluetteloon merkityiltä työvuoroi","Työvuoroluetteloon merkityiltä työvuoroilta, jotka sijoittuvat klo 23:00\n– 05:00 väliselle ajalle, maksetaan yötyölisää, jonka suuruus sovitaan\npaikallisesti.",{"bindId":55,"name":56,"text":57},"schedulesrestpw"," Viikkolepo","\nViikkolepo",{"bindId":59,"name":60,"text":61},"OVERTIME_trigger","Ylityötunneilta, jotka nousevat enintään","Ylityötunneilta, jotka nousevat enintään 8\u002F12\u002F18 tuntiin\nyhden\u002Fkahden\u002Fkolmen viikon jakson aikana maksetaan ylityökorvauksena 50 %:lla\nja seuraavilta tun-neilta 100 %:lla korotettu tuntipalkka.",{"bindId":63,"name":64,"text":65},"SUNDAY_trigger"," Sunnuntai-, aatto- ja vapaapäivätyö","\nSunnuntai-, aatto- ja vapaapäivätyö",{"bindId":67,"name":68,"text":69},"holidaysdays"," 13§ Vuosiloma","\n13§ Vuosiloma",{"bindId":71,"name":72,"text":73},"ANNLEAVE_trigger"," 1.Työntekijälle, joka aloittaa vuosilom","\n1.Työntekijälle, joka aloittaa vuosilomansa ilmoitettuna ajankohtana ja palaa\ntyöhön heti vuosiloman päätyttyä, maksetaan lomaltapaluurahana 50 %\nhä-nen lakisääteisestä lomapalkastaan. Lomaltapaluuraha maksetaan kunkin\nlomajakson päättymistä seuraavan palkanmaksun yhteydessä.",{"bindId":75,"name":76,"text":76},"sicknessmaxdaysnr","5 viikkoa",{"bindId":78,"name":79,"text":80},"timeoff","2.Raskauteen liittyvät lääkärintarkastuk","2.Raskauteen liittyvät lääkärintarkastukset ja tutkimukset",{"bindId":82,"name":83,"text":84},"childcare"," 17 § Tilapäiset poissaolot","\n17 § Tilapäiset poissaolot",{"bindId":86,"name":87,"text":88},"deathrelatives"," 3.Työntekijälle pyritään järjestämään m","\n3.Työntekijälle pyritään järjestämään mahdollisuus lyhyeen tilapäiseen\npois-saoloon, joka johtuu lähiomaisen kuolemasta. Työnantaja järjestää\nmahdol-lisuuden lyhyeen tilapäiseen poissaoloon, joka johtuu lähiomaisen\nhautajai-sista.",{"bindId":90,"name":91,"text":92},"marriage","4.Työntekijä, jonka työsuhde on kestänyt","4.Työntekijä, jonka työsuhde on kestänyt yhdessä tai useammassa\nerässä 12 kuukautta, saa palkallisen vapaapäivän 50- ja\n60-vuotispäivänään sekä vihkiäisiään että parisuhdeturvalain mukaista\nparisuhteen rekisteröintiä varten, jos merkkipäivä sattuu hänen\ntyöpäiväkseen.",{"bindId":94,"name":95,"text":96},"paidmaternityleave"," 18 § Äitiys-, isyys-, vanhempain- ja ho","\n18 § Äitiys-, isyys-, vanhempain- ja hoitovapaa",{"bindId":98,"name":99,"text":100},"mealvouchers"," 20§ Työpaikkaruokailu","\n20§ Työpaikkaruokailu",{"bindId":102,"name":103,"text":104},"healthandsafetypolicy"," 21§ Työturvallisuus ja suojavaatetus","\n21§ Työturvallisuus ja suojavaatetus",{"bindId":106,"name":107,"text":108},"PAYSCALES_trigger","Palkkataulukot 1.5.2022","Palkkataulukot\n        1.5.2022",{"bindId":110,"name":111,"text":112},"jobclassifaction1"," Vaativuustaso A, perustehtävät","\nVaativuustaso A, perustehtävät",{"bindId":114,"name":115,"text":116},"apprenticeships"," Koululaiset ja harjoittelijat","\nKoululaiset ja harjoittelijat",{"bindId":118,"name":119,"text":119},"TRAINING_trigger","Koulutussopimus","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN PALTA Service Industry Employers - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2022-03-10\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2024-01-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nimeä toimiala: → Viihde, kulttuuri- ja urheilutoiminta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Urheiluseurojen toiminta  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Julkinen\u002Fyksityinen sektori: → Yksityisellä sektorilla\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Saattanut päätökseen:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Yhdistysten nimet: → PALTA\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                        PAM - Palvelualojen Ammattiliiton\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">KOULUTUS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Koulutusohjelmat: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Harjoittelut: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Työnantaja on osallisena työntekijöiden koulutusrahastoon: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimimäärä palkallisia sairauspoissaoloja: → 35 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: → Kyllä\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: → -10 viikkoa\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Arvio työpaikan turvallisuudesta ja raskaana olevan tai imettävän naisen terveydestä: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Muiden