[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fhirsitaloteollisuuden-tyoehtosopimus-2024-2026":3,"menu:\u002Ffi-fi:":171,"sites:htmlblocks":336,"cite-subsites":1535,"footer:root":5100,"subsites":5198,"cite-footer:root":5675,"suggested:root":5714},{"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":151,"content_type_view":152,"extra_breadcrumbs":153,"body":155,"body_blocks":166,"related_pages":170},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":149,"translations":150},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"hirsitaloteollisuuden-tyoehtosopimus-2024-2026","38b4122e-f90b-11ef-a2d8-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Fhirsitaloteollisuuden-tyoehtosopimus-2024-2026\u002Fhirsitaloteollisuuden-tyoehtosopimus-2024-2026\u002F","Hirsitaloteollisuuden työehtosopimus 2024-2026","FIN Finnish Wood Industry Association - 2024","Finland - FIN Finnish Wood Industry Association - 2024","FIN Finnish Wood Industry Association - 2024 - Maatalous, metsätalous ja kalatalous",{"name":39,"data":40},"Hirsitaloteollisuuden työehtosopimus 2024-2026.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New20\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>HIRSITALOTEOLLISUUDEN TYÖEHTOSOPIMUS\u003C\u002Fh1>\n\n\u003Ch1>1.3.2024 - 31.5.2026\u003C\u002Fh1>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\nPuuteollisuus ry\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Teollisuusliitto ry\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nHIRSITALOTEOLLISUUDEN TYÖEHTOSOPIMUKSEN 2024-2026\nALLEKIRJOITUSPÖYTÄKIRJA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SOPIMUKSEN VOIMASSAOLO\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTyöehtosopimus tulee voimaan 1.3.2024 ja on voimassa 31.5.2026 saakka. Mikäli\nosapuolet eivät pääse sopimukseen vuoden 2025 palkankorotuksista 30.4.2025\nmennessä, sopimus päättyy 31.5.2025. Sopimus jatkuu 31.5.2026 jälkeen\nvuoden kerrallaan, ellei sopimusta viimeistään kahta kuukautta ennen sen\npäättymistä kirjallisesti irtisanota.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>2\u003C\u002Fh3>\n\n\u003Ch3>PALKKOJEN KOROTTAMINEN VUONNA 2024\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nYleiskorotus\u003C\u002Fp>\n\n\u003Cp>Sopimuksen piiriin kuuluvan henkilöstön palkkoja korotetaan sen\npalkanmaksukauden alusta, joka alkaa 1.3.2024 tai lähinnä sen jälkeen\nyleiskorotuksella, jonka suuruus on 3,95 %.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>3\u003C\u002Fh3>\n\n\u003Ch3>KERTAERÄ VUONNA 2024\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTyöntekijälle maksetaan lisäksi kertaerä, jonka suuruus on 305 euroa ja se\nmaksetaan syyskuun 2024 ensimmäisen palkanmaksun yhteydessä. Kertaerä\nmaksetaan vain niille työntekijöille, joiden yhdenjaksoinen työsuhde on\nalkanut viimeistään 1.3.2024 ja on edelleen voimassa kertaerän\nmaksupäivänä. Osa-aikaiselle työntekijälle kertaerän määrä lasketaan\nsovitun työajan ja täyden työajan suhteessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>4\u003C\u002Fh3>\n\n\u003Ch3>PALKKOJEN KOROTTAMINEN VUONNA 2025\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOsapuolet neuvottelevat 30.4.2025 mennessä 1.6.2025 tai lähinnä sen jälkeen\nalkavan palkanmaksukauden alusta toteutettavien palkkojen korottamisesta.\nMikäli 1.6.2025 toteutettavan palkkaratkaisun mukaisten palkankorotusten\nsuuruudesta ei päästä yksimielisyyteen 30.4.2025 mennessä, sopimus\npäättyy 31.5.2025.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>5\u003C\u002Fh3>\n\n\u003Ch3>TYÖKOHTAISET AIKAPALKAT\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimuksen 12 §:n mukaisia aikapalkkoja korotetaan 3,95 % 1.3.2024.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>6\u003C\u002Fh3>\n\n\u003Ch3>VUOROLISÄT, LAUANTAITYÖLISÄ YM. LISÄT\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimuksen mukaisia vuoro-, ilta-, yö- ja lauantailisiä korotetaan\n3,95 % 1.3.2024.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>7\u003C\u002Fh3>\n\n\u003Ch3>OPPISOPIMUSOPPILAAT\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nOppisopimusoppilaiden palkkoja korotetaan 3,95 % 1.3.2024.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>8\u003C\u002Fh3>\n\n\u003Ch3>TERMINOLOGISET MUUTOKSET\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muutetaan työehtosopimuksen termit sukupuolineutraaleiksi\u003C\u002Fp>\n\n\u003Cp>•Pääluottamusmies → pääluottamushenkilö\u003C\u002Fp>\n\n\u003Cp>•Luottamusmies → luottamushenkilö\u003C\u002Fp>\n\n\u003Cp>Mikäli termimuutosten johdosta syntyy tulkinnallisia epäselvyyksiä,\nkäytetään tulkinta-apuna 29.2.2024 päättyneen hirsitaloteollisuuden\ntyöehtosopimuksen kyseistä asiaa koskevia määräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä 21. päivänä helmikuuta 2024\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPUUTEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>TEOLLISUUSLIITTO 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>\nHIRSITALOTEOLLISUUDEN TYÖEHTOSOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nI Yleiset määräykset\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.Tämän työehtosopimuksen määräyksiä sovelletaan hirsitaloja,\nhirsirakennuksia, hirsiä sekä hirsiaihioita ja CLT:tä valmistavien\nPuuteollisuus ry:n jäsenyritysten ja kaikkien niiden työntekijöiden\nvälisiin työsuhteisiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2§ Keskusjärjestöjen väliset sopimukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöehtosopimuksen osana noudatetaan seuraavia liitteitä:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>irtisanomissuojasopimusta ja \u003C\u002Fli>\n  \u003Cli>kuukausipalkkasopimusta.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\n3§ Työrauhavelvoite ja järjestäytymisvapaus\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työehtosopimus sitoo allekirjoittaneita liittoja ja niiden alayhdistyksiä\nsekä työnantajia ja työntekijöitä, jotka ovat tai sopimuksen\nvoimassaoloaikana ovat olleet näiden yhdistysten jäseninä.\u003C\u002Fp>\n\n\u003Cp>2.Työehtosopimukseen kohdistuvat työtaistelutoimenpiteet on kielletty.\nLiitot ja niiden alayhdistykset ovat velvolliset huolehtimaan, etteivät niiden\njäseninä olevat yhdistykset, työnantajat ja työntekijät ryhdy sellaisiin\ntyötaistelutoimenpiteisiin eivätkä muutenkaan riko työehtosopimuksen\nmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>3.Ennen poliittiseen tai myötätuntotyötaisteluun ryhtymistä siitä\nilmoitetaan valtakunnansovittelijalle sekä asianomaiselle työnantaja- tai\ntyöntekijäliitolle mahdollisuuksien mukaan vähintään neljä päivää\naikaisemmin. Ilmoituksessa on mainittava aiotun työtaistelun syyt,\nalkamishetki ja laajuus.\u003C\u002Fp>\n\n\u003Cp>4.Työnantajilla ja työntekijöillä on oikeus liittyä ammatillisiin\njärjestöihin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4§ Työnjohto-oikeus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1. Työnantajalla on oikeus palkata ja erottaa työntekijä sekä määrätä\ntyön johtamisesta.\u003C\u002Fp>\n\n\u003Cp>2. Työnantajan edustaja selvittää työhön tulevalle uudelle\ntyöntekijälle lyhyesti työpaikan järjestö- ja neuvottelusuhteet sekä\nilmoittaa ketkä toimivat työntekijöiden pääluottamushenkilönä ja\ntyösuojeluvaltuutettuna. Työnantaja huolehtii työntekijän riittävästä\nperehdyttämisestä työhön.\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>\nII Työaika\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5§ Säännöllinen työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\n5.1Yksi- ja kaksivuorotyö\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1.Säännöllinen työaika on 8 tuntia vuorokaudessa ja enintään 6 viikon\npituisena ajanjaksona keskimäärin enintään 40 tuntia viikossa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>2.Keskimäärin työaika on 36,3 tuntia viikossa vuonna 2024, 36,2 tuntia\nviikossa vuonna 2025.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.2Keskeytyvä kolmivuorotyö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Säännöllinen työaika on 8 tuntia vuorokaudessa ja keskimäärin 36,2\ntuntia viikossa. Keskimääräinen työaika toteutetaan laatimalla\ntyövuorokaavio enintään vuoden ajaksi.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>2.Keskimääräinen säännöllinen vuosityöaika on 1708 tuntia, mikäli\ntyöntekijällä on oikeus 30 päivän vuosilomaan. Loppiaisen ollessa\nlauantaina tai sunnuntaina säännöllinen keskimääräinen vuosityöaika on\nkuitenkin 1716 tuntia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Vuotta lyhyemmän ajanjakson säännöllinen työaika saadaan kertomalla\najanjaksoon sisältyvien työviikkojen lukumäärä 36,4:lla.\u003C\u002Fp>\n\n\u003Cp>4.Vapaavuorot järjestetään arkipäiviksi huolto- ja korjaustöiden\njärjestelyn helpottamiseksi tehtäessä työtä 20 viikkovuoroa käsittävän\ntyötuntijärjestelmän mukaan, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.3Keskeytymätön kolmivuorotyö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Säännöllinen työaika on 8 tuntia vuorokaudessa ja keskimäärin 34,6\ntuntia viikossa. Keskimääräinen työaika toteutetaan laatimalla\ntyövuorokaavio enintään vuoden ajaksi. Loppiaisen ollessa lauantaina tai\nsunnuntaina säännöllinen keskimääräinen vuosityöaika on edellä todettua\n8 tuntua pidempi.\u003C\u002Fp>\n\n\u003Cp>2.Keskimääräinen säännöllinen vuosityöaika on 1632 tuntia, mikäli\ntyöntekijällä on oikeus 30 päivän vuosilomaan. Loppiaisen ollessa\nlauantaina tai sunnuntaina säännöllinen keskimääräinen vuosityöaika on\nkuitenkin 1640 tuntia vuodessa. Paikallisesti voidaan pääluottamus kanssa\nkirjallisesti sopia vuotuinen työaika edellä mainittua lyhyemmäksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6§ Työajan lyhentäminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.1 Työajan lyhennysvapaa yksi- ja kaksivuorotyössä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työaikaa lyhennetään niissä työaikamuodoissa, joissa säännöllinen\ntyöaika on 40 tuntia viikossa. Lisäksi edellytetään, että työntekijällä\non työehtosopimuksen mukaan enintään 30 arkipäivän vuosiloma ja vuotuista\ntyöaikaa muutoin lyhentävät ainoastaan kirkolliset juhlapyhät,\njuhannusaatto, itsenäisyyspäivä, uudenvuodenpäivä ja vapunpäivä.\u003C\u002Fp>\n\n\u003Cp>2.Työajan lyhennyksen piiriin kuuluvien työntekijöiden työaikaa\nlyhennetään enintään 100 tuntia vuodessa. Työajan lyhennyksen määrästä\nvähennetään muut kuin edellä kohdassa 1 mainitut vuotuista työaikaa\nlyhentävät sopimukseen tai käytäntöön perustuvat vuosilomajärjestelyt\ntai vuosittain säännöllisesti toistuvat ylimääräiset vapaapäivät.\u003C\u002Fp>\n\n\u003Cp>3.Työntekijälle annetaan neljäsosa vuotuisesta työajan lyhennyksestä\nvuosineljännestä kohti edellyttäen, että työntekijä työskentelee\nasianomaisen vuosineljänneksen mahdollisista työpäivistä yli puolet.\u003C\u002Fp>\n\n\u003Cp>4.Vapaa annetaan vapaapäivinä tai lyhentämällä työvuoron pituutta.\nTyövuoron pituuden on oltava kuitenkin vähintään 6 tuntia, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>5.Vapaan ajankohdasta on työnantajan ilmoitettava viimeistään 4\nvuorokautta ennen alkamista, ellei paikallisesti toisin sovita.\nIlmoitetun\u002Fsovitun vapaan peruuttamisesta on työnantajan ilmoitettava\nviimeistään 7 vuorokautta etukäteen, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>6.Vapaa tulee antaa viimeistään vapaan ansaitsemisvuotta seuraavan vuoden\nhuhtikuun loppuun mennessä.\u003C\u002Fp>\n\n\u003Cp>7.Paikallisesti voidaan myös sopia vapaiden ansaitsemisvuoden loppuun\nmennessä, ettei vapaata pidetä. Pitämättä jääneeltä lyhennysvapaata\nvastaavalta ajalta maksetaan palkka korottamattomana, mikäli tästä on\nerikseen kirjallisesti sovittu samassa yhteydessä, kun on sovittu, että\nvapaita ei pidetä.\u003C\u002Fp>\n\n\u003Cp>8.Sairasta työntekijää ei saa määrätä pitämään vapaata, ellei\nilmoitusta vapaan antamisesta ole annettu ennen sairastumista tai työntekijä\nole tervehtynyt ennen vapaan alkamista.\u003C\u002Fp>\n\n\u003Cp>9.Työstä poissaolevan katsotaan kuitenkin saaneen vapaata, vaikkei\npoissaolevalle ole siitä erikseen ilmoitettu, kun koko tehdas, sen työosasto\ntai työryhmä on pitänyt tässä sopimuksessa tarkoitettua vapaata.\u003C\u002Fp>\n\n\u003Cp>10.Työntekijän siirtyessä pois yksi- ja kaksivuorotyöstä katsotaan\nhänen saaneen vapaansa ennen siirtymistään, vaikkei vapaata hänelle\ntosiasiallisesti olisi annettukaan. Sama sääntö koskee myös työsuhteen\npäättymistä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.2 Työajan lyhentämiskorvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työajan lyhentämiseen oikeutetulle maksetaan työajan lyhennyskorvausta.\nTyöntekijä ansaitsee jokaiselta tekemältään säännölliseltä\ntyötunnilta korvauksen, jonka suuruus on:\u003C\u002Fp>\n\n\u003Cp>•yksi- ja kaksivuorotyössä 5,9 %;\u003C\u002Fp>\n\n\u003Cp>•keskeytyvässä kolmivuorotyössä 7,8 % ja\u003C\u002Fp>\n\n\u003Cp>•keskeytymättömässä kolmivuorotyössä 14,8 %\u003C\u002Fp>\n\n\u003Cp>työntekijän työehtosopimuksen 15 §:n 1.kohdan mukaisesta\nkeskituntiansiosta.\u003C\u002Fp>\n\n\u003Cp>2.Yrityksissä, joissa ei ole käytössä 1.kohdan mukainen prosentuaalinen\ntyöajan lyhennyskorvaus, maksetaan yksi- ja kaksivuorotyössä\nhelatorstaiviikon palkanmaksun yhteydessä 8 tunnin ylimääräinen palkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Työajan lyhentämiskorvaukset koskevat myös työnantajan korvaamaa\nmatkustamis- ja koulutusaikaa säännöllisen työajan osalta ja sitä aikaa,\njolta työnantaja maksaa sairausajan palkkaa.\u003C\u002Fp>\n\n\u003Cp>4.Työajan lyhennyskorvaus maksetaan palkkakausittain palkanmaksun\nyhteydessä, ellei paikallisesti ole sovittu toisin.\u003C\u002Fp>\n\n\u003Cp>5.Työajan lyhentämiskorvausta ei oteta huomioon laskettaessa\ntyöehtosopimuksen 15 §:n mukaista keskituntiansiota.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7§ Paikallinen sopiminen joustavista työaikajärjestelyistä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Paikallisesti voidaan sopia esimerkiksi seuraavista joustavista\ntyöaikajärjestelyistä:\u003C\u002Fp>\n\n\u003Cp>•Säännöllisen vuorokautisen ja viikoittaisen työajan\nenimmäispituus\u003C\u002Fp>\n\n\u003Cp>•Työajan tasoittumisjakson pituus\u003C\u002Fp>\n\n\u003Cp>•Työvuorokauden ja työviikon alkaminen\u003C\u002Fp>\n\n\u003Cp>•Vuorokautisen työajan lepoaika\u003C\u002Fp>\n\n\u003Cp>•Työtuntijärjestelmän muuttaminen\u003C\u002Fp>\n\n\u003Cp>•Virkistystauot\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8§ Keskimääräinen säännöllinen työaika\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Paikallisesti voidaan sopia keskimääräisestä säännöllisestä\nvuorokautisesta ja viikoittaisesta työajasta siten, että työaika tasoittuu\ntyöehtosopimuksen mukaiseen säännölliseen viikoittaiseen työaikaan\nenintään vuoden pituisen ajanjakson aikana. Keskimääräistä työaikaa\nkäytettäessä laaditaan tasoittumisjaksoksi työtuntijärjestelmä.\u003C\u002Fp>\n\n\u003Cp>2.Ellei paikallisesti ole 1.kohdan mukaisesti sovittu keskimääräisen\ntyöajan järjestämisestä, työnantaja voi tuotannollisen tilanteen\nedellyttäessä pidentää tilapäisesti vuorokautisen säännöllisen työajan\nenintään 10 tuntiin ja viikoittaisen työajan enintään 50 tuntiin.\nTilapäisyydellä tarkoitetaan enintään 52 kalenteriviikon ajanjaksoa.\nTällöin työnantajan tulee laatia työaikalain 29 §:n mukainen työajan\ntasoittumisjärjestelmä, jonka aikana työaika tasoittuu keskimäärin 40\ntuntiin viikossa.\u003C\u002Fp>\n\n\u003Cp>3.Muutos on luonteeltaan tilapäinen, jos muutoksen aiheuttaneen olotilan\nlakattua on tarkoitus palata takaisin entiseen työtuntijärjestelmään.\u003C\u002Fp>\n\n\u003Cp>4.Keskimääräistä työaikaa käytettäessä ylityötä on työ, jota\ntehdään työtuntijärjestelmän mukaisten säännöllisten työtuntien\nlisäksi, ei kuitenkaan siltä osin , kun työaika on lyhyempi kuin\nkeskimäärin 8 tuntia vuorokaudessa ja 40 tuntia viikossa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9§ Työaikapankki\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Paikallisesti voidaan sopia työaikapankkijärjestelmästä seuraavien\nperiaatteiden mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Osapuolet suosittelevat työaikapankin käyttämistä silloin, kun on\ntarvetta työaikajoustoihin. Työaikapankin keskeisenä tarkoituksena on\nmahdollistaa työn tekeminen joustavasti yrityksen ja henkilöstön tarpeiden\nmukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nJärjestelmän käyttöönotto\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Työaikapankkijärjestelmän käyttöönotosta sovitaan paikallisesti.\nSopimus on tehtävä kirjallisesti. Tällöin tulee sopia myös rajat, joiden\npuitteissa työaikasaldo voi vaihdella. Samoin tulee sopia, voiko työaikasaldo\nolla negatiivinen.\u003C\u002Fp>\n\n\u003Cp>4.Työaikapankkiin voidaan siirtää säännöllisen työajan tasauserien\nlisäksi myös muita eriä siten kuin paikallisesti sovitaan. Tehdyistä\nylitöistä pankkiin voidaan siirtää perusosa tai korotusosa tai molemmat\nylityön osat.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVapaiden antaminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Pankkiin kertyneiden vapaiden pitämisestä sovitaan paikallisesti.\nTyönantaja voi kuitenkin 14 päivän ilmoitusaikaa noudattaen ilmoittaa\nvapaiden antamisen ajankohdan.\u003C\u002Fp>\n\n\u003Cp>6.Vapaat annetaan ensisijaisesti kokonaisina päivinä. Pidetyt vapaat\nluetaan työssäolopäivien veroisiksi päiviksi vuosilomaa ansaittaessa.\u003C\u002Fp>\n\n\u003Cp>7.Kertyneet vapaat on annettava 52 viikon aikana pankkiin siirrosta. Ellei\npaikallisesti toisin sovita, työaikasaldo puretaan kalenterivuoden lopussa.\nEllei niitä ole annettu, korvataan ne tämän työehtosopimuksen periaatteiden\nmukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPalkanmaksu\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.Työaikapankkijärjestelmässä olevan vapaan palkkaperuste sovitaan\npaikallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSairaus\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n9.Jos synnytyksestä, sairaudesta tai tapaturmasta johtuva työkyvyttömyys\nalkaa ennen sovittua pankkivapaan pitämistä, ei pankkivapaa kulu. Jos\ntyökyvyttömyys alkaa pankkivapaan aikana ja jatkuu yhtäjaksoisesti yli\nseitsemän kalenteripäivää, tämän ajan ylittävää osaa\ntyökyvyttömyysajasta ei pidetä pankkivapaana, jos työntekijä pyytää\nsitä ilman aiheetonta viivytystä. Työntekijän on työnantajan pyynnöstä\nesitettävä luotettava selvitys työkyvyttömyydestään.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyösuhteen päättyminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.Työsuhteen päättyessä maksetaan työaikapankkiin kertyneiltä\npitämättömiltä vapailta yksinkertainen palkka.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyöaikapankkijärjestelmän päättyminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n11.Sovittaessa työaikapankin käyttöönotosta tulee sopia myös sopimuksen\nirtisanomisajasta tai määräajasta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.Järjestelmästä luovuttaessa maksetaan työaikapankkiin kertyneiltä\npitämättömiltä vapailta yksinkertainen palkka. Paikallisesti sovitaan\najankohta, johon mennessä työnantaja maksaa yksinkertaisen palkan\nkertyneiltä, mutta pitämättömiltä pankkivapailta.\u003C\u002Fp>\n\n\u003Cp>13.Niin ikään sovitaan vastaavanlainen siirtymäaika, jonka kuluessa\ntyöntekijät maksavat lainatut työaikasaldot.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.§ Yleiset työaikamääräykset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.1 Työajan alkaminen ja päättyminen sekä tauot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Säännöllisen työajan alkamisen ja päättymisen sekä tarpeelliset tauot\nmäärää työnantaja jäljempänä määritellyissä rajoissa.\u003C\u002Fp>\n\n\u003Cp>2.Työaika lasketaan siitä, kun kone käynnistetään tai työ aloitetaan.\nTyöaika päättyy, kun kone pysäytetään tai työ lopetetaan. Tarpeelliset\naloittamis- ja lopettamistyöt sekä mahdollinen työnjako luetaan työaikaan.\nJos vuorotyössä koneen jatkuva käynti on tarpeellinen, työ jatkuu vuorojen\nvaihtuessa keskeytyksettä.\u003C\u002Fp>\n\n\u003Cp>3.Tauko lasketaan vastaavasti siitä, kun kone pysäytetään tai työ\nkeskeytetään, siihen, kun työntekijä on työpaikallaan valmiina uudelleen\naloittamaan työnsä. Työn keskeytymisen välttämiseksi voidaan tauot\nvuorottaa.\u003C\u002Fp>\n\n\u003Cp>4.Päivätyönä tehtävässä huoltotyössä sijoitetaan tauot tuotannon\nvaatimusten mukaisesti työnjohdon kulloinkin määräämiksi ajankohdiksi.\nVuorotyössä huoltotyötä tekevien tauot määräytyvät työn kulun\nmukaisesti.\u003C\u002Fp>\n\n\u003Cp>5.Yksi- ja kaksivuorotyössä on ruokailutauko 20 minuuttia - 1 tunti, jota\nei lueta työaikaan. Työvuoron aikana on kaksi 10 minuutin taukoa, jotka\nluetaan työaikaan. Tauot voidaan yhdistää siten, että tehollinen työaika\non 7 tuntia 40 minuuttia.\u003C\u002Fp>\n\n\u003Cp>6.Taukoaikoja muutettaessa on aina todettava, milloin pidetään työaikaan\nkuuluva tauko, jonka aikana työntekijällä ei ole oikeutta poistua\ntyöpaikalta. Muita taukoja ei lueta työaikaan.\u003C\u002Fp>\n\n\u003Cp>7.Aloilla, joilla luonnostaan syntyy taukoja, pidetään nämä\ntyövaiheiden välissä siten, että työn säännöllinen kulku ei\nhäiriinny.\u003C\u002Fp>\n\n\u003Cp>8.Milloin kolmivuorotyössä luonnostaan syntyy taukoja, varataan\ntyöntekijöille tilaisuus ruokailuun työn aikana. Sellaisessa\nkolmivuorotyössä, missä luonnostaan ei synny taukoja, pidetään\ntyövuorojen ollessa 8 tuntia kaksi 10 minuutin taukoa ja yksi 15 minuutin\ntauko, jotka luetaan työaikaan.\u003C\u002Fp>\n\n\u003Cp>9.Paikallisesti voidaan em. taukoajan jakaminen sopia muullakin tavalla.\nTuotantoprosessin keskeytymisen välttämiseksi tauot voidaan vuorottaa.\nJärjestelyissä on huomioitava, ettei tauko sijoitu yhtä tuntia lähemmäksi\ntyövuoron alkamista eikä päättymistä.\u003C\u002Fp>\n\n\u003Cp>10.Mikäli työssä ei luonnostaan synny taukoja, on\ntyötuntijärjestelmään otettava määräys siitä, milloin tauot\npidetään.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Työnantaja on oikeutettu järjestämään työajan tarkkailun\nkäyttämällä tarkoitettuja laitteita. Tarkkailun tulee tapahtua työajan\nulkopuolella ja järjestelyn tulee olla sellainen, ettei se aiheuta\ntyöntekijöille turhaa ajanhukkaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.2Aloittamis- ja lopettamistyöt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantaja ja työntekijä saavat työaikalain 17 §:n mukaisesti sopia,\nettä työnantaja voi ilman työntekijän erikseen antamaa suostumusta\nteettää työtä, joka on välttämätöntä, jotta työpaikan muut\ntyöntekijät voivat tehdä työtä koko säännöllisen työaikansa tai joka\non vuorotyössä tarpeen tietojen vaihtamiseksi työvuorojen vaihtuessa\n(aloittamis- ja lopettamistyö). Aloittamis- ja lopettamistyötä saa teettää\nenintään viisi tuntia viikossa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.3Työtuntijärjestelmän muuttaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työtuntijärjestelmän pysyväksi tarkoitetusta muutoksesta ilmoitetaan\nhyvissä ajoin, kuitenkin vähintään 7 vuorokautta aikaisemmin ja\ntilapäiseksi tarkoitetusta muutoksesta vähintään yhtä vuorokautta ennen,\nellei kysymys ole hätä- tai siihen verrattavasta työstä.\u003C\u002Fp>\n\n\u003Cp>2.Tilapäiseksi työtuntijärjestelmän muutokseksi katsotaan muutos, joka\nkerrallaan kestää enintään kahdeksan (8) viikkoa. Työajan ei tarvitse\ntasoittua kahdeksan (8) viikon aikana, mikäli työnantaja ja työntekijä\nsopivat vastaavasta tasoittumisesta. Työaika voidaan tällöin sopia\ntasoitettavaksi 52 kalenteriviikon kuluessa. Tilapäisen muutoksen kestoajasta\nvoidaan paikallisesti sopia toisin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.4 Työnteon estyminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos menekkivaikeuksien, työnpuutteen, työn säännöllisen kulun\nhäiriintymisen tai tavanmukaisten korjaustöiden vuoksi työtä ei voida\nsäännölliseen tapaan työntekijöille järjestää, voidaan 5 §:ssä\nmainittua työaikaa lyhentää tai työntekijöitä lomauttaa työsuhdetta\nkatkaisematta.\u003C\u002Fp>\n\n\u003Cp>2.Työajan muuttamisesta ja lomauttamisesta ilmoitetaan työntekijöille\nvähintään kaksi viikkoa ennen niiden voimaantuloa sekä annetaan ennen\nniiden toimeenpanoa selostus pääluottamushenkilölle.\u003C\u002Fp>\n\n\u003Cp>3.Mikäli työnkeskeytys aiheutuu työpaikan koneiden rikkoutumisesta tai\nsiitä, että kone joudutaan pysäyttämään rikkoutumisen estämiseksi, on\ntyöntekijällä oikeus saada esteen aikana 16 §:n mukainen palkka enintään\nkahden viikon ajanjakson työpäiviltä.\u003C\u002Fp>\n\n\u003Cp>4.Työntekijät eivät kuitenkaan ole oikeutettuja em. palkkaan, jos\ntyönkeskeytys johtuu sellaisista työntekijöistä itsestään riippuvista\nsyistä, kuten esim. töiden laiminlyöminen, työnantajan\ntyönjohto-oikeutensa rajoissa antamien määräysten noudattamatta\njättäminen, järjestysmääräysten rikkominen, perusteeton poissaolo ja\nilmeinen huolimattomuus työssä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.5Työviikon ja -vuorokauden vaihtuminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työviikko alkaa maanantaina. Vuorokauden lasketaan alkavan klo 6.00, jollei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\n10.6Viikon vapaapäivät\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tavoitteena pidetään, että työntekijällä on viikon aikana sunnuntain\nlisäksi toinenkin vapaapäivä. Jos toiseksi vapaapäiväksi määrätään\nkiinteä viikonpäivä, tulee sen olla lauantai. Jos toinen vapaapäivä on\nliikkuva, tulee sen ilmetä etukäteen laaditusta työtuntijärjestelmästä.