[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fhpl-tes-en-2022-taitettu":3,"menu:\u002Ffi-fi:":142,"sites:htmlblocks":307,"subsites":1506,"cite-subsites":5071,"footer:root":5548,"suggested:root":5646,"cite-footer:root":5650},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":122,"content_type_view":123,"extra_breadcrumbs":124,"body":126,"body_blocks":137,"related_pages":141},4785,"tyoehtosopimus","Työehtosopimus",null,"","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus","collective_agreements.collectiveagreementoverview","fi_FI","\u002Fcms\u002Fpages\u002F4785\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Suomi","fi-fi",{"title":18,"slug":19},"Työskentele Suomessa","tyoskentele-suomessa",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002F","index, follow","website","summary_large_image","2025-09-28T18:28:10.806487+02:00","2026-04-02T06:39:20.570324+02:00",{"cba":30,"clauses":41,"details":120,"translations":121},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"hpl-tes-en-2022-taitettu","e7dd93e4-2ef7-11ef-b65b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Fhpl-tes-en-2022-taitettu\u002Fhpl-tes-en-2022-taitettu\u002F","HPL_TES_en_2022-Taitettu","FIN HPL Private Employment Agencies Association - 2022","Finland - FIN HPL Private Employment Agencies Association - 2022","FIN HPL Private Employment Agencies Association - 2022 - Muu liiketoiminta",{"name":39,"data":40},"HPL_TES_en_2022-Taitettu.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>HPL_TES_en_2022-Taitettu\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective agreement for the personnel services sector\u003C\u002Fh1>\n\n\u003Ch1>1.3.2022–29.2.2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>These terms and conditions have been drawn up in the Finnish\nlanguage.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>In the event of a conflict between language versions, the Finnish\ntext of these terms and conditions shall prevail.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GENERAL REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>§1 Scope of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Cp>1.This collective agreement determines the terms of employment for agency\nemployees who work in office, financial administration or ICT duties.\nFurthermore, this collective agreement determines the terms of employment of\nclerical employees working in a private employment agency's own office.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employer and the agency employee may agree in a written employment\ncontract that the collective agreement for clerical employees that the user\ncompany must apply by law is applied to the employment relationship instead of\nthis collective agreement, providing that this collective agreement is, at the\nsame time, generally applicable in the sector in question. The collective\nagreement applied must be specified in the employment contract.\u003C\u002Fp>\n\n\u003Cp>2.This agreement is not applied to persons in managerial positions or to\npersons representing the employer in determining the employment and\nremuneration terms of employees working in the office of a private employment\nagency covered by this agreement.\u003C\u002Fp>\n\n\u003Cp>3.This agreement does not apply to subcontracting, this referring to a\nsituation in which an enterprise buys services related to its services or\nproduction from another enterprise. In such a case, the work direction right\nlies with the enterprise performing the subcontracting work.\u003C\u002Fp>\n\n\u003Cp>4.This collective agreement is applied to the employment relationship of an\nagency employee only when his or her employment relationship is in force. This,\nin turn, depends on the employment contract between the private employment\nagency and the agency employee and the legislation in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§2 Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.‘Temporary agency work' refers to activities in which a private\nemployment agency hires out agency employees to a user enterprise against\nremuneration. The private employment agency is the employer of the agency\nemployee. The work direction and supervision rights as well as such employer\nobligations as are directly related to the execution and organisation of the\nwork are transferred to the user enterprise.\u003C\u002Fp>\n\n\u003Cp>2.‘Private employment agency' refers to an enterprise that provides\nvarious types of personnel services, including hiring out of personnel,\nrecruitment, personality assessments, headhunting, aptitude assessments,\ntesting, employee coaching and outplacement services.\u003C\u002Fp>\n\n\u003Cp>3.‘User enterprise' refers to an enterprise or corporate body that hires\nclerical em-ployees from a private employment agency.\u003C\u002Fp>\n\n\u003Cp>4.‘Clerical employee' refers to both agency employees and clerical\nemployees working in the private employment agency's own office, unless\notherwise required by the context.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§3 Other agreements between unions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The following agreement between central organisations forms part of this\nagreement: Substance abusers' treatment referral system (PT-STTK 12.2.1976)\u003C\u002Fp>\n\n\u003Cp>Irrespective of whether notice has been given regarding the Confederation of\nFinnish Industries' (EK) agreements between central organisations the following\nagreements between central organisations that form part of this agreement will\nstill be valid except for those provisions that relate to the obligations\nbetween central organisations:\u003C\u002Fp>\n\n\u003Cp>•Cooperation agreement (PT-STTK 1.6.2001)\u003C\u002Fp>\n\n\u003Cp>•Record concerning compensatory fines (in connection with breach of\ncollective agreement (PT-STTK 28.1.2000)\u003C\u002Fp>\n\n\u003Cp>2.The following agreements between the Private Employment Agencies'\nAssociation (HPL) and the Federation of Special Service and Clerical Employees\n(ERTO) will be regarded as part of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>•Shop steward agreement\u003C\u002Fp>\n\n\u003Cp>•Training agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§4 Direction and distribution of work and the right to organise\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer has the right to manage and distribute work. In agency\nemployees' employment relationships, the right to direct work has been\ndelegated also to the user enterprise with respect to the performance of work\nand the working hours.\u003C\u002Fp>\n\n\u003Cp>2.The employer has the right to recruit and dismiss clerical employees.\u003C\u002Fp>\n\n\u003Cp>3.The right to organise is inviolable on both sides. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II EMPLOYMENT RELATIONSHIP\u003C\u002Fh2>\n\n\u003Ch3>§5 Employment contract\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.HPL and ERTO recommend that employment contracts be made in writing. This\ncan be accomplished either through traditional written employment contracts or\nby agreeing, in connection with the recruitment and before the beginning of an\nindividual employment relationship, on an agreement stating the general terms\nof the employment relationship and, separately, on individual, mainly\nassignment-specific agreements complementing such general agreement.\u003C\u002Fp>\n\n\u003Cp>2.Furthermore, HPL and ERTO recommend that a clause on a mutual right to\ngive notice of termination be included in employment contracts, particularly\nwith respect to longer fixed-term employment contracts extending beyond six\nmonths. Notice periods are determined in accordance with Section 9 of this\nagreement unless a longer notice period has been agreed upon.\u003C\u002Fp>\n\n\u003Cp>3.A fixed-term employment relationship can be concluded on the grounds\nspecified in the Employment Contracts Act. If fixed-term employment contracts\nhave been concluded repeatedly without a justified reason, the contract shall\nbe considered valid indefinitely.\u003C\u002Fp>\n\n\u003Cp>4.The employer informs the clerical employee about the collective agreement\napplied to the employment relationship as well as the contact information of\nthe shop steward at the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>§6 Trial period\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A trial period is to be agreed. The trial period will be determined\naccording to the employment contract legislation in force at the time.\u003C\u002Fp>\n\n\u003Cp>2.During the trial period, both parties may cancel the employment contract\nwithout observing any period of notice. However, such cancellation during the\ntrial period must not be based on inappropriate grounds as referred to in the\nEmployment Contracts Act. If the employment relationship is cancelled on the\nbasis of the trial period, the employment relationship ends at the close of the\nworking day during which the notice of cancellation was given to the other\ncontracting party. \u003C\u002Fp>\n\n\u003Cp>3. In separate, fixed-term employment relationships, the trial period is\ncalculated so that in total it does not exceed the trial period according to\nthe employment legislation referred to above for a clerical employee working in\na job covered by this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§7 Termination of a fixed-term employment relationship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.In a fixed-term employment relationship, the clerical employee's work\nceases without notice at the end of the agreed term of employment. The clerical\nemployee must be notified in good time of the termination of the employment\nrelationship. If the date of the termination of the employment relationship is\nnot known upon conclusion of the employment contract, the employer strives to\ninform the clerical employee about it in good time and at least two weeks\nbefore the termination of the employment relationship.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§8 Termination of the employment relationship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An employment relationship that has been concluded for an indefinite term,\nas well as a fixed-term employment relationship with respect to which the\npossibility of giving notice of termination has been agreed, can be terminated\nby either party, observing the term of notice. If the employer gives notice of\ntermination of a clerical employee's employment contract, this must be based on\ngrounds in compliance with the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>2.The employer is not entitled to terminate the employment contract of a\nclerical employee on grounds related to pregnancy or to maternity, paternity,\nparental or child care leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§9 Terms of notice\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If the employer gives notice of termination of the clerical employee's\nemployment contract, the following terms of notice are observed unless a longer\nnotice period has been agreed upon:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Duration of the employment relationship\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Term of notice\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A maximum of 1 year\u003C\u002Ftd>\n      \u003Ctd>14 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 1 year – up to 4 years\u003C\u002Ftd>\n      \u003Ctd>1 month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 4 years – up to 8 years\u003C\u002Ftd>\n      \u003Ctd>2 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 8 years – up to 12 years\u003C\u002Ftd>\n      \u003Ctd>4 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 12 years\u003C\u002Ftd>\n      \u003Ctd>6 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.If the clerical employee gives notice of termination of the employment\ncontract, the following terms of notice are observed unless a longer notice\nperiod has been agreed upon:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Duration of the employment relationship\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Term of notice\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A maximum of 5 years\u003C\u002Ftd>\n      \u003Ctd>14 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 5 years\u003C\u002Ftd>\n      \u003Ctd>1 month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.The term of notice starts on the day following the day on which notice of\ntermination was given.\u003C\u002Fp>\n\n\u003Cp>4.If the clerical employee fails to observe the above-mentioned term of\nnotice, notwithstanding cases in which the employee is entitled by law to\ncancel the employment contract, the employee is obliged to compensate the\nemployer for the amount equalling his or her pay for the unobserved notice\nperiod. This compensation can be withheld from the clerical employee's pay on\nthe grounds laid down in the Employment Contracts Act (Chapter 2, Section\n17).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§10 Cancellation of the employment relationship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Either party to the employment contract may cancel both a fixed-term\nemployment contract and an indefinitely valid employment contract on the\ngrounds laid down in the Employment Contracts Act. In such a case, the\nemployment relationship ends immediately. Section 6 of this agreement contains\nprovisions on the cancellation of the employment contract during the trial\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§11 Liability for damages\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If the clerical employee terminates a fixed-term employment contract\nbefore the end of the agreed period of employment, notwithstanding cases in\nwhich the clerical employee is entitled to cancel or give notice of termination\nof the employment contract on the basis of a law or give notice of termination\nof the employment contract on the basis of a termination clause included in the\nemployment contract, the clerical employee shall compensate the employer for\nthe damage thus caused. Such compensation for damage can be withheld from the\nclerical employee's pay on the grounds laid down in the Employment Contracts\nAct (Chapter 2, Section 17).\u003C\u002Fp>\n\n\u003Cp>2.If the employer terminates the employee's fixed-term employment contract\nbefore the end of the agreed term of employment, notwithstanding cases in which\nthe employer is entitled to cancel or give notice of termination of the\nemployment contract on the basis of law or give notice of termination of the\nemployment contract on the basis of a termination clause included in the\nemployment contract, the employer's liability for damages is determined under\nthe Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>III WORKING HOURS\u003C\u002Fh2>\n\n\u003Ch3>§12 Regular working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>1. Regular working hours shall not exceed 7 hours 30 minutes (7,5 hours) a\nday or 37,5 hours a week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§13 Average regular working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer can arrange the working hours on the basis of an average.\u003C\u002Fp>\n\n\u003Cp>A maximum period of 52 weeks can be used as the adjustment period during\nwhich the average weekly working hours shall be adjusted to a maximum of 37,5\nhours. This can be achieved either by observing the user enterprise's working\nhours system or through separate agreement between the employer and the\nclerical employee. The clerical employee's regular working hours shall not\nexceed eight hours a day or 40 hours a week.\u003C\u002Fp>\n\n\u003Cp>If seasonal fluctuations or comparable factors related to the company's\noperations so justify, the employer can arrange the working hours on the basis\nof an average such that the regular working hours do not exceed 10 hours on any\nday or 48 hours during any week. In such a case, the maximum length of the\nadjustment period is 26 weeks.\u003C\u002Fp>\n\n\u003Cp>In accordance with Section 40, regular working hours may be arranged by a\nlocal agreement such that the working time of any day may not exceed 12 hours\nand the working time of any week may not exceed 55 hours.\u003C\u002Fp>\n\n\u003Cp>2.When using the averaging of working hours or period-based working hours,\nthe employer must in advance prepare a working hours adjustment system at least\nfor the period during which the regular working hours are balanced to the\naverage. The clerical employee can also be placed in the user enterprise's\nworking hours system. The employer must draft a work schedule in accordance\nwith Section 30 of the Working Hours Act.