[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Fthe-collective-agreement-for-salaried-employees-in-the-ict-sector-2023-2025-final":3,"menu:\u002Ffi-fi:":231,"sites:htmlblocks":396,"cite-subsites":1595,"footer:root":5160,"subsites":5258,"cite-footer:root":5735,"suggested:root":5774},{"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":211,"content_type_view":212,"extra_breadcrumbs":213,"body":215,"body_blocks":226,"related_pages":230},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":209,"translations":210},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"the-collective-agreement-for-salaried-employees-in-the-ict-sector-2023-2025-final","09e20238-65b1-11ee-8f01-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Fthe-collective-agreement-for-salaried-employees-in-the-ict-sector-2023-2025-final\u002Fthe-collective-agreement-for-salaried-employees-in-the-ict-sector-2023-2025-final\u002F","The collective agreement for salaried employees in the ICT sector 2023-2025 Final","The collective agreement for salaried employees in the ICT sector 2023-2025 Final - 2023","Finland - The collective agreement for salaried employees in the ICT sector 2023-2025 Final - 2023","The collective agreement for salaried employees in the ICT sector 2023-2025 Final - 2023 - Tietojenkäsittely ja siihen liittyvät toiminnot",{"name":39,"data":40},"The collective agreement for salaried employees in the ICT sector 2023-2025 Final.html","\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>Nnneewwew9\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>The collective agreement for salaried employees in the ICT sector\u003C\u002Fh1>\n\n\u003Ch1>3.3.2023 - 31.3.2025\u003C\u002Fh1>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>SERVICE SECTOR EMPLOYERS PALTA \u003C\u002Fh2>\n\n\u003Ch2>TRADE UNION PRO\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PROTOCOL OF SIGNATURE\u003C\u002Fh2>\n\n\u003Ch2>REFORM OF THE COLLECTIVE LABOUR AGREEMENT FOR SALARIED EMPLOYEES IN THE ICT\nSECTOR\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Date\u003C\u002Fstrong> 3 March 2023\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Location\u003C\u002Fstrong> Helsinki and remotely\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Present\u003C\u002Fstrong> Service Sector Employers PALTA\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>Trade Union Pro\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Terhi Salonpaa \u003Cspan style=\"color:#ffffff\">****************************************************\u003C\u002Fspan>Jorma\nMalinen\u003C\u002Fp>\n\n\u003Cp>Ulla-Maija Poutiainen\u003Cspan style=\"color:#ffffff\">**********************************************\u003C\u002Fspan>Antti\nHakala\u003C\u002Fp>\n\n\u003Cp>Emilia Uotila\u003Cspan style=\"color:#ffffff\">******************************************************\u003C\u002Fspan>Mika\nMäkelä\u003C\u002Fp>\n\n\u003Cp>Pauliina Tervahartiala\u003Cspan style=\"color:#ffffff\">**********************************************\u003C\u002Fspan>Mikko\nHonkanen\u003C\u002Fp>\n\n\u003Cp>Vesa Muller\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>Arto\nHeikkilä\u003C\u002Fp>\n\n\u003Cp>Elisa Lindroth \u003Cspan style=\"color:#ffffff\">****************************************************\u003C\u002Fspan>Juha\nKivistö\u003C\u002Fp>\n\n\u003Cp>Annina Lund \u003Cspan style=\"color:#ffffff\">*****************************************************\u003C\u002Fspan>Eva-Marie\nPenttilä\u003C\u002Fp>\n\n\u003Cp>Anni Karhunen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1 Outcome of the negotiations\u003C\u002Fh3>\n\n\u003Cp>On 1 March 2023, a negotiation result was reached between the Service Sector\nEmployers PALTA ry and the Trade Union PRO ry to renew the collective agreement\nfor ICT sector salaried employees, which was approved by 3 March 2023 by the\nunions' management bodies as a collective agreement binding on them.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Ch3>2 Term of agreement\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>The agreement period shall begin on 3 March 2023 and end on 31 March 2025.\nAfter 31 March 2025, the agreement shall continue to be in force for one year\nat a time, unless it is terminated in writing at least two months before the\nend of the agreement term. The provisions of the previous collective labour\nagreement will apply during negotiations for a new agreement, until the moment\na new agreement is reached or when negotiations otherwise come to an end. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>3 Pay increases\u003C\u002Fh3>\n\n\u003Ch4>3.1 Salary deal in 2023 and 2024 Salary deal in 2023\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>General increase\u003C\u002Fh4>\n\n\u003Cp>The salaries shall be increased on 1 July 2023 or from the beginning of the\nnext salary payment period thereafter by 3.5 per cent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch4>One-off payment\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlydate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlyamount1\">\u003Cp>A one-off compensation of EUR 462 shall be paid to salaries employees in\nconnection with the payment of the salary in June 2023. The payment of the one-\noff compensation shall be subject to the condition that the employee's\ncontinuous employment relationship has begun no later than 1 March 2023 and is\nvalid on the date of payment of the one-off compensation.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The one- off compensation shall not be paid if the employee has resigned\nbefore the date of payment of the one- off compensation.\u003C\u002Fp>\n\n\u003Cp>The amount payable to a part-time employee shall be calculated pro rata\nbased on the agreed working time in relation to the full working time. If the\nworking time of a part-time employee varies, the amount of the one-off\ncompensation sum shall be calculated pro rata based on the actual working time\nbetween 1 February 2023 and 30 April 2023 in relation the full working time.