\nEnnen kuin uusi työtuntijärjestelmä otetaan käyttöön, annetaan siitä\nselostus pääluottamushenkilölle.\u003C\u002Fp>\n\n\u003Cp>2.Arkipyhäviikolla on arkipyhä päivätyössä ja keskeytyvässä\nvuorotyössä viikon toinen vapaapäivä. Arkipyhäviikolla on arkipäiväksi\nsattuvan juhlapäivän aaton ja lauantain säännöllinen työaika 8 tuntia.\nPääsiäislauantai, juhannus- ja jouluaatto sekä uudenvuoden-, loppiais-,\nvapun-, helatorstai- ja itsenäisyyspäiväviikon lauantai sekä joulun ja\npääsiäisen jälkeinen lauantai ovat kuitenkin vapaapäiviä, ellei\npaikallisesti toisin sovita\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.7Vuorokausilepo\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työaikalain 25 §:ssä säädetyn lisäksi voidaan vuorokausilepoa\ntilapäisesti enintään kolmen peräkkäisen vuorokausilevon aikana kerrallaan\nlyhentää. Lepoajan on kuitenkin oltava vähintään viisi tuntia.\nTyöntekijälle on annettava lyhennetyn vuorokausilevon korvaavat lepoajat\nmahdollisimman nopeasti, viimeistään kuitenkin yhden kuukauden kuluessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.8Vuorotyö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Vuorotyössä tulee vuorojen säännöllisesti vaihtua ja enintään kolmen\nviikon pituisin ajanjaksoin muuttua. Milloin erityiset syyt niin vaativat ja\nsiitä on työntekijän kanssa sovittu, voidaan työntekijä kuitenkin pitää\njatkuvasti samassa työvuorossa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.9Ylityötauot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän jäädessä työvuoronsa päättymisen jälkeen välittömästi\nylityöhön, jonka arvioidaan kestävän vähintään yhden tunnin, varataan\nhänelle 15 minuutin virkistystauko, mikäli se haitatta on mahdollista.\nMikäli työ ylityönteon aloittamisen jälkeen kestää vähintään yhden\ntunnin, maksetaan työntekijälle siitä riippumatta, onko tauko pidetty vai\nei, työehtosopimuksen 15 §:n 1.kohdan mukaisen keskituntiansion perusteella\nmääräytyvä erillinen ylimääräinen taukokorvaus 15 minuutilta 50 %:lla\nkorotettuna. Mikäli em. tauko on pidetty, luetaan se työaikaan.\u003C\u002Fp>\n\n\u003Cp>2.Jos ylityön tekeminen jatkuu yli kahden tunnin, varataan työntekijälle\nvirkistystauko ao. työn rytmin edellyttämällä tavalla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.10 Seisokkiajat ja seisokkiajan korvaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Ellei paikallisesti toisin sovita, keskeytetään työt\nkeskeytymättömässä kolmivuorotyössä, paitsi höyrykattilahuoneissa,\nvoimalaitoksissa ja niihin verrattavissa osastoissa, joiden keskeytymätön\nkäynti teknisistä syistä on ehdottoman välttämätöntä, seuraavasti:\u003C\u002Fp>\n\n\u003Cp>• Jouluaattona klo 6 yhdeksän työvuoron ajaksi\u003C\u002Fp>\n\n\u003Cp>2.Ellei työnantaja toisin päätä, keskeytetään työt\nkeskeytymättömässä kolmivuorotyössä, paitsi höyrykattilahuoneissa,\nvoimalaitoksissa ja niihin verrattavissa osastoissa, joiden keskeytymätön\nkäynti teknisistä syistä on ehdottoman välttämätöntä, seuraavasti:\u003C\u002Fp>\n\n\u003Cp>• Juhannusaattona klo 6 yhdeksän työvuoron ajaksi;\u003C\u002Fp>\n\n\u003Cp>Pääsiäisenä alkaen pitkäperjantain aamuna klo 6 kahdentoista työvuoron\najaksi.\u003C\u002Fp>\n\n\u003Cp>3.Ellei työnantaja toisin päätä, keskeytetään työt edellisissä\nkappaleissa mainittujen ajankohtien lisäksi keskeytyvissä työaikamuodoissa\nseuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Uutena vuotena (viisi työvuoroa alkaen uudenvuoden aattona vuorotyössä\nensimmäisen vuoron ja päivätyössä säännöllisen työajan jälkeen);\u003C\u002Fp>\n\n\u003Cp>•Vappuna (viisi työvuoroa alkaen vapunaattona vuorotyössä ensimmäisen\nvuoron ja päivätyössä säännöllisen työajan jälkeen);\u003C\u002Fp>\n\n\u003Cp>•Helluntaina (kolme työvuoroa alkaen helluntaiaamuna klo 6).\u003C\u002Fp>\n\n\u003Cp>4.Työntekijän tiedossa on oltava vähintään kaksi viikkoa ennen, onko\nuusivuosi, pääsiäinen, vappu, helluntai ja juhannusaatto seisokkiaikaa vai\nei. Paikallisesti voidaan pääluottamushenkilön kanssa sopia myös\nlyhyemmästä ilmoitusajasta.\u003C\u002Fp>\n\n\u003Cp>5.Seisokkiaikoina suoritettavaksi aiotusta korjaustyöstä on, mikäli\nmahdollista, annettava hyvissä ajoin ennakkoilmoitus ko. työntekijöille.\u003C\u002Fp>\n\n\u003Cp>6.Juhannuksena, jouluna ja pääsiäisenä, uutena vuotena, vappuna ja\nhelluntaina suoritetusta työstä maksetaan 200 %:lla korotettu palkka.\u003C\u002Fp>\n\n\u003Cp>7.Seisokkiajan korvaus sisältää mahdolliset sunnuntai - ja\nylityökorotukset, mutta ei työaikalain 32 §:n edellyttämää\nviikkolepokorvausta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIII Palkkaus\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.§ Työn vaativuus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyön vaativuuden määrittäminen\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työn eri vaativuustekijät, niiden painottaminen, mittausjärjestelmä sekä\nvaativuusryhmien lukumäärä sovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>2.Työt asetetaan vaativuusryhmiin neljän vaativuustekijän perusteella:\u003C\u002Fp>\n\n\u003Cp>•Työnvaatima oppimisaika\u003C\u002Fp>\n\n\u003Cp>•Työnedellyttämävastuu\u003C\u002Fp>\n\n\u003Cp>•Työnaiheuttamakuormitus\u003C\u002Fp>\n\n\u003Cp>•Työolosuhteet\u003C\u002Fp>\n\n\u003Cp>3.Paikallisesti voidaan sopia käytettäväksi myös muita\nvaativuustekijöitä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönvaativuusryhmät\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Mikäli paikallisesti ei sovita muusta työn vaativuuden\narviointijärjestelmästä, sijoitetaan työt kolmeen vaativuusryhmään\nseuraavasti:\u003C\u002Fp>\n\n\u003Cp>•Työnvaativuusryhmä A (palkkaryhmät 1 ja 2): lyhyehköä käytännön\nkokemusta, normaalia vastuuta edellyttävät työt.\u003C\u002Fp>\n\n\u003Cp>•Työnvaativuusryhmä B (palkkaryhmät 3 ja 4): normaalia ammattitaitoa,\nmelkoista vastuuta edellyttävät työt normaalilla kuormituksella tai\ntyönvaativuusryhmä A:n mukainen työ kuormitukseltaan raskaana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Työnvaativuusryhmä C (palkkaryhmät 5 ja 6): työ vaatii monipuolista\nja hyvää ammattitaitoa sekä merkittävää vastuuta edellyttävät työt\nkuormitukseltaan normaalina tai työnvaativuusryhmä B:n mukainen työ\nkuormitukseltaan raskaana.\u003C\u002Fp>\n\n\u003Cp>5.Palkkaryhmiin sijoittaminen tehdään kuhunkin työnvaativuusryhmään\nkuuluvien tehtävien keskinäisellä vertailulla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12§ Työkohtaiset aikapalkat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyökohtaiset tuntipalkat (senttiä\u002Ftunti) ovat 1.3.2024 tai lähinnä edellä\nmainittujen päivämäärien jälkeen seuraavat:\u003C\u002Fp>\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:14.65pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1.3.2024\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">s\u002Ft\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">946\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1055\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1115\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1190\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1265\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1342\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1398\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1427\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;padding:0cm .5pt 0cm .5pt;   height:15.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:151.45pt;padding:0cm .5pt 0cm .5pt;   height:15.1pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1490\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003Cbr>\n\u003Cbr>\n1.Paikallisesti voidaan sopia muusta palkkaryhmärakenteesta, jolloin alimman\ntyönvaativuusryhmän palkan olla palkkaryhmä 1:n palkan mukainen ja ylimmän\nsovitun palkan palkkaryhmä 6:n palkan mukainen.\u003C\u002Fp>\n\n\u003Cp>2.Palkkaryhmiin 5 ja 6 kuuluvissa tai vastaavissa paikallisesti sovituissa\npalkkaryhmissä työskenteleville työntekijöille pyritään järjestämään\nsuorituspalkka- tai palkkiotyötä. Mikäli tämä ei ole mahdollista,\nmaksetaan palkkaryhmään 5 kuuluvalle vähintään palkkaryhmän 5a ja\npalkkaryhmään 6 kuuluvalle vähintään palkkaryhmän 6a mukainen palkka.\u003C\u002Fp>\n\n\u003Cp>3.Kunnossapito-osastoilla työskenteleville (sähkö- ja metallimiehet) 5.\nja 6 palkkaryhmään kuuluville ammattityöntekijöille maksetaan vähintään\ntaulukon 5b tai 6b mukaista palkkaa.\u003C\u002Fp>\n\n\u003Cp>4.Alle 18-vuotiaiden työntekijöiden työkohtaiset aikapalkat ovat\naikaisemmasta ammattikokemuksesta ja ammattikoulutuksesta sekä työkyvystä ja\nammattitaidosta riippuen 90– 100 % sen palkkaryhmän mukaisesta\ntyökohtaisesta aikapalkasta, johon ao. työntekijän suorittama työ\nkuuluu.\u003C\u002Fp>\n\n\u003Cp>5.Nuoren työntekijän suorittaessa samaa työtä kuin täysi-ikäinen\ntyöntekijä ja hänen omatessaan työn edellyttämän ammattitaidon ja\npätevyyden eikä hänen työskentelyynsä kohdistu ylityösäännösten\nlisäksi muita lainsäädännöstä johtuvia rajoituksia, määräytyy hänen\npalkkansa asianomaisen työn palkkaperusteiden mukaisesti.\u003C\u002Fp>\n\n\u003Cp>6.Suorituspalkkauksen sijasta käytetään kokonaistuntipalkkoja\nhuoltotöissä ja tuotannon ammattitöissä silloin, kun suorituspalkan\nkäyttö ei ole tarkoituksenmukaista.\u003C\u002Fp>\n\n\u003Cp>7.Kokonaistuntipalkasta sovittaessa on otettava huomioon työn vaativuus ja\ntyöntekijän ammattitaito. Kokonaistuntipalkan on oltava oikeassa suhteessa\nsaman vaativuustason suorituspalkkatöiden kanssa.\u003C\u002Fp>\n\n\u003Cp>8.Työn vaativuuden muuttuessa sovitaan uudesta kokonaistuntipalkasta\nedellä todettujen periaatteiden mukaisesti. Paikallisesti voidaan sopia\nkokonaistuntipalkkojen tarkistamisesta muulla perusteella.\u003C\u002Fp>\n\n\u003Cp>9.Kokonaistuntipalkalla työskentelevän työntekijän tulee suorittaa\ntyönsä työn laadun edellyttämällä valppaudella ja ahkeruudella\n(urakkatyövauhdilla).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>10.Työkohtaiset tuntipalkat (senttiä\u002Ftunti) oppisopimusoppilaiden osalta\novat 1.3.2024 tai lähinnä edellä mainittujen päivämäärien jälkeen\nseuraavat:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:32.15pt\">\n      \u003Ctd width=\"270\" colspan=\"2\" valign=\"top\" style=\"width:202.55pt;padding:0cm .5pt 0cm .5pt;   height:32.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.35pt;padding:0cm .5pt 0cm .5pt;   height:32.15pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:125%\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1.3.2024 s\u002Ft\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"164\" style=\"width:123.35pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Oppisopimusoppilas\n        1.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vuosi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:93.35pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"margin-right:14.0pt;text-align:right\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">889\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.35pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Oppisopimusoppilas\n        2.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" valign=\"bottom\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vuosi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.35pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"margin-right:14.0pt;text-align:right\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">937\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>11.Oppisopimussuhteeseen otettavien oppilaiden työsuhteissa noudatetaan\nvoimassa olevan hirsitaloteollisuuden työehtosopimuksen työehtoja ja\npalkkausmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>12.Ennen oppisopimuksen solmimista yritykseen työsuhteessa olevan palkka\nsovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.§ Henkilön työsuoritus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsuorituksen arvioinnin suorittaa työnantaja tai sen edustaja.\nTyönsuorituksen arviointiperusteista ja arviointimenettelystä sovitaan\npaikallisesti.\u003C\u002Fp>\n\n\u003Cp>2.Työsuorituksen arviointiperusteena käytetään työntekijän\ntyötulosta, ammattitaitoa, monipuolisuutta, työtehtävien osaamisen\nkehittämistä ja\u002Ftai muuta työpaikalla tärkeäksi katsottua tekijää.\u003C\u002Fp>\n\n\u003Cp>3.Työntekijän pätevyyden tarkistus suoritetaan vähintään kerran\nvuodessa, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>4.Henkilökohtainen palkanosa on 1–16 % työkohtaisesta palkasta, ellei\npaikallisesti ole toisin sovittu. Henkilökohtainen palkanosa määritellään\nviimeistään 4 kuukauden kuluttua työsuhteen alkamisesta tai koeajan\npäätyttyä. Alan ammatti- tai erikoisammattitutkinto otetaan huomioon\npalkkauksessa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14§ Suorituspalkat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle on varattava työn laadun salliessa tilaisuus tehdä\nsuorituspalkkatyötä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Suorituspalkkatyötä tekevän tavoiteansion tulee ylittää vähintään\n17 %:lla kyseisen työn työkohtaisen aikapalkan.\u003C\u002Fp>\n\n\u003Cp>3.Töissä, jotka on tarkoitus urakoida, mutta joissa kokemuksen puutteen\ntai muun syyn vuoksi ei voida hinnoittelua sopia, voidaan harjaantumisajan työ\nsuorittaa määräajaksi sovitulla tuntipalkalla.\u003C\u002Fp>\n\n\u003Cp>4.Suorituspalkkatyötä tehtäessä on työn palkkaryhmän mukainen\ntyökohtainen aikapalkka taattu.\u003C\u002Fp>\n\n\u003Cp>5.Työ- ja tuotantomenetelmien muuttuessa urakkahinnoittelu kyseisessä\ntyössä lakkaa olemasta voimassa ja työnvaativuus ja henkilökohtainen\npalkanosa arvioidaan uudelleen.\u003C\u002Fp>\n\n\u003Cp>6.Työ tehdään työkohtaisella aikapalkalla, jos suorituspalkkatyön\nehdoista ei päästä sopimukseen.\u003C\u002Fp>\n\n\u003Cp>7.Tulos-, voitto- ja kannustepalkkiot eivät ole työehtosopimuksen\ntarkoittamia suorituspalkkoja.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15§ Keskituntiansio\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Keskituntiansiolla tarkoitetaan tässä työehtosopimuksessa lähinnä\nedeltäneen palkanmaksukauden säännölliseltä työajalta saatua\nkeskimääräistä tuntiansiota. Keskituntiansiota laskettaessa otetaan\nhuomioon vuorotyö- ja olosuhdelisät, mutta ei yli- eikä\nsunnuntaityökorotuksia ym. niihin verrattavia korotuksia ja lisiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n16§ Siirtoajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Aikapalkalla työskentelevän työntekijän siirtyessä urakkapalkkatyöhön,\nmaksetaan hänelle heti siirrosta lukien urakkahinnoittelun mukaista\npalkkaa.\u003C\u002Fp>\n\n\u003Cp>2.Urakkapalkalla työskentelevän työntekijän siirtyessä toiseen\nurakkatyöhön, maksetaan hänelle heti siirron tapahduttua uuden urakkatyön\nhinnoittelun mukaista palkkaa.\u003C\u002Fp>\n\n\u003Cp>3.Jos aikapalkalla työskentelevä työntekijä ilman omaa syytään\nsiirretään työtään alemmin palkattuun työhön, maksetaan hänelle kuluvan\npalkkakauden loppuun ja vähintään kuudelta päivältä entisen tuntipalkan\nmukainen palkka.\u003C\u002Fp>\n\n\u003Cp>4.Jos urakkapalkalla työskentelevän työntekijän työ ilman hänen omaa\nsyytään keskeytyy ja hänet siirretään toisen laatuiseen työhön, jota\nsuoritetaan tuntityönä, maksetaan hänelle uudessa työssä siihen asti,\nkunnes siirrosta on kulunut kaksi viikkoa, tuntipalkka, joka on 85 % hänen\naikaisemmassa työssänsä saamastaan keskituntiansiosta, kuitenkin\nvähintään entisen työn mukainen työkohtainen palkka.\u003C\u002Fp>\n\n\u003Cp>5.Edellä olevaa ei sovelleta huolto-osastojen työntekijöihin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n17§ Hukka-ajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Mikäli työntekijä urakkatyön kestäessä joutuu konehäiriön vuoksi tai\nmuusta työntekijöistä riippumattomasta syystä odottamaan yhtäjaksoisesti\nvähintään 15 minuuttia maksetaan hänelle keskeytyksen ajalta ja enintään\nvuoron loppuun näin syntyneen hukka-ajan korvauksena tuntipalkka, joka on 85 %\ntyöntekijän keskituntiansiosta, kuitenkin vähintään työkohtainen\naikapalkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Hukka-ajaksi ei katsota urakkahinnoitteluun sisältyviksi sovittuja\nsivuaikoja, kuten esim. normaalia terien teroittamista ja vaihtamista koskevaa\naikaa.\u003C\u002Fp>\n\n\u003Cp>3.Hukka-aikana työntekijä on velvollinen suorittamaan hänelle osoitettua\nmuuta työtä. Mikäli mahdollista muun työn tulisi olla urakkatyötä\nurakkapalkalla.\u003C\u002Fp>\n\n\u003Cp>4.Paikallisesti voidaan sopia hukka-ajan korvaamisesta toisin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n18§ Palkanmaksu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Palkka maksetaan kuukausipalkkaisille työntekijöille kerran kuukaudessa ja\ntuntipalkkaisille työntekijöille kaksi kertaa kuukaudessa, ellei\npaikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>2.Palkkojen laskemista ja maksamista varten varataan neljän työpäivän\naika palkanmaksun tapahtuessa viidentenä päivänä viivytyksettä\nvuorotyöntekijöille heti aamuvuoron ja päivätyöntekijöille heti työn\npäätyttyä. Palkanmaksun sattuessa pyhäpäivälle, maksetaan se edellisenä\narkipäivänä.\u003C\u002Fp>\n\n\u003Cp>3.Edellä olevista määräyksistä riippumatta varataan\nteollisuuslaitoksissa, joissa palkanlaskenta perustuu ATK-järjestelmään,\npalkkojen laskemista ja maksamista varten riittävä aika, josta erikseen\nsovitaan kussakin teollisuuslaitoksessa.\u003C\u002Fp>\n\n\u003Cp>4.Haettaessa työttömyysturvaa työnantaja antaa työsuhteen päättyessä\nja lomautetulle työntekijälle tämän pyynnöstä\ntyöttömyysturvasäännösten mukaisen palkkatodistuksen.\u003C\u002Fp>\n\n\u003Cp>5.Jos työntekijä on antanut siihen valtuutuksen, työnantaja pidättää\npalkasta tähän työehtosopimukseen osallisen ammattiliiton jäsenmaksut ja\ntilittää ne palkanmaksukausittain liiton nimeämälle pankkitilille sekä\nselvittää ne neljännesvuosittain Teollisuusliitolle. Työnantaja toimittaa\nperintäsopimuksen päättymisestä ilmoituksen työntekijän ammattiliittoon.\nTyöntekijälle annetaan kalenterivuoden tai työsuhteen päätyttyä verotusta\nvarten todistus pidätetystä summasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19§ Ylityö- ym. korvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.1Ylityön enimmäismäärä ja ylityökorvauksen määrittäminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työajan enimmäismäärän tarkastelujaksona käytetään yksinomaan\nkalenterivuotta. Kalenterivuoden sijasta voidaan tarkastelujaksoksi sopia\npaikallisesti vuoden pituinen ajanjakso, joka alkaa siitä palkanmaksukaudesta,\njolta palkka maksetaan lähinnä kalenterivuoden vaihtumisen jälkeen.\nVaihtoehtoisesti voidaan 31.12.2020 saakka käyttää aiempaa määräystä\nylityön enimmäismääristä.\u003C\u002Fp>\n\n\u003Cp>2.Tuntityössä maksetaan 1\u002F2 tuntia lyhyemmästä ylityöstä puolen tunnin\npalkka ylityökorvauksineen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\n19.2Vuorokautinen ylityö\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Säännöllisen vuorokautisen työajan ylittävältä kahdelta\nensimmäiseltä työtunnilta maksetaan 50 prosentilla korotettu palkka ja\nniitä seuraavilta työtunneilta 100 prosentilla korotettu palkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.3Viikoittainen ylityö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Viikoittaisesta ylityöstä maksetaan kahdeksalta (8) ensimmäiseltä\ntunnilta 50 %:lla ja seuraavilta tunneilta 100 %:lla korotettu palkka.\u003C\u002Fp>\n\n\u003Cp>2.Kun viikoittaista ylityötä on maksettu 8 tunnilta, korvataan sen\njälkeen työviikon muut ylityöt 100 % korotetulla palkalla, ellei kyse ole\n10.10 §:n mukaisesta seisokkiajasta.\u003C\u002Fp>\n\n\u003Cp>3.Yksi- ja kaksivuorotyössä korvataan lyhennysviikon säännöllisen\nviikkotyöajan ylittävä työ, kuten viikoittaisesta ylityöstä on\nsovittu.\u003C\u002Fp>\n\n\u003Cp>4.Kolmivuorotyössä ja jatkuvissa työaikamuodoissa korvataan työviikon\ntyötuntijärjestelmän mukaisen viikkotyöajan ylittävä työ, kuten\nviikoittaisesta ylityöstä on sovittu.\u003C\u002Fp>\n\n\u003Cp>5.Vapaapäivänä tehtävä työ korvataan siten kuin viikoittaisesta\nylityöstä on sovittu, silloin kun työntekijällä ei ole seuraavien\nhyväksyttävien syiden takia ollut työviikon työtuntijärjestelmän\nmukaisina työpäivinä mahdollisuutta tehdä työtä niin monta tuntia, että\nse vastaisi hänen säännöllistä viikoittaista työaikaansa ja hän tekee\ntyötä työtuntijärjestelmän mukaisina vapaapäivinä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHyväksyttävinä syinä pidetään:\u003C\u002Fp>\n\n\u003Cp>•työntekijän vuosilomaa,\u003C\u002Fp>\n\n\u003Cp>•työntekijän sairaudesta johtuvaa työkyvyttömyyttä,\u003C\u002Fp>\n\n\u003Cp>•taloudellisiin tai tuotannollisiin syihin perustuvaa lomautusta,\u003C\u002Fp>\n\n\u003Cp>•sovittua koulutusta,\u003C\u002Fp>\n\n\u003Cp>•työnantajan määräyksestä tehtyä matkaa tai\u003C\u002Fp>\n\n\u003Cp>•reservin harjoitusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.Mikäli yksi- ja kaksivuorotyössä oleva työntekijä, jolla on kiinteät\nvapaapäivät, työskentelee uudenvuoden-, loppiais-, vappu-, helatorstai- ja\nitsenäisyyspäiväviikon lauantaina tai joulun ja pääsiäisen jälkeisenä\nlauantaina, korvataan kyseisenä päivänä tehty työ, kuten viikkoylityöstä\non sovittu.\u003C\u002Fp>\n\n\u003Cp>7.Jos työntekijä, jolla on liikkuvat vapaapäivät, kutsutaan työhön\nvapaapäivänään, on siitä hänen kanssaan sovittava ja samalla sovittava\nvapaapäivä annettavaksi jonakin muuna päivänä joko saman tai seuraavan\nviikon kuluessa. Ellei vapaapäivän siirtämisestä sovita, viikoittaista\nylityötä ovat ne tunnit, jotka kullakin kalenteriviikolla ylittävät\ntyötuntijärjestelmässä kyseisen viikon säännölliseksi työajaksi\nvahvistetun työtuntimäärän.\u003C\u002Fp>\n\n\u003Cp>8.Työntekijän siirtyessä säännönmukaisesta työvuorostaan toiseen tai\nvaihtaessaan työaikamuotoa, katsotaan siirtymisviikolla viikoittaisiksi\nylityötunneiksi ne tunnit, jotka ylittävät 40 viikkotuntia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.4 Yötyö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Yötyötä saadaan teettää työaikalain 8 §:n säännöksiä noudattaen\ntai sopimalla paikallisesti.\u003C\u002Fp>\n\n\u003Cp>2.Kello 22.00–6.00 välisenä aikana tehdystä ylityöstä maksetaan 100\n%:lla korotettu palkka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.5 Hälytysluonteinen työ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Hälytysluonteisesta työstä, johon työntekijä kutsutaan hänen\npoistuttuaan työpaikalta, maksetaan vähintään yhden tunnin työpalkka sekä\nmahdollinen ylityökorvaus.\u003C\u002Fp>\n\n\u003Cp>2.Lisäksi maksetaan erityisenä hälytysrahana:\u003C\u002Fp>\n\n\u003Cp>•kahden tunnin keskituntiansiota vastaava korvaus, jos työ alkaa\nsäännöllisen työajan jälkeen tai työntekijän vapaapäivänä ennen klo\n21.00, ja\u003C\u002Fp>\n\n\u003Cp>•kolmen tunnin keskituntiansiota vastaava korvaus, jos työ alkaa klo\n21.00 ja 6.00 välisenä aikana.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.6 Kutsu tilapäiseen työhön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle maksetaan ylimääräinen kahden tunnin keskituntiansion\nmukainen korvaus, kun hänelle säännöllisellä työajallaan ilmoitetaan,\nettä hänen tulee kyseisen työvuoronsa päättymisen ja seuraavan\nsäännöllisen työvuoronsa alkamisen välisenä aikana saapua tilapäisesti\ntyöhön.\u003C\u002Fp>\n\n\u003Cp>2.Tätä korvausta ei makseta, jos\u003C\u002Fp>\n\n\u003Cp>•kysymyksessä on työntekijän säännönmukainen aloittamistyö tai\u003C\u002Fp>\n\n\u003Cp>•kutsu töihin on annettu vähintään 24 tuntia ennen työn\naloittamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.7 Vuoro-, ilta- ja yötyö sekä lauantaityö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Vuorotyölisää maksetaan seuraavasti:\u003C\u002Fp>\n\n\u003Cp>Iltavuorossa: 111 senttiä\u002Ftunti\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Yövuorossa: 205 senttiä\u002Ftunti\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n2.Vuorotyössä maksetaan ylityön ajalta sen vuoron mukainen vuorotyölisä,\njonka aikana ylityö tehdään.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Työstä, joka ei ole vuoro-, yli- eikä hätätyötä (ilta- ja yötyöt),\nmaksetaan:\u003C\u002Fp>\n\n\u003Cp>•Kello 16-22 välillä tehdyistä tunneista vuorotyön iltavuorolisää\nvastaava korvaus.