\u003C\u002Fp>\n\n\u003Cp>3.Arranging the working time by agreement\u003C\u002Fp>\n\n\u003Cp>Regular daily working hours may temporarily be extended by a maximum of one\nhour, if so agreed in advance. In that case, the working time shall adjust to a\nmaximum of 37,5 hours a week within three weeks. The working hours extension\nshall be agreed on not later than on the working day prior to the extended\nworking day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§14 Flexitime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. If an enterprise practices flexitime, the flex limits of working time and\naccrual limits may be agreed locally in accordance to Section 40 of the\nCollective Agreement. In that case, the daily working hours may be extended or\nreduced by a maximum of four hours. The maximum of accrual shall not exceed\n+\u002F-80 hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§15 Period-based work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The employer can arrange the working hours in the form of period-based\nwork in accordance with the Working Hours Act. In such a case, the length of\nthe reference period is determined on the basis of the practice applied by the\nuser enterprise, unless otherwise agreed. For further information on the\nworking hours adjustment system and the work schedule, see Section 13,\nParagraph 2 herein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Ch3>§16 Working week and rest periods\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>1.As a general rule, the working week is arranged to comprise five working\ndays un-less otherwise required by local conditions or the company's\noperations. The working week begins on Monday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The daily working hours are arranged as a continuous working day unless\nthere is a justifiable reason for some other procedure.\u003C\u002Fp>\n\n\u003Cp>3.A lunch break can be granted in accordance with the practice applied by\nthe user enterprise or by agreement on a lunch break of 30 to 60 minutes\nbetween the employer and the clerical employee. The lunch break is not included\nin working hours if the clerical employee is free to leave the workplace during\nit.\u003C\u002Fp>\n\n\u003Cp>4.If the clerical employee stays at work after regular working hours to do\novertime that is estimated to last at least two hours, the opportunity is\nreserved for the employee to have a meal break or to eat while working.\u003C\u002Fp>\n\n\u003Cp>5.In addition to the lunch break, the clerical employee may have one short\ncoffee break a day at a time determined by supervisory staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>§17 Weekly rest period\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Working hours must be arranged to allow the clerical employee at least 35\nhours of uninterrupted rest period each week.\u003C\u002Fp>\n\n\u003Cp>2.Such weekly rest period must be arranged around a Sunday. Rest period can\nbe provided also on some other day of the week\u003C\u002Fp>\n\n\u003Cp>•if necessary in accordance with the user enterprise's working hours\nsystem, or\u003C\u002Fp>\n\n\u003Cp>•if the nature of the work requires that it be done on all weekdays, or\u003C\u002Fp>\n\n\u003Cp>•if the clerical employee is temporarily needed at work to enable the\nregular performance of work in the enterprise, or\u003C\u002Fp>\n\n\u003Cp>•if so agreed in accordance with the Working Hours Act.\u003C\u002Fp>\n\n\u003Cp>A weekly rest period is also considered to take place when the weekly rest\nperiod is split between two weeks, as long as most of the period falls on the\nweek that the weekly rest period concerns\u003C\u002Fp>\n\n\u003Cp>3.If the clerical employee has been absent from work because of an illness\nor acci-dent, such an absence is not regarded as weekly rest period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Compensation for weekly rest period\u003C\u002Fh4>\n\n\u003Cp>4.If the clerical employee has to work temporarily during his or her weekly\nrest period, the loss of free time is compensated for primarily by reducing the\nemployee's regular working hours correspondingly, no later than during the next\ncalendar month.\u003C\u002Fp>\n\n\u003Cp>5.The above-mentioned work, including any overtime and Sunday work\nremuneration as well as the free time not realised, can also be compensated for\nwholly in monetary terms if so agreed between the employer and clerical\nemployee. The loss of weekly rest period is compensated for with the basic pay\nincreased by 100 per cent.\u003C\u002Fp>\n\n\u003Cp>6.The compensation method must be agreed upon at the same time as the\nemployer and employee agree on the work to be performed during weekly rest\nperiod.\u003C\u002Fp>\n\n\u003Cp>See Example 1 in Appendix 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§18 Additional work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Additional work refers to work done in addition to the agreed working\nhours, up to eight hours a day and 40 hours a week.\u003C\u002Fp>\n\n\u003Cp>2.Ordinary hourly wages shall be paid for additional work of up to 7 hours\n30 minutes (7.5 hours) a day and 37,5 hours a week. Any additional work hours\nin addition to this (30 minutes\u002F0,5 hours a day or 2,5 hours a week) shall be\nremunerated with hourly wages raised by 50 per cent.\u003C\u002Fp>\n\n\u003Cp>3.With respect to monthly salaried clerical employees, the amount of hourly\nwages payable for additional work is calculated by dividing the monthly salary\nby 158, provided that the average weekly working hours are 37,5. If the weekly\nworking hours are fewer than this, the divisor is calculated on the basis of\nthe ratio of 37,5 hours and the working hours observed.\u003C\u002Fp>\n\n\u003Cp>4.By agreement, wages payable for additional work may be partly or\ncompletely converted into corresponding free time during regular working hours.\nIn such a case, the free time must be increased by the percentage that would\nhave been applied had the additional work been compensated for monetarily.\u003C\u002Fp>\n\n\u003Cp>5.Assignment of additional work during free time entered in the work\nschedule requires the consent of the clerical employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>§19 Overtime\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Overtime refers to work carried out in addition to eight hours a day and\n40 hours a week.\u003C\u002Fp>\n\n\u003Cp>2.Daily overtime shall be compensated for by a wage increase of 50 per cent\nfor the first two hours and 100 per cent for any subsequent hours.\u003C\u002Fp>\n\n\u003Cp>3.Weekly overtime shall be compensated for by a wage increase of 50 per cent\nfor the first eight hours and 100 per cent for any subsequent hours.\u003C\u002Fp>\n\n\u003Cp>4.In addition to the statutory increase for Sunday work, overtime work\ncarried out on Sunday shall be compensated for by a wage increase of 50 per\ncent for the first two hours and 100 per cent for any subsequent hours.\u003C\u002Fp>\n\n\u003Cp>See Example 1 in Appendix 2.\u003C\u002Fp>\n\n\u003Cp>5.By agreement, wages payable for overtime can be partly or completely\nconverted into corresponding free time during regular working hours. In such a\ncase, the free time must be increased by the percentage that would have been\napplied had the overtime been compensated for monetarily.\u003C\u002Fp>\n\n\u003Cp>6.If the clerical employee has been unable to work for the time\ncorresponding to the regular weekly working hours (37,5 hours) as a result of\nillness or accident, a journey caused by the employer, layoffs or training\norganised by the employer or referred to in a training agreement concluded\nbetween a trade union and an employer association and, as a result of this, has\nto come to work on a day recorded as free time in the working hours system, the\nwork done on a free day is compensated for as agreed regarding weekly\novertime.\u003C\u002Fp>\n\n\u003Cp>7.If the clerical employee works beyond midnight, the work is included in\nthe additional work and overtime calculations for the previous day until the\nstart of the employee's normal regular working hours. These hours are not taken\ninto account in calculation of the regular working hours for the second day.\u003C\u002Fp>\n\n\u003Cp>8.With respect to monthly salaried clerical employees, the amount of hourly\nwages payable for overtime work is calculated by dividing the monthly salary by\n158, provided that the average weekly working hours are 37,5. If the weekly\nworking hours are fewer than this, the divisor is calculated on the basis of\nthe ratio of 37,5 hours and the working hours observed.\u003C\u002Fp>\n\n\u003Cp>9.Under section 18 of the Working Hours Act, a period of 12 months may be\nused for the adjustment period of the maximum working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§20 Evening and night work supplements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Evening work refers to work carried out between 6:00pm and 11:00pm. An\nevening work supplement of 15 per cent is paid for such work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>2.Night work refers to work carried out between 11:00pm and 6:00am. A night\nwork supplement of 30 per cent is paid for such work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.No increases are applied with respect to evening or night work supplements\nif overtime or Sunday work remuneration is paid.\u003C\u002Fp>\n\n\u003Cp>4.The employer and clerical employee can agree that evening and night work\nsupplements are to be determined in accordance with the practice applied by the\nuserenterprise. These supplements can also be included in monthly or hourly\nwages if so agreed between the employer and the clerical employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>§21 Sunday work\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1. Sunday work refers to work carried out on a Sunday, a religious holiday,\n1 May or Independence Day. In addition to normal pay payable for such a day,\nsingle basic pay is paid as a Sunday work supplement.\u003C\u002Fp>\n\n\u003Cp>2. With respect to overtime work done on Sunday, see Section 19, Paragraph 4\nherein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>§22 Free days\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1. Christmas Eve and Midsummer Eve are free days unless otherwise required\nby the company’s operations.\u003C\u002Fp>\n\n\u003Cp>2. If a clerical employee works on Christmas Eve or Midsummer Eve, the\nemployee’s pay is increased by 50 per cent.\u003C\u002Fp>\n\n\u003Cp>3. The pay for work done on Eve of 1 May or New Year’s Eve after 4:30pm is\nincreased by 50 per cent. However, no evening or night work supplements are\npaid for such work. If the work is also at the same time additional or overtime\nwork, the clerical employee is entitled to additional work or overtime\ncompensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§23 Public holidays\u003C\u002Fh3>\n\n\u003Cp>1. The following public holidays, when occurring on a working day from\nMonday to Friday, reduce the working hours:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Epiphany\n\n        \u003Cp>•Good Friday\u003C\u002Fp>\n\n        \u003Cp>•Easter Monday\u003C\u002Fp>\n\n        \u003Cp>•1 May\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Ascension Day \n\n        \u003Cp>•Midsummer Eve\u003C\u002Fp>\n\n        \u003Cp>•Christmas Eve\u003C\u002Fp>\n\n        \u003Cp>•Christmas Day\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Boxing Day \n\n        \u003Cp>• New Year's Day\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>2. The clerical employee is entitled to reduced working hours or public\nholiday compensation if his or her employment relationship has lasted at least\ntwo months before said public holiday.\u003C\u002Fp>\n\n\u003Cp>3. The regular working hours of monthly salaried clerical employees are\nreduced in that week by the number of working hours corresponding to said\npublic holiday.\u003C\u002Fp>\n\n\u003Cp>4.Single hourly wages are paid to hourly waged clerical employees as public\nholiday compensation for the working hours reduced on account of said public\nholiday. The clerical employee must have been at work on either the day\nprevious or following a public holiday.\u003C\u002Fp>\n\n\u003Cp>5.If the reduction of working hours cannot be granted in the week during\nwhich the public holiday occurs, the clerical employee must be compensated for\nthe lack of reduction by paying him or her single hourly wages for the time\ncorresponding to the regular working hours of the public holiday. Hours\ncalculated in relation to the reduction of working hours or the public holiday\ncompensation are not taken into account in calculating weekly hours for the\ndetermination of additional work or overtime compensation.\u003C\u002Fp>\n\n\u003Cp>6.If the clerical employee works on a public holiday, Sunday work\ncompensation will be paid for that day. With respect to work carried out on\nChristmas Eve or Midsummer Eve, the normal wages will be increased by 50 per\ncent.\u003C\u002Fp>\n\n\u003Cp>See Example 2 in Appendix 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§24 Independence Day\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A clerical employee is entitled to reduction of working hours or to public\nholiday compensation for Independence Day. However, the two-month employment\nrelationship requirement is not applied.\u003C\u002Fp>\n\n\u003Cp>2.Public holiday compensation is paid to an hourly waged clerical employee\nfor Independence Day if the employee has worked continuously for at least six\nworking days immediately before Independence Day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§25 Working hours bank\u003C\u002Fh3>\n\n\u003Ch4>The starting point for agreeing on, and the purpose of, the working hours\nbank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The employer and the clerical employee can agree on a working hours bank\nsystem in accordance with the stipulations below in order to promote the\nemployee's coping at work. Said agreement and any annual changes in the working\nhours bank system are affected by the labour resources of the employer and the\nuser enterprises, the labour situation and the special needs of each work\ncommunity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Accumulation in the working hours bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The basic quantities of working hours in excess of the regular working\nhours as specified in the collective agreement, as well as the hours related to\novertime, additional work and Sunday work compensation, can be transferred to\nthe working hours bank. The clerical employee must agree on such a procedure\nwith his or her supervisor in advance, in the same connection as when agreeing\non overtime, additional or Sunday work.\u003C\u002Fp>\n\n\u003Cp>3.The maximum number of hours that a clerical employee is entitled to\naccumulate in the working hours bank corresponds to 10 full working days of 7\nhours 30 minutes each. If the clerical employee's regular working hours are\nfewer than 7 hours 30 minutes a day, the maximum accumulation is proportioned\nto his or her working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Taking free time based on accumulations in the working hours bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.The clerical employee indicates to the employer when he or she would like\nto take free time based on the accumulated hours, at least three months before\nthe in-tended beginning of said free time. The employer must inform the\nemployee at least one month before the beginning of the proposed free time as\nto whether it accepts the proposal. If the employer does not accept the\nproposal, it must propose a new time, on the basis of which the timing is\nagreed.\u003C\u002Fp>\n\n\u003Cp>5.The employer does not have the right to change the timing of agreed free\ntime unless there is extremely weighty cause for doing so, created by the\ncompany's operations and the clerical employee's tasks. In such a case, the\nemployer must inform the employee as to when he or she may have the free\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Payment for accumulation in the working hours bank monetarily\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.If the employee cannot have free time based on the accumulated hours\nwithin two years from the end of the calendar year during which the hours were\naccumulated in the working hours bank, the employee will be paid for the hours\nmonetarily. Furthermore, the clerical employee has the right, at any time\nduring the employment relationship, to request that the hours accumulated in\nthe working hours bank be paid monetarily, either in full or in part. At the\nend of the employment relationship, the accumulated hours are paid for in\nconnection with the payoff, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>7.Payments based on the hours accumulated in the working hours bank are made\non the employer's normal pay days. The clerical employee must make a claim for\npayment as referred to in Paragraph 6 above at least seven banking days before\nthe normal pay day, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>8.The payment is based on the clerical employee's latest basic hourly wages.\nThe hourly wages of monthly salaried clerical employees are obtained by\ndividing the monthly salary by 158.\u003C\u002Fp>\n\n\u003Cp>9.The hours accumulated in the working hours bank or payments made on the\nbasis thereof have no effect on the duration of the clerical employee's\nemployment relationship and\u002For the benefits based thereon.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>§26 Standby time\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If a clerical employee's contract of employment makes him or her liable to\nbe in standby in his or her apartment or in another location determined by the\nemployer so that he or she may be called to work in an agreed manner, he or she\nshall be paid half of the normal earnings per hour for the time he or she\nspends confined but not working. However, a minimum of four hours' standby\npayment shall be paid. The time spent in standby shall not be counted as\nworking hours.\u003C\u002Fp>\n\n\u003Cp>If the clerical employee is in standby in the above-mentioned fashion but\nnot confined to his or her apartment or another location determined by the\nemployer, he or she shall be paid in accordance to a bilateral agreement\nbetween the employer and the clerical employee. The time spent in standby shall\nnot be counted as working hours.