työntekijöiden saatavuus vaarallisiin tai epäterveellisiin töihin raskaana olevan tai imettävän työntekijän sijaan: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Raskauden aikaisten tutkimusten takia otettavat vapaat: → Kyllä\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Kielto raskauden seulontaan ennen työntekijöiden vakiinnuttamista: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Kielto raskauden seulontaan ennen ylennystä: → Ei\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Laitokset imettäville äideille: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Työnantajan tarjoamat päiväkodit: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Työnantajan tukemat päiväkodit: → Ei\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Lukukausimaksu\u002Fvaltionapu lapsen koulutukseen: → Ei\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Vuoden aikana pidettävät vapaat läheistä hoidettaessa: → No provision päivää\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vapaan määrä päivinä läheisen kuollessa: → No provision päivää\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">TYÖSOPIMUKSET\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Koeajan kesto: → The CBA explicitly refers to the law päivää\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Osa-aikaiset työntekijät suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Aputyöntekijöiden ehdot: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Harjoittelijat suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pätkätyöt suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TYÖAJAT, AIKATAULUT JA LOMAT\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \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            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Kyllä\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksmimäärä sunnuntaita \u002F pyhäpäiviä, joina voidaan tehdä töitä vuodessa: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Ei\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Palkat määräytyvät palkka-asteikon mukaisesti: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elintasoindeksiin mukautuminen: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Palkkalisät ilta- tai yötöistä\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Palkkalisä vain yötöistä: → Kyllä\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Vuosilomaraha\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Vuosilomaraha: → 50.0 % perustulosta\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Palkkalisä ylitöistä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Palkkalisä ylitöistä: → 200 % perustulosta\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Sunnuntailisä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Sunnuntailisä: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lounassetelit\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Tarjotut lounassetelit: → Kyllä\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Tarjottu lounastuki: → Ei\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Ilmainen oikeusapu: → Ei\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[125],{"title":35,"slug":31},[127],{"type":128,"data":129},"call_to_action_body_block",{"title":130,"description":131,"variant":132,"link":133},"Vertailu työehtosopimuksia","Vertaile suomalaisten työehtosopimusten pykäliä sektoreittain, 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työehdot","\u002Ffi-fi\u002Ftyoskentele-suomessa",[150,154,158,174,223],{"title":151,"seo_title":8,"description":7,"path":152,"redirect_url":7,"locale":16,"children":153},"Minimipalkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fminimipalkka",[],{"title":155,"seo_title":8,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"Toimeentulon turvaavat 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Kohtelu","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Foikeudenmukainen-kohtelu",[],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Ammattijärjestöt","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fammattijarjestot",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":224},[225],{"title":130,"seo_title":8,"description":7,"path":134,"redirect_url":7,"locale":16,"children":226},[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Mitä teemme","\u002Ffi-fi\u002Fmita-teemme",[231,235,241,246,251],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Data ja 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