\u003C\u002Fp>\n\n\u003Cp>•Kello 22–6 välillä tehdyistä tunneista vuorotyön yövuorolisää\nvastaava korvaus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Edellä mainitut vuorolisät ja niitä vastaavat korvaukset huomioidaan\nylityöstä maksettavaa korotettua palkkaa laskettaessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Lauantaisesta säännöllisestä työstä maksetaan erillinen lisä\nseuraavasti:\u003Cbr>\n189 senttiä\u002Ftunti\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.Tätä lisää ei oteta huomioon työehtosopimuksen 15 §:n mukaista\nkeskituntiansiota laskettaessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.8 Viikoittaisen vapaan korvaaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän työskenneltyä tilapäisesti viikoittaisena vapaa-aikanaan\ntyöaikalain 28 §:n mukaisin edellytyksin, maksetaan hänelle erillinen\nperuspalkan suuruinen korvaus keskituntiansion mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.9 Sunnuntaikorotus arkipyhinä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Mikäli arkipyhäviikon työtuntijärjestelmää päivä- tai\nkaksivuorotyössä muutetaan työntekijän esityksestä siten, että arkipyhä\non työpäivä ja viikon lauantai vapaapäivä, arkipyhältä ei makseta\nsunnuntaityökorotusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.10 Ammattitutkintopalkkiot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle maksetaan ammattitutkintopalkkio hänen suoritettuaan\ntyönantajansa kanssa yhdessä sovitun työhönsä liittyvän ammatti- tai\nerikoisammattitutkinnon. Palkkio maksetaan tutkinnon suorittamista seuraavan\npalkanmaksun yhteydessä seuraavasti:\u003C\u002Fp>\n\n\u003Cp>•ammattitutkinnosta 300 euroa\u003C\u002Fp>\n\n\u003Cp>•erikoisammattitutkinnosta 400 euroa\u003C\u002Fp>\n\n\u003Cp>2.Edellytyksenä palkkion maksamiselle on, että työntekijä on ollut\nyhtiön palveluksessa tutkinnon aloittamishetkellä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\n19.11 Varallaolo ja puhelinohjeet\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Varallaolon aikana työntekijän on oltava työnantajan tavoitettavissa niin,\nettä hänet voidaan kutsua työhön.\u003C\u002Fp>\n\n\u003Cp>2.Varallaoloaikaa ei lueta työaikaan, ellei työntekijän ole oleskeltava\ntyöpaikalla tai sen välittömässä läheisyydessä.\u003C\u002Fp>\n\n\u003Cp>3.Vapaampi varallaolo korvataan siten että korvaus on\u003C\u002Fp>\n\n\u003Cp>•20%jostyöpaikallaonoltava3hsisällä\u003C\u002Fp>\n\n\u003Cp>•30%jostyöpaikallaonoltava2hsisällä\u003C\u002Fp>\n\n\u003Cp>•50%jostyöpaikallaonoltava1hsisällä\u003C\u002Fp>\n\n\u003Cp>Edellä olevastataulukostavoidaan sopia paikallisesti toisin.\u003C\u002Fp>\n\n\u003Cp>4.Työntekijän antaessa puhelinohjeita työaikansa ja sovitun varallaolon\nulkopuolella, on siitä maksettava korvaus, josta sovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\n20§ Arkipyhäkorvaus\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Tuntipalkkaiselle työntekijälle maksetaan muuksi viikonpäiväksi kuin\nlauantaiksi tai sunnuntaiksi sattuvalta jouluaatolta, ensimmäiseltä ja\ntoiselta joulupäivältä, loppiaiselta, pitkäperjantailta, toiselta\npääsiäispäivältä, vapunpäivältä, helatorstailta ja juhannusaatolta\narkipyhäkorvauksena 8 tunnin palkka keskituntiansion mukaan.\u003C\u002Fp>\n\n\u003Cp>2.Arkipyhäkorvaus maksetaan kuitenkin vain työntekijälle, jonka työsuhde\non yhtäjaksoisesti kestänyt vähintään yhden kuukauden ennen kyseistä\narkipyhää ja edellyttäen, että työntekijä on ollut\ntyötuntijärjestelmän mukaisesti työssä joko viimeisenä arkipyhää\nedeltäneenä tai sen jälkeen lähinnä seuraavana työpäivänä.\u003C\u002Fp>\n\n\u003Cp>3.Jos edellisen kappaleen mukainen edellytyssääntö aiheuttaisi\narkipyhäkorvauksen menetyksen useilta peräkkäisiltä arkipyhiltä, menetys\nkoskee vain yhtä mainituista arkipyhistä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.Arkipyhäkorvaus maksetaan myös arkipyhiltä, jotka sattuvat:\u003C\u002Fp>\n\n\u003Cp>•vuosiloman ajaksi\u003C\u002Fp>\n\n\u003Cp>•ajalle, jolta työntekijälle maksetaan sairausajan palkkaa\u003C\u002Fp>\n\n\u003Cp>•28 §:ssä tarkoitetun lapsen sairaudesta johtuvan palkallisen poissaolon\najaksi\u003C\u002Fp>\n\n\u003Cp>•taloudellisista ja tuotannollisista syistä johtuvan lomautuksen\nensimmäisten 15 kalenteripäivän ajaksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.Arkipyhäkorvausta ei makseta, jos poissaolo työpäivänä on johtunut\nmuusta kuin hyväksyttävästä syystä.\u003C\u002Fp>\n\n\u003Cp>6.Jos itsenäisyyspäivä osuu työntekijän työpäiväksi, maksetaan\npalkka itsenäisyyspäivälain mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\n21 § Palvelusvuosilisä\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Joulukuun 1. päivää lähinnä seuraavan palkanmaksun yhteydessä\nsuoritetaan työntekijälle palvelusvuosilisää sen mukaan, kuinka kauan\nhänen työsuhteensa on tätä edeltävän marraskuun loppuun mennessä\nyhdenjaksoisesti kestänyt. Työsuhteen yhdenjaksoisuutta laskettaessa\nnoudatetaan vuosilomalain soveltamiskäytäntöä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Palvelusvuosilisä määräytyy seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"222\" valign=\"top\" style=\"width:166.8pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cu>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työsuhteen\n        kesto\u003C\u002Fspan>\u003C\u002Fu>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"317\" valign=\"top\" style=\"width:238.1pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cb>\u003Cu>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Palvelusvuosilisän\n        laskentakaava\u003C\u002Fspan>\u003C\u002Fu>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"222\" style=\"width:166.8pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">10 mutta ei 15\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"317\" style=\"width:238.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1,5 x Lkk x\n        KTA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"222\" style=\"width:166.8pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">15 mutta ei 20\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"317\" style=\"width:238.1pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">3,0 x Lkk x\n        KTA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"222\" style=\"width:166.8pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20 mutta ei 25\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"317\" style=\"width:238.1pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">4,5 x Lkk x\n        KTA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"222\" valign=\"bottom\" style=\"width:166.8pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">25 vuotta tai\n        enemmän\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"317\" valign=\"bottom\" style=\"width:238.1pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">6,0 x Lkk x\n        KTA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>Lkk = edellisen lomanmääräytymisvuoden lomaan oikeuttavien kuukausien\nlukumäärä, \u003C\u002Fp>\n\n\u003Cp>KTA = työehtosopimuksen 15 §:n 1.-kohdassa tarkoitettu keskituntiansio,\njota sovellettiin työntekijään 30.11.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Työntekijän kuuluminen palvelusvuosilisän soveltamispiiriin ja peruste\npalvelusvuosilisän maksamiselle todetaan vuosittain 30.11.\u003C\u002Fp>\n\n\u003Cp>4.Palvelusvuosilisän soveltamispiiriin kuuluvan työsuhteen päättyessä\nennen lisän vuosittaista maksua, suoritetaan työntekijälle lopputilin\nyhteydessä edeltävän joulukuun alusta laskettuna kultakin sellaiselta\nkuukaudelta, jolta työntekijä on ansainnut vuosilomaa, 1\u002F12 osa siitä\nsummasta, joka hänelle viimeksi palvelusvuosilisänä suoritettiin.\u003C\u002Fp>\n\n\u003Cp>5.Palvelusvuosilisä suoritetaan erillisenä lisänä eikä sitä ei oteta\nhuomioon työehtosopimuksen 15 §:n mukaista keskituntiansiota laskettaessa\neikä lomapalkkasopimuksen 2 §:n 1.kohdan mukaista keskituntiansiota\nlaskettaessa.\u003C\u002Fp>\n\n\u003Cp>6.Pääluottamushenkilön kanssa voidaan myös paikallisesti sopia\njärjestelmästä, jossa työnantaja ja työntekijä voivat kirjallisesti sopia\npalvelusvuosilisän vaihtamisesta vastaavaan palkalliseen vapaaseen enintään\nyhden viikon osalta kalenterivuoden aikana. Mikäli työntekijän työsuhde\npäättyy ennen vapaan pitämistä, korvataan pitämättä jäänyt vapaa-aika\nvoimassa olevan keskituntiansion mukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n22 § Matkakorvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Kilometrikorvaukset, kotimaan päiväraha, ulkomaan päiväraha,\nateriakorvaukset, majoittumiskorvaukset ja muut korvattavat kustannukset\nkorvataan verohallinnon verovapaista matkakustannusten korvauksista annetun\npäätöksen mukaisesti, ellei paikallisesti toisin sovita.\u003C\u002Fp>\n\n\u003Cp>2.Päivärahaa ei makseta silloin, kun matkustetaan yrityksen omiin\ntoimipisteisiin , jotka sijaitsevat enintään 100 kilometrin etäisyydellä\ntyöntekijän varsinaisesta työpaikasta.\u003C\u002Fp>\n\n\u003Cp>3.Edellä kohdassa 2. olevaa määräystä ei sovelleta, mikäli\nmatkustaminen toimipisteiden välillä on toistuvaa.\u003C\u002Fp>\n\n\u003Cp>4.Matkustamiseen käytetyltä ajalta maksetaan työntekijälle hänen\nkeskituntiansionsa mukainen korvaus, kun matkustaminen on tapahtunut hänen\nsäännöllisenä työaikanaan. Jos matkustaminen on tapahtunut säännöllisen\ntyöajan ulkopuolella, maksetaan hänelle keskituntiansion mukainen korvaus\nyhteensä enintään 16 tunnilta vuorokaudessa. Jos matkustaminen tapahtuu\nsunnuntaina tai juhlapäivänä, ei edellä mainitulla tavalla maksettavalle\nkorvaukselle tule sunnuntaityökorotusta. Milloin työntekijälle on\njärjestetty makuupaikka, ei klo 21–7 väliseltä ajalta mainittua korvausta\nsuoriteta.\u003C\u002Fp>\n\n\u003Cp>5.Matka-aikaa ei lueta työajaksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n23§ Työvälineet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Mikäli työnantajan ja työntekijän kesken sovitaan työntekijän omien\ntyövälineiden käyttämisestä, on niistä maksettavasta korvauksesta\nsovittava samalla.\u003C\u002Fp>\n\n\u003Cp>2.Jos työnantaja hankkii työntekijälle tarpeelliset työvälineet, ei\nedellä mainittua työkorvausta makseta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n24§ Vaalilautakunnan tai -toimikunnan jäsenyys\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantaja korvaa työntekijälle, joka toimii valtiollisia taikka\nkunnallisia vaaleja varten lain mukaan asetetun vaalilautakunnan tai\n-toimikunnan jäsenenä, sen 15 §:n 1.kohdan mukaisen ansionmenetyksen, mikä\nhänelle aiheutuu siitä, että lautakunnan tai toimikunnan kokous pidetään\nhänen työaikanaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\n25 § Merkkipäivät ja muut poissaolot\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijällä on oikeus saada palkallista vapaata työstä tai\nylimääräinen 8 tunnin palkka keskituntiansion mukaan:\u003C\u002Fp>\n\n\u003Cp>•50- ja 60-vuotispäivänään silloin, kun päivä on työntekijän\ntyöpäivä\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Työntekijällä on oikeus saada vapaata työstä:\u003C\u002Fp>\n\n\u003Cp>•vihkimispäivänä,\u003C\u002Fp>\n\n\u003Cp>•läheisen omaisen hautauspäivänä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Läheisenä omaisena pidetään työntekijän avio- ja avopuolisoa,\nheidän lapsia, lapsenlapsia ja ottolapsia, hänen vanhempiaan, veljiään ja\nsisariaan sekä avio- tai avopuolison vanhempia.\u003C\u002Fp>\n\n\u003Cp>4.Vapaan antamiseen käytetään ensisijaisesti työajan lyhennysvapaata.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n26.§ Kutsunnat ja reservin harjoitukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän osallistuessa ensimmäisen kerran varusmiespalveluksen\nedellyttämään kutsuntaan tai valintatilaisuuteen ja siihen liittyvään\nlääkärintarkastukseen työnantaja korvaa 15 §:n 1.kohdan mukaisesti\nansionmenetyksen niiltä työtunneilta, jotka työntekijä, kutsunnan,\nvalintatilaisuuden tai lääkärintarkastuksen tapahtuessa hänen\ntyötuntijärjestelmänsä mukaisena työaikana, on joutunut olemaan poissa\ntyöstä.\u003C\u002Fp>\n\n\u003Cp>2.Työnantaja maksaa työntekijälle reservin harjoitusten ajalta palkkaa 15\n§:n 1.kohdan mukaisesti siten, että työntekijä saa vähennettynä valtion\nmaksamalla reserviläispalkalla täydet palkkaedut.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n27.§ Työssäoppijat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työssäoppiminen osana toisen asteen ammatillista koulutusta järjestetään\nammatillisesta koulutuksesta annetun lain mukaan siten, että tällainen\nopiskelija ei ole yritykseen työsopimussuhteessa. Poikkeuksellisesti voidaan\ntyössäoppijan kanssa laatia työsopimus.\u003C\u002Fp>\n\n\u003Cp>2.Paikallisesti tulee yhteisesti todeta, joko ennen tutkintotavoitteiseen\nkoulutukseen liittyvän työharjoittelun tai työssäoppimisen järjestämistä\ntaikka yhteistoimintalain mukaisen henkilöstö- ja koulutussuunnitelman\nkäsittelyn yhteydessä yrityksessä käytössä olevat tutkintotavoitteiseen\nkoulutukseen liittyvät työharjoittelu- ja työssäoppimismuodot sekä se,\nettei työssäoppimisella ole tarkoitus vaikuttaa yrityksen palveluksessa\nolevan henkilöstön työsuhteisiin ja ettei kenenkään työsopimusta\nirtisanota tai työntekijöitä lomauteta työssäoppijoiden vuoksi.\u003C\u002Fp>\n\n\u003Cp>3.Näissä tapauksissa työsopimuslakiin tai tähän työehtosopimukseen\nsisältyvät, työvoiman vähentämistä, lisätyön tarjoamisvelvollisuutta\ntai takaisinottoa koskevat säännökset ja määräykset eivät aseta esteitä\ntutkintotavoitteiseen koulutukseen liittyvän työharjoittelu- ja\ntyössäoppimispaikkojen tarjoamiselle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n28.§ Osallistumisoikeus Teollisuusliitto ry:n hallintoelimien kokouksiin\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n1. Teollisuusliitto ry:n liittohallitukseen, liittovaltuustoon,\nliittokokoukseen tai näiden asettamiin pysyviin elimiin valitulla\ntyöntekijälle on oikeus saada vapautusta työstä osallistuakseen näiden\nhallintoelimien virallisiin kokouksiin. Työntekijän on ilmoitettava\nvapautuksen tarpeestaan niin pian kuin mahdollista ja esitettävä\nasianmukainen selvitys kokoukseen osallistumiseen tarvitsemastaan ajasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIV Sosiaaliset määräykset\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29§ Sairausajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29.1 Sairausajan palkanmaksua koskevat yleiset määräykset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sairausajan palkan maksamisen edellytykset ovat seuraavat:\u003C\u002Fp>\n\n\u003Cp>•Työntekijä on sairauden tai tapaturman vuoksi estynyt tekemästä\ntyötä.\u003C\u002Fp>\n\n\u003Cp>•Työntekijä on viipymättä ilmoittanut työkyvyttömyydestään\ntyönantajalle ja sairausajan palkan perusteissa tai määrässä ei ole\nepäselvyyttä\u003C\u002Fp>\n\n\u003Cp>•Työntekijä on esittänyt työkyvyttömyydestä työnantajan\nhyväksymän selvityksen\u003C\u002Fp>\n\n\u003Cp>2.Sairausajan palkkaa ei makseta, jos työntekijä on aiheuttanut sairauden\ntai tapaturman tahallisesti, rikollisella toiminnallaan, kevytmielisellä\nelämällään tai muulla törkeällä tuottamuksella.\u003C\u002Fp>\n\n\u003Cp>3.Sairausajan palkka maksetaan työehtosopimuksen 15 §:n 2.kohdan\ntarkoittaman keskituntiansion mukaisena.\u003C\u002Fp>\n\n\u003Cp>4.Sairausajan palkka maksetaan ensimmäisen sellaisen täyden\npoissaolopäivän alusta tai mikäli työkyvyttömyys on aiheutunut\ntyötapaturmasta ensimmäisen sellaisen poissaolopäivän alusta lukien, joka\ntyössä oltaessa olisi ollut työntekijän työpäivä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>\n5.Sairausajan palkka maksetaan työkyvyttömyysajanjaksolta seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\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:32.65pt\">\n      \u003Ctd width=\"294\" valign=\"top\" style=\"width:220.8pt;padding:0cm .5pt 0cm .5pt;   height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työsuhde jatkunut\n        yhdenjaksoisesti ennen työkyvyttömyyden alkua\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" valign=\"top\" style=\"width:103.45pt;padding:0cm .5pt 0cm .5pt;   height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:12.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Ajanjakso\n        kalenteripäivinä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"294\" style=\"width:220.8pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 1 kk mutta\n        alle 3 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" style=\"width:103.45pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:12.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">28\n        päivää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"294\" style=\"width:220.8pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 3 vuotta\n        mutta alle 5 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" style=\"width:103.45pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:12.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">35\n        päivää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"294\" style=\"width:220.8pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 5 vuotta\n        mutta alle 10 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" style=\"width:103.45pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:12.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">42\n        päivää\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"294\" valign=\"bottom\" style=\"width:220.8pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">vähintään 10 vuotta\n        tai kauemmin\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" valign=\"bottom\" style=\"width:103.45pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:12.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">56\n        päivää\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>\u003Cbr>\n6.Jos sairaudesta tai tapaturmasta johtuva työkyvyttömyys alkaa ennen kuin\ntyösuhde on jatkunut yhden kuukauden, maksaa työnantaja sairausajan palkkana\n50 % työntekijän keskituntiansion mukaisesta palkasta niiltä\ntyötuntijärjestelmän mukaisilta työpäiviltä, jotka ovat\ntyökyvyttömyyden alkamispäivän ja sen jälkeisen 9 päivän pituisen\najanjakson sisällä.\u003C\u002Fp>\n\n\u003Cp>7.Työntekijälle, jonka työsuhde on ennen sairauden alkua jatkunut\nyhdenjaksoisesti alle 6 kuukautta, eikä työkyvyttömyys ole aiheutunut\ntyötapaturmasta, sairausajan palkkaa maksetaan vasta toisen sellaisen\nsairauspäivän alusta lukien, joka työssä oltaessa olisi ollut työntekijän\ntyöpäivä.\u003C\u002Fp>\n\n\u003Cp>8.Sairauden aiheuttaman työkyvyttömyyden jatkuessa sairastumispäivän\njälkeen vähintään kuusi (6) arkipäivää, maksaa työnantaja palkan myös\nkarenssipäivältä. Työntekijän työkyvyttömyyden alkaessa kesken\ntyövuoron maksetaan hänelle keskituntiansion mukainen palkka työvuoron\nloppuun.\u003C\u002Fp>\n\n\u003Cp>9.Jos työntekijän työkyvyttömyys saman sairauden johdosta alkaa\nuudelleen 30 päivän kuluessa siitä päivästä, jolta hänelle viimeksi\nmaksettiin sairausajan palkkaa tai sairausvakuutuslain mukaista\nsairauspäivärahaa, ei työntekijä ole oikeutettu uuteen 5. kohdan mukaiseen\nkorvausajanjaksoon.\u003C\u002Fp>\n\n\u003Cp>10.Jos sairaudesta tai tapaturmasta aiheutunut työkyvyttömyys on alkanut\njostakin toisesta sairaudesta tai tapaturmasta aiheutuneen työkyvyttömyyden\naikana tai välittömästi sen jälkeen eikä työntekijä ole ollut välillä\ntyökykyisenä työssä, katsotaan sairausajanjaksot sairausajan palkan\nmaksamisen kannalta samaksi työkyvyttömyydeksi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29.2 Työkyvyttömyyden todentaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän työkyvyttömyys todetaan ensisijaisesti yrityksen\ntyöterveyslääkärin lääkärintodistuksella tai muulla työnantajan\nhyväksymällä lääkärintodistuksella, ellei tässä kohdassa myöhemmin\ntoisin määrätä.\u003C\u002Fp>\n\n\u003Cp>2.Muun kuin työterveyslääkärin ja paikallisesti sopien terveydenhoitajan\ntodistus työkyvyttömyydestä riittää sairausajan palkanmaksun perusteeksi\ntapauksissa, joissa\u003C\u002Fp>\n\n\u003Cp>•hoidon kiireellisyyden,\u003C\u002Fp>\n\n\u003Cp>•työterveyslääkärin kaukaisen sijainnin,\u003C\u002Fp>\n\n\u003Cp>•vastaanottoajan soveltumattomuuden,\u003C\u002Fp>\n\n\u003Cp>•erikoislääkärin tutkimuksen tarpeellisuuden,\u003C\u002Fp>\n\n\u003Cp>•matkatyön tai\u003C\u002Fp>\n\n\u003Cp>•muun perustellun syyn vuoksi\u003C\u002Fp>\n\n\u003Cp>työterveyslääkärin käyttö ei ole mahdollista.\u003C\u002Fp>\n\n\u003Cp>3.Jos sairauden laatu tai muu vastaava syy estää lääkärintodistuksen\nhankkimisen sairauden alkaessa, on se hankittava välittömästi esteen\npoistuttua.\u003C\u002Fp>\n\n\u003Cp>4.Epidemioiden aikana ja tilanteissa, joissa lääkäriin pääsy on\ntilapäisesti vaikeutunut, voidaan sairaus katsoa todistetuksi myös\ntyöterveyshoitajan tai terveydenhoitajan tutkimuksensa perusteella antamalla\nilmoituksella havaitsemistaan oireista ja mahdollisen sairausloman tarpeesta\nenintään 3 vuorokauteen saakka kerrallaan. Kertautuvan todistuksen antajan\ntulee olla sama terveydenhoitaja.\u003C\u002Fp>\n\n\u003Cp>5.Osapuolet edellyttävät lisäksi, että työterveydenhoitaja tai\nterveydenhoitaja on ennen sairaslomatodistuksen antamista yhdessä lääkärin\nkanssa todennut edellisessä kappaleessa tarkoitetun olosuhteen\nolemassaolon.\u003C\u002Fp>\n\n\u003Cp>6.Sairauslomatodistus on edellä mainituin edellytyksin hyväksyttävä\ntodistus, jollei työnantaja perustelluin syin pysty osoittamaan\nväärinkäytöstä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29.3 Vähennykset sairausajan palkasta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sairausajan palkka maksetaan työntekijälle joko siten, että työnantaja\u003C\u002Fp>\n\n\u003Cp>•saa sairausvakuutuksesta palautuksena itselleen samalta ajalta\ntyöntekijälle tulevan päivärahan, siihen verrattavan korvauksen taikka\nsaamaan sen määrän takaisin työntekijältä, ei kuitenkaan enempää kuin\nmaksamansa määrän tai\u003C\u002Fp>\n\n\u003Cp>•maksaa työntekijälle määrän, joka yhdessä samalta ajalta hänelle\nmaksetun sairausvakuutuslain mukaisen päivärahan kanssa nousee 27.1 §:n\n3.kohdan mukaisen palkan määrään.\u003C\u002Fp>\n\n\u003Cp>2.Työnantajalla ei ole oikeutta vähentää ko. korvausta sairausajan\npalkasta siltä osin kuin korvausta maksetaan työntekijälle hänen kokonaan\ntai osaksi itse kustantamansa vapaaehtoisen vakuutuksen perusteella.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Jos päivärahaa tai siihen verrattavaa korvausta ei työntekijästä\nitsestään johtuvista syistä makseta tai jos se maksetaan vähäisempänä\nkuin mihin hänellä lain mukaan olisi ollut oikeus, on työnantajalla oikeus\nvähentää sairausajan palkasta se päiväraha tai sen osa, mikä\ntyöntekijän laiminlyönnin johdosta on jäänyt suorittamatta.\u003C\u002Fp>\n\n\u003Cp>4.Milloin työpaikalla oleva sairausavustuskassa toimii sairausvakuutuslain\nalaisena kassana, voi työnantaja toteuttaa edellä oleviin kohtiin perustuvat\nvelvollisuutensa siten, että kassa maksaa myös sairausvakuutuslain\nulkopuolella suoritettavat avustukset, jotka työnantaja peittää kassalle\nsuorittamillaan kannatusmaksuilla.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29.4 Sairausajan palkan maksuajankohta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Ensisijaisena menettelytapana tulisi pitää sitä, että työnantaja maksaa\ntyöntekijälle sairausajan palkan säännöllisen palkanmaksun yhteydessä\nodottamatta päivärahan tai siihen verrattavan muun korvauksen saamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n30§ Lapsen sairastuminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\n30.1 Lyhyen tilapäisen poissaolon korvaaminen\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Alle 10-vuotiaan lapsen sairastuessa äkillisesti maksetaan äidille tai\nisälle tämän työehtosopimuksen sairausajan palkkaa koskevan määräyksen\nmukaisesti korvaus lapsen hoidon järjestämiseksi tai hoitamiseksi\nvälttämättömästä, lyhyestä tilapäisestä poissaolosta.\u003C\u002Fp>\n\n\u003Cp>2.Lyhyellä tilapäisellä poissaololla tarkoitetaan 1–4 päivän\npoissaoloa, jota on aina arvioitava tapauskohtaisesti huomioiden muun muassa\nhoidon järjestämismahdollisuudet ja sairauden laatu.\u003C\u002Fp>\n\n\u003Cp>3.Korvauksen maksamisen edellytyksenä on, että molemmat vanhemmat ovat\nansiotyössä tai toinen vanhemmista on estynyt järjestämästä hoitoa tai\nhoitamasta äkillisesti sairastunutta lasta sen johdosta, että hän on\nsairaalahoidossa kodin ulkopuolella tai ase- tai siviilipalvelusvelvoitteiden\nvuoksi ja että poissaolosta annetaan tämän työehtosopimuksen mukainen\nriittävä selvitys. Saman sairastumisen johdosta korvausta maksetaan vain\ntoiselle vanhemmista.\u003C\u002Fp>\n\n\u003Cp>4.Mikäli lapsen vanhemmat ovat saman työnantajan palveluksessa\nvuorotyössä siten, että vanhempien työvuorot osuvat peräkkäin, varataan\nkotona olevalle vanhemmalle mahdollisuus ilman palkan menetystä hoitaa\näkillisesti sairastunutta lasta siihen saakka, kunnes toinen vanhemmista palaa\ntyövuoroltaan kotiin. Tällaisen palkallisen poissaolon pituus on se aika\nmikä kuluu edestakaiseen työmatkaan.\u003C\u002Fp>\n\n\u003Cp>5.Yksinhuoltajiin sovelletaan edellä mainittuja määräyksiä.\nYksinhuoltajaksi katsotaan myös henkilö, joka ilman avioeropäätöstä on\npysyvästi muuttanut asumaan erilleen aviopuolisostaan sekä henkilö, jonka\npuoliso on estynyt osallistumasta lapsen hoitoon asevelvollisuuden\nsuorittamisen tai reservin harjoitusten vuoksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n30.2 Poissaolon välttämättömyys ja sairaudesta ilmoittaminen sekä saman\nsairauden uusiutuminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Ensisijaisesti lapsen vanhempien tulisi pyrkiä järjestämään hoito. Kun\ntähän ei ole mahdollisuuksia, äiti tai isä voi itse jäädä hoitamaan\nlasta. Poissaolotapauksissa lapsen äidiltä tai isältä vaaditaan\nselvitykseksi poissaolon välttämättömyydestä vain tieto lapsen hoitopaikan\nsekä muiden samassa taloudessa asuvien perheenjäsenten hoitomahdollisuudesta\nja sopivuudesta tehtävään.\u003C\u002Fp>\n\n\u003Cp>2.Perheenjäsenillä tarkoitetaan kyseisen lapsen äitiä ja isää,\nisovanhempia, lapsen vanhempia sisaruksia sekä muita työntekijän taloudessa\neläviä.