\u003C\u002Fp>\n\n\u003Cp>2.The employer shall aim at organising the standby time in such a way that\nthe standby periods are not harmfully short from the clerical employee's\nperspective. Instead, the standby time periods should be continuous.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV PAY SYSTEM\u003C\u002Fh2>\n\n\u003Ch3>§27 Pay stipulations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The employer and the clerical employee agree on the employee's pay on the\nbasis of the competence requirements, the employee's qualifications and\nperformance and the general pay level for the tasks in question. However, at\nleast the minimum pay specified in Appendix 1 of this collective agreement must\nbe paid to the clerical employee. When the employment is terminated, the final\nsalary can be paid on the employees normal salary pay day following the\ntermination date.\u003C\u002Fp>\n\n\u003Cp>2.The employer and the clerical employee can agree on a training period when\nthe employee begins a new job. The maximum training period is six months. The\npay for the training period is at least 85 per cent of the minimum pay\napplicable for the job in question. A training period salary can be paid for a\nmaximum of 12 months to acquire language skills needed for the job or for a\nperson who does not have full working capability or for a person for whom a\nwage subsidy is being paid if that person's capability to do the job is\nsignificantly less than the ordinary capability required by the job.\u003C\u002Fp>\n\n\u003Cp>3.The pay is paid in to the clerical employee's bank account where it must\nbe withdrawable on the due date. If the pay falls due on a bank holiday, it\nshall be deemed due on the preceding banking day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§28 Division of pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The daily pay is calculated by dividing the monthly pay by 21 while the\naverage working hours are 37,5 per week.\u003C\u002Fp>\n\n\u003Cp>2.The hourly pay is calculated by dividing the monthly pay by 158 while the\naverage working hours are 37,5 per week. If the weekly working hours are fewer\nthan this, the divisor is calculated on the basis of the ratio 37,5 hours and\nthe agreed working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V ABSENCES\u003C\u002Fh2>\n\n\u003Ch3>§29 Sick pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Duty to inform and medical certificate\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The clerical employee must inform the employer of his or her absence and,\nif possible, its duration without delay.\u003C\u002Fp>\n\n\u003Cp>2.If requested, the clerical employee must present a medical certificate or\nother document acceptable to the employer indicating his or her incapacity for\nwork. If the employer designates the doctor, the employer is responsible for\nthe costs of obtaining a medical certificate.\u003C\u002Fp>\n\n\u003Cp>3.During an epidemic, an occupational nurse or a public health nurse may\nissue a sick leave certificate based on an examination, for a maximum of three\ndays at a time. The certificate may be extended by the same nurse only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Conditions for payment of wages\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.The employer shall pay sick pay to the clerical employee if\u003C\u002Fp>\n\n\u003Cp>•the clerical employee's employment relationship has lasted at least one\nmonth, and\u003C\u002Fp>\n\n\u003Cp>•the clerical employee is prevented from working by illness or accident,\nand\u003C\u002Fp>\n\n\u003Cp>•the clerical employee has not caused his or her incapacity for work\nintentionally or through gross negligence or\u003C\u002Fp>\n\n\u003Cp>•the clerical employee has been ordered to quarantine in accordance with\nthe Communicable Diseases Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Payment of wages\u003C\u002Fh4>\n\n\u003Cp>5. Wages shall be paid as follows in connection with each case of incapacity\nfor work:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Duration of the employment relationship\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Paid period\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less than 1 month.\u003C\u002Ftd>\n      \u003Ctd>No wage payment obligation\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 1 month – up to 3 years.\u003C\u002Ftd>\n      \u003Ctd>28 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 3 years – up to 5 years.\u003C\u002Ftd>\n      \u003Ctd>35 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 5 years – up to 10 years.\u003C\u002Ftd>\n      \u003Ctd>42 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 10 years.\u003C\u002Ftd>\n      \u003Ctd>56 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall pay full daily wages for the working days included in the\nwaiting period specified in the Sickness Insurance Act. For any subsequent\nworking days, only the difference between daily wages and the daily allowance\npaid on the basis of the Sickness Insurance Act will be paid. Payment of the\nlatter wage component requires that the employer have been informed of the\namount of daily allowance payable or already paid to the clerical employee. The\ndaily wages are calculated in accordance with Section 28 (‘Division of pay')\nherein.\u003C\u002Fp>\n\n\u003Cp>6.If the clerical employee contracts the same illness within fifteen\ncalendar days from returning to work, sick pay shall be paid as follows: \u003C\u002Fp>\n\n\u003Cp>•The periods of absence are added together, and wages are paid for them as\nif a single illness period were involved.\u003C\u002Fp>\n\n\u003Cp>•However, wages are paid for the waiting period on the basis of the\nSickness Insurance Act - in other words, for the first day of illness if it is\na working day.\u003C\u002Fp>\n\n\u003Cp>On the recurrence of the same illness after more than fifteen days have\npassed from the employee's return to work, sick pay will be paid as if a new\nillness were involved.\u003C\u002Fp>\n\n\u003Cp>7.If the daily allowance referred to in the Sickness Insurance Act is not\npaid for reason attributable to the clerical employee or if it is paid only in\npart, the employer is entitled to deduct from the sick pay the portion that, as\na result of the clerical employee's action, has not been paid.\u003C\u002Fp>\n\n\u003Cp>8.Any daily allowance or comparable compensation received for the same\nincapacity for work and the same period of time on the basis of\u003C\u002Fp>\n\n\u003Cp>•legislation, or\u003C\u002Fp>\n\n\u003Cp>•an insurance policy wholly or partially paid by the employer, or\u003C\u002Fp>\n\n\u003Cp>•from a sickness insurance fund receiving the employer's contributions\nshall be deducted from the sick pay.\u003C\u002Fp>\n\n\u003Cp>If the wages have already been paid, the employer may withdraw and keep the\ncompensation or charge it to the clerical employee, but only up to the amount\npaid by the employer.\u003C\u002Fp>\n\n\u003Cp>9.If the clerical employee interrupts his or her parental or child care\nleave because of an incapacity for work arising from his or her own illness or\nsome other reason, the employer is not required to pay sick pay for the time\nfor which the parental or child care leave would have lasted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§30 Medical examinations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Salary for regular working hours will not be reduced in the following\ncases (a-e), provided that\u003C\u002Fp>\n\n\u003Cp>•the examinations and treatments performed for the clerical employee have\nbeen arranged in a manner preventing unnecessary loss of working hours, and\u003C\u002Fp>\n\n\u003Cp>•it has not proved possible to arrange the examinations and treatments to\nfall outside working hours, and\u003C\u002Fp>\n\n\u003Cp>•the employer has been notified of them in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Diagnosis of an illness\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A necessary medical examination, as well as the related laboratory or X-ray\nexam-ination ordered by a doctor in order to diagnose an illness. This is also\napplicable to incapacity for work caused by a medical examination, as well as\nobservation or examination in a hospital caused by symptoms of ill health.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>b)Previously diagnosed illness\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The clerical employee attends a medical examination caused by a previously\ndiagnosed illness. This applies to the following cases:\u003C\u002Fp>\n\n\u003Cp>•An illness becomes fundamentally worse and the employee has to have a\nmedical examination.\u003C\u002Fp>\n\n\u003Cp>•A chronic illness requires a medical examination by a specialist in order\nto determine the appropriate medical treatment.\u003C\u002Fp>\n\n\u003Cp>•A specialist's examination is necessary in order to acquire a medical\nappliance such as eyeglasses.\u003C\u002Fp>\n\n\u003Cp>•A medical examination is necessary in order to determine treatment for\nany other previously diagnosed illness if the service cannot be obtained\noutside working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>c)Pregnancy\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medical consultations prior to the birth as referred to in Chapter 4,\nSection 8, Subsection 2 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>d)Cancer\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Incapacity for work caused by necessary treatment for cancer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>e)Acute dental condition\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Incapacity for work caused by an acute dental condition that requires\ntreatment on the same day. The incapacity for work and the urgency of the\ntreatment shall be proved by the dentist's certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§31 Unpaid absence\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If the clerical employee has been absent from work and the employer has\nnot been obliged to pay wages for that time, the absence may be compensated for\nwith a corresponding number of working hours if so agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>§32 Temporary absence due to the illness of a child under 10 years of\nage\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.When a child younger than 10 years of age suddenly becomes ill, the\nclerical employee who is the child's guardian shall receive pay for a case of\nabsence of no more than three working days if\u003C\u002Fp>\n\n\u003Cp>•a short absence is necessary in order to arrange care for the child or\npersonally care for the child, and\u003C\u002Fp>\n\n\u003Cp>•the clerical employee has, without delay, informed the employer of\u003C\u002Fp>\n\n\u003Cp>the absence and its estimated duration and provided a medical certificate or\nother document acceptable to the employer indicating the child's illness,\nand\u003C\u002Fp>\n\n\u003Cp>•the clerical employee's employment relationship has lasted at least one\nmonth before the absence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>§33 Other temporary absences\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The clerical employee's wages and annual holiday benefits must not be\nreduced because of a short, temporary absence caused by sudden illness of a\nfamily member or the death and funeral of a close relative.\u003C\u002Fp>\n\n\u003Cp>Family members include the clerical employee's spouse or common-law spouse,\nown children (including adopted children) and children of the spouse living in\nthe same household. In addition to family members, ‘close relative' refers to\nthe clerical employee's parents, grandparents, siblings and grandchildren as\nwell as to the parents of his or her spouse or common-law spouse.\u003C\u002Fp>\n\n\u003Cp>As a general rule, a short, temporary absence refers to one day,\nexceptionally, e.g. due to long-distance journeys, it refers to a maximum of\ntwo days. ‘Long-distance journey' refers to a journey that cannot be made\nduring one day.\u003C\u002Fp>\n\n\u003Cp>2.The clerical employee is entitled to a short, temporary absence from work\nif he or she attends the general meeting, council meeting, annual meeting or\nboard meeting of the Finnish Confederation of Salaried Employees (STTK), ERTO\nor a national membership organisation of the latter as an appointed\nrepresentative, without his or her wages or annual holiday benefits being\nreduced on account of this.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>3.The clerical employee shall be granted a paid day off in the following\ncases:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•The employee's wedding\u003C\u002Fp>\n\n\u003Cp>•The employee's 50th and 60th birthday if they coincide with his or her\nwork days\u003C\u002Fp>\n\n\u003Cp>4.A person liable for military service answering a call-up shall not lose\nany income.\u003C\u002Fp>\n\n\u003Cp>5.If a clerical employee participates in military refresher courses for\nreservists, the difference between his or her wages and reservist's pay shall\nbe paid to him or her for the days of participation. If a clerical employee\nparticipates in a military refresher course for reservists or a civil defence\ncourse, this shall not reduce his or her annual holiday benefits.\u003C\u002Fp>\n\n\u003Cp>6.A clerical employee shall receive the difference between his or her wages\nand compensation for the loss of income when he or she attends, during working\nhours,\u003C\u002Fp>\n\n\u003Cp>•a meeting of a municipal council or government or\u003C\u002Fp>\n\n\u003Cp>•a meeting of an election committee or electoral commission associated\nwith national, municipal or EU elections.\u003C\u002Fp>\n\n\u003Cp>The difference shall be paid after the clerical employee has presented\nclarification concerning the compensation for loss of income. The clerical\nemployee's annual holiday benefits shall not be reduced.\u003C\u002Fp>\n\n\u003Cp>7.The clerical employee must inform the employer of an absence under this\nsection without delay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>§34 Family leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The clerical employee's maternity leave, special maternity leave,\npaternity leave, parental leave and child care leave are determined on the\nbasis of the Employment Contracts Act and the Sickness Insurance Act.\u003C\u002Fp>\n\n\u003Cp>2.If the clerical employee's employment relationship has lasted at least\neight months, the employer will pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>•full pay for three months from the beginning of the maternity leave\nand\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>•full pay for, at maximum, five working days for an employee taking\npaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.For the time when the employer pays maternity, adoption or paternity\nleave, the employer is entitled, under the Health Insurance Act, to receive\nmaternity, paternity or parental daily allowance. If the daily allowance is\nlost though neglect by the clerical employee, the salary is reduced by the\namount of the lost daily allowance.\u003C\u002Fp>\n\n\u003Cp>4.If the clerical employee is absent from work for longer than the statutory\nmaternity and parental leave, such an absence is not comparable to the period\nof employment in determining benefits tied to the duration of the employment\nrelationship unless otherwise agreed or stipulated by law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI ANNUAL HOLIDAY\u003C\u002Fh2>\n\n\u003Ch3>§35 Annual holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Annual holiday benefits are determined in accordance with the Annual\nHolidays Act and this agreement.\u003C\u002Fp>\n\n\u003Cp>The annual holiday pay will be paid on the company's regular pay days,\nunless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>2.The earning of annual holiday time shall not be interrupted in the sense\nreferred to in Chapter 1, Section 5 of the Employment Contracts Act if the\nclerical employee whose fixed-term employment relationship has ended takes\nleave corresponding to the holiday compensation paid before beginning his or\nher next employment relationship with the same employer.\u003C\u002Fp>\n\n\u003Cp>The clerical employee's employment relationship is not in force during the\nabove mentioned leaves, nor does he or she thus accumulate any annual holiday\nfor said period. This stipulation does not affect other employment benefits\ndependent on the duration of the employment relationship as referred to in\nChapter 1, Section 5 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>§36 Holiday bonus \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Amount\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The amount of the holiday bonus is 50 per cent of the clerical employee's\nholiday pay. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Date and conditions of payment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The clerical employee is entitled to a holiday bonus if he or she takes\nannual holiday during the employment relationship. No holiday bonus shall be\npaid for the holiday compensation unless otherwise required by the paragraph\n‘Exceptional payment of holiday bonus'.\u003C\u002Fp>\n\n\u003Cp>3.The clerical employee is entitled to half of the holiday bonus if he or\nshe begins the annual holiday on the specified or agreed date even if he or she\ndoes not return to work after the end of the holiday. This part of the holiday\nbonus shall be paid along with the holiday pay.\u003C\u002Fp>\n\n\u003Cp>4.The clerical employee is entitled to the whole holiday bonus if he or she\nbegins the annual holiday on the specified or agreed date and returns to work\nimmediately after the end of the holiday. The remaining part of the holiday\nbonus shall be paid on the pay day on which the clerical employee's wages for\nthe first day after the annual holiday is paid or would have been paid if the\nemployee is not prevented from returning to work as referred to in Paragraph 5\nbelow.\u003C\u002Fp>\n\n\u003Cp>5.The whole holiday bonus shall be paid also if the clerical employee's\nreturn to work immediately after the holiday is prevented\u003C\u002Fp>\n\n\u003Cp>•by factors specified in Chapter 2, Section 7, Subsection 2 of the Annual\nHolidays Act, or\u003C\u002Fp>\n\n\u003Cp>•due to child care leave if the clerical employee returns to work after\nthe leave on the day he or she reported to the employer in accordance with the\nEmployment Contracts Act, or\u003C\u002Fp>\n\n\u003Cp>•by an absence taking place with the employer's consent.\u003C\u002Fp>\n\n\u003Cp>6.If the annual holiday is split, holiday bonus corresponding to the amount\nof holiday shall be paid after the end of each part of the holiday.\u003C\u002Fp>\n\n\u003Ch4>Exceptional payment of holiday bonus\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.A clerical employee who is retiring on pension shall be paid a holiday\nbonus calculated on the basis of the holiday pay and any possible holiday\ncompensation to which the clerical employee is entitled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Return to work after military or civil service\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.The holiday bonus is paid to a clerical employee doing his military or\ncivil service after he has returned to work after the service as required by\nlaw. The amount of the holiday bonus is based on the holiday pay or holiday\ncompensation paid to the clerical employee before he left for military or civil\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Termination of the employment relationship during the summer holiday\nseason\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.If the clerical employee's employment relationship ends during the summer\nholiday season (2 May - 30 September) before the beginning of the employee's\nholiday as a result of notice of termination given for a reason that is not\nattributable to the employee, he or she shall be entitled to half of the\nholiday bonus. This part of the holiday bonus shall be paid, at the latest, in\nconnection with the payoff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Termination of the employment relationship during the holiday\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.If the clerical employee's employment relationship ends during the\nholiday as a result of notice of termination given for a reason that is not\nattributable to the employee, he or she shall be entitled to the full holiday\nbonus. The holiday bonus shall be paid, at the latest, in connection with the\npayoff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Exchanging the holiday bonus for holiday\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.The employer and clerical employee may agree on exchanging the holiday\nbonus for holiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII TRAVEL\u003C\u002Fh2>\n\n\u003Ch3>§37 Travel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The appropriate stipulations of the Finnish Tax Administration's decision\nor alternatively, either the employment agency's or user enterprise's own\ntravel regulations shall be observed with regard to compensation for travel\nexpenses and the amount of daily allowances. The compensation level of the\ncompany's travel regulations shall, however, be at least equal to that of the\nFinnish Tax Administration's decision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII MISCELLANEOUS PROVISIONS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>§38 Group life insurance and accident insurance\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer shall pay for group life insurance as agreed between the\ncentral organisations.\u003C\u002Fp>\n\n\u003Cp>2.The signatory organisations recommend that employers and staff discuss the\nneed to improve the accident insurance coverage for remote work, which is lower\nthan for in-office work, by insuring staff under a leisure time insurance in\naccordance with Section 199 of the Workers' Compensation Act (459\u002F2015).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§39 Shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An enterprise's organised employees have the right to elect from among\nthemselves a shop steward and a deputy shop steward who will act as their\nauthorised representative in relation to matters related to the interpretation\nof this agreement or other issues related to the employment relationship.\u003C\u002Fp>\n\n\u003Cp>2.HPL and ERTO recommend that the shop steward be allowed to visit the place\nof work if the settlement of a dispute so requires. Such a visit must be agreed\nupon in advance between the employer's representative and the shop steward. The\nvisits of trade union and employer association representatives to the place of\nwork must be agreed between the relevant union or association and the\nemployer's representative.\u003C\u002Fp>\n\n\u003Cp>3.In other respects, the shop steward agreement concluded between the trade\nunion and the employer association shall be observed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§40 Local agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer and their shop steward, who has been elected in accordance\nwith this Collective Agreement, constitute the parties of local agreement. If\nthere is no such shop steward in the enterprise, the organised clerical\nemployees of ERTO may elect one. If a shop steward has not been elected, the\nclerical employees may either elect a representative in accordance with the\nEmployment Contracts Act or another representative elected from among\nthemselves.\u003C\u002Fp>\n\n\u003Cp>The above-mentioned agreement shall be made in writing and the parties shall\nagree on whether the agreement is valid for an indefinite or a fixed term.\u003C\u002Fp>\n\n\u003Cp>2.The period of notice of an indefinite term agreement is three months. A\nfixed-term agreement may be terminated with a period of notice of three months.\nAfter the agreement has ended, the decrees of the Collective Agreement shall be\nadhered to. The local agreement referred to here, is part of the valid\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§41 Training recommendation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.HPL and ERTO recommend that the employer ensure, insofar as possible,\nsufficient training for clerical employees.\u003C\u002Fp>\n\n\u003Cp>2.The employer can provide agency employees with training, either partly or\nfully paid for by the employer, also between employment relationships, without\nthis affecting the length of the employment relationship or the employment\nbenefits determined on the basis of it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§42 Right to assembly\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.ERTO's associations, affiliated associations and local chapters are\nentitled to arrange meetings associated with employment matters at the\nworkplace outside working hours in a place designated by the employer, provided\nthat the arrangement of such a meeting and the related procedures have been\nagreed upon in advance with the employer.\u003C\u002Fp>\n\n\u003Cp>2.The meeting organisers have the right to invite representatives of the\nFinnish Confederation of Salaried Employees (STTK) and ERTO and its affiliated\nassociations to the meeting.\u003C\u002Fp>\n\n\u003Cp>3.Announcements and bulletins of ERTO and its affiliated association as\nspecified in Subsection 1 above may be posted on a notice board provided for\nthis purpose at the workplace.\u003C\u002Fp>\n\n\u003Cp>4.HPL and ERTO recommend that private employment agencies take a positive\nstance to the fact that clerical employees are provided with ERTO's\nannouncements and bulletins also in electronic form (for example, via the\nenterprise's intranet pages), insofar as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§43 Collection of membership fees\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. After having received the employee's authorisation to do so, the employer\nshall collect the ERTO membership fees in connection with salary payment and\npay them in to a specific bank account in accordance with ERTO's\ninstructions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§44 Negotiation procedure and industrial peace\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Differences of opinion concerning this agreement will be negotiated upon\nfirst between the employer and the clerical employees or their shop stewards.\nThe parties attempt to initiate negotiations within one week from the day on\nwhich either party requested such negotiations.\u003C\u002Fp>\n\n\u003Cp>2.If the negotiations lead to a settlement, a negotiation memorandum will be\ndrawn up and signed by both parties if so demanded by either of the parties. If\nconsensus is not achieved in the negotiations, the parties will draw up a\nmemorandum of disagreement and forward it to ERTO and HPL. If consensus is not\nachieved between the trade union and the employer association either, the\nmatter may be brought to the Labour Court for decision.\u003C\u002Fp>\n\n\u003Cp>3.All means of industrial action that are directed at this collective\nagreement during its validity are prohibited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§45 Calculation of the negotiation period under the Act on Cooperation\nwithin Undertakings\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.This Section 45 of the Collective Agreement may be applied to negotiations\nconcerning the employees of the member companies of the employer association\nthat is a party to this agreement.\u003C\u002Fp>\n\n\u003Cp>2.If the employer has a need to terminate or temporarily lay off employees\nor shift them to part-time work for reasons related to company's economy,\nproduction or restructuring of its activities, the employer falling within the\nscope of the Act on Cooperation within Undertakings shall comply with the\nprovisions of the Act taking, however, account of the exceptions agreed upon in\nthis section.\u003C\u002Fp>\n\n\u003Cp>The Act on Cooperation within Undertakings is not part of collective\nagreement. The provisions of this section derogate from the corresponding\nsections of the Act.\u003C\u002Fp>\n\n\u003Cp>If an employer falling within the scope of the application of the Act on\nCooperation within Undertakings considers that, for reasons related to the\ncompany's economy, production or restructuring of its activities, the employee\nmust be laid off, temporarily laid off or shifted to part-time work, the\ncooperation obligations shall be deemed to have been fulfilled by way of\nderogation from the provisions concerning the negotiation proposal as\nstipulated in Section 19 of the Act on Cooperation within Understanding and the\nprovisions laid down in Article 23 of the Act on Consultation on the fulfilment\nof the consultation obligation, when the negotiations have taken place as\nrequired by the Cooperation Act after the submission of a written proposal for\nnegotiations and the negotiations have continued for the time set for them on\nthe basis of the information provided in advance in accordance with Section 23\nof the Cooperation Act, unless another negotiation period has been provided for\nin legislation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§46 Survival clause\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. An enterprise, which is under extraordinary economic troubles and begins\nstatutory employer-employee negotiations concerning the reduction of labour\nforce, may, in accordance with Section 40 of the Collective Agreement, agree on\nthe terms of employment locally in such a way that they deviate from the\nCollective Agreement, but the pay shall not be lowered under the minimum stated\nin the Collective Agreement. If clerical employees elect another representative\nas referred to in Section 40, they shall give this representative a written\nauthorisation, which defines the representative's negotiation mandate. The\nagreement may be made for a fixed term and it shall continue in effect for a\nmaximum of one year at a time.\u003C\u002Fp>\n\n\u003Cp>2. The employer shall deliver the grounds of the agreement and the necessary\neconomic information to the representative of the clerical employees in\nsufficient time before the negotiations begin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§47 Validity of the agreement\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.This agreement shall be valid from 1 March 2022 to 29 February 2024. After\n29 February 2024 this agreement shall continue in effect for one year at a time\nunless terminated no later than one month before its expiry.\u003C\u002Fp>\n\n\u003Cp>Notice of termination of this collective agreement can be given by observing\na notice period of one month if specific reasons so require.\u003C\u002Fp>\n\n\u003Cp>2.The provisions of this agreement are valid until a new collective\nagreement has come into force or either contracting party states that the\ncollective agreement negotiations have ended.\u003C\u002Fp>\n\n\u003Cp>Helsinki, 11.3.2022\u003C\u002Fp>\n\n\u003Cp>Private Employment Agencies Association (HPL) \u003C\u002Fp>\n\n\u003Cp>Union of Private Sector Professionals ERTO (ERTO)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>APPENDIX 1: Minimum wages as of 1 May 2021 and 1 May 2022 \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Espoo, Helsinki, Kauniainen, Vantaa \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Hourly wages\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Monthly salary\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>\u003Cstrong>Office tasks\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>1 May 2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1 May 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 May 2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 May 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Assisting tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>11,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1767,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1800.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1860,88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1896,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Professional tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>12,93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>13,18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2042,84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2081,65\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Expert tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>14,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>14,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2234.65\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2277.11\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"216\">\u003Cp>\u003Cstrong>Financial administration and\n        bookkeeping\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1860,88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1896,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Professional tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>13,62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>13,88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2152,04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2192,93\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Expert tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>15,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>15,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2429,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2476,15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\" colspan=\"5\">\u003Cp>\u003Cstrong>ICT tasks\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>12,01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>12,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1897,27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1933,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Programming tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>14,81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>15,09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2340,01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2384,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Design tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>17,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>18,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2828,82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2882,57\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\" colspan=\"5\">\u003Cp>\u003Cstrong>Rest of Finland\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" colspan=\"2\">\u003Cp>\u003Cstrong>Hourly wages\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"141\">\u003Cp>\u003Cstrong>Monthly salary\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Office tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>1 May 2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1 May 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 May 2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 May 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Assisting tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>10,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>10,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1685,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1717,86\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>11,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1777,99\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1811,77\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Professional tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>12,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>12,63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1958,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1996,20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Expert tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>13,59\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>13,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2146,82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2187,61\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"216\">\u003Cp>\u003Cstrong>Financial administration and\n        bookkeeping\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>11,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1777,99\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1811,77\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Professional tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>13.09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>13,33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2067,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2106,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Expert tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>14,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>14,82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2298,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2342,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\" colspan=\"5\">\u003Cp>\u003Cstrong>ICT tasks\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Operative tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>11,48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>11,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1814,18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1848,65\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Programming tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>14,01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>14,27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2213,37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2255,42\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"121\">\u003Cp>Design tasks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>17,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>17,37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>2693,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2744,96\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\u003Ch2>APPENDIX 2: Examples\u003C\u002Fh2>\n\n\u003Ch3>Example 1: Compensation for overtime and Sunday work and weekly rest\nperiod\u003C\u002Fh3>\n\n\u003Cp>The clerical employee's regular working hours are 37.5 hours per week. His\ndaily working hours are from 8:00am to 4:30pm, including a one-hour lunch\nbreak, which is not included in the working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the example week, he has worked as follows:\u003C\u002Fp>\n\n\u003Cp>Mon. 7.5 h, Tue. 7.5 h, Wed. 7.5 h, Thu. 7.5 h, Fri. 11 h, Sat. 6 h and Sun.\n7.5 h.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The clerical employee’s wages for said week are calculated as\nfollows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>\u003Cstrong>Hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>worked\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>\u003Cstrong>Basic\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>hours\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>\u003Cstrong>Addi­tional work 50 %\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>\u003Cstrong>Daily over­time 50 %\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>\u003Cstrong>Daily over­time 100 %\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>\u003Cstrong>Weekly over­time 50 %\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>\u003Cstrong>Weekly overtime 100 %\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>(NB Sec. 19, Subsec. 4)\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>\u003Cstrong>Weekly rest period com­pensation 100\n        h%\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>\u003Cstrong>Sunday\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>pay\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>100 %\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Mon 7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Tue 7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Wed 7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Thu 7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Fri 11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>0,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2,0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1,0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Sat 6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2,0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>Sun 7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2,0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>5,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>7,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Friday, he also did 0.5 hours of additional work which, in accordance with\nthe collective agreement, is remunerated with hourly wages raised by 50 per\ncent. Because the overtime worked on Friday is not included in calculation of\nthe number of regular working hours for the week, the clerical employee has\nworked 38 hours from Monday to Friday. Thus the first two hours worked on\nSaturday are regarded as additional work which is compensated for with hourly\nwages raised by 50 per cent (38+2=40 hours).\u003C\u002Fp>\n\n\u003Cp>The overtime worked on Friday is compensated for such that the first two\nhours after the additional work of 0.5 hours are compensated for with hourly\nwages raised by 50 per cent, and the hour after that is compensated for with\nhourly wages raised by 100 per cent. Furthermore, it should be noted that work\ndone after 6:00pm entitles the employee to evening work supplement.\u003C\u002Fp>\n\n\u003Cp>Remuneration for the 4 hours worked after the first two hours on Saturday is\nhandled as weekly overtime entitling the employee to hourly wages raised by 50\nper cent. \u003C\u002Fp>\n\n\u003Cp>Since the first eight hours of weekly overtime are compensated for with\nhourly wages raised by 50 per cent, the first 4 hours of Sunday work would be\ncompensated for at hourly wages raised by 50 per cent. However, on account of\nthe special provision contained in Section 19, Subsection 4, only the first two\nhours of Sunday work are compensated for with hourly wages raised by 50 per\ncent, and the remaining 5.5 hours are treated as weekly overtime with hourly\nwages raised by 100 per cent.\u003C\u002Fp>\n\n\u003Cp>Furthermore, the hourly wages raised by 100 per cent are paid as Sunday work\ncompensation for all hours (7.5 h) worked on Sunday.\u003C\u002Fp>\n\n\u003Cp>Since the clerical employee worked on each day of the week, he did not get\nhis weekly rest period for that week. If the weekly rest period is not provided\nby reducing the clerical employee's regular working hours, at the latest,\nduring the next calendar month, the employer and employee can agree that the\nweekly rest compensation be paid monetarily. In such a case, the compensation\nis paid for the hours that were in breach of the weekly rest period terms.\nThus, in our example all of the hours worked on Sunday entitle the employee to\nwages raised by 100 per cent as weekly rest compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Example 2: Public holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Monthly salaried clerical employee\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A public holiday reduces the working hours for the week concerned. The\nclerical employee is entitled to reduced working hours if his or her employment\nrelationship has lasted at least two months before said public holiday.\u003C\u002Fp>\n\n\u003Cp>The regular working hours of monthly salaried clerical employees are reduced\nin that week by the number of working hours corresponding to said public\nholiday. Thus, as a general rule, a monthly salaried clerical employee whose\nregular working hours number 37.5 works only 30 hours during any week\ncontaining a public holiday but is paid for 37.5 hours; in other words, his\nmonthly salary is not reduced.\u003C\u002Fp>\n\n\u003Cp>If the clerical employee needs to work on the public holiday, the employer\nseeks to grant him reduced working hours (i.e., a day off) on some other day of\nthat week or at another time agreed with the employee.\u003C\u002Fp>\n\n\u003Cp>If this is not possible, the employee is paid, in addition to the monthly\nsalary, compensation for the unobtained reduction in working hours - in other\nwords, the extra wages for 7.5 hours. Furthermore, it should be noted that the\nbasic wage based on the actual hours worked is paid for a public holiday plus\neither Sunday work compensation or, in the case of Christmas Eve or Midsummer\nEve, the hourly wages raised by 50 per cent.\u003C\u002Fp>\n\n\u003Cp>Hours calculated in relation to the reduction of working hours are not taken\ninto account in calculation of weekly hours for the determination of additional\nwork or overtime compensation. This means that the working hours of a clerical\nemployee who has not worked on the public holiday come to 30 hours for said\nweek. Thus the hours corresponding to the reduction in working hours are not\nincluded in the working hours when one is determining additional work or\novertime compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Hourly waged clerical employee\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A public holiday reduces an hourly waged clerical employee's working hours\nfor the week concerned. The clerical employee is entitled to public holiday\ncompensation if his or her employment relationship has lasted at least two\nmonths before said public holiday. This requires the clerical employee to have\nworked either on the working day preceding the public holiday or on the working\nday following it.\u003C\u002Fp>\n\n\u003Cp>Single hourly wages are paid to hourly waged clerical employees as public\nholiday compensation for the reduction in working hours due to the public\nholiday. Thus, for example, an hourly waged clerical employee whose working\nhours number 20 hours per week (four hours a day) is paid for 20 hours for the\nweek containing a public holiday although he or she has actually worked for 16\nhours only.\u003C\u002Fp>\n\n\u003Cp>If regular weekly working hours have not been determined for an hourly waged\nclerical employee, the public holiday compensation is calculated on the basis\nof the employee's average regular working hours.\u003C\u002Fp>\n\n\u003Cp>If an hourly waged clerical employee, on the basis of his or her employment\ncontract, never works on the weekday on which the public holiday in question\nfalls, he or she is not entitled to public holiday compensation.\u003C\u002Fp>\n\n\u003Cp>If an hourly waged clerical employee needs to work on the public holiday,\nthe employer seeks to grant him reduced working hours (i.e., a day off) on some\nother day of the same week or at another time agreed with the employee.\u003C\u002Fp>\n\n\u003Cp>If this is not possible, the employee is paid public holiday compensation on\nthe basis of said day's normal working hours. If the working hours vary, the\npublic holiday compensation is paid on the basis of the average number of\nregular working hours, which is calculated by dividing the average weekly\nworking hours by five. Furthermore, it should be noted that the basic wage\nbased on the actual hours worked is paid for a public holiday plus either\nSunday work compensation or, in the case of Christmas Eve or Midsummer Eve, the\nhourly wages raised by 50 per cent.\u003C\u002Fp>\n\n\u003Cp>The hours calculated in relation to the public holiday compensation are not\ntaken into account in calculation of weekly hours for the determination of\nadditional work or overtime compensation. This means that the hours for which\nthe clerical employee has received public holiday compensation are not included\nin his or her working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>APPENDIX 3: Training agreement\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§1 Training workgroup\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Training workgroups exist between the signatory organisations for the\nimplementation of the trade union training referred to in this agreement. Both\nsignatory parties will nominate a maximum of two representatives for these\ntraining workgroups.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Approval of courses\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The training workgroup approves courses for one calendar year at a time.\nCourses can also be approved during the calendar year, if necessary.\u003C\u002Fp>\n\n\u003Cp>Before taking a decision to approve a course, the training workgroup must be\nprovided with a report on the course syllabus, time, place and target group, as\nwell as any other information requested by the training workgroup. The training\nworkgroup may monitor teaching on courses.\u003C\u002Fp>\n\n\u003Cp>No later than two months before the beginning of the first course, if\npossible, the unions shall provide information on the courses approved by the\ntraining workgroup for the following year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§2 Professional advanced training, supplementary training and\nretraining\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When an employer provides a clerical employee with professional training or\nsends a clerical employee to training events associated with his or her\nprofession, compensation shall be provided for the costs of the training and\nthe loss of earnings for regular working hours. If training takes place outside\nworking hours, time spent in training will not be considered working hours but\nthe employee will compensate the clerical employee for any direct costs arising\nfrom training.\u003C\u002Fp>\n\n\u003Cp>If the employer has paid for meals (two meals for a full day, one meal for a\npartial day) and accommodation for the person participating in the training,\nthe employer is not obliged to pay any daily allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§3 Joint training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As a general rule, joint training required by co-operation agreements is\nprovided workplace specifically. Cooperation training is also provided jointly\nby the central labour market organisations or their membership organisations,\nas well as various co-operative bodies such as the Centre for Occupational\nSafety. Participation in training is agreed upon through the workplace-specific\nco-operation body or, if no such body exists, between the employer and the shop\nsteward. Participation in training is compensated for in accordance with the\ntraining provisions referred to in Section 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§4 Trade union training\u003C\u002Fh3>\n\n\u003Ch4>1.Preservation of employment and notification times\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Right of participation\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Without interrupting his or her term of employment, a clerical employee may\nparticipate in a course approved by the training workgroup and lasting no more\nthan one month, if the need for training has been jointly identified by the\nemployer and clerical employee, and participation in the course can occur\nwithout causing substantial problems for the enterprise.\u003C\u002Fp>\n\n\u003Cp>In addition to the course approved by the training workgroup, a clerical\nemployee may annually attend training regarding local agreement for one day.\nThe employer may only deny participation to the training if it will cause\nsubstantial harm to the enterprise.\u003C\u002Fp>\n\n\u003Cp>Should such training leave be refused, the shop steward will be notified no\nlater than 10 days before the beginning of the course of why granting leave\nwould cause substantial problems to the company. The employer cannot, by\nappealing on the grounds of uselessness of the training, refuse a clerical\nemployee falling within the scope of the employer subsidy system the right to\nparticipate, once a year, in a course of the right level and related to his or\nher co operation duties.