\u003C\u002Fp>\n\n\u003Cp>3.Korvauksen maksamisen edellytyksenä on työehtosopimuksen tai yrityksen\nkäytännön mukainen sama selvitys, joka vaaditaan vanhemman omasta\nsairaudesta.\u003C\u002Fp>\n\n\u003Cp>4.Lapsen sairastumiseen kesken työntekijän työpäivän sovelletaan samoja\nsääntöjä kuin jos työntekijä olisi itse sairastunut kesken\ntyöpäivän.\u003C\u002Fp>\n\n\u003Cp>5.Mikäli lapsi sairastuu uudelleen samaan sairauteen 30 päivän kuluessa,\nsuoritetaan työehtosopimuksen sairausajan palkka myös lapsen hoidon osalta\nilman karenssia.\u003C\u002Fp>\n\n\u003Cp>6.Saman sairauden uusiutumisena ei pidetä kahden tai useamman lapsen\nsairastumista peräkkäin alle 30 päivän välein samassa perheessä.\nMyöskään äidin ja lapsen peräkkäin sattuvat sairaudet eivät keskenään\nmuodosta työehtosopimuksen tarkoittamaa uusiutumistapausta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n30.3 Vuosiloman ansainta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sairaan lapsen hoitamisesta johtuvat palkalliset poissaolopäivät\nrinnastetaan vuosilomalain tarkoittamiin työssäolopäivien veroisiin\npäiviin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n30.4 Vaikeasti sairas lapsi\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijällä, jonka lapsella on valtioneuvoston päätöksen 1315\u002F89 (VNp\nsairausvakuutuslain 23 d §:n 2 momentissa tarkoitetuista vaikeista\nsairauksista ja vammoista) 1 §:n mukainen vaikea sairaus tai vamma, on oikeus\nolla poissa työstä osallistuakseen sairausvakuutuslain 10 luvun 2 §:ssä\ntarkoitettuun lapsen hoitoon, kuntoutukseen taikka sopeutumisvalmennus- tai\nkuntoutuskurssille sovittuaan poissaolosta etukäteen työnantajan kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n31§ Perhevapaan keskeyttäminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän keskeyttäessä sairautensa tai muusta syystä aiheutuneen\ntyökyvyttömyyden vuoksi vanhempainvapaansa tai hoitovapaansa, perustuu\ntyöntekijän työstä poissaolo tällöin työkyvyttömyyteen. Työnantajalla\nei tällöin ole velvollisuutta maksaa sairausajan palkkaa ajalta, jonka\nvanhempainvapaa- tai hoitovapaajakso työsopimuslaissa säädettyyn\nmääräaikaan mennessä tehdyn ilmoituksen mukaan olisi kestänyt.\u003C\u002Fp>\n\n\u003Cp>2.Vanhempainvapaa ja hoitovapaa on tarkoitettu käytettäväksi lapsen\nhoitamiseen. Työskentely vapaan aikana muualla on siten mahdollista vain, jos\nse voi tapahtua niin, ettei lapsen hoito esty tai häiriinny.\u003C\u002Fp>\n\n\u003Cp>3.Osapuolet suosittelevat kokonaissuunnitelman laatimista perhevapaiden\nkäyttämisestä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\n32§ Raskaus- ja vanhempainvapaa\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijälle annetaan raskaus- ja vanhempainvapaaksi se aika, johon\nhänelle sairausvakuutuslain mukaan tulevan raskaus- ja vanhempainrahan\nkatsotaan kohdistuvan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Raskausvapaa alkaa 30 arkipäivää ennen synnytyksen arvioitua laskettua\naikaa. Työntekijä ja työnantaja voivat sopia raskausvapaan\nmyöhentämisestä. Raskausvapaan tulee kuitenkin alkaa viimeistään 14\narkipäivää ennen synnytyksen arvioitua aikaa.\u003C\u002Fp>\n\n\u003Cp>3.Raskausvapaan ajalta maksetaan täysi palkka 40 arkipäivältä.\nTuntipalkkaisen osalta palkka maksetaan keskituntiansion mukaisena.\nPalkanmaksun edellytyksenä kuitenkin on, että hänen työsuhteensa on\nyhtäjaksoisesti jatkunut vähintään kuusi kuukautta ennen synnytyksen\narvioitua laskettua aikaa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>4.Vanhempainvapaan ajalta maksetaan raskausvapaaseen oikeutetulle\ntyöntekijälle täysi palkka 38 arkipäivän pituiselta kalenteriajanjaksolta.\nVanhempainvapaan ajalta maksetaan muulle kuin raskausvapaaseen oikeutetulle\ntyöntekijälle täysi palkka 6 arkipäivältä. Tuntipalkkaisen osalta palkka\nmaksetaan keskituntiansion mukaisena. Palkanmaksun edellytyksenä on se, että\ntyösuhde on yhtäjaksoisesti jatkunut vähintään kuusi kuukautta ennen\nsynnytyksen arvioitua laskettua aikaa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Vanhempainvapaasta tulee ilmoittaa työnantajalle viimeistään kuukautta\nennen vapaan alkamista.\u003C\u002Fp>\n\n\u003Cp>6.Ajalta, jolta työnantaja on maksanut raskaus- tai vanhempainvapaa-ajan\npalkkaa, työnantajalla on oikeus saada työntekijälle lain tai sopimuksen\nperusteella tuleva päiväraha tai siihen verrattava korvaus, ei kuitenkaan\nenempää kuin maksamansa määrä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33 § Lääkärintarkastukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\n33.1 Lakisääteiset lääkärintarkastukset\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantaja järjestää työntekijöille lain määräysten mukaisesti\nterveystarkastukset. Näistä aiheutuneet kustannukset maksaa työnantaja.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijälle, joka lähetetään 1.-kohdassa tarkoitettuihin\ntutkimuksiin tai määrätään tällaisessa tarkastuksessa\njälkitarkastukseen, suorittaa työnantaja korvauksen välttämättömistä\nmatkakustannuksista. Mikäli tutkimukset tai jälkitarkastus tehdään muulla\npaikkakunnalla, maksaa työnantaja päivärahan noudattaen työehtosopimuksen\nmatkakustannusten korvausmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>3.Mikäli tarkastus tapahtuu työntekijän vapaa-aikana, maksetaan\ntyöntekijälle korvauksena ylimääräisistä kuluista summa, joka vastaa\nsairausvakuutuslain mukaista vähimmäispäivärahaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33.2Muut kuin lakisääteiset lääkärintarkastukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33.2.1Ansionmenetyksen korvattavuuden perusedellytykset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(Ovat edellytyksinä kaikille 31.2.2 A-E mukaisille kohdille)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Kysymys on sairastumis- tai tapaturmatapauksesta, jossa on välttämätöntä\npäästä nopeasti lääkärintarkastukseen.\u003C\u002Fp>\n\n\u003Cp>2.Muissa kuin edellisessä kappaleessa tarkoitetuissa sairastumis- tai\ntapaturmatapauksissa edellytetään, että aikaa lääkärintarkastukseen ei\nole saatavilla kohtuullisen ajan kuluessa työajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Työntekijän on esitettävä selvitys lääkärintarkastuksesta, odotus-\nja matka-ajoista sekä edellisen kappaleen mukaisissa tilanteissa siitä, ettei\nhän voinut saada vastaanottoa työajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>4.Työntekijän on ilmoitettava lääkäriin menostaan etukäteen\ntyönantajalle. Jos ilmoitusta ei ylivoimaisen esteen takia voida etukäteen\ntehdä, on ilmoitus tehtävä välittömästi, kun se on mahdollista.\u003C\u002Fp>\n\n\u003Cp>5.Lääkärintarkastus on järjestettävä työajan tarpeetonta menetystä\nvälttäen.\u003C\u002Fp>\n\n\u003Cp>6.Mikäli työntekijä saa lääkärintarkastuksen ajalta sairausajan\npalkkaa, ei korvausta ansionmenetyksestä lääkärintarkastusta koskevien\nsopimusmääräysten nojalla suoriteta. Korvausta ei suoriteta myöskään\nsairausajan palkkamääräysten edellyttämänä karenssipäivänä suoritetun\nlääkärintarkastuksen ajalta.\u003C\u002Fp>\n\n\u003Cp>7.Ansionmenetystä ei korvata, kun sairaus on johtunut omasta törkeästä\ntuottamuksesta tai tahallisuudesta,\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33.2.2Ansionmenetyksen korvattavuuden erityisedellytykset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nA) Uusi tai uusiutuva sairaus\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sellaisen lääkärintarkastuksen ajalta, jossa todetaan työntekijän\nsairaus tai lääkärin tutkimustoimenpiteestä johtuneen, enintään\nvuorokauden kestäneen työkyvyttömyyden ajalta.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijän jouduttua sairausoireiden vuoksi sairaalaan tarkkailtavaksi\ntai tutkittavaksi noudatetaan sairausajan palkkamääräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nB) Aikaisemmin todettu sairaus\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Kroonisen sairauden edellyttämän lääkärintarkastuksen ajalta\nedellyttäen, että kysymys on kyseisen erikoisalan lääkärin suorittama\ntarkastus hoidon määrittelemiseksi.\u003C\u002Fp>\n\n\u003Cp>2.Sairauden olennaisesti pahentuessa, minkä vuoksi työntekijän on ollut\ntarpeen hakeutua lääkärintarkastukseen.\u003C\u002Fp>\n\n\u003Cp>3.Hoidon määrittelemiseksi tarpeellisen kyseisen erikoisalan lääkärin\ntarkastuksen ajalta, jossa annetaan määräys apuvälineen hankkimiseksi\n(esimerkiksi silmälasit).\u003C\u002Fp>\n\n\u003Cp>4.Muun aikaisemmin todetun sairauden hoidon määrittelemiseksi tarpeellisen\nlääkärintarkastuksen ajalta vain, jos lääkärinpalveluja ei ole saatavissa\ntyöajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>5.Syöpäsairauden edellyttämän hoitotoimenpiteen aiheuttaman\ntyökyvyttömyyden ajalta, jolloin noudatetaan sairausajan\npalkkamääräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nC) Laboratorio- ja röntgentutkimukset\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Korvattavaan lääkärintarkastukseen välittömästi liittyvän laboratorio-\nja röntgentutkimuksen ajalta, jolloin tutkimuksen tulee olla lääkärin\nmääräämä ja siten osa tarkastusta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Erillisen laboratorio- tai röntgentutkimuksen ajalta aiheutuva\nansionmenetys korvataan vain, jos työntekijällä ei ole mahdollisuutta\npäästä tutkimukseen työajan ulkopuolella tai jos sairaus edellyttää\ntutkimuksen suorittamista ainoastaan tiettynä vuorokauden ajankohtana.\nTällainen ajankohtavaatimus tulee selvittää lääkärintodistuksella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\nD)Raskauteen liittyvät lääkärintarkastukset ja tutkimukset\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Äitiysrahan saamisen edellytyksenä olevan lääkärin tai terveyskeskuksen\ntodistuksen hankkimiseksi välttämättömän tarkastuksen sekä synnytystä\nedeltävien lääketieteellisten tutkimusten ajalta, ellei työntekijä ole\nsaanut vastaanottoa työajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijän on pyynnöstä esitettävä työnantajalle selvitys\ntutkimuksen liittymisestä raskauteen sekä sen suorittamisen\nvälttämättömyydestä työaikana.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nE)Äkillinen hammassairaus\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Hoitotoimenpiteen ajalta äkillisen hammassairauden aiheuttaessa ennen\nhoitotoimenpiteitä työntekijän työkyvyttömyyden, joka vaatii samana\npäivänä tai saman työvuoron aikana annettavaa hoitoa, mikäli hänen ei\nonnistu saada hoitoa työajan ulkopuolella.\u003C\u002Fp>\n\n\u003Cp>2.Työkyvyttömyys ja hoidon kiireellisyys osoitetaan hammaslääkärin\nantamalla todistuksella.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33.3 Lääkärintarkastus työsuhteen alkaessa\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijän joutuessa käymään lääkärintarkastuksessa työsuhteen\nalkaessa sen vuoksi, että lääkärintarkastus on työsuhteen syntymisen tai\njatkumisen edellytyksenä, korvataan työntekijälle lääkärintarkastuksesta\nja siihen mahdollisesti liittyvästä laboratorio- tai röntgentutkimuksesta\naiheutuvat kustannukset sekä menetetyltä säännölliseltä työajalta\nansionmenetys, ellei vastaanottoa ole voitu järjestää työajan\nulkopuolella.\u003C\u002Fp>\n\n\u003Cp>2.Ennen työsuhteen alkua suoritetusta lääkärintarkastuksesta johtuvaa\nansionmenetystä ei korvata. Tarkastuksesta aiheutuneet kustannukset korvataan,\nmikäli tarkastusta edellyttänyt työnantaja ottaa kyseisen henkilön\ntyösuhteeseen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3..4 Laskenta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Kohdissa 31.1–31.3 tarkoitettu ansionmenetys määräytyy\ntyöehtosopimuksen sairausajan palkan laskenta- ja yhteensovitussääntöjen\nmukaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n34 § Ryhmähenkivakuutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantaja toteuttaa kustannuksellaan työntekijöitä koskevan\nryhmähenkivakuutuksen siten kuin siitä on keskusjärjestöjen välillä\nsovittu. Vakuutuksen saamisen tarkemmat ehdot ilmenevät Työntekijäin\nryhmähenkivakuutuspoolin vakuutusehdoista.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nV Vuosilomat\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\n35 § Vuosiloman antaminen ja siirtäminen\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\n1.Työntekijä saa vuosiloman vuosilomalain mukaan. Tuotannollisen tilanteen\nniin edellyttäessä 18 lomapäivää ylittävältä osalta kesäloma voidaan\npaikallisesti sopia pidettäväksi yhdessä jaksossa 1.4.–31.12.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n36 § Vuosilomapalkka\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijäin vuosilomapalkan ja lomakorvauksen laskentaperusteena on\nkeskituntiansio, joka saadaan siten, että lomanmääräytymisvuonna\ntyössäolon ajalta työntekijälle maksettu tai maksettavaksi erääntynyt\npalkka, hätätyöstä ja lain tai sopimuksen mukaisesta ylityöstä\nperuspalkan lisäksi maksettavaa korotusta lukuun ottamatta, jaetaan vastaavien\ntyötuntien lukumäärällä.\u003C\u002Fp>\n\n\u003Cp>2.Työntekijän vuosilomapalkka ja lomakorvaus saadaan kertomalla hänen 1 .\nkohdassa tarkoitettu keskituntiansionsa vuosilomalain 5 ja 6.1 §:ssä\ntarkoitettujen lomapäivien lukumäärän perusteella määräytyvällä\nseuraavasta taulukosta ilmenevällä kertoimella:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Lomapäivien\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">kerroin\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">lukumäärä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">16,0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">31,0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">37,8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">44,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">51,1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">57,6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:10.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">64,8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">72,0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">79,2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">86,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">13\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">94,0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">101,6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">15\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">108,8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">16\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">116,0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">17\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">123,6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">131,2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">138,8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"124\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">146,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">154,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">162,4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">170,0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">177,6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">185,2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">192,8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">200,0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">207,2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">214,8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.1pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\" style=\"width:62.65pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:25.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"FI\">222,4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Jos lomapäivien lukumäärä on suurempi kuin 30, korotetaan kerrointa\nluvulla 7,2 lomapäivää kohden.\u003C\u002Fp>\n\n\u003Cp>4.Mikäli lomanmääräytymisvuoden aikana säännöllinen vuorokautinen\ntyöaika on ollut lyhyempi kuin 8 tuntia, lasketaan vuosilomapalkka ja\nlomakorvaus kuitenkin kertomalla vastaavasti keskituntiansio luvulla, joka\nsaadaan, kun edellä olevat kertoimet kerrotaan viikon säännöllisten\ntyötuntien lukumäärän ja luvun 40 osamäärällä.\u003C\u002Fp>\n\n\u003Cp>5.Jos lomanmääräytymisvuoden aikana ansaittu vuosiloma alittaa 24\npäivää vuosilomalain 7 § 2 momentin 2 tai 3 kohdassa tarkoitetun poissaolon\ntakia, työntekijällä on oikeus vuosilomaa täydentäviin lisävapaapäiviin.\nTuntipalkkaiselle työntekijälle maksetaan kultakin lisävapaapäivän\ntunnilta palkkaansa vastaava korvaus keskituntiansion mukaan.\u003C\u002Fp>\n\n\u003Cp>6.Vuosiloman pituutta määrättäessä työssäolon veroiseksi luetaan\naika, joksi työntekijälle on annettu vapautusta työstä oman\nammattiliittonsa liittokokoukseen tai liittovaltuuston taikka liittotoimikunnan\ntai näitä vastaavan hallintoelimen kokoukseen osallistumista varten. Samoin\npidetään työssäolon veroisena myös aikaa, joksi vapautusta on annettu\nSuomen Ammattiliittojen Keskusjärjestö SAK ry:n edustajakokoukseen tai\nvaltuuston kokoukseen osallistumista varten. Työntekijän tulee vapautusta\npyytäessään esittää asianmukainen selvitys kokoukseen osallistumiseen\ntarvitsemastaan ajasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\n37.§ Lomaraha\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Vuosilomaltaan työhön palaavalle työntekijälle suoritetaan lomarahana 50\n% hänen vuosilomapalkastaan.\u003C\u002Fp>\n\n\u003Cp>2.Lomarahan saamisen edellytyksenä on, että työntekijä aloittaa\nvuosilomansa ilmoitettuna tai sovittuna ajankohtana ja palaa työhön heti\nvuosiloman päätyttyä.\u003C\u002Fp>\n\n\u003Cp>3.Lomaraha maksetaan eläkkeelle siirtyvälle työntekijälle sekä\ntyöntekijälle, joka asevelvollisuuden suorittamisen jälkeen palaa työhön\npalvelukseen kutsutun asevelvollisen työ- ja virkasuhteen jatkumisesta annetun\nlain edellyttämällä tavalla.\u003C\u002Fp>\n\n\u003Cp>4.Mikäli työnantaja on muusta kuin työntekijästä johtuvasta syystä\nirtisanonut hänen työsopimuksensa päättymään vuosiloman aikana siten,\nettä työntekijä työsuhteen päättymisen vuoksi on estynyt palaamasta\nvuosilomaltaan työhön, työntekijä ei tästä syystä johtuen menetä\noikeuttaan lomarahaan.\u003C\u002Fp>\n\n\u003Cp>5.Lomaraha suoritetaan kuitenkin, mikäli työntekijä välittömästi ennen\nvuosiloman alkamista tai vuosiloman päätyttyä työsuhteen kestäessä on\nollut poissa työstä työnantajan suostumuksella tai on ollut estynyt\nsaapumasta työhön vuosilomalain 2 luvun 7 §:n 1. tai 2. momentissa\nmainittujen syiden takia.\u003C\u002Fp>\n\n\u003Cp>6.Työstä poissaolo hoitovapaan vuoksi rinnastetaan tilanteisiin, joissa\ntyöntekijä on poissa työnantajan suostumuksella. Edellytyksenä lomarahan\nmaksamiselle on, että työntekijä palaa työhön hoitovapaalta\ntyösopimuslain tarkoittaman ilmoituksen tai siihen myöhemmin perustellusta\nsyystä tehdyn muutoksen mukaisesti.\u003C\u002Fp>\n\n\u003Cp>7.Mikäli työntekijä on pois työstä joko välittömästi ennen tai\njälkeen vuosilomansa eikä hänellä ole poissaoloonsa em. syytä suoritetaan\ntyöntekijälle vain puolet loman jälkeen maksettavasta lomarahasta.\u003C\u002Fp>\n\n\u003Cp>8.Lomaraha suoritetaan loman jälkeen ensimmäisen palkanmaksun yhteydessä,\njolloin yrityksessä normaalisti maksetaan palkka, mikäli hän ei 8.-kohdassa\nmainituista syystä olisi ollut estynyt saapumasta työhön.\u003C\u002Fp>\n\n\u003Cp>9.Lomarahasta 1\u002F2 suoritetaan ennakkona vuosilomapalkan maksamisen\nyhteydessä.\u003C\u002Fp>\n\n\u003Cp>10.Paikallisesti voidaan kirjallisesti sopia lomapalkan ja lomarahan\nmaksuajankohdasta toisin.\u003C\u002Fp>\n\n\u003Cp>11.Mikäli vuosiloma on jaettu, suoritetaan kunkin loman osan päätyttyä\nsitä vastaava osa lomarahasta noudattaen vastaavasti, mitä edellä on\nmäärätty.\u003C\u002Fp>\n\n\u003Cp>12.Edellä mainittu ennakko maksetaan kuitenkin vain pisimmän lomanosan\nyhteydessä. Enintään kuuden päivän pituiselta lomajaksolta ennakkoa ei\nmakseta, vaan lomaraha maksetaan kokonaisuudessaan vuosilomapalkan\nyhteydessä.\u003C\u002Fp>\n\n\u003Cp>13.Jos työt loman ajaksi keskeytetään, pyritään mikäli mahdollista\nniille työntekijöille, jotka eivät saa vuosilomaa tai loma-ajan palkkaa\nyhtä pitkältä ajalta kuin töiden keskeytys kestää, järjestämään\ntyötä, jos he ennen loman alkamista ilmoittavat sitä haluavansa.\u003C\u002Fp>\n\n\u003Cp>14.Yksi- ja kaksivuorotyössä työajanlyhennyspäivät luetaan\ntyössäolopäivien veroisiksi päiviksi vuosilomaa ansaittaessa.\u003C\u002Fp>\n\n\u003Cp>15.Kolmivuorotyössä työtuntijärjestelmän mukaiset vapaapäivät luetaan\ntyössäolopäivien veroisiksi päiviksi noudattamalla vuosilomalain 2 luvun 7\n§:n 1. momentin sisältämää laskentatapaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nVI Luottamushenkilöt\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n38§ Luottamushenkilöt ja työsuojelu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n38.1Luottamushenkilö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Luottamushenkilöllä tarkoitetaan tässä sopimuksessa, ellei sopimuksen\ntekstistä muuta ilmene, ammattiosaston valitsemia pääluottamushenkilöä ja\ntyöosaston tai sitä vastaavan yksikön luottamushenkilöä. Ammattiosastolla\ntarkoitetaan tässä sopimuksessa työehtosopimukseen osallisen ammattiliiton\nrekisteröityä alayhdistystä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Luottamushenkilön tulee olla asianomaisen työpaikan työntekijä ja\nperehtynyt työpaikan olosuhteisiin sen työntekijänä. Mikäli työpaikkaa\nvarten on valittu vain yksi luottamushenkilö, on hän tämän sopimuksen\ntarkoittama pääluottamushenkilö. Paikallisesti voidaan sopia siitä, että\ntyösuojeluvaltuutetun tehtäviä hoitaa pääluottamushenkilö tai\npäinvastoin.\u003C\u002Fp>\n\n\u003Cp>3.Pääluottamushenkilön valitsemisen lisäksi ammattiosaston esityksestä\nsovitaan paikallisesti siitä, mille osastolle tai osastoa vastaavaan\nyksikköön valitaan luottamushenkilö. Tällöin tulee kiinnittää huomiota\nsiihen, että sovitut toimialueet ovat tarkoituksenmukaisia ja kattavuudeltaan\nsellaisia, että ne edistävät neuvottelujärjestelmän mukaista asioiden\nkäsittelyä. Arvioinnissa on otettava huomioon myös mm. kyseessä olevan\nosaston työntekijöiden lukumäärä ja luottamushenkilön mahdollisuudet\nmyös vuorotyö huomioon ottaen tavata osaston työntekijät. Paikallisesti\nvoidaan sopia siitä, että edellä mainittu luottamushenkilö hoitaa\ntyösuojeluasiamiehen tehtäviä tai päinvastoin.\u003C\u002Fp>\n\n\u003Cp>4.Ammattiosastolla on oikeus suorittaa luottamushenkilön vaali\ntyöpaikalla. Jos vaali suoritetaan työpaikalla, on työpaikan kaikille\ntyöntekijöille varattava tilaisuus osallistua vaaliin. Vaalin järjestäminen\nja toimittaminen ei kuitenkaan saa häiritä työntekoa. Vaaliajoista ja\nvaalipaikoista on sovittava työnantajan kanssa viimeistään 14 vuorokautta\nennen vaalin toimittamista. Työnantaja varaa ammattiosaston nimeämille\nhenkilöille tilaisuuden vaalin toimittamiseen.\u003C\u002Fp>\n\n\u003Cp>5.Luottamushenkilön pääasiallisena tehtävänä on toimia ammattiosaston\nedustajana työehtosopimuksen soveltamista koskevissa asioissa.\u003C\u002Fp>\n\n\u003Cp>6.Luottamushenkilö edustaa ammattiosastoa työlainsäädännön\nsoveltamista koskevissa asioissa ja yleensä työnantajan ja työntekijän\nvälisiin suhteisiin ja yrityksen kehittymiseen liittyvissä kysymyksissä.\nLuottamushenkilön tehtävänä on myös osaltaan toimia yrityksen ja\nhenkilöstön välisen neuvottelu- ja yhteistoiminnan ylläpitämiseksi ja\nkehittämiseksi.\u003C\u002Fp>\n\n\u003Cp>7.Yritysten ja ammattiosaston kesken voidaan sopia, että kahdelle tai\nuseammalle yritykselle valitaan niiden palveluksessa oleva yhteinen\nluottamushenkilö. Tehty sopimus on voimassa luottamushenkilön toimikauden.\u003C\u002Fp>\n\n\u003Cp>8.Luottamushenkilön toimikauden pituus on kaksi vuotta. Täysi toimikausi\nvoi alkaa ainoastaan parittoman vuoden alusta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n38.2 Työsuojeluvaltuutettu ja työsuojelupäällikkö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työntekijöiden oikeus valita työsuojeluvaltuutettu ja varavaltuutetut\nmääräytyy työsuojelun valvonnasta ja muutoksenhausta työsuojeluasioissa\nannetun lain mukaisesti. Työsuojeluvaltuutettu on valittava, jos työpaikalla\ntyöskentelee säännöllisesti vähintään 10 työntekijää.\u003C\u002Fp>\n\n\u003Cp>2.Työsuojeluvaltuutetun tehtävät määräytyvät työsuojelun valvonnasta\nannetun lain ja asetuksen mukaan. Lisäksi työsuojeluvaltuutettu suorittaa\nmuut tehtävät, jotka hänelle muun lainsäädännön ja sopimusten\nperusteella kuuluvat. Varavaltuutettu hoitaa työsuojeluvaltuutetun ollessa\nestynyt tälle kuuluvat sellaiset tehtävät, joita ei voida siirtää\ntyösuojeluvaltuutetun esteen päättymisen jälkeen hoidettavaksi.\u003C\u002Fp>\n\n\u003Cp>3.Työsuojeluvaltuutetun toimikauden pituus on kaksi vuotta tai\npaikallisesti sopien neljä vuotta. Täysi toimikausi voi alkaa ainoastaan\nparillisen vuoden alusta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Työnantaja nimeää työsuojeluyhteistoimintaa varten\ntyösuojelupäällikön. Työsuojelupäällikön tehtävänä on muiden\ntyösuojeluyhteistoiminnan piiriin kuuluvien tehtävien ohella järjestää,\nylläpitää ja kehittää työsuojeluyhteistoimintaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n38.3 Työsuojeluasiamies ja työsuojelutoimikunta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsuojeluasiamiesten valinnasta, lukumäärästä, tehtävistä ja\ntoimialueesta sovitaan paikallisesti samojen valintaperusteiden mukaisesti kuin\nmitä luottamushenkilön valinnasta sovittu. Lisäksi on otettava huomioon\ntyösuojeluriskit ja muut työoloihin vaikuttavat tekijät.