\u003C\u002Fp>\n\n\u003Cp>The training workgroup may determine a certain course to be necessary for\ncertain trusted representatives of the member companies. The signatory\norganisations specifically stress the usefulness of courses promoting local\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Duty to give notification\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When a clerical employee intends to participate in a course, he or she must\nnotify the employer of this as early as possible. Notification of participation\nin a course lasting for a maximum of one week must be given at least three\nweeks before the course starts, and for a course lasting for longer than one\nweek, at least six weeks before the course starts.\u003C\u002Fp>\n\n\u003Cp>Training concerning occupational safety and health should be directed\nparticularly at occupational safety officers. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2. Compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The shop steward, occupational safety officer and members of the\noccupational safety committee may participate in courses approved by the\ntraining workgroup, referred to above, without salary reductions. For shop\nstewards, loss of earnings are compensated for no more than one month, and for\nother course participants, for no more than two weeks. A further prerequisite\nfor compensation for loss of earnings is that the course in question be related\nto the participant's cooperation tasks in the enterprise and that the training\nbe considered necessary in accordance with this agreement.\u003C\u002Fp>\n\n\u003Cp>In addition to shop stewards, compensation for loss of earnings will also be\npaid to chairpersons of registered affiliated associations of the union or\nlocal branches, if they work in an enterprise with at least 100 clerical\nemployees and the registered affiliated association or local branch has at\nleast 20 members.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the deputy shop stewards, deputy occupational safety\nofficers and members of the various cooperation bodies of larger enterprises\nmay need to participate in courses related to their cooperation duties. The\nparties recommend that these persons be allowed to participate in such courses,\ninsofar as possible, without causing any substantial problems to the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>If the training regarding local agreement is realised in such a way that in\naddition to the shop steward, a representative of the employer attends to the\ntraining, the resulting costs for the shop steward shall be compensated in\naccordance with Section 2 of this Training Agreement. Furthermore, the employer\nshall organise the transportation to the training or alternatively compensate\nfor the costs caused by the transportation as per the cheapest vehicle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§5 Social benefits\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Participation in a trade union training event referred to in Section 4 will\nnot lead to any decrease in annual holiday, pensions, seniority increments or\ncomparable benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§6 Validity of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement is valid as part of the collective agreement concluded\nbetween the organisations.\u003C\u002Fp>\n\n\u003Cp>Helsinki, 21 March 2018 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 4: Shop steward agreement\u003C\u002Fh2>\n\n\u003Ch3>Introduction\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The shop steward system is a sub-area of the collective agreement system,\nthe purpose of which is to promote the appropriate realisation and practical\nimplementation of agreements concluded between the parties. Its aim is to\nresolve, in a rapid and feasible manner, any disputes between the employer and\nthe employees concerning the application and interpretation of agreements.\nOther key elements include the consideration of employment-related issues\narising between the employer and the employees, as well as the maintenance and\npromotion of industrial peace as required by the collective agreement\nsystem.\u003C\u002Fp>\n\n\u003Cp>An appropriately organised and managed local negotiation procedure reduces\nfriction between the enterprise and its employees as well as among the\nemployees and can thus aid the company considerably in meeting its targets and\nincrease the employees' safety and job satisfaction. The local negotiation\nprocedure can also prove to be a useful, two-way information channel in\naddressing matters related to personnel and thus function as part of the\ncompany's information and management system.\u003C\u002Fp>\n\n\u003Cp>In order to achieve the above goals, the signatory organisations have\nconcluded the following shop steward agreement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§1 Scope of application and binding force of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This shop steward agreement applies to employers falling within the scope of\nap-plication of the collective agreement, as well as their employees who are\nmembers of the Federation of Special Service and Clerical Employees (ERTO).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§2 Shop steward\u003C\u002Fh3>\n\n\u003Ch4>Shop steward and chief shop steward\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.In this agreement, ‘shop steward' refers to the chief shop steward, shop\nsteward and deputy shop steward elected in accordance with paragraphs 2, 3 and\n4 here-in by organised employees bound by the collective agreement, unless\notherwise specified in the agreement.\u003C\u002Fp>\n\n\u003Cp>‘Chief shop steward' refers to a company-specific shop steward who falls\nwithin the scope of the collective agreement and has several\nfunctional-unit-specific shop stewards within the scope of his or her\nduties.\u003C\u002Fp>\n\n\u003Cp>2.The shop steward shall be elected by organised employees of the enterprise\nwho are members of ERTO, the signatory organisation of the collective\nagreement, or its affiliated association, and who fall within the scope of the\nsame collective agreement. While ERTO has the right to elect a shop steward,\nits affiliated associations do not have such a right.\u003C\u002Fp>\n\n\u003Cp>3.Several shop stewards as referred to in this agreement may be elected for\nthe independent regional or functional units of a large or regionally\ndiversified enterprise. This applies to cases in which the number of employees,\nthe nature of the workplace, the chief shop steward's possibilities for meeting\nwith employees and the company's co-operation system so require. The number and\nscope of duties of shop stewards are agreed upon at enterprise level.\u003C\u002Fp>\n\n\u003Cp>4.If several shop stewards have been elected for the various sites of an\nenterprise, it can be agreed at enterprise level that one of the shop stewards\nshall act as the employees' representative in local negotiations with the\nemployer, if the matter concerns all sites of the enterprise. In such a case,\nthe employer will be informed as to which of the shop stewards will handle such\ntasks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Deputy shop steward\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.Unless otherwise agreed between the unions, a deputy shop steward can be\nelected to serve as a substitute for the chief shop steward referred to in\nParagraph 1 above and the shop stewards referred to in Paragraphs 2 and 3\nabove, when he or she is prevented from attending. Such substitutes shall\nassume the rights and obligations of a shop steward for the period of\nsubstitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Department-specific shop steward\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.When appropriate from the standpoint of the local negotiation procedure\nand the shop steward system, organised employees of the enterprise who are\nmembers of ERTO, the signatory organisation of the collective agreement, or its\naffiliated as-sociation, can agree at industry level that shop stewards be\nelected for the various departments of the enterprises (department-specific\nshop steward). In such a case, the agreement must specify the shop steward's\nelection procedures, legal status, tasks, freedom of action and compensation\nfor loss of income and for travel expenses as well as the contractual terms\napplying to the negotiation procedure if different from those in this\nagreement.\u003C\u002Fp>\n\n\u003Cp>7.A shop steward must be in an employment relationship with the enterprise\nand work in a sector falling within the scope of this collective agreement. In\naddition, the shop steward must be a member of ERTO and familiar with the\nconditions of the workplace in question.\u003C\u002Fp>\n\n\u003Cp>8.When the operations of an enterprise or a functional unit thereof are\nfundamentally reduced or expanded or there is a business transfer, merger,\ndivestment or comparable substantial organisational change, the shop steward\norganisation shall be renewed to correspond to the changed size and structure\nof the enterprise or functional unit thereof in accordance with the principles\nof this agreement.\u003C\u002Fp>\n\n\u003Cp>9.Upon request, the shop steward is entitled to receive written notice from\nthe employer as to who acts as the employer's representative with respect to\nthe personnel group he or she represents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§3 Election of a shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The shop steward shall be elected by organised employees of the enterprise\nwho are members of ERTO or its affiliated association, and who fall within the\nscope of the same collective agreement. ERTO has the right to elect a shop\nsteward, but its affiliated associations have no such right.\u003C\u002Fp>\n\n\u003Cp>2.The election of a shop steward can be carried out in the workplace, and\nall organised employees must have the opportunity to participate in such an\nelection. However, the arrangements and execution of the election must not\ndisrupt work. The times and places of elections must be agreed upon with the\nemployer at least seven days before the holding of an election. Holding an\nelection is mainly the responsibility of the shop steward or, when he or she is\nprevented from performing the associated duties, the deputy shop steward if\nthere is one. Time used by such persons for holding an election shall be\nconsidered time spent on shop steward's duties.\u003C\u002Fp>\n\n\u003Cp>3.As authorised by ERTO, the shop steward shall notify the employer in\nwriting of the elected shop steward and any deputy, as well as of their\nresignation or dismissal from such tasks.\u003C\u002Fp>\n\n\u003Cp>4.Furthermore, the employer shall be notified of when the chief shop\nsteward's deputy acts in his or her place. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§4 Shop steward’s employment\u003C\u002Fh3>\n\n\u003Ch4>Prohibition of discrimination\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A shop steward may not be pressured, dismissed from work or otherwise\ndiscriminated against on account of his or her shop steward duties. Neither may\nthe shop steward be transferred, in the course of or as a consequence of his or\nher shop steward's duties, to a position with a lower salary or status or to a\nposition that clearly impedes his or her shop steward duties.\u003C\u002Fp>\n\n\u003Cp>2.If the work tasks of the person elected as the chief shop steward hinder\nhis or her shop steward's duties, the employer must arrange other tasks for him\nor her, taking account of the circumstances of the enterprise or its relevant\npart and the shop steward's professional skills. Such an arrangement must not\nreduce the shop steward's earnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Financial and production-related grounds for termination of employment\nrelationship\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.If the enterprise's labour force is reduced or members thereof are laid\noff for financial or production-related reasons, such measures must not be\ndirected at the chief shop steward unless the operations of the enterprise or\nthat part of the enterprise constituting the chief shop steward's area of\nactivity are completely interrupted. However, this stipulation may be deviated\nfrom if it is jointly determined that, or if the employer can otherwise provide\ndetails proving that, the employer is unable to provide the chief shop steward\nwith work that corresponds to his or her professional skills or is otherwise\nsuitable, or is unable to train him or her for some other work in the manner\nreferred to in Chapter 7, Section 4 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>4.The employer is entitled to lay off or terminate the employment of a shop\nsteward only if the work of the shop steward ceases completely and the employer\nis unable to arrange work that corresponds to said person's professional skills\nor is otherwise suitable, or is unable to train him or her for some other work\nin the manner referred to in Chapter 7, Section 4 of the Employment Contracts\nAct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protection of individuals\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.The shop steward enjoys specific protection against dismissal as specified\nin Chapter 7, Section 10 of the Employment Contracts Act. The consent of the\nmajority of clerical employees shall be assessed by ERTO. \u003C\u002Fp>\n\n\u003Cp>6.The employment contract of a shop steward may not be cancelled in a manner\ncontrary to the cancellation grounds set forth in Chapter 8 of the Employment\nContracts Act.\u003C\u002Fp>\n\n\u003Cp>7.The employment relationship regulations also apply to the candidates for\nchief shop steward and shop steward, of whose appointment the employer has been\nnotified in writing. Such a candidate's protection shall begin no earlier than\nthree months before the commencement of the chief shop steward's and shop\nsteward's term and end, with respect to those who were not elected, after the\nelection organiser has discovered the election results.\u003C\u002Fp>\n\n\u003Cp>8.The provisions concerning the protection of employment shall also apply to\na clerical employee who has acted as chief shop steward, for six months after\nthe termination of his or her duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Compensation for unfounded termination of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.If a shop steward's contract of employment has been discontinued in a\nmanner in violation of this agreement, the employer is obliged to pay\ncompensation to the shop steward equalling at least 10 and at most 30 months'\nsalary. The compen-sation must be determined in accordance with the grounds\nprescribed in Chapter 12, Section 2, Subsection 2 of the Employment Contracts\nAct while also taking account of the clerical employee's position as the shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>10.An employee functioning as shop steward may not be pressured or dismissed\nfrom work on account of his or her duties. If the contract of employment of a\nshop steward or occupational safety officer as referred to in the relevant\nagreements is cancelled and he or she contests the cancellation, the employer\nshall pay him or her an amount corresponding to one month's salary if legal\naction is initiated within four weeks of the cancellation of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§5 Shop steward’s duties\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The main duty of a shop steward is to act as the representative of\norganised employees bound by the appropriate collective agreement in relation\nto matters pertaining to the implementation of this collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.The shop steward represents the above employees in relation to matters\nconcerning the application of labour legislation and generally in matters\nrelated to the relationship between the employer and the employee and to the\ndevelopment of the enterprise.\u003C\u002Fp>\n\n\u003Cp>3.The shop steward's duties also include efforts to maintain and develop\nnegotiation activities and cooperation between the enterprise and its staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§6 Shop steward’s right to information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.In the event of any lack of clarity or any disagreement concerning\nsalaries or other matters related to employment, the shop steward must be\nprovided with all available information pertaining to the resolution of the\nissue forming the subject of disagreement.\u003C\u002Fp>\n\n\u003Cp>2.The shop steward concerned has a right to the following information on the\nenterprise's clerical employees in writing, or in another way to be agreed\nupon:\u003C\u002Fp>\n\n\u003Cp>1.The employee's last and first name.\u003C\u002Fp>\n\n\u003Cp>2.The start date of employment for new employees and information on\nemployees who have been dismissed or laid off. In cases of temporary\nemployment, the agreed duration of the employment contract shall be\nindicated.\u003C\u002Fp>\n\n\u003Cp>3.The job grade, or comparable, to which the employee or the job he or she\nperforms belongs.\u003C\u002Fp>\n\n\u003Cp>4.The number of the enterprise's full- and part-time clerical employees,\ntwice a year. This also applies to staff separately invited to work or other\ntemporary staff who have worked during the relevant half-year period.\u003C\u002Fp>\n\n\u003Cp>3.The shop steward is entitled to receive the information referred to in\nparagraphs 1 and 3 once a year, after a collective agreement has been signed in\nthe sector and once the changes caused by such an agreement have been\nimplemented in the enterprise with regard to employees who have an employment\nrelationship with the enterprise at that particular time. With regard to new\nemployees, the shop steward is entitled to the information mentioned in\nparagraphs 1 to 3 on at least a quarterly basis.\u003C\u002Fp>\n\n\u003Cp>Upon his or her request, the shop steward shall be provided with a report on\nthe information collected in connection with recruitment.\u003C\u002Fp>\n\n\u003Cp>4.The shop steward is entitled to receive all necessary information related\nto local bargaining in good time before negotiations begin.\u003C\u002Fp>\n\n\u003Cp>5.If several shop stewards have been elected within the enterprise on the\nbasis of Section 2 above, the unions shall mutually agree on the principles\napplicable to the distribution of information between or among shop\nstewards.\u003C\u002Fp>\n\n\u003Cp>6.The shop steward has the same right as the elected representative referred\nto in the legislation to study reports on emergency work, Sunday work, overtime\nwork and the increased wages paid for these.\u003C\u002Fp>\n\n\u003Cp>7.The shop steward must maintain the confidentiality of the information\nreceived in the course of his or her duties on the basis of the above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§7 Shop steward’s exemption from work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A shop steward is entitled to sufficient release from work obligations in\norder to carry out the shop steward's duties. In evaluating this sufficiency,\naccount must be taken of the number of employees represented, the type and\nscope of the enterprise's cooperation system and any changes in the employees'\nstatus due to the enterprise's operations. HPL and ERTO emphasise that local\nagreements in particular, and preparing for concluding such agreements, usually\nrequire a clearly more extensive release from work obligations than under\nnormal circumstances.\u003C\u002Fp>\n\n\u003Cp>2.The employer and the shop steward shall mutually agree as to when the\nabove mentioned release from work obligations is granted. The prerequisites for\nsound operation of the enterprise must be taken into consideration, as must the\nneed to attend properly to the shop steward's duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§8 Compensation for loss of income \u003C\u002Fh3>\n\n\u003Ch4>Loss of income\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer shall compensate for any income lost by the shop steward\nduring working hours while he or she is either engaged in local negotiations\nwith the employer's representative, or working on other duties agreed upon with\nthe employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Shop steward’s compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The shop steward receives compensation for his or her duties on the basis\nof the number of employees represented, such that if the number of employees is\nno more than 100, the compensation is 47 EUR per month as of 1 May 2022. If the\nnumber of employees is more than 100 the compensation is 75 EUR per month as of\n1 May 2022.\u003C\u002Fp>\n\n\u003Cp>3.If a shop steward carries out duties agreed upon with the employer outside\nhis or her regular working hours, overtime compensation will be paid for time\nspent in this way, or some other type of additional compensation shall be\nagreed upon at union level or between the employer and the shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Travel expenses\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.If a shop steward needs to travel in order to carry out duties agreed upon\nwith the employer and is ordered by the employer to travel, he or she shall\nreceive compensation for travel expenses in accordance with section 36 of this\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§9 Working environment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A shop steward is entitled to storage space for the documents and office\nsupplies needed in his or her duties. A shop steward specific to an enterprise\nor a regional business unit is entitled to use appropriate office space that\ncan be turned over for the shop steward's use for the shop steward's duties\nfree of charge, if such a room is under the employer's control. The shop\nsteward is entitled to use the office facilities available in such office space\nin order to attend to the shop steward's duties as agreed with the employer\n(including data-processing equipment generally in use in the enterprise and the\nrelated software, an Internet connection and e-mail).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§10 Training for shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The unions recommend that a shop steward be provided with the opportunity\nto participate in training that is likely to enhance his or her competencies in\nshop steward's duties to whatever extent possible.\u003C\u002Fp>\n\n\u003Cp>2.Participation in such training has been agreed upon in a separate training\nagreement.\u003C\u002Fp>\n\n\u003Cp>3.After the chief shop steward's duties have ended, the employee and the\nemployer must mutually investigate whether professional training is required\nfor the maintenance of the employee's professional skills, in order for the\nperson to return to his or her previous or corresponding tasks. The employer\nprovides the training found necessary on the basis of such an investigation. In\ndetermining the content of such training, attention is paid to the extent of\nrelease from work obligations, the duration of the shop steward's term and the\nchanges in working methods that occurred in that time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§11 Negotiation procedure \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Employees must directly address matters related to the performance of work\nand the related technical issues to the management.\u003C\u002Fp>\n\n\u003Cp>2.Disputes concerning salaries and other terms and conditions of employment\nmust be resolved locally between the employer or its representative and a shop\nsteward or the employee.\u003C\u002Fp>\n\n\u003Cp>3.Local negotiations should be initiated and carried out without undue\ndelay.\u003C\u002Fp>\n\n\u003Cp>4.If a consensus is not achieved in local negotiations, a memorandum must be\ndrawn up on the points of disagreement and the views of both parties, including\ngrounds, insofar as possible and if either party so requests. Such a memorandum\nmust be prepared and signed in two copies, one for each party.\u003C\u002Fp>\n\n\u003Cp>5.If a dispute cannot be resolved in local negotiations within the\nenterprise, the negotiation procedure prescribed in the collective agreement\nmust be observed.\u003C\u002Fp>\n\n\u003Cp>6.If the employer does not directly engage in negotiations with the shop\nsteward, the organisations recommend that the shop steward be notified of the\nemployer's representative, his or her scope of activity and his or her level of\nauthority, if it is limited to issues belonging to certain categories in\nregional terms, or with respect to human resources.\u003C\u002Fp>\n\n\u003Cp>7.If the dispute applies to discontinuation of the employment of a shop\nsteward as referred to in this agreement, local negotiations and negotiations\nbetween the unions must be initiated and carried out immediately after the\ngrounds for discontinuation of employment have been contested.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§12 Validity of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement is valid as part of the collective agreement concluded\nbetween the organisations.\u003C\u002Fp>\n\n\u003Cp>Helsinki, 11 March 2022\u003C\u002Fp>\n\n\u003Cp>Private Employment Agencies Association (HPL)\u003C\u002Fp>\n\n\u003Cp>Union of Private Sector Professionals ERTO (ERTO)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 5: Signatory protocol regarding the revision of the collective\nagreement for the personnel services sector\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SIGNATORY PROTOCOL\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Collective agreement for the personnel services sector\n2022-2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Date\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">11 March, 2022, 14:30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Place\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Teams-meeting\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Present\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>Merru Tuliara, HPL\n\n        \u003Cp>Maritta Antola, HPL\u003C\u002Fp>\n\n        \u003Cp>Petri Ellimäki, HPL\u003C\u002Fp>\n\n        \u003Cp>Kia Kivimurto, HPL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Sanna Villman, ERTO\n\n        \u003Cp>Juha-Matti Moilanen, ERTO\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§1 Signing the collective agreement of the private employment agencies’\nassociation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The central organisations that are the parties to this agreement reached\nagreement on 11 March 2022 on the revision of the collective agreement for the\npersonnel services sector. It was stated that a collective agreement\ncorresponding to the result of the negotiations concluded on 11 March 2022 was\nsigned today.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§2 Agreement period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The agreement period starts on 1 March 2022 and terminates on 29 February\n2024. The agreement will continue one year at a time after 29 February 2024,\nunless the collective agreement is terminated no later than one month before\nits termination.\u003C\u002Fp>\n\n\u003Cp>If no agreement is reached on the wage review to be carried out on 1 March\n2023 by 20 January 2023, the Parties may terminate this Agreement with effect\non 28 February 2023. The notification of termination shall be submitted in\nwriting by 31 January 2023 to the other Party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§3 Salary reviews and minimum salaries 1 May 2022\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.1.Salary increases for staff working in the offices of private employment\nagencies who are covered by the collective agreement:\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•General increase:\u003C\u002Fstrong> Personal monthly and hourly-based\nsalaries will be increased by 1.5 % on 1 May 2022 or on the beginning of the\nsalary month immediately following the salary month beginning on 1 May 2022.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•Local element:\u003C\u002Fstrong> Staff working in the offices of private\nemployment agencies who are covered by the collective agreement will also\nreceive, in addition to the general increase, a local element amounting to 0.4\n%, the distribution of which is negotiated locally.\u003C\u002Fp>\n\n\u003Cp>If an agreement on the distribution of the local element cannot be reached,\nthe employer will decide on the distribution of the element. (on 1 May 2022 or\nfrom the beginning of the nearest salary month following it calculated on the\nbasis of the March 2022 wage item. Instructions regarding the awarding of the\nlocal element are given in an appendix (appendix 1) to this signatory\nprotocol.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.2.Salary increases for agency employees:\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•General increase:\u003C\u002Fstrong> The personal monthly and hourly-based\nsalaries of agency em-ployees will be increased on 1 May 2022 or from the\nbeginning of the salary month following it by 1.9 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.3.Minimum salaries from 1 May 2022:\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The collective agreement minimum salaries will be increased from 1 May 2022\nas follows\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•Monthly salaries:\u003C\u002Fstrong> Minimum salaries will be increased by\n1.9 %.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•Hourly rates:\u003C\u002Fstrong> Hourly pay scales are arrived at by\ndividing the new monthly salaries increased by the general increase by 158.\u003C\u002Fp>\n\n\u003Cp>Minimum salaries from 1 May 2022 are appended to this protocol (appendix\n2).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§4 Amendments to the text\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.1.Sick Pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subsection 6 of Section 29 of the Collective Agreement shall be\nchanged as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“6. If the clerical employee contracts the same illness within fifteen\ncalendar days from returning to work, sick pay shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>•The periods of absence are added together, and wages are paid for them as\nif a single illness period were involved.\u003C\u002Fp>\n\n\u003Cp>•However, wages are paid for the waiting period on the basis of the\nSickness Insurance Act - in other words, for the first day of illness if it is\na working day.\u003C\u002Fp>\n\n\u003Cp>•On the recurrence of the same illness after more than fifteen days have\npassed from the employee's return to work, sick pay will be paid as if a new\nillness were involved.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.2.Improving the position of the staff representative\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a new Subsection 4 of Section 6 of the Shop Steward Agreement shall\nbe added\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>“The shop steward is entitled to receive all necessary information related\nto local bargaining in good time before negotiations begin.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.3.Compensation paid to shop stewards\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation paid to shop stewards will be increased on 1 May 2022 or from\nthe beginning of the salary month following it by 1.9%. The new euro amounts\nwill be written out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.4.Insuring of remote work\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>the heading of Section 38 of the Collective Agreement shall be\nchanged to “Group Life Insurance and Accident Insurance” and\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a new Subsection 2 of Section 38 of the Collective Agreement shall\nbe added:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>“The signatory organisations recommend that employers and staff discuss\nthe need to improve the accident insurance coverage for remote work, which is\nlower than for in-office work, by insuring staff under a leisure time insurance\nin accordance with Section 199 of the Workers' Compensation Act\n(459\u002F2015).”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.5.Family leave\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Family leave reform committee:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The committee will monitor the progress of the family leave reform and\nduring the agreement term prepare in a mutually agreed way any changes to the\ncollective agreement the reform may necessitate.\u003C\u002Fp>\n\n\u003Cp>If the signatory organisations don't reach an agreement on the changes to\nthe collective agreement the reform necessitates from 1 August 2022, the paid\nperiods will continue until the end of the collective agreement term regardless\nof the term changes in legislation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5 § Technical changes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Section 35 of the Collective Agreement: Annual Holiday\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Annual Holiday benefits are determined by the Annual Holidays Act and\nthis agreement. From the beginning of the holiday season beginning 2 May 2021,\nholiday pay will be paid out on regular pay days of the company, unless locally\nagreed otherwise”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Shall be changed to state:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>“Annual Holiday benefits are determined by the Annual Holidays Act and\nthis agreement. Holiday pay will be paid out on regular pay days of the\ncompany, unless locally agreed otherwise.”\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Technical changes due to the new Act on Cooperation:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Section 45 of the Collective Agreement shall be changed as follows:\u003C\u002Fh4>\n\n\u003Cp>”1. This Section 45 of the Collective Agreement may be applied to\nnegotiations concerning the employees of the member companies of the employer\nassociation that is a party to this agreement.\u003C\u002Fp>\n\n\u003Cp>2. If the employer has a need to terminate or temporarily lay off employees\nor shift them to part-time work for reasons related to company's economy,\nproduction or restructuring of its activities, the employer falling within the\nscope of the Act on Cooperation within Undertakings shall comply with the\nprovisions of the Act taking, however, account of the exceptions agreed upon in\nthis section.\u003C\u002Fp>\n\n\u003Cp>The Act on Cooperation within Undertakings is not part of collective\nagreement. The provisions of this section derogate from the corresponding\nsections of the Act.