\u003C\u002Fp>\n\n\u003Cp>Työsuojeluasiamiehen valitsevat työpaikan työntekijät keskuudestaan.\nJollei muista tehtävistä ole paikallisesti sovittu, työsuojeluasiamiehen\ntehtävänä on osallistua toimialuettaan koskevien työsuojelun\nyhteistoiminta-asioiden käsittelyyn ja toteutukseen.\u003C\u002Fp>\n\n\u003Cp>2.Muiden työsuojelua edistävien yhteistoimintaelinten valinnasta sekä\ntarkoituksenmukaisesta yhteistoimintamuodosta sovitaan paikallisesti ottaen\nhuomioon työpaikan laatu, laajuus ja työntekijöiden määrä ja tehtävien\nlaatu sekä muut olosuhteet. Ellei muusta yhteistoimintamuodosta ole sovittu,\ntyösuojeluyhteistoimintaa varten perustetaan työsuojelutoimikunta.\nToimikuntaa koskevia määräyksiä sovelletaan työpaikalla, jossa\nsäännöllisesti työskentelee vähintään 20 työntekijää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n39§ Ilmoitukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Valituista luottamushenkilöistä, varamiehen toimimisesta\npääluottamushenkilön sijaisena, työsuojeluvaltuutetun tai\ntyösuojeluasiamiehen toimimisesta luottamushenkilötehtävissä tai\nluottamushenkilöiden toimimisesta työsuojelutehtävissä on ammattiosaston\ntai vastaavan ilmoitettava kirjallisesti työnantajalle. Varahenkilön\ntoimimisesta työsuojeluvaltuutetun sijaisena on työsuojeluvaltuutetun\nilmoitettava työnantajalle kirjallisesti. Työnantaja ilmoittaa\nluottamushenkilöille, ketkä käyvät yrityksen puolesta neuvotteluja heidän\nkanssaan.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n40 § Vapautus työstä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Luottamushenkilötehtävien hoitamista varten järjestetään\npääluottamushenkilölle säännöllistä vapautusta työstä seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"354\" valign=\"top\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Työpaikan\n        työntekijäin lukumäärä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" valign=\"top\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Säännöllisen\n        vapautuksen määrä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">10-20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">4 tuntia\n        kuukaudessa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">21-50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">4 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">51-100\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">10 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">101-150\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">14 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.15pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">151-200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">18 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">201-250\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">22 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">251-200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">24 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"354\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">301-350\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">28 tuntia\n        viikossa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"354\" valign=\"bottom\" style=\"width:265.7pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:72.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">351-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" valign=\"bottom\" style=\"width:256.55pt;padding:0cm .5pt 0cm .5pt;   height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:13.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">kokonaan\n        vapautettu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>2.Pääluottamushenkilölle myönnettävän vapaa-ajan pituutta\nvahvistettaessa todetaan työpaikan työntekijäin lukumäärä vuosittain\nmarraskuun 1. päivänä. Pääluottamushenkilölle myönnettävän vapautuksen\nmäärässä huomioidaan työpaikalla toteamisvuoden aikana työskennelleiden\nvuokratyöntekijöiden keskimääräinen lukumäärä, jos se on\ntarkastelujakson aikana keskimäärin ollut vähintään 20 henkilöä. Tämän\nmukaan vahvistetun vapautuksen pituutta noudatetaan seuraavan vuoden ajan.\u003C\u002Fp>\n\n\u003Cp>3.Mikäli pääluottamushenkilön edellä sanotun mukainen vapaa-aika on\nkuusi tuntia tai vähemmän ja sen antaminen tuottaisi vaikeuksia, voidaan\npaikallisesti sopia siitä, että vapaa-ajan sijasta maksetaan keskituntiansion\nmukainen korvaus vastaavalta ajalta.\u003C\u002Fp>\n\n\u003Cp>4.Työpaikoilla, joissa on yli 200 työntekijää, ei\npääluottamushenkilöä pidetä kolmivuorotyössä, ellei siitä paikallisesti\ntoisin sovita.\u003C\u002Fp>\n\n\u003Cp>5.Luottamushenkilölle on silloin, kun hän toimii yhteistoimintalaissa\ntarkoitettuna henkilöstöryhmän edustajana, annettava riittävä vapautus\ntyöstään.\u003C\u002Fp>\n\n\u003Cp>6.Riittävän vapautuksen määrää on arvioitava tapauskohtaisen harkinnan\nperusteella. Vapautus on annettava neuvottelujen ajaksi, henkilöstöryhmien\nedustajien keskinäistä valmistautumista varten sekä henkilöstöryhmän\nedustajan perehtymiseen annettuun neuvotteluesitykseen tai - aloitteeseen ja\nneuvotteluja koskevaan työnantajan antamaan aineistoon\u003C\u002Fp>\n\n\u003Cp>7.Vapautuksen määrää arvioitaessa kiinnitetään huomioita muun muassa\nniiden henkilöiden lukumäärään, joita neuvoteltava asia koskee,\ntarvittavien taustatietojen määrä sekä asioiden laatu ja laajuus.\u003C\u002Fp>\n\n\u003Cp>8.Paikallisten sopimusten neuvotteluihin liittyen tulee välttämättömien\nasioiden hoitamista varten antaa luottamushenkilölle vapautusta työstä\nmuunakin kuin säännöllisenä vapautusaikanaan työn kannalta sopivana\naikana.\u003C\u002Fp>\n\n\u003Cp>9.Työsuojeluvaltuutetun myönnettävän vapaa-ajan pituutta vahvistettaessa\ntodetaan työpaikan työntekijäin lukumäärä vuosittain marraskuun 1.\npäivänä. Työsuojeluvaltuutetulle vapautuksen määrä lasketaan; hänen\nedustamien työntekijöiden lukumäärä x toimialakohtainen kerroin 0,276 =\naika tunteina \u002F 4 viikkoa. Myönnettävän vapautuksen määrässä huomioidaan\ntyöpaikalla toteamisvuoden aikana työskennelleiden vuokratyöntekijöiden\nkeskimääräinen lukumäärä, jos se on tarkastelujakson aikana keskimäärin\nollut vähintään 10 henkilöä. 160 tuntia tai yli oikeuttaa yhteen täysin\nvapaaseen työsuojeluvaltuutettuun. Vapautus on kuitenkin aina vähintään\nneljä tuntia neljän perättäisen viikon aikana. Tämän mukaan vahvistetun\nvapautuksen pituutta noudatetaan seuraavan kalenterivuoden ajan.\u003C\u002Fp>\n\n\u003Cp>10.Muulle luottamushenkilölle kuin pääluottamushenkilölle,\ntyösuojeluasiamiehelle sekä muille yrityksen ja henkilöstön väliseen\ntämän sopimuksen edellyttämään yhteistoimintaan osallistuville\nhenkilöstön edustajille järjestetään tarvittaessa tilapäisesti vapautus\ntyöstä.\u003C\u002Fp>\n\n\u003Cp>Arvioitaessa vapautuksen tarvetta on huomiota kiinnitettävä muun muassa\nao. henkilöstöryhmään kuuluvien työntekijöiden lukumäärään, tuotannon\nja toiminnan luonteeseen sekä tehtävien määrään.\u003C\u002Fp>\n\n\u003Cp>11.Mikäli pääluottamushenkilö tai työsuojeluvaltuutettu on vapautettu\nsäännöllisesti toistuviksi määräajoiksi työstään, tulee hänen hoitaa\ntehtäväänsä pääsääntöisesti sinä aikana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Välttämättömien asioiden hoitamista varten tulee työnjohdon kuitenkin\nantaa vapautusta työstä muunakin työn kannalta sopivana aikana. Työnantaja\nkorvaa pääluottamushenkilön ja työsuojeluvaltuutetun ansionmenetyksen\nedellä mainituilta ajoilta.\u003C\u002Fp>\n\n\u003Cp>12.Mikäli luottamushenkilö- ja työsuojelutehtävät on yhdistetty samalle\nhenkilölle, tämä otetaan lisäävänä tekijänä huomioon työstä\nvapautuksesta sovittaessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n41 § Pääluottamushenkilön ja työsuojeluvaltuutetun kuukausikorvaus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Pääluottamushenkilölle ja työsuojeluvaltuutetulle maksetaan kuukausittain\nkorvausta seuraavasti:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:43.45pt\">\n      \u003Ctd width=\"167\" valign=\"top\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;   height:43.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:97%\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Työpaikan\n        työntekijäin lukumäärä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" valign=\"top\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;   height:43.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Korvaus (1.3.2024)\n        alkaen €\u002Fkk\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1-20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">89\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21-50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">100\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">51-150\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">151-250\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">189\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">251-350\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">210\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"167\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">351-450\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">231\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"167\" valign=\"bottom\" style=\"width:125.05pt;padding:0cm .5pt 0cm .5pt;   height:13.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">451-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"135\" valign=\"bottom\" style=\"width:101.05pt;padding:0cm .5pt 0cm .5pt;   height:13.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">252\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>2.Kokonaan työstä vapautetun pääluottamushenkilön ja\ntyösuojeluvaltuutetun palkka määräytyy hänen entisessä työssään\nsaamansa ansion mukaisesti ja tulee em. palkan seurata entisessä työssä\nmaksettavan palkan kehitystä, kuitenkin siten, että palkka ylittää\nvähintään 15 %:lla 5. palkkaryhmän mukaisen työkohtaisen aikapalkan.\u003C\u002Fp>\n\n\u003Cp>3.Työajan lyhentämistä koskevien sopimusten mukainen lisä maksetaan\nmyös niiltä säännöllisen työajan tunneilta, jotka luottamushenkilöltä\ntai työsuojeluvaltuutetulta kuluvat heidän toimiessaan työnantajan kanssa\nsovituissa tehtävissä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n42 § Ansionmenetyksen korvaaminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1. Työnantaja korvaa sen ansion, jonka tässä sopimuksessa tarkoitettu\nhenkilöstön edustaja menettää työaikana joko paikallisessa neuvottelussa\ntyönantajien edustajien kanssa tai toimiessaan muuten työnantajan kanssa\nsovituissa tehtävissä.\u003C\u002Fp>\n\n\u003Cp>2. Jos luottamushenkilö, työsuojeluvaltuutettu, työsuojeluasiamies tai\ntyösuojelutoimikunnan tai muun työsuojelutoimikuntaa vastaavan\nyhteistoimintaelimen jäsen suorittaa työnantajan kanssa sovittuja tehtäviä\nsäännöllisen työaikansa ulkopuolella, maksetaan näin menetetystä ajasta\nylityökorvaus tai sovitaan hänen kanssaan muunlaisesta lisäkorvauksesta.\u003C\u002Fp>\n\n\u003Cp>3. Laskettaessa ansionmenetyksen korvauksen laskennassa käytettävää\nkeskituntiansiota otetaan tällöin huomioon säännöllisen työajan\nulkopuolella suoritetusta asetteen teosta maksettava asete- tai siihen\nverrattava raha.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Ansionmenetyksen korvauksen laskennassa käytettävä keskituntiansio\nsovitaan alakohtaisesti, ellei ansionmenetyksen korvaamisesta muulla tavalla\nole liittojen kesken sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43§ Asema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43.1 Työsuhde\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Luottamushenkilö, työsuojeluvaltuutettu, työsuojeluasiamies ja muut\nhenkilöstön edustajat ovat työsuhteessaan työnantajaan samassa asemassa\nriippumatta siitä, hoitaako hän luottamustehtäviään oman työnsä ohella\nvai onko hänelle annettu osittain tai kokonaan vapautusta työnteosta. Hän on\nvelvollinen noudattamaan yleisiä työehtoja, työaikoja ja työnjohdon\nmääräyksiä sekä muita järjestysmääräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43.2 Toimitilat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Pääluottamushenkilölle ja työsuojeluvaltuutetulle tulee järjestää\nasianmukaiset toimitilat ja toimistovälineet. Tavanomaisiin\ntoimistovälineisiin kuuluu yrityksessä yleisesti käytössä olevat atk-\nlaitteet ja niihin liittyvät ohjelmat sekä internet-yhteys (sähköposti).\nArvioinnissa voidaan ottaa huomioon mm. yrityksen ja yhteisön koko,\npääluottamushenkilön tai työsuojeluvaltuutetun tehtävien laajuus ja\nedellyttämä tarve sekä ajankäytön määrä. Käytännön järjestelyistä\nsovitaan paikallisesti.\u003C\u002Fp>\n\n\u003Cp>2.Työnantaja järjestää pääluottamushenkilölle ja\ntyösuojeluvaltuutetulle tarkoituksenmukaisen paikan tehtävien edellyttämien\ntarvikkeiden säilyttämiseen. Työpaikan koon edellyttäessä erityistä\ntoimitilaa, työnantaja järjestää tarkoituksenmukaisen tilan, jossa voidaan\nkäydä tehtävien hoitamista varten välttämättömät keskustelut.\nTehtävien hoitamista varten pääluottamushenkilöllä ja\ntyösuojeluvaltuutetulla on oikeus käyttää yrityksen tavanomaisia toimisto-\nyms. välineitä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43.3 Palkka- ja siirtosuoja\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Luottamushenkilön tai työsuojeluvaltuutetun mahdollisuuksia kehittyä ja\nedetä ammatissaan ei saa heikentää ko. tehtävän takia. Häntä ei tätä\ntehtävää hoitaessaan tai sen tähden saa siirtää alempipalkkaiseen\ntyöhön kuin missä hän oli ao. tehtävään valituksi tullessaan. Häntä ei\nsaa myöskään siirtää vähempiarvoiseen työhön, jos työnantaja voi\ntarjota hänelle muuta hänen ammattitaitoaan vastaavaa työtä. Jos\npääluottamushenkilöksi tai työsuojeluvaltuutetuksi valitun henkilön\nvarsinainen työ vaikeuttaa luottamustehtävien hoitamista, on hänelle, ottaen\nhuomioon työpaikan olosuhteet ja hänen ammattitaitonsa, järjestettävä\nmuuta työtä. Tällainen järjestely ei saa aiheuttaa hänen ansionsa\nalentumista. Pääluottamushenkilön ja työsuojeluvaltuutetun ansiokehityksen\ntulee vastata yrityksessä tapahtuvaa ansiokehitystä.\u003C\u002Fp>\n\n\u003Cp>2.Mikäli työsuojeluasiamies joudutaan tilapäisesti siirtämään työhön\nvarsinaisen toimialueensa ulkopuolelle, on pyrittävä siihen, ettei\nsiirtäminen kohtuuttomasti haittaa työsuojeluasiamiehen tehtävien\nhoitamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43.4 Ammattitaidon ylläpitäminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Pääluottamushenkilöllä ja työsuojeluvaltuutetulla on oltava yhtäläiset\nmahdollisuudet kehittyä ammatissa kuin muilla työntekijöillä. Työnantajan\nja pääluottamushenkilön\u002Ftyösuojeluvaltuutetun on selvitettävä myös\nluottamustehtävän aikana, edellyttääkö hänen ammattitaitonsa\nylläpitäminen entiseen tai vastaavaan työhön sellaisen ammatillisen\nkoulutuksen antamista, jota järjestetään myös muille työntekijöille.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Pääluottamushenkilön tai työsuojeluvaltuutetun luottamustehtävän\npäättymisen jälkeen tulee hänen ja työnantajan yhteisesti selvittää,\nedellyttääkö työntekijän ammattitaidon ylläpitäminen entiseen tai sitä\nvastaavaan työhön ammatillista koulutusta. Työnantaja järjestää\nselvityksen edellyttämää koulutusta. Koulutuksen sisältöä ratkaistaessa\nkiinnitetään huomiota työstä vapautukseen, toimikauden kestoon ja sinä\naikana tapahtuneisiin työmenetelmien muutoksiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n43.5Liikkeen luovutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Pääluottamushenkilön ja työsuojeluvaltuutetun asema jatkuu liikkeen\nluovutuksesta huolimatta sellaisenaan, jos luovutettu liike tai sen osa\nsäilyttää itsenäisyytensä. Jos luovutettava liike tai sen osa menettää\nitsenäisyytensä, pääluottamushenkilöllä ja työsuojeluvaltuutetulla on\noikeus tämän sopimuksen mukaiseen jälkisuojaan liikkeen luovutuksesta\njohtuneesta toimikauden päättymisestä lukien.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44§ Työsuhdeturva\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44.1Taloudelliset ja tuotannolliset irtisanomisperusteet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos yrityksen työvoimaa irtisanotaan tai lomautetaan taloudellisista tai\ntuotannollisista syistä, ei pääluottamushenkilöä tai\ntyösuojeluvaltuutettua saa irtisanoa tai lomauttaa ellei tuotantoyksikön\ntoimintaa keskeytetä kokonaan. Mikäli pääluottamushenkilön tai\ntyösuojeluvaltuutetun kanssa yhteisesti todetaan, ettei hänelle voida tarjota\nhänen ammattiaan vastaavaa tai hänelle muutoin sopivaa työtä, voidaan\ntästä säännöstä kuitenkin poiketa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44.2 Yksilösuoja\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Muu luottamushenkilö kuin pääluottamushenkilö voidaan irtisanoa tai\nlomauttaa työsopimuslain 7:10 §:n 2 momentin mukaisesti vain, kun työ\nkokonaan päättyy eikä työnantaja voi järjestää hänelle hänen\nammattitaitoaan vastaavaa tai hänelle muutoin sopivaa työtä tai kouluttaa\nhäntä muuhun työhön työsopimuslain 7:4 §:ssä tarkoitetulla tavalla.\u003C\u002Fp>\n\n\u003Cp>2.Luottamushenkilöstä tai työsuojeluvaltuutetusta johtuvasta syystä ei\nhäntä saa irtisanoa ilman työsopimuslain 7:10 §:n 1 momentin\nedellyttämää niiden työntekijöiden suostumusta, joita hän edustaa.\u003C\u002Fp>\n\n\u003Cp>3.Luottamushenkilön tai työsuojeluvaltuutetun työsopimusta ei saa purkaa\ntai käsitellä purkautuneena vastoin työsopimuslain 8:1–3 §:n\nsäännöksiä. Työsopimuksen purkaminen, sillä perusteella, että hän on\nrikkonut järjestysmääräyksiä, ei ole mahdollista, ellei hän ole samalla\ntoistuvasti tai olennaisesti sekä varoituksesta huolimatta jättänyt\ntyövelvoitteensa täyttämättä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44.3 Ehdokassuoja\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Edellä olevia työsuhdeturvaa koskevia määräyksiä on sovellettava myös\npääluottamushenkilöehdokkaaseen, jonka ammattiosaston kokous on asettanut ja\njonka asettamisesta ammattiosasto on kirjallisesti työnantajalle ilmoittanut,\nsekä työsuojeluvaltuutettuehdokkaaseen, jonka asettamisesta on kirjallisesti\nilmoitettu työsuojelutoimikunnalle tai muulle sitä vastaavalle\nyhteistoimintaelimelle. Ehdokassuoja alkaa kuitenkin aikaisintaan kolme\nkuukautta ennen valittavana olevan pääluottamushenkilön tai\ntyösuojeluvaltuutetun toimikauden alkua ja päättyy muun kuin vaalissa\nvalituksi tulleen osalta vaalituloksen tultua todetuksi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44.4 Jälkisuoja\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työsuhdeturvaa koskevia määräyksiä on sovellettava myös\npääluottamushenkilönä tai työsuojeluvaltuutettuna toimineeseen\ntyöntekijään kuusi kuukautta hänen ko. tehtävänsä päättymisen\njälkeen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n44.5 Korvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos luottamushenkilön tai työsuojeluvaltuutetun työsopimus on lakkautettu\ntämän sopimuksen vastaisesti, työnantajan on suoritettava korvauksena\nhänelle vähintään 10 ja enintään 30 kuukauden palkka. Korvaus on\nmäärättävä työsopimuslain 12:2 §:n 2 momentin perusteiden mukaan.\nKorvausta lisäävänä tekijänä on otettava huomioon se, että tämän\nsopimuksen oikeuksia on loukattu. Milloin tuotantoyksikössä tai vastaavassa\ntoimintayksikössä säännöllisesti työskentelevien työntekijöiden ja\ntoimihenkilöiden määrä on 20 tai vähemmän, edellä mainittu korvaus on\ntyösuojeluvaltuutetun osalta vähintään 4 kuukauden palkka ja enintään\n12:2 §:n 1 momentin mukaan määräytyvä korvaus.\u003C\u002Fp>\n\n\u003Cp>2.Korvaus tämän sopimuksen mukaan perusteettomasta lomautuksesta\nmääräytyy työsopimuslain 12:1.1 §:n mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n45§ Varahenkilöt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1. Tämän luvun määräyksiä sovelletaan varapääluottamushenkilöön ja\ntyösuojeluvaltuutetun varahenkilöön sinä aikana, kun he tämän sopimuksen\nedellyttämän ilmoituksen mukaisesti toimivat sijaisina.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n46§ Työnantajan tiedottamisvelvoitteet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n46.1 Palkkatilasto- ja henkilöstötiedot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA.Palkkatilastot\u003C\u002Fp>\n\n\u003Cp>1.Puuteollisuus ry sitoutuu keräämään hirsitalo- ja CLT-valmistajilta\ntiedot näiden työntekijöiden säännöllisen työajan keskimääräisestä\ntuntiansiosta ilman erillisiä vuorotyö- ja olosuhdelisiä sekä\nsunnuntaityö- ja ylityökorotuksia kerran vuodessa koskien ensimmäistä\nvuosineljännestä. Tiedot luovutetaan Teollisuusliitolle vuosittain.\u003C\u002Fp>\n\n\u003Cp>2.Keskimääräistä tuntiansiota koskevat tiedot annetaan palkkaryhmittäin\nerikseen miehistä ja naisista sekä kaikista palkkaryhmistä yhteensä.\u003C\u002Fp>\n\n\u003Cp>3.Edellä olevat tiedot koskevat yksinomaan täysin työkykyisiä, 18 vuotta\ntäyttäneitä työntekijöitä. Palkkaryhmistä, joissa työntekijöitä on\nalle kuusi, ei tietoja kuitenkaan anneta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nB.Hätä- ja ylityöluettelo\u003C\u002Fp>\n\n\u003Cp>1.Pääluottamushenkilöllä on oikeus perehtyä hätä- ja ylityöstä\nsekä niistä maksetusta korotetusta palkasta laadittuun luetteloon.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nC.Ulkopuolisesta työvoimasta ilmoittaminen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Työnantaja tiedottaa tuotanto- ja kunnossapitotöihin osallistuvasta\nulkopuolisesta työvoimasta etukäteen pääluottamushenkilölle ja\ntyösuojeluvaltuutetulle. Jos tämä ei ole työn kiireellisyyden tai muun sen\nkaltaisen syyn takia mahdollista, voidaan tiedottaminen tehdä näissä\npoikkeustilanteissa myös jälkikäteen viivytyksettä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nD.Tietojen luottamuksellisuus\u003C\u002Fp>\n\n\u003Cp>1.Pääluottamushenkilön on pidettävä tehtävien hoitamista varten\nsaamansa tiedot luottamuksellisina.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n46.2 Yritystä koskevat tiedot\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantaja toimittaa pääluottamushenkilölle tiedot yrityksen\ntaloudellisesta tilasta yhteistoimintalain mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n46.3 Salassapitovelvollisuus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Salassapitovelvollisuudesta on voimassa, mitä yhteistoimintalaissa on\nsäädetty.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\nVII Koulutus\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n47§ Ammatillinen koulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantajan antaessa työntekijälle ammatillista koulutusta tai\nlähettäessä työntekijän hänen ammattiinsa liittyviin\nkoulutustilaisuuksiin, korvataan koulutuksen aiheuttamat suoranaiset\nkustannukset ja säännöllisen työajan ansionmenetys keskituntiansion mukaan\nlaskettuna, ellei ao. työehtosopimuksessa ole toisin sovittu. Jos koulutus\ntapahtuu kokonaan työajan ulkopuolella, korvataan siitä johtuvat suoranaiset\nkustannukset. Se, että kysymyksessä on tämän pykälän mukainen koulutus,\ntodetaan ennen koulutustilaisuuteen ilmoittautumista.\u003C\u002Fp>\n\n\u003Cp>2.Suoranaisilla kustannuksilla tarkoitetaan matkakustannuksia,\nkurssimaksuja, kustannuksia kurssiohjelman mukaisesta opetusmateriaalista,\ninternaattikurssien täysihoitomaksua ja muiden kuin internaattikurssien osalta\nao. työehtosopimuksen mukaan määräytyviä matkakustannusten korvauksia.\nSäännöllisen työajan ansionmenetys korvataan sekä kurssi- että matka-ajan\nosalta. Työajan ulkopuolella koulutukseen tai sen edellyttämiin matkoihin\nkäytetystä ajasta ei korvausta suoriteta. Viikko- ja kuukausipalkkaisen\nhenkilön palkkaa ei kurssin eikä sen vaatimien matkojen ajalta\nvähennetä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n48§ Yhteinen koulutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työpaikan yhteistoimintaa edistävän koulutuksen järjestävät\nkeskusjärjestöt tai niiden jäsenliitot yhteisesti, keskusjärjestöjen tai\nniiden jäsenliittojen yhteistoimintaelimet tai työnantaja- ja\ntyöntekijäpuoli yhteisesti työpaikalla tai muussa paikassa.\u003C\u002Fp>\n\n\u003Cp>2.Osapuolet toteavat, että yhteinen koulutus yleensä tapahtuu\ntarkoituksenmukaisimmalla tavalla työpaikkakohtaisesti, jolloin paikalliset\nolosuhteet tulevat parhaiten huomioonotetuiksi.\u003C\u002Fp>\n\n\u003Cp>3.Työsuojelun yhteistoiminnan peruskurssit ja työsuojeluyhteistyön\nkannalta tarpeelliset erikoiskurssit ovat tässä tarkoitettua yhteistä\nkoulutusta. Peruskurssille voivat tämän sopimuksen edellytyksin osallistua\ntyösuojelutoimikunnan jäsen, työsuojeluvaltuutettu, varavaltuutettu ja\ntyösuojeluasiamies sekä erikoiskurssille työsuojeluvaltuutettu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Koulutukseen osallistuvalle suoritetaan korvaus kuten 7.1 kohdassa on\nmäärätty. Koulutukseen osallistumisesta sovitaan paikallisesti koulutuksen\nluonteesta riippuen kysymykseen tulevassa yhteistyöelimessä tai työnantajan\nja luottamushenkilön kesken.\u003C\u002Fp>\n\n\u003Cp>5.Yhteistä koulutusta koskevia määräyksiä sovelletaan myös\nosallistumisjärjestelmiä ja paikallista sopimista koskevaan koulutukseen.\nKoulutukseen osallistumisesta voidaan sopia myös työnantajan ja asianomaisen\nhenkilön kesken. Osapuolet suosittelevat, että n iiden ja jäsenliittojen\nkoulutuslaitokset sekä jäsenliitot ryhtyvät yhteistyössä toimenpiteisiin\nosallistumisjärjestelmiä ja paikallista sopimista koskevan koulutustarjonnan\njärjestämiseksi. Osapuolten koulutustyöryhmä seuraa em. koulutustarjonnan\ntoteutumista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n49§ Ay-koulutus, työsuhteen säilyminen ja ilmoitusajat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Teollisuusliitto ry:n ja SAK:n järjestämille kuukauden tai sitä lyhyemmän\najan kestäville kursseille annetaan työntekijöille tilaisuus osallistua\ntyösuhteen katkeamatta, milloin se aiheuttamatta tuntuvaa haittaa tuotannolle\ntai yrityksen toiminnalle käy päinsä. Edellä mainittua haittaa arvioitaessa\nkiinnitetään huomiota työpaikan kokoon. Kielteisessä tapauksessa\nilmoitetaan pääluottamushenkilölle viimeistään 10 päivää ennen kurssin\nalkua syy, jonka takia vapaan myöntäminen tuottaisi tuntuvaa haittaa.\nTällöin olisi suotavaa yhteisesti pyrkiä selvittämään muu mahdollinen\najankohta, jolloin kurssille osallistumiselle ei olisi estettä.\u003C\u002Fp>\n\n\u003Cp>2.Ilmoitus aikomuksesta lähteä kurssille on tehtävä mahdollisimman\nvarhain. Milloin kurssi kestää enintään yhden viikon, on ilmoitus annettava\nvähintään kolme viikkoa ennen kurssin alkua sekä milloin on kysymys\npitemmästä kurssista, vähintään kuusi viikkoa ennen.\u003C\u002Fp>\n\n\u003Cp>3.Ennen kuin henkilö osallistuu edellä tarkoitettuun koulutustilaisuuteen,\non osallistumisen aiheuttamista toimenpiteistä sovittava työnantajan kanssa\nsekä nimenomaisesti etukäteen todettava, onko kyseessä sellainen\nkoulutustilaisuus, josta työnantaja suorittaa työntekijälle korvauksia\ntämän sopimuksen mukaisesti. Samalla on todettava, mikä on näiden\nkorvausten laajuus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n50§ Korvaukset\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Kurssilta, joka järjestetään SAK:n tai sen jäsenliiton\nkoulutuslaitoksissa tai erityisestä syystä muualla ja jonka\nkoulutustyöryhmä on hyväksynyt, työnantaja on velvollinen maksamaan\nluottamushenkilölle, varapääluottamushenkilölle, työsuojeluvaltuutetulle\n-varavaltuutetulle, työsuojelutoimikunnan jäsenelle ja\ntyösuojeluasiamiehelle heidän tehtäviensä edellyttämän koulutuksen osalta\nkorvauksen ansionmenetyksestä, edellä mainituille luottamushenkilölle\nenintään kuukauden ajalta ja työsuojeluluottamustehtävissä oleville\nenintään kahden viikon ajalta. Samoin maksetaan korvaus edellä mainituissa\nkoulutuslaitoksissa järjestettyjen luottamushenkilötoimintaan liittyvien\nkoulutustilaisuuksien osalta ammattiosaston puheenjohtajalle enintään\nkuukauden ajalta, mikäli hän työskentelee yrityksessä, jossa on\nvähintään 100 asianomaisen alan työntekijää ja hänen johtamassaan\nammattiosastossa on vähintään 50 jäsentä.\u003C\u002Fp>\n\n\u003Cp>2.Lisäksi maksetaan edellisessä kappaleessa tarkoitetuista\ntyöntekijöistä kultakin sellaiselta kurssipäivältä, jolta\nansionmenetyksen korvausta suoritetaan, kurssista sen järjestäjälle\naiheutuvien ruokailukustannusten korvaukseksi keskusjärjestöjen välillä\nsovittu ateriakorvaus. Ateriakorvauksen määrä vuonna 2024 on 30,07 euroa.\nKorvauksen määrä tulevalle kalenterivuodelle vahvistetaan aina edeltävän\nkalenterivuoden syyskuun loppuun mennessä tarkistamalla aikaisemman\nateriakorvauksen määrää elinkustannusindeksissä tarkasteluvuotta\nedeltävästä heinäkuusta tarkasteluvuoden heinäkuuhun mennessä\ntapahtuneella muutoksella.\u003C\u002Fp>\n\n\u003Cp>3.Edellä tässä kohdassa tarkoitettuja korvauksia työnantaja on\nvelvollinen maksamaan samalle henkilölle vain kerran samasta tai\nsisällöltään vastaavasta koulutustilaisuudesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n51§ Sosiaaliset edut\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Osallistuminen sopimuksessa tarkoitettuun ay-koulutustilaisuuteen ei yhden\nkuukauden rajaan asti aiheuta vuosiloma-, eläke- tai muiden niihin\nverrattavien etuuksien vähenemistä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nVIII Ulkopuolisen työvoiman käyttö\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n52 § Yleistä\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Ulkopuolisen työvoiman käyttöä tapahtuu yritysten piirissä kahdessa\nmuodossa. Se perustuu toisaalta kahden itsenäisen yrittäjän väliseen\nkauppa-, hankinta-, urakka-, vuokraus-, toimeksianto¬, työnteko-, jne.\nsopimukseen, jolloin tarvittavan työn tekee ulkopuolinen yrittäjä ilman,\nettä toisella sopijapuolella on mitään tekemistä työsuoritukseen nähden.\nKäytännössä tällaiseen sopimukseen perustuvaa toimintaa nimitetään\nyleensä alihankinnaksi tai aliurakoinniksi.\u003C\u002Fp>\n\n\u003Cp>2.Toisaalta vieraan työvoiman käyttö perustuu ns. työvoiman\nvuokraukseen, jolloin työvoimaa hankkivien liikkeiden toimittamat lainamiehet\n(vuokramies), tekevät työtä toiselle työnantajalle tämän johdon ja\nvalvonnan alaisena.\u003C\u002Fp>\n\n\u003Cp>3.Edellä ensimmäisessä kappaleessa mainittuja tilanteita kutsutaan\njäljempänä alihankinnaksi ja edellä toisessa kappaleessa mainittuja\ntilanteita kutsutaan jäljempänä vuokratyövoimaksi.\u003C\u002Fp>\n\n\u003Cp>4.Alihankintaa tai työvoiman vuokrausta koskeviin sopimuksiin otetaan ehto,\njossa alihankkija tai työvoimaa vuokraava yritys sitoutuu noudattamaan alansa\nyleistä työehtosopimusta sekä työ- ja sosiaalilainsäädäntöä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n53 § Alihankinta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos alihankinnan vuoksi yrityksen työvoimaa poikkeuksellisesti joudutaan\nvähentämään, on yrityksen pyrittävä sijoittamaan ko. työntekijät\nyrityksen muihin tehtäviin ja ellei se ole mahdollista, kehotettava\nalihankkijaa, jos tämä tarvitsee työvoimaa, ottamaan vapautuneet\nalihankintatyöhön sopivat työntekijät työhönsä entisin palkkaeduin.\u003C\u002Fp>\n\n\u003Cp>2.Työsopimukselle ei saa antaa sellaista muotoa, jonka mukaan kysymyksessä\nolisi itsenäisten yrittäjien välinen urakkasopimus silloin kun kyseessä\nitse asiassa on työsopimus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\n54 § Vuokratyövoima\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Yritysten on rajoitettava vuokratyövoiman käyttö vain työhuippujen\ntasaamiseen tai muutoin sellaisiin ajallisesti taikka laadullisesti\nrajoitettuihin tehtäviin, joita työn kiireellisyyden, rajoitetun kestoajan,\nammattitaitovaatimusten, erikoisvälineiden tai muiden vastaavien syiden vuoksi\nei voida teettää omilla työntekijöillä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Työvoiman vuokraus on epätervettä, jos eri työvoimaa hankkivien\nyritysten toimittamat vuokratyöntekijät työskentelevät yrityksen\nnormaalissa työssä sen vakinaisten työntekijöiden rinnalla ja saman\ntyönjohdon alaisen pidemmän ajan.\u003C\u002Fp>\n\n\u003Cp>3.Vuokratyövoimaa käyttävien yritysten tulee pyydettäessä selvittää\npääluottamushenkilölle tällaisten työntekijöiden työskentelyyn\nliittyvät kysymykset.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIX Neuvottelumenettely ja erimielisyyksien ratkaiseminen\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n55 § Ilmoitustaulujen käyttö ja kokousoikeus työpaikoilla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Työnantajan ilmoitukset, jotka koskevat työntekijäryhmiä, tiedotetaan,\nellei niitä anneta tiedoksi kullekin asianomaiselle työntekijälle erikseen,\ntätä tarkoitusta varten työpaikalle asetetuilla tauluilla.\u003C\u002Fp>\n\n\u003Cp>2.Tähän työehtosopimukseen sidotun työntekijäliiton ja sen paikallisten\nosastojen ilmoituksia ja tiedonantoja saadaan tehdasalueella kiinnittää sitä\nvarten osoitetuille ilmoitustauluille.\u003C\u002Fp>\n\n\u003Cp>3.Kullakin työpaikalla sovellettavan työehtosopimuksen osapuolena olevan\nliiton rekisteröidyllä alayhdistyksellä ja sen työpaikalla olevalla\nosastolla, työhuonekunnalla tai vastaavalla on mahdollisuus työajan\nulkopuolella (ennen työajan alkamista, ruokatauolla tai välittömästi\ntyöajan päätyttyä, sekä erikseen sovittaessa myös viikkolepoon kuuluvana\naikana) järjestää kokouksia työpaikan työsuhteita koskevista kysymyksistä\nseuraavin edellytyksin:\u003C\u002Fp>\n\n\u003Cp>•Kokouksen pidosta työpaikalla tai muussa tämän sopimuksen\ntarkoittamassa paikassa on työnantajan kanssa sovittava, mikäli mahdollista,\nkolme päivää ennen aiottua kokousta.\u003C\u002Fp>\n\n\u003Cp>•Työnantaja osoittaa kokouspaikan, joka on joko työpaikalla tai\ntyöpaikan läheisyydessä, työnantajan hallinnassa oleva, tarkoitukseen\nsoveltuva paikka. Ellei tällaista ole, on kysymyksestä tarvittaessa\nneuvoteltava tarkoituksenmukaisen ratkaisun löytämiseksi.\u003C\u002Fp>\n\n\u003Cp>•Pidettävän kokouksen menosta ja järjestyksestä sekä kokoustilojen\nsiisteydestä vastaavat kokoustilojen varauksen tehnyt järjestö ja\njärjestäjä, eikä järjestettävä kokous saa häiritä liike- tai\ntuotantotoimintaa. Järjestön luottamushenkilöiden tulee olla kokouksessa\nsaapuvilla.\u003C\u002Fp>\n\n\u003Cp>•Kokouksen järjestäjillä on oikeus kutsua kokoukseen työehtosopimuksen\nosapuolena olevan liiton ja sen alayhdistyksen sekä asianomaisten\nkeskusjärjestöjen edustajia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n56 § Liittojen edustajien osallistuminen paikallisiin neuvotteluihin\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sopimuspuolet pitävät suotavana, että paikallisissa neuvotteluissa ei\noteta esille asiaa, josta ei ole ennakolta ilmoitettu toiselle osapuolelle.\u003C\u002Fp>\n\n\u003Cp>2.Mikäli liittojen edustajat haluavat olla läsnä työnantajan ja\ntyöntekijäin välisissä paikallisissa neuvotteluissa, on heillä siihen\noikeus edellyttäen, että ko. asiasta on jo aikaisemmin neuvoteltu\npaikallisesti asianomaisten kesken, ja että neuvotteluun osallistumisesta\nsovitaan liittojen välillä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n57§ Neuvottelujärjestys ja sopimusten tulkinta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos syntyy epäselvyyttä tai erimielisyyttä työntekijän palkasta tai\ntyösuhteeseen liittyvien lakien tai sopimusten soveltamisesta, on\nluottamushenkilölle annettava kaikki tapauksen selvittämiseen vaikuttavat\ntiedot.\u003C\u002Fp>\n\n\u003Cp>2.Työsuhteeseensa liittyvä asia työntekijän tulee selvittää\nesimiehensä kanssa. Ellei työntekijä ole saanut edellä mainittua asiaa\nselvitetyksi suoraan esimiehensä kanssa, voi hän saattaa asian hoidettavaksi\nosaston tai vastaavan yksikön luottamushenkilön ja työnantajan edustajan\nvälisissä neuvotteluissa. Ellei asiaa näin saada selvitetyksi, voi edellä\nmainittu luottamushenkilö siirtää sen pääluottamushenkilölle.\u003C\u002Fp>\n\n\u003Cp>3.Paikallisten osapuolten yhdessä pyytäessä on työehtosopimukseen\nsidotuilla liitoilla oikeus lähettää edustajansa paikalliseen\nerimielisyysneuvotteluun.\u003C\u002Fp>\n\n\u003Cp>4.Ellei työpaikalla syntynyttä erimielisyyttä saada paikallisesti\nratkaistuksi, noudatetaan työehtosopimuksen mukaista\nneuvottelujärjestystä.\u003C\u002Fp>\n\n\u003Cp>5.Jos erimielisyys koskee tämän sopimuksen tarkoittaman luottamushenkilön\ntyösuhteen päättämistä, on paikalliset ja liittojen väliset neuvottelut\nlisäksi käynnistettävä ja käytävä viipymättä sen jälkeen, kun\nlakkauttamisen peruste on riitautettu.\u003C\u002Fp>\n\n\u003Cp>6.Jos tämän sopimuksen tai sopimuspuolten välillä tehtyjen muiden\nsopimusten tai pöytäkirjojen sisällöstä, määräysten tulkinnasta tai\nsoveltamisesta syntyy erimielisyyttä, josta asianosaiset keskenään\nneuvottelemalla eivät pääse yksimielisyyteen, on asia siirrettävä\nallekirjoittaneiden liittojen ratkaistavaksi. Elleivät nämäkään pääse\nasiasta yksimielisyyteen, voi jompikumpi sopimuspuoli alistaa asian\ntyötuomioistuimen ratkaistavaksi.\u003C\u002Fp>\n\n\u003Cp>7.Paikalliset neuvottelut erimielisyysasiassa on aloitettava ensi tilassa ja\nviimeistään kahden viikon kuluessa neuvotteluesityksen tekemisestä.\u003C\u002Fp>\n\n\u003Cp>8.Niissä tapauksissa, jolloin paikalliset neuvottelut asiasta eivät johda\ntulokseen, ja toinen osapuoli haluaa alistaa asian liittojen ratkaistavaksi, on\nasiasta laadittava muistio, jonka molemmat osapuolet allekirjoittavat ja jossa\non selostettu erimielisyyden aiheena oleva asia sekä molempien osapuolten\nkanta. Muistiosta on jätettävä molemmille sopimuspuolille kappale.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n58§ Erimielisyyksien sovittelu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Jos jostain muusta kuin 57 §:ssä mainitusta syystä syntyy erimielisyyttä\ntyönantajan ja työntekijäin välillä, on ennen kuin muihin toimenpiteisiin\nsaadaan ryhtyä, asiassa pyrittävä sovintoon neuvotteluilla asianomaisten\nvälillä, ja elleivät nämä pääse yksimielisyyteen, on asia siirrettävä\nsopimuspuolten ratkaistavaksi, ja siitä laadittava 57 §:n 8.kohdassa\ntarkoitettu muistio.\u003C\u002Fp>\n\n\u003Cp>2.Jommankumman sopimuspuolen esittäessä neuvotteluja 1.kohdassa\ntarkoitetussa asiassa, on ne aloitettava ensi tilassa ja viimeistään kahden\nviikon kuluessa esityksen tekemisestä. Neuvottelut on käytävä kaikkea\ntarpeetonta viivytystä välttäen. Neuvottelujen kestäessä ei ko. asian\njohdosta saa julistaa työnseisausta (lakkoa tai työsulkua), tahi ryhtyä\nmuuhun toimenpiteeseen vastapuolen painostamiseksi tai työn säännöllisen\nkulun häiritsemiseksi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Elleivät edellä mainitut neuvottelut johda sovintoon, on sen\njärjestön, joka aikoo turvautua työnseisaukseen, siitä ilmoitettava\nkirjallisesti toiselle järjestölle viimeistään 14 vuorokautta ennen aiottua\nseisausta.\u003C\u002Fp>\n\n\u003Cp>4.Luottamushenkilön ja työsuojeluvaltuutetun työsuhteen päättämiseen\nliittyvistä riidoista työnantajan on ilman viivytystä ilmoitettava\ntyönantajaliitolle, jonka on saatettava asia työntekijäliiton tietoon.\nLiittojen on ilman viivytystä selvitettävä paikallisten osapuolten\nmyötävaikutuksella työsuhteen päättämiseen liittyvät taustat.\u003C\u002Fp>\n\n\u003Cp>5.Liittojen on viikon kuluessa selvitystyön päättymisestä käsiteltävä\nluottamushenkilön ja työsuojeluvaltuutetun työsuhteen päättämiseen\nliittyvät erimielisyydet liittojen välisessä neuvottelussa ja esitettävä\nomat kantansa asiassa. Liittojen kannat saatetaan tiedoksi työnantajalle.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n59§ Jatkuva neuvottelumenettely ja paikallinen sopiminen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Sopimuskauden aikana liittojen välillä voidaan käynnistää neuvottelut\ntyöehtosopimuksen jonkin osan selventämiseksi tai kehittämiseksi. Mikäli\nsopimuskauden aikana on tarvetta neuvotella työelämän laadullisista\nkysymyksistä esim. laaja-alaisen työmarkkinaratkaisun tai merkittävien\nsopimusalaa koskevien lakimuutosten yhteydessä, osapuolet voivat tehdä\ntarvittavia esityksiä. Neuvotteluissa sovitut asiat voivat tulla voimaan\nsopimuskauden aikana.\u003C\u002Fp>\n\n\u003Cp>2.Yhteistoiminnalla ja paikallisella sopimisella sen osana vaikutetaan\nyrityksen tuottavuuden, kilpailukyvyn ja työllisyyden ylläpitoon ja\nkehittämiseen. Samalla syntyy edellytykset työhyvinvoinnin parantamiselle.\nPaikallinen sopiminen on ennen kaikkea toiminnan kehittämisen väline.\u003C\u002Fp>\n\n\u003Cp>3.Toimintatapana paikallinen sopiminen koskee koko työyhteisöä. Se\nedellyttää avointa ja luottamusta synnyttävää vuoropuhelua työnantajan ja\nhenkilöstön välillä.\u003C\u002Fp>\n\n\u003Cp>4.Osapuolten odotetaan ottavan vastuun oman työpaikkansa menestyksestä.\nEnsisijaiseksi toimintamalliksi tulee omaksua valmius aloitteellisuuteen etsiä\nparhaat mahdolliset ratkaisut, joilla edistetään sekä yrityksen että\nhenkilöstön etuja ja niiden yhteensovitusta paikalliset tarpeet\nhuomioonottavalla tavalla. Työehtosopimusmääräyksiä sovelletaan\nsellaisinaan, jos niiden nähdään parhaiten täyttävän osapuolten\ntavoitteet.\u003C\u002Fp>\n\n\u003Cp>5.Työehtosopimusmääräysten mukainen paikallinen sopiminen on mahdollista\ntyöehtosopimuksen neuvottelujärjestyksen mukaisesti joko luottamushenkilön\nja työnantajan kesken tai työnantajan ja työntekijän kesken.\u003C\u002Fp>\n\n\u003Cp>6.Luottamushenkilön kanssa tehty sopimus sitoo niitä työntekijöitä,\njoita luottamushenkilön on katsottava edustavan.\u003C\u002Fp>\n\n\u003Cp>7.Sopimus on solmittava kirjallisena, jos jompikumpi osapuoli sitä\npyytää.\u003C\u002Fp>\n\n\u003Cp>8.Sopimus voidaan solmia määräajaksi tai olemaan voimassa toistaiseksi.\nToistaiseksi voimassa oleva sopimus voidaan irtisanoa kahden kuukauden\nirtisanomisaikaa noudattaen, ellei irtisanomisajasta ole muuta sovittu.\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>\nX Sopimuksen voimassaolo ja irtisanomisjärjestys\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n1.Tämä sopimus tulee voimaan, sikäli kuin allekirjoituspöytäkirjasta ei\nmuuta johdu 1. maaliskuuta 2024 lukien ja on voimassa 31. päivään toukokuuta\n2026 saakka jatkuen senkin jälkeen vuoden kerrallaan, ellei sitä\nviimeistään kahta kuukautta ennen sen päättymistä ole kummaltakaan\npuolelta kirjallisesti irtisanottu.\u003C\u002Fp>\n\n\u003Cp>2.Jos tämä sopimus kokonaisuudessaan tai joltakin osaltaan irtisanotaan,\non irtisanovan puolen viimeistään ensimmäisessä sopimusneuvottelussa\nannettava muutosehdotus vastapuolelle. Irtisanomisen tulee tapahtua\ntodistettavasti. Sopimuspuolet ovat velvolliset irtisanomisen tapahduttua\nryhtymään viivyttelemättä neuvotteluihin uudesta sopimuksesta tai\nmuutosehdotuksesta.\u003C\u002Fp>\n\n\u003Cp>3.Työntekijäin palkkaryhmittelyä koskevat muutosehdotukset voidaan tehdä\nmyös sopimusneuvottelujen aikana.\u003C\u002Fp>\n\n\u003Cp>4.Uudesta työehtosopimuksesta neuvoteltaessa ovat tämän\ntyöehtosopimuksen määräykset voimassa siksi, kunnes uusi työehtosopimus on\ntehty tai sopimusneuvottelut muuten ovat päättyneet.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHelsingissä maaliskuun 5. päivänä 2024\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPUUTEOLLISUUS RY\u003C\u002Fp>\n\n\u003Cp>TEOLLISUUSLIITTO RY\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nHuolto-osastoilla työskentelevien työntekijäin osalta olemme\nallekirjoittaneet tämän sopimuksen.\u003C\u002Fp>\n\n\u003Cp>TEOLLISUUSLIITTO RY\u003C\u002Fp>\n\n\u003Cp>SÄHKÖALOJEN AMMATTILIITTO RY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIRTISANOMISSUOJASOPIMUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nI YLEISET MÄÄRÄYKSET\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>1§\u003C\u002Fh3>\n\n\u003Ch3>Yleinen soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTämä sopimus koskee toistaiseksi voimassa olevan työsopimuksen irtisanomista\ntyöntekijästä johtuvasta tai hänen henkilöönsä liittyvästä syystä,\ntyöntekijän irtisanoutumista sekä niitä menettelytapoja, joita noudatetaan\nirtisanottaessa tai lomautettaessa työntekijöitä taloudellisista tai\ntuotannollisista syistä. Sopimus ei koske\u003C\u002Fp>\n\n\u003Cp>1.ammatillisesta koulutuksesta annetussa laissa (531\u002F2017) tarkoitettuja\ntyösuhteita.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Yleinen soveltamisala\u003C\u002Fp>\n\n\u003Cp>Sopimus koskee pääsääntöisesti toistaiseksi voimassa olevan\ntyösopimuksen irtisanomista työntekijästä johtuvasta syystä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSopimus ei 1 §:ssä nimenomaisesti mainittujen tapausten lisäksi koske\nmyöskään:\u003C\u002Fp>\n\n\u003Cp>1.Työsopimuksen purkamista työsopimuslain 8:1 §:n ja 8:3 §:n\nperusteella.\u003C\u002Fp>\n\n\u003Cp>2.Työsopimuslain 1:3.2 §:n ja 1:3a §:n perusteella tehtyjä\nmääräaikaisia työsopimuksia.\u003C\u002Fp>\n\n\u003Cp>3.Työsopimuksen purkamista koeaikana työsopimuslain 1:4.4 §:n\nperusteella.\u003C\u002Fp>\n\n\u003Cp>4.Työsopimuksen irtisanomista taloudellisista ja tuotannollisista syistä\ntyösopimuslain 7:3 – 4 §:n perusteella.\u003C\u002Fp>\n\n\u003Cp>5.Työsopimuslain 7:5 ja 7:7–8 §:ssä mainittuja tapauksia (liikkeen\nluovutus, saneerausmenettely, työnantajan konkurssi ja kuolema).\u003C\u002Fp>\n\n\u003Cp>Edellä tarkoitettuja sopimuksen ulkopuolelle jääviä tapauksia koskevat\nriidat käsitellään työsopimuslain mukaisesti yleisissä\ntuomioistuimissa.\u003C\u002Fp>\n\n\u003Cp>Tämän sopimuksen perusteella voidaan tutkia, onko työsopimuslain 7:3 - 4\n§:n perusteella suoritettu irtisanominen johtunut tosiasiallisesti\ntyöntekijästä johtuvasta tai hänen henkilöönsä liittyvästä syystä ja\nolisiko työnantajalla ollut riittävät perusteet irtisanoa työntekijä\nsopimuksen 2 §:ssä mainituilla perusteilla sellaisessa tilanteessa, jossa\ntyösopimus on purettu työsopimuslain 8:1.1 §:n perusteella.\u003C\u002Fp>\n\n\u003Cp>Työsopimuksen purkamiseen koeaikana sovelletaan työsopimuslain 9:1 – 2\n§:n ja 9:4 – 5 §:n menettelytapasäännöksiä.\u003C\u002Fp>\n\n\u003Cp>Sopimuksen I, III ja IV luvun menettelytapamääräyksiä noudatetaan\nkuitenkin myös irtisanottaessa tai lomautettaessa työntekijöitä\ntaloudellisesta ja tuotannollisesta syystä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>2§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisen perusteet\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantaja ei saa irtisanoa työntekijän työsopimusta ilman työsopimuslain\n7:1 - 2 §:n mukaista asiallista ja painavaa syytä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Määräys vastaa työsopimuslain 7:1 – 2 §:ää, joissa on määritelty\ntyöntekijän henkilöön liittyvät irtisanomisperusteet.\u003C\u002Fp>\n\n\u003Cp>Työsopimuslain 7:2.2 §:ssä on lueteltu erikseen syitä, joita ei ainakaan\nvoida pitää asiallisena ja painavana irtisanomisperusteena.\u003C\u002Fp>\n\n\u003Cp>Asiallisena ja painavana syynä pidetään sellaisia työntekijästä\nitsestään riippuvia syitä, kuten töiden laiminlyömistä, työnantajan\ntyönjohto-oikeutensa rajoissa antamien määräysten rikkomista, perusteetonta\npoissaoloa ja ilmeistä huolimattomuutta työssä.\u003C\u002Fp>\n\n\u003Cp>Asiallinen ja painava syy –käsitteen sisältöä on edellä pyritty\ntäsmentämään luettelemalla eräitä esimerkkejä sellaisista tapauksista,\njoissa työsuhteen päättäminen irtisanomalla voi sopimuksen mukaan olla\nsallittua.\u003C\u002Fp>\n\n\u003Cp>Irtisanomisperusteen asiallisuuden ja painavuuden arvioinnissa on\ntyösopimuslain mukaan muun ohella merkitystä työsopimuksesta tai laista\njohtuvien velvollisuuksien laiminlyömisen tai rikkomisen vakavuudella.\u003C\u002Fp>\n\n\u003Cp>Työntekijän henkilöön liittyvän irtisanomisperusteen asiallisuutta ja\npainavuutta arvioitaessa on otettava huomioon työnantajan ja työntekijän\nolosuhteet kokonaisuudessaan. Tämä tarkoittaa sitä, että\nirtisanomisperusteen riittävyyttä on arvioitava kaikkien tapauksessa\nilmenevien seikkojen kokonaisharkinnalla.\u003C\u002Fp>\n\n\u003Cp>Irtisanomisperusteena pidetään myös syitä, joiden johdosta\ntyösopimuksen purkaminen työsopimuslain mukaan on mahdollista.\u003C\u002Fp>\n\n\u003Cp>Työsopimuksen irtisanomisperusteiden sisältöä on tarkemmin kuvattu\nhallituksen esityksen (HE 157\u002F2000) perusteluissa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>3§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisajat\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan noudatettavat irtisanomisajat ovat seuraavat:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"342\" valign=\"top\" style=\"width:256.8pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työsuhde jatkunut\n        keskeytyksettä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"182\" valign=\"top\" style=\"width:136.3pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:54.0pt;text-align:justify\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"342\" style=\"width:256.8pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">1. enintään\n        vuoden\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"182\" style=\"width:136.3pt;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:54.0pt;text-align:justify\">\u003Cspan 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:18.0pt\">\n      \u003Ctd width=\"342\" style=\"width:256.8pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2. yli vuoden mutta\n        enintään 4 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"182\" style=\"width:136.3pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:54.0pt;text-align:justify\">\u003Cspan 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:17.3pt\">\n      \u003Ctd width=\"342\" valign=\"bottom\" style=\"width:256.8pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">3. yli 4 vuotta mutta\n        enintään 8 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"182\" valign=\"bottom\" style=\"width:136.3pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:54.0pt;text-align:justify\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2\n        kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:45.85pt\">\n      \u003Ctd width=\"438\" valign=\"top\" style=\"width:328.8pt;padding:0cm .5pt 0cm .5pt;   height:45.85pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:4.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">4.\u003Cspan style=\"font:7.0pt "Times New Roman"\">                       \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 8 vuotta mutta\n        enintään 12 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">5.