\u003C\u002Fp>\n\n\u003Cp>If an employer falling within the scope of the application of the Act on\nCooperation within Undertakings considers that, for reasons related to the\ncompany's economy, production or restructuring of its activities, the employee\nmust be laid off, temporarily laid off or shifted to part-time work, the\ncooperation obligations shall be deemed to have been fulfilled by way of\nderogation from the provisions concerning the negotiation proposal as\nstipulated in Section 19 of the Act on Cooperation within Understanding and the\nprovisions laid down in Article 23 of the Act on Consultation on the fulfilment\nof the consultation obligation, when the negotiations have taken place as\nrequired by the Cooperation Act after the submission of a written proposal for\nnegotiations and the negotiations have continued for the time set for them on\nthe basis of the information provided in advance in accordance with Section 23\nof the Cooperation Act, unless another negotiation period has been provided for\nin legislation.”\u003C\u002Fp>\n\n\u003Cp>Helsinki, 23 March 2022\u003C\u002Fp>\n\n\u003Cp>Private Employment Agencies Association (HPL)\u003C\u002Fp>\n\n\u003Cp>Union of Private Sector Professionals ERTO (ERTO)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 1:\u003C\u002Fh2>\n\n\u003Ch2>Distribution of local element for private employment agencies’ own\nemployees in 2022\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The objective of the company specific element (local element) is to support\nthe incentive effect of salary composition, fair salary structures and the\ndevelopment of productivity at the individual level in companies, through\ndifferent levels of salary increase.\u003C\u002Fp>\n\n\u003Cp>Staff working in the offices of private employment agencies who are covered\nby the collective agreement will receive a 0.4 % local element in addition to a\ngeneral increase of 1.5 % from the 1 May 2022 or on the beginning of the salary\nmonth immediately following the salary month beginning on 1 May 2022.\u003C\u002Fp>\n\n\u003Cp>Agency workers will receive the whole of their salary increase (1.9 %) as a\ngeneral increase so they will not receive a local element.\u003C\u002Fp>\n\n\u003Cp>The local element is part of the collective agreement salary increase and\napplies to all companies.\u003C\u002Fp>\n\n\u003Cp>This is not a temporary salary increase, but is a permanent element of\nsalary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Principles of negotiations and payment of local element\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Negotiations take place between the employer's representative and the shop\nsteward\u002F authorised employee representative. If no shop steward\u002Fauthorised\nemployee representative has been elected at a workplace, the employees can\nselect a representative from among themselves to undertake the negotiations\nregarding the local element. If the employees do not select a representative,\nthe employer can negotiate with all clerical staff jointly concerning the\nprinciples of awarding a local element.\u003C\u002Fp>\n\n\u003Cp>The negotiating group negotiate between themselves concerning the principles\nthat apply to the award of the local element. The negotiations will also state\nthe amount of the local element in Euros if the number of clerical employees in\nan office is at least five. The objective in the negotiations is to reach an\nunderstanding regarding the principles of awarding the local element, which\ncould be individual performance or factors relating to the demands of a job\nsuch as, for example, competence, multi-skilling, service mindedness,\nresponsibility, cooperation and interactive skills, work output, professional\ncompetence, commitment and attention to detail.\u003C\u002Fp>\n\n\u003Cp>The negotiating group must meet at least once and minutes of the meeting\nmust be produced to keep staff informed. The minutes should record the views of\nthe parties with their reasons. The people taking part in the negotiations\nconfirm the accuracy of the minutes by signing them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>How the amount in Euros to be awarded is calculated\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The amount in Euros to be awarded is calculated from the total salary paid\nto a company's own clerical staff covered by the collective agreement in March\n2022. Part-time staff are also taken into consideration in the total salary.\nThe intention is that the total salary includes the salaries of all the\nclerical staff covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The total salary includes each employee's monthly, taxable, gross salary\nincluding benefits in kind. The salary used is the salary for regular working\nhours without any extra payments.\u003C\u002Fp>\n\n\u003Cp>Any salaries paid for periods of sickness or maternity leave are also taken\ninto consideration. If the person on sick leave or maternity leave is a\ntemporary replacement, that person's salary is taken into consideration when\ncalculating the total salary if no salary is being paid to the permanent\nclerical employee at the same time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Decisions on who receives the local element and the date of payment of\nincreases\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If no negotiations have been held or if agreement has not been reached in\nthe negotiations by 15\u002F04\u002F2022, the employer will decide the principles for\nawarding the local element 0.40 % and who it will be paid to.\u003C\u002Fp>\n\n\u003Cp>The increases will be paid from 01\u002F05\u002F2022.\u003C\u002Fp>\n\n\u003Cp>The employer will inform staff about the principles used to award the local\nelement, how much in Euros the local element is and how many clerical staff\nwill receive an increase. If there are fewer than five clerical employees\ncovered by the collective agreement in the company's offices, the employer will\nonly inform staff about the principles used to award the local element. When\ninforming staff, the provisions of the law protecting privacy in the workplace\nmust be taken into consideration and it is not permitted to indicate the\nindividual people who were awarded an increase.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Collective agreement for the personnel services sector 1.3.2022 -\n29.2.2024\u003C\u002Fp>\n\n\u003Cp>Publisher: HPL Design: Avidly, Kotka 2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SECTOR1":42,"contracttrial":46,"hourspday":49,"hourspweek":53,"schedulesrestpw":55,"dayspweek_select":58,"dayspweek":61,"OVERTIME_trigger":65,"NOCTPREM_trigger":68,"SUNDAY_trigger":72,"bankholidays1":75,"CONSIGN_trigger":78,"sicknessmaxdays":81,"childcare":84,"deathrelatives":88,"marriage":91,"paidmaternityleave":95,"paidmaternityleaveduration":98,"paidpaternityleaveduration":102,"ANNLEAVE_trigger":106,"disabilitypay":109,"PAYSCALES_trigger":113,"TRAINING_trigger":117},{"bindId":43,"name":44,"text":45},"SECTOR1","1.This collective agreement determines t","1.This collective agreement determines the terms of employment for agency\nemployees who work in office, financial administration or ICT duties.\nFurthermore, this collective agreement determines the terms of employment of\nclerical employees working in a private employment agency's own office.",{"bindId":47,"name":48,"text":48},"contracttrial","§6 Trial period",{"bindId":50,"name":51,"text":52},"hourspday","1. Regular working hours shall not excee","1. Regular working hours shall not exceed 7 hours 30 minutes (7,5 hours) a\nday or 37,5 hours a week.",{"bindId":54,"name":51,"text":52},"hourspweek",{"bindId":56,"name":57,"text":57},"schedulesrestpw","§17 Weekly rest period",{"bindId":59,"name":60,"text":60},"dayspweek_select","§16 Working week and rest periods",{"bindId":62,"name":63,"text":64},"dayspweek","1.As a general rule, the working week is","1.As a general rule, the working week is arranged to comprise five working\ndays un-less otherwise required by local conditions or the company's\noperations. The working week begins on Monday.",{"bindId":66,"name":67,"text":67},"OVERTIME_trigger","§19 Overtime",{"bindId":69,"name":70,"text":71},"NOCTPREM_trigger","2.Night work refers to work carried out ","2.Night work refers to work carried out between 11:00pm and 6:00am. A night\nwork supplement of 30 per cent is paid for such work.",{"bindId":73,"name":74,"text":74},"SUNDAY_trigger","§21 Sunday work",{"bindId":76,"name":77,"text":77},"bankholidays1","§22 Free days",{"bindId":79,"name":80,"text":80},"CONSIGN_trigger","§26 Standby time",{"bindId":82,"name":83,"text":83},"sicknessmaxdays","56 calendar days",{"bindId":85,"name":86,"text":87},"childcare","§32 Temporary absence due to the illness","§32 Temporary absence due to the illness of a child under 10 years of\nage",{"bindId":89,"name":90,"text":90},"deathrelatives","§33 Other temporary absences",{"bindId":92,"name":93,"text":94},"marriage","3.The clerical employee shall be granted","3.The clerical employee shall be granted a paid day off in the following\ncases:",{"bindId":96,"name":97,"text":97},"paidmaternityleave","§34 Family leave",{"bindId":99,"name":100,"text":101},"paidmaternityleaveduration","•full pay for three months from the begi","•full pay for three months from the beginning of the maternity leave\nand",{"bindId":103,"name":104,"text":105},"paidpaternityleaveduration","•full pay for, at maximum, five working ","•full pay for, at maximum, five working days for an employee taking\npaternity leave.",{"bindId":107,"name":108,"text":108},"ANNLEAVE_trigger","§36 Holiday bonus ",{"bindId":110,"name":111,"text":112},"disabilitypay","§38 Group life insurance and accident in","§38 Group life insurance and accident insurance",{"bindId":114,"name":115,"text":116},"PAYSCALES_trigger","APPENDIX 1: Minimum wages as of 1 May 20","APPENDIX 1: Minimum wages as of 1 May 2021 and 1 May 2022 ",{"bindId":118,"name":119,"text":119},"TRAINING_trigger","APPENDIX 3: Training agreement","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN HPL Private Employment Agencies Association - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2022-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2024-02-29\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nimeä toimiala: → Muu liiketoiminta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nimeä toimiala: → Työnvälitystoiminta  \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: → HPL Henkilöstöalan \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                        ERTO Erityistoimihenkilöt ET 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: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Työnantaja on osallisena työntekijöiden koulutusrahastoon: → Kyllä\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n            \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: → Kyllä\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVEYS, TURVALLISUUS JA TYÖTERVEYDENHUOLTO\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Työterveydenhuollosta sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Hautausapu: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">TYÖ JA PERHE JÄRJESTELYT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Palkallinen äitiysloma: → 13 viikkoa\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Palkallinen äitiysloma rajoittuu 100 % perustulosta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Arvio työpaikan turvallisuudesta ja raskaana olevan tai imettävän naisen terveydestä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Muiden työntekijöiden saatavuus vaarallisiin tai epäterveellisiin töihin raskaana olevan tai imettävän työntekijän sijaan: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Raskauden aikaisten tutkimusten takia otettavat vapaat: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Kielto raskauden seulontaan ennen työntekijöiden vakiinnuttamista: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Kielto raskauden seulontaan ennen ylennystä: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Laitokset imettäville äideille: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Työnantajan tarjoamat päiväkodit: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Työnantajan tukemat päiväkodit: → Ei\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Lukukausimaksu\u002Fvaltionapu lapsen koulutukseen: → Ei\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Vuoden aikana pidettävät vapaat läheistä hoidettaessa: → 3 päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Palkallinen vanhemmainvapaa: → 5 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: → The CBA explicitly refers to the law päivää\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Osa-aikaiset työntekijät suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Aputyöntekijöiden ehdot: → 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: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Tyäaika viikossa: → 37.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Työpäivät viikossa: → 5.0\n            \u003C\u002Fdiv>\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, Juhannusaatto, Joulupäivä, 2. joulupäivä or tapaninpäivä, Uudenvuodenpäivä, Pitkäperjantai, Helatorstai, Epiphany\u002FTimket (19th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Kyllä\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksmimäärä sunnuntaita \u002F pyhäpäiviä, joina voidaan tehdä töitä vuodessa: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Ei\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Palkat määräytyvät palkka-asteikon mukaisesti: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elintasoindeksiin mukautuminen: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Palkkalisät ilta- tai yötöistä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Palkkalisät ilta- tai yötöistä: → 130 % perustulosta\n                \u003C\u002Fdiv>\n                \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: → 100 % 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                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Palkkalisä ylitöistä\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Palkkalisä ylitöistä: → 200 % perustulosta\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Sunnuntailisä\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lounassetelit\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Tarjottu lounastuki: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Ilmainen oikeusapu: → Ei\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[125],{"title":35,"slug":31},[127],{"type":128,"data":129},"call_to_action_body_block",{"title":130,"description":131,"variant":132,"link":133},"Vertailu työehtosopimuksia","Vertaile suomalaisten työehtosopimusten pykäliä sektoreittain, aiheittain ja maittain","dark",{"title":130,"url":134,"description":130,"rel":135,"type":136},"\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fvertailu-tyoehtosopimuksia","follow","internal",[138],{"type":128,"data":139},{"title":130,"description":131,"variant":132,"link":140},{"title":130,"url":134,"description":130,"rel":135,"type":136},[],{"title":15,"seo_title":143,"description":7,"path":144,"redirect_url":7,"locale":16,"children":145},"WageIndicator Suomi: palkat, minimipalkka, oikeudet","\u002Ffi-fi",[146,227,256],{"title":18,"seo_title":147,"description":7,"path":148,"redirect_url":7,"locale":16,"children":149},"Työ Suomessa: palkat, minimipalkka ja työehdot","\u002Ffi-fi\u002Ftyoskentele-suomessa",[150,154,158,174,223],{"title":151,"seo_title":8,"description":7,"path":152,"redirect_url":7,"locale":16,"children":153},"Minimipalkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fminimipalkka",[],{"title":155,"seo_title":8,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"Toimeentulon turvaavat palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftoimeentulon-turvaavat-palkat",[],{"title":159,"seo_title":8,"description":7,"path":160,"redirect_url":7,"locale":16,"children":161},"Palkka","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka",[162,166,170],{"title":163,"seo_title":8,"description":7,"path":164,"redirect_url":7,"locale":16,"children":165},"Palkkatarkistus","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Ftarkista",[],{"title":167,"seo_title":8,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Palkkakysely","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fkysely",[],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"VIP-palkat","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Fpalkka\u002Fvip",[],{"title":175,"seo_title":176,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Työoikeus","Työlainsäädäntö Suomessa: sopimukset ja 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Kohtelu","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Foikeudenmukainen-kohtelu",[],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Ammattijärjestöt","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyooikeus\u002Fammattijarjestot",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":224},[225],{"title":130,"seo_title":8,"description":7,"path":134,"redirect_url":7,"locale":16,"children":226},[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Mitä teemme","\u002Ffi-fi\u002Fmita-teemme",[231,235,241,246,251],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Data ja 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meille","\u002Ffi-fi\u002Fmeista\u002Fkeita-me-olemme\u002Ftule-toihin-meille","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":272,"locale":239,"children":273},"Harjoittelupaikat","\u002Ffi-fi\u002Fmeista\u002Fkeita-me-olemme\u002Fharjoittelupaikat","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":16,"children":277},"Historiaamme","\u002Ffi-fi\u002Fmeista\u002Fkeita-me-olemme\u002Fhistoriaamme",[],{"title":279,"seo_title":8,"description":7,"path":280,"redirect_url":7,"locale":16,"children":281},"Tietojen 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