\u003Cspan style=\"font:7.0pt "Times New Roman"\">                       \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">yli 12 vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"top\" style=\"width:106.3pt;padding:0cm .5pt 0cm .5pt;   height:45.85pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:4.0pt;text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">4\n        kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">6 kuukautta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:57.85pt\">\n      \u003Ctd width=\"438\" valign=\"bottom\" style=\"width:328.8pt;padding:0cm .5pt 0cm .5pt;   height:57.85pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:11.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työntekijän\n        noudatettavat irtisanomisajat ovat seuraavat:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Työsuhde jatkunut\n        keskeytyksettä\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.3pt;padding:0cm .5pt 0cm .5pt;   height:57.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">Irtisanomisaika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"438\" style=\"width:328.8pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1. enintään 5\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" style=\"width:106.3pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan 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:17.05pt\">\n      \u003Ctd width=\"438\" valign=\"bottom\" style=\"width:328.8pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2. yli 5\n        vuotta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\" valign=\"bottom\" style=\"width:106.3pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:24.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1 kuukausi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Työsuhteen kestoajan määräytyminen\u003C\u002Fp>\n\n\u003Cp>Laskettaessa työsuhteen kestoaikaa, jonka perusteella irtisanomisaika\nmääräytyy, otetaan huomioon vain se aika, jonka työntekijä on ollut\nkeskeytyksettä työnantajan palveluksessa samassa työsuhteessa. Esimerkiksi\nliikkeen luovutus, raskaus- ja vanhempainvapaa sekä hoitovapaa,\nasevelvollisuus tai opintovapaa eivät katkaise työsuhdetta.\u003C\u002Fp>\n\n\u003Cp>Työsuhteen keskeytymättömyyden ohella on selvitettävä, mikä aika\nkerryttää irtisanomisaikoja pidentävää työsuhteen kestoaikaa.\nAsevelvollisten osalta tällaista aikaa on vain se aika, jonka työntekijä on\nyhtäjaksoisesti ollut työnantajan palveluksessa ennen asevelvollisuuslain\n(1438\u002F2007) mukaista asevelvollisuuden suorittamista ja sen jälkeinen aika\nedellyttäen, että työntekijä on em. lain nojalla palannut työhön.\nTyösuhteen kestoaikaan ei siis lueta varsinaista asevelvollisuusaikaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMääräajan laskeminen\u003C\u002Fp>\n\n\u003Cp>Määräaikojen laskemisesta ei ole erityissäännöksiä\ntyöoikeudellisessa lainsäädännössä eikä määräyksiä\ntyöehtosopimuksissa. Säädettyjen määräaikain laskemisesta annetussa\nlaissa (150\u002F30) olevia määräaikojen laskemissääntöjä noudatetaan\nvakiintuneesti työsuhteeseen liittyviä määräaikoja, kuten irtisanomisaikaa\nym. laskettaessa. Irtisanomissuojasopimukseen sisältyviä määräaikoja\nlaskettaessa noudatetaan siten, ellei toisin ole sovittu, seuraavia\nsääntöjä.\u003C\u002Fp>\n\n\u003Cp>1Jos ajanmääräyksenä on jokin määrä päiviä nimetyn päivän\njälkeen, ei määräaikaan lueta sitä päivää, jona toimenpide on\nsuoritettu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEsimerkki 1\u003C\u002Fp>\n\n\u003Cp>Jos työnantaja lomauttaa työntekijän 14 päivän lomautusilmoitusaikaa\nnoudattaen 1.3., on ensimmäinen lomautuspäivä 16.3.\u003C\u002Fp>\n\n\u003Cp>2Aika, joka on määrätty viikkoina, kuukausina tai vuosina nimetyn\npäivän jälkeen, päättyy sinä määräviikon tai -kuukauden päivänä,\njoka nimeltään tai järjestysnumeroltaan vastaa sanottua päivää. Jos\nvastaavaa päivää ei ole siinä kuussa, jona määräaika päättyisi,\npidetään sen kuukauden viimeistä päivää määräajan loppupäivänä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEsimerkki 2\u003C\u002Fp>\n\n\u003Cp>Mikäli työnantaja irtisanoo työntekijän, jonka työsuhde on jatkunut\nkeskeytyksettä yli 4 mutta enintään 8 vuotta ja jonka irtisanomisaika on\nsiis 2 kuukautta 30.7., on työsuhteen viimeinen päivä 30.9. Mikäli mainitun\ntyöntekijän irtisanominen tapahtuu 31.7., on työsuhteen viimeinen päivä\n30.9., koska syyskuussa ei ole järjestysnumeroltaan vastaavaa päivää, jona\nmääräaika päättyisi.\u003C\u002Fp>\n\n\u003Cp>Vaikka määräpäivä tai määräajan viimeinen päivä sattuu\nirtisanomisessa pyhäpäiväksi, itsenäisyyspäiväksi, vapunpäiväksi,\njoulu- tai juhannusaatoksi tahi arkilauantaiksi, on mainittu päivä tästä\nhuolimatta työsuhteen päättymispäivä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIrtisanomisajan kuluminen ja määräaikainen työsopimus\u003C\u002Fp>\n\n\u003Cp>Tapauksissa, joissa työntekijän työsopimus on irtisanottu taloudellisista\nja tuotannollisista syistä ja joissa työtä on tarjolla vielä\nirtisanomisajan kulumisen jälkeen, voidaan työntekijän kanssa solmia\njäljellä olevan työn teettämistä koskeva määräaikainen työsopimus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>4§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisajan noudattamatta jättäminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan, joka on irtisanonut työsopimuksen noudattamatta\nirtisanomisaikaa, on maksettava työntekijälle korvauksena täysi palkka\nirtisanomisaikaa vastaavalta ajalta.\u003C\u002Fp>\n\n\u003Cp>Työntekijä, joka ei ole noudattanut irtisanomisaikaa on velvollinen\nsuorittamaan työnantajalle kertakaikkisena korvauksena irtisanomisajan palkkaa\nvastaavan määrän. Työnantaja saa pidättää tämän määrän\ntyöntekijälle maksettavasta lopputilistä, noudattaen mitä työsopimuslain\n2:17 §:ssä on säädetty työnantajan kuittausoikeuden rajoituksista.\u003C\u002Fp>\n\n\u003Cp>Jos irtisanomisajan noudattaminen on laiminlyöty vain osittain,\nkorvausvelvollisuus rajoittuu noudattamatta jääneen irtisanomisajan osan\npalkkaa vastaavaksi.\u003C\u002Fp>\n\n\u003Cp>Soveltamisohje\u003C\u002Fp>\n\n\u003Cp>Sopimuskohdan tarkoittamissa rikkomustapauksissa on kysymys toisen\nsopimuspuolen laiminlyönnistä. Palkka lasketaan tällaisessa tapauksessa\nalakohtaisen työehtosopimuksen sairausajan palkkamääräysten mukaisesti.\u003C\u002Fp>\n\n\u003Cp>Tässä yhteydessä ei ole puututtu sellaisiin tapauksiin, joissa\ntyöntekijä työsuhteen kestäessä joutuu olemaan vailla työtä. Tällöin\nnoudatetaan työehtosopimusmääräyksiä tai -käytäntöä.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>5§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisesta ilmoittaminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIlmoitus työsopimuksen irtisanomisesta on toimitettava työnantajalle tai\ntämän edustajalle taikka työntekijälle henkilökohtaisesti. Jollei tämä\nole mahdollista, ilmoitus voidaan toimittaa kirjeitse tai sähköisesti.\nTällaisen ilmoituksen katsotaan tulleen vastaanottajan tietoon viimeistään\nseitsemäntenä päivänä sen jälkeen, kun ilmoitus on lähetetty.\u003C\u002Fp>\n\n\u003Cp>Työntekijän ollessa lain tai sopimuksen mukaisella vuosilomalla tai\ntyöajan tasaamiseksi annetulla vähintään kahden viikon pituisella vapaalla\nkatsotaan kirjeitse ja sähköisesti lähetettyyn ilmoitukseen perustuva\nirtisanominen kuitenkin toimitetuksi aikaisintaan loman tai vapaa-ajan\npäättymistä seuraavana päivänä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>6§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisen perusteen ilmoittaminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan on työntekijän pyynnöstä viivytyksettä ilmoitettava tälle\nkirjallisesti työsopimuksen päättymispäivämäärä sekä ne hänen\ntiedossaan olevat irtisanomisen syyt, joiden perusteella työsopimus on\npäätetty.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nII IRTISANOMINEN TYÖNTEKIJÄSTÄ JOHTUVASTA SYYSTÄ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>7§\u003C\u002Fh3>\n\n\u003Ch3>Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nSen lisäksi mitä edellä on sanottu, noudatetaan työntekijästä johtuvasta\nsyystä tapahtuvassa irtisanomisessa tämän luvun määräyksiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>8§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomisen toimittaminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIrtisanominen on toimitettava kohtuullisen ajan kuluessa siitä, kun\nirtisanomisen peruste on tullut työnantajan tietoon.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>9§\u003C\u002Fh3>\n\n\u003Ch3>Työntekijän kuuleminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nEnnen irtisanomisen toimittamista työnantajan on varattava työntekijälle\nmahdollisuus tulla kuulluksi irtisanomisen syistä. Työntekijällä on oikeus\nhäntä kuultaessa käyttää avustajaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Sopimuksen 9 §:ssä tarkoitetaan avustajalla esimerkiksi työntekijän omaa\nluottamushenkilöä tai työtoveria.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>10§\u003C\u002Fh3>\n\n\u003Ch3>Tuomioistuinkäsittely\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nJollei työsopimuksen irtisanomista koskevassa riidassa ole päästy sovintoon,\ntyönantaja- tai työntekijäliitto voi saattaa asian työtuomioistuimen\nkäsiteltäväksi. Oikeudenkäynnistä työtuomioistuimessa (646\u002F74) 15 §:n\nmukainen haastehakemus on toimitettava työtuomioistuimelle kahden vuoden\nkuluessa siitä, kun työsuhde on päättynyt.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>11§\u003C\u002Fh3>\n\n\u003Ch3>Välimiesmenettely\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyösopimuksen irtisanomista koskeva erimielisyys voidaan oikeudenkäynnistä\ntyötuomioistuimessa annetun lain (646\u002F74) 11 §:n mukaisessa järjestyksessä\nmäärätä välimiesten ratkaistavaksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>12§\u003C\u002Fh3>\n\n\u003Ch3>Korvaus työsopimuksen perusteettomasta irtisanomisesta\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantaja, joka on tämän sopimuksen 2 §:ssä määriteltyjen\nirtisanomisperusteiden vastaisesti irtisanonut työntekijänsä, on velvollinen\nmaksamaan työntekijälle korvausta työsopimuksen perusteettomasta\nirtisanomisesta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>13§\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>Korvauksen määrä\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Cp>Korvauksena on suoritettava vähintään kolmen ja enintään 24 kuukauden\npalkka.\u003C\u002Fp>\n\n\u003Cp>Korvauksen suuruutta määrättäessä otetaan huomioon työtä vaille\njäämisen arvioitu kesto ja ansion menetys, työsuhteen kesto, työntekijän\nikä ja hänen mahdollisuutensa saada ammattiaan tai koulutustaan vastaavaa\ntyötä, työnantajan menettely työsopimusta päätettäessä, työntekijän\nitsensä antama aihe työsopimuksen päättämiseen, työntekijän ja\ntyönantajan olot yleensä sekä muut näihin rinnastettavat seikat.\u003C\u002Fp>\n\n\u003Cp>Korvauksesta on vähennettävä työntekijälle maksettujen\ntyöttömyyspäivärahojen osuus työsopimuslain 12:3 §:ssä säädetyllä\ntavalla.\u003C\u002Fp>\n\n\u003Cp>Työnantajaa ei voida tuomita tässä pykälässä tarkoitettuun korvaukseen\ntyösopimuslain 12:2 §:n mukaisen vahingonkorvauksen lisäksi eikä sen\nsijasta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Työttömyyspäivärahojen osuuden vähentäminen koskee korvausta siltä\nosin kuin se on korvausta työntekijälle ennen tuomion julistamista tai\nantamista menetetyistä työttömyydestä johtuvista palkkaedusta. Vähennyksen\nmäärä on pääsääntöisesti 75 prosenttia ansioon suhteutetusta\ntyöttömyyspäivärahasta, 80 prosenttia peruspäivärahasta ja\ntyömarkkinatuki kokonaisuudessaan. Korvauksesta voidaan tehdä edellä\nmainittua pienempi vähennys tai jättää vähennys kokonaan tekemättä, jos\nse on korvauksen määrä, työntekijän taloudelliset ja sosiaaliset olot\nsekä hänen kokemansa loukkaus huomioon ottaen kohtuullista.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jos työnantajan korvausvelvollisuudesta työsopimuksen perusteetonta\nirtisanomista koskevassa asiassa tehdään sopimus, myös sovitusta\nkorvauksesta on tehtävä vähennys siten kuin edellisessä kappaleessa on\nsovittu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIII LOMAUTUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>14§\u003C\u002Fh3>\n\n\u003Ch3>Lomauttaminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyöntekijän lomauttamisessa on noudatettava vähintään 14 päivän\nilmoitusaikaa ja lomautus voi tapahtua määräajaksi tai toistaiseksi.\u003C\u002Fp>\n\n\u003Cp>Työnantaja ja työntekijä saavat työsuhteen kestäessä sopia\nlomautusilmoitusajasta ja lomautuksen toteuttamistavasta silloin, kun on\nkysymys määräaikaisesta lomauttamisesta työsopimuslain 5:2.2 §:n\nmukaisissa tapauksissa.\u003C\u002Fp>\n\n\u003Cp>Jos lomauttaminen on tapahtunut toistaiseksi, on työnantajan ilmoitettava\ntyön alkamisesta vähintään viikkoa ennen, jollei toisin ole sovittu.\u003C\u002Fp>\n\n\u003Cp>Lomauttaminen ei estä työntekijää ottamasta lomautusajaksi muuta\ntyötä. Asuntoedun säilymisestä lomautusaikana säädetään työsopimuslain\n13:5 §:ssä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Sopimus ei koske lomautusperusteita, vaan ne määräytyvät lain\nmukaisesti. Sopimuksella ei ole rajattu lomautuksen kestoaikaa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>15§\u003C\u002Fh3>\n\n\u003Ch3>Ennakkoselvitys\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan on käytettävissään olevien tietojen perusteella esitettävä\ntyöntekijälle ennakkoselvitys lomautuksen perusteista sekä sen arvioidusta\nlaajuudesta, toteuttamistavasta, alkamisajankohdasta ja kestosta. Jos lomautus\nkohdistuu useaan työntekijään, selvitys voidaan antaa luottamushenkilölle\ntai työntekijöille yhteisesti. Selvitys on esitettävä viipymättä\nlomautuksen tarpeen tultua työnantajan tietoon. Selvityksen antamisen\njälkeen, ennen lomautusilmoitusta työnantajan on varattava työntekijöille\ntai luottamushenkilölle tilaisuus tulla kuulluksi annetusta selvityksestä.\u003C\u002Fp>\n\n\u003Cp>Ennakkoselvitystä ei tarvitse esittää, jos työnantajan on muun kuin\ntyösopimuslain, muun sopimuksen tai muun häntä sitovan määräyksen\nperusteella esitettävä vastaava selvitys tai neuvoteltava lomauttamisesta\ntyöntekijöiden tai luottamushenkilön kanssa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>16§\u003C\u002Fh3>\n\n\u003Ch3>Lomautusilmoitus\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan on ilmoitettava lomautuksesta työntekijälle henkilökohtaisesti.\nJos ilmoitusta ei voida toimittaa henkilökohtaisesti, sen saa toimittaa\nkirjeitse tai sähköisesti 14 §:n mukaan määräytyvää ilmoitusaikaa\nnoudattaen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ilmoituksessa on mainittava lomautuksen peruste, sen alkamisaika ja kesto\ntai arvioitu kesto.\u003C\u002Fp>\n\n\u003Cp>Työnantajan on työntekijän pyynnöstä annettava lomautuksesta\nkirjallinen todistus, josta käyvät ilmi ainakin lomautuksen syy, alkamisaika\nsekä sen kesto tai arvioitu kesto.\u003C\u002Fp>\n\n\u003Cp>Edellä 14 §:n 1 - 2 kappaleessa tarkoitettua ilmoitusvelvollisuutta ei\nkuitenkaan ole, jos työnantajalla ei ole koko lomautusaikaan kohdistuvaa\nvelvollisuutta maksaa työntekijälle palkkaa muun työstä poissaolon vuoksi\ntai joissa työnteon este johtuu työsopimuslain 2:12.2 §:ssä tarkoitetuista\ntapauksista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPoikkeukset lomautusilmoituksen määräajoista\u003C\u002Fp>\n\n\u003Cp>Työsopimuslain 2:12 §:n 2 momentin tarkoittamissa tapauksissa työnantajan\npalkanmaksuvelvollisuus määräytyy lain mukaisesti. Tällöin työnantaja ei\nole velvollinen antamaan erillistä lomautusilmoitusta palkanmaksun\nlakatessa.\u003C\u002Fp>\n\n\u003Cp>Sopimukseen sisältyy lisäksi maininta lomautusilmoituksen\ntarpeettomuudesta tapauksissa, joissa hänellä \"ei ole koko lomautusaikaan\nkohdistuvaa velvollisuutta maksaa työntekijälle palkkaa muun työstä\npoissaolon vuoksi\". Työsopimuslakia koskevassa hallituksen esityksessä\nmainitaan esimerkkeinä tällaisista poissaoloista perhevapaa, opintovapaa ja\nasevelvollisuuden suorittaminen. Toisaalta lomautusilmoituksen antamiselle\nmyös näissä tapauksissa ei ole estettä. Jos työntekijä ilmoittaa\nlomautuksen kuluessa palaavansa työhön ennakoitua aikaisemmin jo ennen\nlomautuksen päättymistä, työnantajan on kuitenkin annettava hänelle\nlomautusilmoitus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyönantajan korvausvelvollisuus eräissä poikkeuksellisissa tilanteissa\u003C\u002Fp>\n\n\u003Cp>Sopimuksen mukaan lomautus voi tapahtua joko toistaiseksi tai määräajaksi\ntyösuhteen säilyessä muutoin voimassa.\u003C\u002Fp>\n\n\u003Cp>Lomautuksen tapahduttua toistaiseksi sen kestolle ei ole asetettu\nenimmäisaikaa. Työntekijällä on lomautusaikana oikeus irtisanoa työsopimus\nsen kestosta riippumatta ilman irtisanomisaikaa. Jos lomautuksen\npäättymisaika on työntekijän tiedossa, tätä oikeutta ei ole lomautuksen\npäättymistä edeltävän seitsemän päivän aikana.\u003C\u002Fp>\n\n\u003Cp>Jos työnantaja irtisanoo lomautetun työntekijän työsopimuksen\npäättymään lomautuksen aikana, työntekijällä on oikeus saada\nirtisanomisajan palkkansa.\u003C\u002Fp>\n\n\u003Cp>Työnantaja saa vähentää irtisanomisajan palkasta 14 päivän palkan, jos\ntyöntekijä on lomautettu lain tai sopimuksen mukaista yli 14 päivän\nlomautusilmoitusaikaa käyttäen. Korvaus maksetaan palkanmaksukausittain,\nellei toisin sovita.\u003C\u002Fp>\n\n\u003Cp>Jos työntekijä irtisanoo työsopimuksensa lomautuksen kestettyä\nyhdenjaksoisesti vähintään 200 päivää, hänellä on oikeus saada\nkorvauksena irtisanomisajan palkkansa, kuten edellisessä kappaleessa on\nsovittu. Korvaus maksetaan työsopimuksen päättymistä seuraavana\nensimmäisenä työnantajan normaalina palkanmaksupäivänä, ellei toisin\nsovita.\u003C\u002Fp>\n\n\u003Cp>Tapauksissa, joissa työn vähyyden vuoksi irtisanottu työntekijä\ntällaisen syyn johdosta lomautetaan irtisanomisaikana, määräytyy\ntyönantajan palkanmaksuvelvollisuus samojen periaatteiden mukaisesti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Erorahan saamisen edellytysten katsotaan näissä tapauksissa alkavan sinä\npäivänä, jona työsuhde päättyy.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPoikkeukselliset lomautustilanteet\u003C\u002Fp>\n\n\u003Cp>1.Lomautuksen peruuttaminen\u003C\u002Fp>\n\n\u003Cp>Mikäli työnantajalle lomautusilmoitusaikana ilmaantuu uutta työtä,\nvoidaan lomautuksen peruuttaminen ilmoittaa ennen lomautuksen alkamista.\nTällöin lomautusilmoituksen merkitys poistuu ja myöhemmin toimeenpantavien\nlomautusten on perustuttava uusiin lomautusilmoituksiin.\u003C\u002Fp>\n\n\u003Cp>2.Lomautuksen siirtäminen\u003C\u002Fp>\n\n\u003Cp>Lomautusilmoitusaikana ilmaantuva työ voi kuitenkin olla luonteeltaan\ntilapäistä. Tällöin lomauttamisen peruuttaminen kokonaan ei ole mahdollista\nvaan lomautuksen alkamisajankohtaa voidaan siirtää myöhempään ajankohtaan.\nLomautusta voidaan tällä perusteella siirtää vain kerran uutta\nlomautusilmoitusta antamatta ja enintään sillä määrällä, jonka\nlomautusilmoitusaikana ilmaantunut työ kestää.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEsimerkki:\u003C\u002Fp>\n\n\u003Cp>Työnantajan annettua 2.4.2001 lomautusilmoituksen 17.4. alkavasta\nlomautuksesta hänelle ilmaantuu 10.4.2001 uutta työtä 7 päivän ajaksi.\u003C\u002Fp>\n\n\u003Cp>Työnantaja voi uutta lomautusilmoitusta antamatta siirtää lomautuksen\nalkamisajankohtaa siten 7 päivällä eli 24.4.2001.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.Lomautuksen keskeyttäminen\u003C\u002Fp>\n\n\u003Cp>Työnantaja voi saada tilapäisen työn lomautuksen jo alettua.\nLomauttamisen keskeyttämisen, mikäli lomautuksen on uutta ilmoitusta\nantamatta tarkoitus jatkua välittömästi työn tekemisen jälkeen, tulee\nperustua työnantajan ja työntekijän väliselle sopimukselle. Tällainen\nsopimus on syytä tehdä ennen työn alkamista. Samassa yhteydessä on syytä\nselvittää tilapäisen työn arvioitu kestoaika.\u003C\u002Fp>\n\n\u003Cp>Edellä esitetty koskee vain työnantajan ja työntekijän välistä\nsuhdetta eikä sillä ole otettu kantaa työttömyysturvaa koskevien lakien\nsäännöksiin.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLomautus ja lyhennetty työaika\u003C\u002Fp>\n\n\u003Cp>Lomauttamismenettelyyn liittyvät määräykset koskevat sekä varsinaista\nlomautusta (työnteon keskeyttäminen kokonaan) että ns. kollektiivista\nsiirtymistä lyhennettyyn työaikaan. Näin ollen sopimuksen määräyksiä\nennakkoselvityksestä ja lomautusilmoitusajasta noudatetaan myös\nsiirryttäessä lyhennettyyn työviikkoon, ellei toisin ole sovittu.\u003C\u002Fp>\n\n\u003Cp>Useissa työehtosopimuksissa on määräyksiä työtuntijärjestelmän\nmuuttamisesta. Näissä tapauksissa on kysymyksessä yleensä\ntyöaikajärjestelyt alalla tai yrityksessä noudatetun työajan puitteissa,\neivätkä nämä tapaukset ole rinnastettavissa lyhennettyyn työaikaan\nsiirtymiseen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mikäli työehtosopimuksessa on määrätty lyhennettyyn työaikaan\nsiirtymisessä noudatettavasta ilmoitusmenettelystä, syrjäyttää tällainen\nsopimusmääräys tämän sopimuksen määräykset.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTyön alkamisesta ilmoittaminen\u003C\u002Fp>\n\n\u003Cp>Jos lomauttaminen on tapahtunut toistaiseksi, on työnantajan ilmoitettava\nlomautetulle työntekijälle työn alkamisesta vähintään seitsemän\npäivää aikaisemmin, jollei toisin ole sovittu. Työntekijällä on tällöin\noikeus irtisanoa lomautuksen ajaksi toisen työnantajan kanssa tekemänsä\ntyösopimus sen kestosta riippumatta viiden päivän irtisanomisaikaa\nnoudattaen. Määräyksen mukaista ilmoitusta ei tarvitse tehdä silloin kun\ntyöntekijä on lomautettu määräajaksi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMuu työ lomautusaikana\u003C\u002Fp>\n\n\u003Cp>Lomauttaminen ei sopimuksen mukaan estä työntekijää ottamasta\nlomautusajaksi muuta työtä.\u003C\u002Fp>\n\n\u003Cp>Mikäli työntekijä on ottanut lomautusajaksi muuta työtä\nlomautusilmoituksen antamisen jälkeen mutta ennen kuin hänelle on ilmoitettu\nlomautuksen peruuttamisesta tai siirtämisestä, työntekijä ei ole\nvelvollinen korvaamaan tästä työnantajalle mahdollisesti aiheutuvaa\nvahinkoa. Tällaisessa tapauksessa työntekijä on velvollinen palaamaan\ntyöhön niin pian kuin se on mahdollista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAsunto lomautusaikana\u003C\u002Fp>\n\n\u003Cp>Sopimuksen mukaan asuntoedun säilymisestä lomautusaikana noudatetaan\ntyösopimuslain 13:5 §:n säännöksiä. Tämän säännöksen mukaan\ntyöntekijällä on oikeus käyttää hänelle palkkaetuna annettua\nasuinhuoneistoa sen ajan, jolloin työnteko on keskeytynyt hyväksyttävän\nsyyn, kuten lomauttamisen, vuoksi. Työnantajalla on kuitenkin oikeus periä\ntyöntekijältä vastike huoneiston käytöstä aikaisintaan\npalkanmaksuvelvollisuuden päättymistä seuraavan toisen kalenterikuukauden\nalusta. Vastike saa olla enintään määrä, joka on yleisestä asumistuesta\nannetun lain (938\u002F2014) nojalla vahvistettu paikkakunnalla\nenimmäisasumismenoiksi. Vastikkeen perimisestä on ilmoitettava\ntyöntekijälle viimeistään kuukautta ennen maksuvelvollisuuden alkamista.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nIV ERINÄISIÄ MÄÄRÄYKSIÄ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>17§\u003C\u002Fh3>\n\n\u003Ch3>Työvoiman vähentämisjärjestys\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nMuusta kuin työntekijästä johtuvasta syystä tapahtuneen irtisanomisen ja\nlomauttamisen yhteydessä on mahdollisuuksien mukaan noudatettava sääntöä,\njonka mukaan viimeksi irtisanotaan tai lomautetaan yrityksen toiminnalle\ntärkeitä ammattityöntekijöitä ja saman työnantajan työssä osan\ntyökyvystään menettäneitä sekä että tämän säännön lisäksi\nkiinnitetään huomiota myös työsuhteen kestoaikaan ja työntekijän\nhuoltovelvollisuuden määrään.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Työvoiman vähentämisjärjestystä koskevissa riidoissa noudatetaan 10\n§:ssä sovittuja kanneaikoja.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Määräyksellä ei ole kumottu vuonna 1997 tehdyn TT-SAK yleissopimuksen\nmääräyksiä. Näin ollen mainitussa sopimuksessa ja työsopimuslain 7:9\n§:ssä tarkoitettujen erityisryhmien irtisanomissuojaa koskevat määräykset\novat ensisijaisia tämän sopimuksen 17 §:n määräykseen nähden.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>18§\u003C\u002Fh3>\n\n\u003Ch3>Irtisanomista tai lomautusta koskeva ilmoitus luottamushenkilölle ja\ntyövoimaviranomaiselle\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nJos kysymyksessä on taloudellisista tai tuotannollisista syistä tapahtuva\ntyövoiman vähentäminen taikka lomauttaminen, ilmoitetaan siitä\nasianomaiselle luottamushenkilölle. Jos toimenpide kohdistuu vähintään\nkymmeneen työntekijään, on siitä ilmoitettava myös\ntyövoimaviranomaiselle, paitsi jos työnantajalla on muun lain perusteella\nvastaava velvollisuus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>19 §\u003C\u002Fh3>\n\n\u003Ch3>Takaisinottaminen\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyönantajan on tarjottava työtä tuotannollisella ja taloudellisella\nperusteella tai saneerausmenettelyn yhteydessä irtisanomalleen,\ntyövoimatoimistosta edelleen työtä hakevalle entiselle työntekijälleen,\njos hän tarvitsee työntekijöitä työsopimuslain 6 luvun 6 §:n mukaisena\ntakaisinottovelvollisuusaikana samoihin tai samankaltaisiin tehtäviin, joita\nirtisanottu työntekijä oli tehnyt.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSoveltamisohje\u003C\u002Fp>\n\n\u003Cp>Työnantaja täyttää velvollisuutensa tiedustelemalla työ- ja\nelinkeinotoimistosta, onko irtisanottuja työntekijöitä hakemassa työtä sen\nvälityksellä. Työnantajan käännyttyä työvoimatoimiston puoleen, tekee\ntoimisto tiedustelun perusteella työvoimatilauksen ja selvittää, onko\nsopimuksen 19 §:ssä tarkoitettuja työntekijöitä työnhakijoina. Samassa\nyhteydessä on syytä selvittää, onko sellaisia työntekijöitä edelleen\ntyöttöminä työnhakijoina, jotka yli 200 päivää kestäneen lomautuksen\njälkeen ovat TSL 5:7 §:n 3 momentin perusteella itse irtisanoneet\ntyösuhteensa. Työnhakijat ilmoitetaan työnantajalle ja entisille\ntyöntekijöille annetaan tavanomaiseen tapaan työhönosoitukset.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>20 §\u003C\u002Fh3>\n\n\u003Ch3>Seuraamusjärjestelmä\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nSen lisäksi, mitä sopimuksen 13 §:n 4 kappaleessa on sovittu, työnantajaa\nei voida tuomita sopimuksessa tarkoitettujen korvausten lisäksi myöskään\ntyöehtosopimuslain 7 §:n mukaan maksamaan hyvityssakkoa siltä osin kuin\nkysymyksessä on työehtosopimukseen perustuvien mutta sinänsä samojen\nvelvollisuuksien rikkominen, joista sopimuksen mukainen korvaus on\nmäärätty.\u003C\u002Fp>\n\n\u003Cp>Menettelytapamääräysten noudattamatta jättämisestä ei aiheudu\ntyöehtosopimuslain tarkoittamia hyvityssakkoseuraamuksia. Määräysten\nnoudattamatta jättäminen otetaan huomioon työsopimuksen perusteettomasta\nirtisanomisesta tuomittavan korvauksen suuruutta määrättäessä.\u003C\u002Fp>\n\n\u003Cp>Muutoin seuraamusjärjestelmän osalta noudatetaan aiemmin vallinnutta\nkäytäntöä.\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>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\nMÄÄRÄYKSET PALKANMAKSUSTA KUUKAUSIPALKKANA\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>1§\u003C\u002Fh3>\n\n\u003Ch3>Soveltamisala\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nPaikallisesti voidaan sopia palkkojen määrittämisestä kuukausipalkkoina.\nTällöin noudatetaan tämän sopimuksen määräyksiä, ellei paikallisesti\ntoisin sovita. Näitä määräyksiä ei sovelleta aikaisemmin tehtyihin\npaikallisiin sopimuksiin, elleivät osapuolet nimenomaisesti siitä sovi.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>2§\u003C\u002Fh3>\n\n\u003Ch3>Osa-aikaiset\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyöajan ollessa lyhyempi kuin työehtosopimuksen mukainen säännöllinen\ntyöaika, työkohtaiset kuukausipalkat määräytyvät työajan suhteessa\ntyöehtosopimuksen mukaiseen työaikaan. Tämän sopimuksen mukaisen\ntuntijakajan asemesta jakajana käytetään keskimääräistä sovittua\ntyöaikaa kuukaudessa.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>3§\u003C\u002Fh3>\n\n\u003Ch3>Työkohtaiset kuukausipalkat\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTyökohtaiset kuukausipalkat 1.3.2024 tai lähinnä sen jälkeen alkavan\npalkanmaksukauden alusta lukien ovat seuraavat:\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=\"141\" valign=\"top\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;   height:33.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:33.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1.3.2024\n        e\u002Fkk\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:22.8pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:22.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:22.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1656\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1747\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1842\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">1945\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2073\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2210\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2338\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 5b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2438\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"141\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2489\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.9pt\">\n      \u003Ctd width=\"141\" valign=\"bottom\" style=\"width:105.6pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Pr 6b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"bottom\" style=\"width:124.55pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:77.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:   "Arial",sans-serif\">2598\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>\nKuukausipalkka sisältää työajanlyhennyskorvauksen ja\narkipyhäkorvauksen.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>4§\u003C\u002Fh3>\n\n\u003Ch3>Ylityö- ja sunnuntaipalkan laskenta\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nLaskettaessa ylityöstä maksettavaa korotettua palkkaa tai sunnuntaikorotusta\non peruspalkka laskettava siten, että kuukausipalkka luontoisetuineen jaetaan\nluvulla 169. Keskeytymättömässä kolmivuorotyössä tehdyn ylityön palkkaa\nlaskettaessa käytetään kuukausipalkan jakajana lukua 161 ja keskeytyvässä\nkolmivuorotyössä lukua 168.\u003C\u002Fp>\n\n\u003Cp>Peruspalkkaa laskettaessa tulee kuukausipalkan lisäksi ottaa huomioon\ntuotantopalkkiot, mutta ei vuorotyölisää, säännöllisestä\nsunnuntaityöstä maksettavaa korvausta eikä tilapäisluontoisia\npoikkeuksellisia korvauksia, kuten ylityö- ja sunnuntaityökorotuksia.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>5§\u003C\u002Fh3>\n\n\u003Ch3>Sairausajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nSairausajan palkkana maksetaan kuukausipalkka ilman vuorolisiä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>6§\u003C\u002Fh3>\n\n\u003Ch3>Osa-ajan palkka\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1.Osa-ajan palkka maksetaan esimerkiksi silloin, kun työsuhde alkaa tai\npäättyy muuna ajankohtana kuin palkanmaksukauden alussa tai lopussa taikka\nmilloin työntekijä on ollut poissa työstä eikä työnantaja ole velvollinen\nmaksamaan poissaoloajalta palkkaa. Osa-ajan palkkaa sovelletaan myös\nlaskettaessa matka¬ajan palkka.\u003C\u002Fp>\n\n\u003Cp>2.Laskettaessa osa-ajalta maksettavan palkan suuruutta, saadaan\ntunnilta\u002Fpäivältä maksettava palkka jakamalla kuukausipalkka asianomaiseen\nkuukauteen sisältyvien työtuntijärjestelmän mukaisten säännöllisten\ntyötuntien\u002F-päivien lukumäärällä. Poissaolo voidaan myös korvata\nvastaavalla määrällä työtunteja.\u003C\u002Fp>\n\n\u003Cp>Poissaolopäivän tai -tunnin palkka vaihtelee joka kuukausi asianomaiseen\nkuukauteen sisältyvien työpäivien tai työtuntien mukaan:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nKuukausityöaika 2024-2026\u003C\u002Fstrong>\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:16.3pt\">\n      \u003Ctd width=\"115\" valign=\"top\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"top\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työpäiviä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:16.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tunteja\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tammikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Helmikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Maaliskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Huhtikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Toukokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Kesäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">144\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Heinäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Elokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Syyskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Lokakuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Marraskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"115\" valign=\"bottom\" style=\"width:85.9pt;padding:0cm .5pt 0cm .5pt;   height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Joulukuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"bottom\" style=\"width:114.5pt;padding:0cm .5pt 0cm .5pt;   height:15.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:15.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">144\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"115\" valign=\"top\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" valign=\"top\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työpäiviä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tunteja\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tammikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Helmikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Maaliskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Huhtikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Toukokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Kesäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Heinäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Elokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Syyskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.0pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Lokakuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Marraskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.0pt\">\n      \u003Ctd width=\"115\" valign=\"top\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;   height:30.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Joulukuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" valign=\"top\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;   height:30.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:30.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.95pt\">\n      \u003Ctd width=\"115\" valign=\"bottom\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;   height:30.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" valign=\"bottom\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;   height:30.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Työpäiviä\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:30.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cb>\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tunteja\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Tammikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Helmikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Maaliskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Huhtikuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">160\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Toukokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">152\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Kesäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Heinäkuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">184\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Elokuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Syyskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Lokakuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:17.75pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">176\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"115\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Marraskuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.9pt\">\n      \u003Ctd width=\"115\" valign=\"bottom\" style=\"width:86.15pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">Joulukuu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"152\" valign=\"bottom\" style=\"width:114.25pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.45pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:29.0pt\">\u003Cspan lang=\"FI\" style=\"font-family:"Arial",sans-serif\">168\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>\u003Cbr>\nTämän taulukon käyttämisen edellytyksenä on, että kysymyksessä on\nosa-ajan palkan laskeminen, että asianomainen työntekijä ei ole\nkeskeytymättömässä kolmivuorotyössä ja että toinen vapaapäivä on\nlauantai.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>7§\u003C\u002Fh3>\n\n\u003Ch3>Vuosilomapalkka ja lomaraha\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1.Vuosilomapalkka maksetaan säännönmukaisina palkanmaksupäivinä, ellei\npaikallisesti ole toisin sovittu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Työntekijälle, joka on suorittanut jatkuvasti tai säännöllisesti\ntoistuvaa vuorotyötä, suoritetaan vuosiloman ajalta kuukausipalkan lisäksi\nvuorotyölisän perusteella laskettu keskipäiväpalkka siten, kuin\nvuosilomalain 3 luvun 11 §:ssä säädetään. Keskipäiväpalkkaa\nlaskettaessa otetaan samalla huomioon myös muut jatkuvat tai säännöllisesti\ntoistuvat sopimusperusteiset lisät sekä säännöllisesti toistuvat\nsunnuntaityökorotukset.\u003C\u002Fp>\n\n\u003Cp>Vaihtoehtoisesti voidaan sopia paikallisesti, että säännönmukaisesti\nvuorotyössä olevalle työntekijälle maksetaan loma-ajalta\ntyötuntijärjestelmän mukaiset vuorotyölisät.\u003C\u002Fp>\n\n\u003Cp>Milloin työntekijälle maksetaan ylityöstä, vuorotyöstä, aloittamis-\ntai lopettamistyöstä kiinteitä kuukausikorvauksia, on nämä palkan\nluonteiset erät maksettava myös vuosiloman aikana.\u003C\u002Fp>\n\n\u003Cp>3.Päivä- ja kaksivuorotyössä luetaan työajan lyhentämisestä johtuvat\ntyötuntijärjestelmän mukaiset vapaapäivät työssäolopäivien veroisiksi\npäiviksi vuosilomaa ansaittaessa. Keskeytyvässä ja keskeytymättömässä\nkolmivuorotyössä noudatetaan vuosilomalain 2 luvun 7 §:n laskentatapaa.\u003C\u002Fp>\n\n\u003Cp>4.Työntekijälle maksetaan lomarahana 50 prosenttia hänen tässä\nsopimuksessa tarkoitetusta vuosilomapalkastaan (= rahapalkka). Laskettaessa\nlomarahaa jaetaan kuukausipalkka luvulla 25 ja kerrotaan vuosilomalain\nmukaisten lomapäivien lukumäärällä. Ellei paikallisesti toisin sovita,\nmaksetaan lomaraha kesäkuun palkanmaksun yhteydessä.\u003C\u002Fp>\n\n\u003Cp>5.Vuosilomakorvauksena maksettava päiväpalkka lasketaan jakamalla\nkuukausipalkka luvulla 25 ja kertomalla lomapäivien lukumäärällä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>8§\u003C\u002Fh3>\n\n\u003Ch3>Palkanmaksupäivä\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1Palkka maksetaan säännöllisesti ennakolta ilmoitettuna kiinteänä\npalkanmaksupäivänä, jolloin palkan tulee olla nostettavissa työntekijän\nilmoittamassa pankissa.\u003C\u002Fp>\n\n\u003Cp>2Mikäli palkanmaksupäivä ei ole pankin aukiolopäivä, tulee palkan olla\ntyöntekijän nostettavissa palkanmaksupäivää edeltävänä viimeisenä\naukiolopäivänä.\u003C\u002Fp>\n\n\u003Cp>3Palkanmaksupäivän ja -tavan muutoksesta sovitaan paikallisesti\nviimeistään kuukautta ennen muutoksen toimeenpanoa. Säännöllisen työajan\nlisäksi tehdystä työstä tulevat korvaukset on maksettava viimeistään\nkorvauksiin oikeuttavaa työtä seuraavan palkanmaksukauden palkan\nyhteydessä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>9§\u003C\u002Fh3>\n\n\u003Ch3>Työajan lyhennyskorvaukset työsuhteen päättyessä\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nMilloin työntekijän työsuhde päättyy eikä kertynyttä vapaata ole siihen\nmennessä annettu, maksetaan työntekijälle kertyneitä vapaapäiviä vastaava\npalkka. Jos taas työntekijän työsuhde päättyy ja hänelle on annettu\nvapaapäiviä enemmän kuin niitä on kertynyt, on työnantaja oikeutettu\npidättämään liikaa annettuja vapaapäiviä vastaavan palkan määrän\nlopputilistä.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>10§\u003C\u002Fh3>\n\n\u003Ch3>Kuukausipalkkausjärjestelmän käyttöönotto\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nSovittaessa kuukausipalkkausjärjestelmän käyttöönotosta tulee samalla\nsopia menettelytavasta, jolla voidaan palata tuntipalkkaukseen. Järjestelmä\nvoidaan sopia irtisanomisenvaraiseksi tai määräaikaiseksi.\u003C\u002Fp>\n\n\u003Cp>Kuukausipalkkausjärjestelmään tulee pyrkiä siirtymään\nkustannusneutraalisti. Tarvittaessa voidaan sopia ajankohdasta, jolloin\nkustannusten muutoksia tarkastellaan ja järjestelmää tarpeen mukaan\nmuutetaan. Mikäli siirrytään takaisin tuntipalkkoihin, tulee tämä tehdä\nkustannusneutraalisti.\u003C\u002Fp>\n\n\u003Cp>Sovittaessa kuukausipalkkajärjestelmästä on myös sovittava\nmenettelytavasta, jota noudatetaan, ettei työntekijän vuosiansiotaso laske\nlomapalkan laskentasäännön muuttumisen vuoksi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>JYRKI VILHO TAPANI VIRTANEN\u003C\u002Fp>\n\n\u003Cp>JANNE SAKARI LIIAS\u003C\u002Fp>\n\n\u003Cp>KATARIINA STOOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"strikes_trigger":42,"hourspday":46,"hourspweek":50,"hourspyear":54,"schedulesrestpw":58,"PAYSCALES_trigger":62,"apprenticeships":65,"OVERTIME_trigger":69,"NOCTPREM_trigger":73,"CONSIGN_trigger":76,"bankholidays1":80,"SENIOR_trigger":84,"deathrelatives":88,"marriage":92,"sicknessmaxdaysnr":94,"childcare":98,"paidmaternityleave":102,"paidpaternityleave":106,"hivpolicy":110,"timeoff":114,"holidaysfixed":118,"holidaysdays":122,"ANNLEAVE_trigger":126,"TRAINING_trigger":130,"tempagency":134,"contractseverancepay":138,"contracttrial":141,"WAGES_trigger":145},{"bindId":43,"name":44,"text":45},"strikes_trigger"," 3§ Työrauhavelvoite ja järjestäytymisva","\n3§ Työrauhavelvoite ja järjestäytymisvapaus",{"bindId":47,"name":48,"text":49},"hourspday"," 5.1Yksi- ja kaksivuorotyö","\n5.1Yksi- ja kaksivuorotyö",{"bindId":51,"name":52,"text":53},"hourspweek","2.Keskimäärin työaika on 36,3 tuntia vii","2.Keskimäärin työaika on 36,3 tuntia viikossa vuonna 2024, 36,2 tuntia\nviikossa vuonna 2025.",{"bindId":55,"name":56,"text":57},"hourspyear","2.Keskimääräinen säännöllinen vuosityöai","2.Keskimääräinen säännöllinen vuosityöaika on 1708 tuntia, mikäli\ntyöntekijällä on oikeus 30 päivän vuosilomaan. Loppiaisen ollessa\nlauantaina tai sunnuntaina säännöllinen keskimääräinen vuosityöaika on\nkuitenkin 1716 tuntia.",{"bindId":59,"name":60,"text":61},"schedulesrestpw"," 10.6Viikon vapaapäivät","\n10.6Viikon vapaapäivät",{"bindId":63,"name":64,"text":64},"PAYSCALES_trigger","1.3.2024",{"bindId":66,"name":67,"text":68},"apprenticeships","10.Työkohtaiset tuntipalkat (senttiä\u002Ftun","10.Työkohtaiset tuntipalkat (senttiä\u002Ftunti) oppisopimusoppilaiden osalta\novat 1.3.2024 tai lähinnä edellä mainittujen päivämäärien jälkeen\nseuraavat:",{"bindId":70,"name":71,"text":72},"OVERTIME_trigger"," 19.2Vuorokautinen ylityö","\n19.2Vuorokautinen ylityö",{"bindId":74,"name":75,"text":75},"NOCTPREM_trigger","Yövuorossa: 205 senttiä\u002Ftunti",{"bindId":77,"name":78,"text":79},"CONSIGN_trigger"," 19.11 Varallaolo ja puhelinohjeet","\n19.11 Varallaolo ja puhelinohjeet",{"bindId":81,"name":82,"text":83},"bankholidays1"," 20§ Arkipyhäkorvaus","\n20§ Arkipyhäkorvaus",{"bindId":85,"name":86,"text":87},"SENIOR_trigger"," 21 § Palvelusvuosilisä","\n21 § Palvelusvuosilisä",{"bindId":89,"name":90,"text":91},"deathrelatives"," 25 § Merkkipäivät ja muut poissaolot","\n25 § Merkkipäivät ja muut poissaolot",{"bindId":93,"name":90,"text":91},"marriage",{"bindId":95,"name":96,"text":97},"sicknessmaxdaysnr"," 5.Sairausajan palkka maksetaan työkyvyt","\n5.Sairausajan palkka maksetaan työkyvyttömyysajanjaksolta seuraavasti:\n\n",{"bindId":99,"name":100,"text":101},"childcare"," 30.1 Lyhyen tilapäisen poissaolon korva","\n30.1 Lyhyen tilapäisen poissaolon korvaaminen",{"bindId":103,"name":104,"text":105},"paidmaternityleave"," 32§ Raskaus- ja vanhempainvapaa","\n32§ Raskaus- ja vanhempainvapaa",{"bindId":107,"name":108,"text":109},"paidpaternityleave","4.Vanhempainvapaan ajalta maksetaan rask","4.Vanhempainvapaan ajalta maksetaan raskausvapaaseen oikeutetulle\ntyöntekijälle täysi palkka 38 arkipäivän pituiselta kalenteriajanjaksolta.\nVanhempainvapaan ajalta maksetaan muulle kuin raskausvapaaseen oikeutetulle\ntyöntekijälle täysi palkka 6 arkipäivältä. Tuntipalkkaisen osalta palkka\nmaksetaan keskituntiansion mukaisena. Palkanmaksun edellytyksenä on se, että\ntyösuhde on yhtäjaksoisesti jatkunut vähintään kuusi kuukautta ennen\nsynnytyksen arvioitua laskettua aikaa.",{"bindId":111,"name":112,"text":113},"hivpolicy"," 33.1 Lakisääteiset lääkärintarkastukset","\n33.1 Lakisääteiset lääkärintarkastukset",{"bindId":115,"name":116,"text":117},"timeoff"," D)Raskauteen liittyvät lääkärintarkastu","\nD)Raskauteen liittyvät lääkärintarkastukset ja tutkimukset",{"bindId":119,"name":120,"text":121},"holidaysfixed"," 1.Työntekijä saa vuosiloman vuosilomala","\n1.Työntekijä saa vuosiloman vuosilomalain mukaan. Tuotannollisen tilanteen\nniin edellyttäessä 18 lomapäivää ylittävältä osalta kesäloma voidaan\npaikallisesti sopia pidettäväksi yhdessä jaksossa 1.4.–31.12.",{"bindId":123,"name":124,"text":125},"holidaysdays"," 35 § Vuosiloman antaminen ja siirtämine","\n35 § Vuosiloman antaminen ja siirtäminen",{"bindId":127,"name":128,"text":129},"ANNLEAVE_trigger"," 37.§ Lomaraha","\n37.§ Lomaraha",{"bindId":131,"name":132,"text":133},"TRAINING_trigger"," VII Koulutus","\nVII Koulutus",{"bindId":135,"name":136,"text":137},"tempagency"," 54 § Vuokratyövoima","\n54 § Vuokratyövoima",{"bindId":139,"name":140,"text":140},"contractseverancepay","Korvauksen määrä",{"bindId":142,"name":143,"text":144},"contracttrial","4.Henkilökohtainen palkanosa on 1–16 % t","4.Henkilökohtainen palkanosa on 1–16 % työkohtaisesta palkasta, ellei\npaikallisesti ole toisin sovittu. Henkilökohtainen palkanosa määritellään\nviimeistään 4 kuukauden kuluttua työsuhteen alkamisesta tai koeajan\npäätyttyä. Alan ammatti- tai erikoisammattitutkinto otetaan huomioon\npalkkauksessa.",{"bindId":146,"name":147,"text":148},"WAGES_trigger"," MÄÄRÄYKSET PALKANMAKSUSTA KUUKAUSIPALKK","\nMÄÄRÄYKSET PALKANMAKSUSTA KUUKAUSIPALKKANA","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN Finnish Wood Industry Association - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2024-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2026-05-31\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: → Maatalous, metsätalous ja kalatalous\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Metsätalous\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: → Puuteollisuus ry\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                        Teollisuusliitto ry\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: → 56 päivää\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Ehdot pitkäaikaussairauden jälkeisessä työhön palaamisessa, esim. syövän hoito: → Ei\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Palkallinen kuukautisvapaa: → Ei\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Palkka työtapaturman aiheuttaman vamman sattuessa: → Ei\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVEYS, TURVALLISUUS JA TYÖTERVEYDENHUOLTO\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Työterveydenhuollosta sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → Professional risks\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: → 14 viikkoa\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Palkallinen äitiysloma rajoittuu 100 % perustulosta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → 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: → 4 päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Palkallinen vanhemmainvapaa: → 6 päivää\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vapaan määrä päivinä läheisen kuollessa: → 1 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: → Not specified päivää\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Irtisanomisraha 5 vuoden palveluksen jälkeen (päiväpalkkojen määrä): → 720 päivää\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Irtisanomisraha 5 vuoden palveluksen jälkeen (päiväpalkkojen määrä): → No provision päivää\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Osa-aikaiset työntekijät suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Aputyöntekijöiden ehdot: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Harjoittelijat suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pätkätyöt suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TYÖAJAT, AIKATAULUT JA LOMAT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Työaika päivässä: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Tyäaika viikossa: → 36.2\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Työaika vuodessa: → 1708.0\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-bankholidays2\">\n                Palkalliset pyhäpäivät: → Jouluaatto, Joulupäivä, Loppiainen, Pitkäperjantai, Easter Monday \u002F Sham el-Nessim \u002F lundi de Pâques (day after Easter), Vappu, Helatorstai, Juhannusaatto\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Palkallisen vuosiloman kiinteät päivät: → 18.0 päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Kyllä\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Kyllä\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                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Palkkalisät ilta- tai yötöistä: → EUR 2.05 kuukaudessa\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Palkkalisä vain yötöistä: → Kyllä\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Maksu päivystystyöstä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Maksu päivystystyöstä: → 20 % perustulosta\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Maksu pelkästään sunnuntaina tapahtuvasta päivystystyöstä → Ei\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Maksu koko viikon tapahtuvasta päivystystyöstä: → Kyllä\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Vanhemmuustuki\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Vanhemmuustuki jälkeen: → 10 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