\u003C\u002Fp>\n\n\u003Cp>The one-off compensation does not increase the salary paid to the employee\nand has no effect on the bonuses or the compensation of the shop steward or\noccupational safety representative. One-off compensations are not taken into\naccount when paying other pay components, such as annual holiday pay, overtime\npay or average hourly earnings.\u003C\u002Fp>\n\n\u003Ch4>3.1.2 Salary deal in 2024\u003C\u002Fh4>\n\n\u003Cp>The salaries shall be increased on 1 April 2021 or from the beginning of the\nnext salary payment period thereafter by 2.5 per cent. Of the increase, 2.0 per\ncent shall be distributed as general increase and 0.5 per cent as\ncompany-specific increase.\u003C\u002Fp>\n\n\u003Cp>The amount of the company-specific increase shall be calculated on the basis\nof the monthly salaries of salaried employees within the sphere of this\nagreement, paid in February 2024, including fringe benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Company-specific amount \u003C\u002Fh4>\n\n\u003Cp>The company-specific increase is aimed at making pay determination more\nequal, fair and incentivising, improving productivity, promoting the\nrealisation of the employer’s pay policy and rectifying any biases. The\nexpertise and work performance of salaried employees must be the guiding factor\nin the allocation of the pay increases.\u003C\u002Fp>\n\n\u003Cp>The implementation of the company-specific increase will be negotiated\nlocally with the shop steward by 31 March 2024. If the negotiations do not\nproduce a settlement on the distribution of the company-specific amount, the\nemployer will decide on the allocation of the amount in line with the\naforementioned purposes.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the shop steward of the total amount of the\ncompany- specific increase in euros, the number of employees who received the\nincrease and the average amount of the increase by 30 September 2024. In\naddition to information about the company on the whole, the above-mentioned\ninformation is to be provided using the classification method typically used by\nthe company. The information must also be provided for male and female\nemployees separately on the level of the company. The information must be\nprovided if the group includes at least five employees.\u003C\u002Fp>\n\n\u003Ch4>3.2 Local salary deal\u003C\u002Fh4>\n\n\u003Cp>The salary deal can be negotiated and agreed upon also locally without\nprejudice to point 3.1.\u003C\u002Fp>\n\n\u003Cp>Wage settlements shall be negotiated locally with the shop steward on the\nbasis of the company’s situation and circumstances. For 2023, the agreement\nshall be negotiated with the shop steward, or if no shop steward has been\nelected, with the employees using a process jointly decided on with the\nemployees. Unless the parties agree that more time is needed, the agreement\nshall be concluded in writing by 30 April 2023.\u003C\u002Fp>\n\n\u003Cp>For 2024, the agreement shall be negotiated with the shop steward, or if no\nshop steward has been elected, with the employees using a process jointly\ndecided on with the employees. Unless the parties agree that more time is\nneeded, the agreement shall be concluded in writing by 30 April 2023.\u003C\u002Fp>\n\n\u003Cp>In good time prior to the commencement of the local agreement process, the\nemployer must provide the shop steward, or the employees if no shop steward has\nbeen elected, with all the necessary information on the company’s financial\nsituation and outlook. As background information for the negotiations, the\nemployer should also provide information on the grounds for the wage settlement\nproposal.\u003C\u002Fp>\n\n\u003Cp>The goal of the negotiations is to find a solution that is in line with the\ncompany’s situation and needs. Other goals include the provision of support\nfor the company’s wage policy, creation of wage structure that offers\nincentives and the promotion of equal wages and productivity. \u003C\u002Fp>\n\n\u003Cp>The information provided during the negotiations is confidential, and it may\nonly be used for local agreement on a wage settlement.\u003C\u002Fp>\n\n\u003Cp>Matters agreed on in the local wage settlement include the implementation\nmethod, schedule and amount for the pay increases and the information to be\nprovided for the shop steward, or the employees if no shop steward has been\nelected. Locally, it can also be agreed that the wages will not be\nincreased.\u003C\u002Fp>\n\n\u003Cp>If an agreement on a local salary deal cannot be reached, the salary\nadjustments shall be implemented in accordance with point 3.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.3 Minimum salaries\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Minimum salaries as of 1 July 2023\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The minimum salaries shall be increased on 1 July 2023 or from the beginning\nof the next salary payment period thereafter by 3.5 per cent.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>\u003Cstrong>Minimum salaries as of 1 May 2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The minimum salaries shall be increased on 1 May 2024 or from the beginning\nof the next salary payment period thereafter by 2.0 per cent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.4 Supplements in euros\u003C\u002Fh4>\n\n\u003Cp>The supplements in euros shall be increased from 1 September 2020 or from\nthe beginning of the next salary payment period thereafter by 3.5 per cent.\u003C\u002Fp>\n\n\u003Cp>The supplements in euros shall be increased from 1 September 2020 or from\nthe beginning of the next salary payment period thereafter by 2.5 per cent.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Compensation for managing shop steward and occupational health and\nsafety representative tasks.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The compensation paid to the chief shop steward, other shop steward and\nhealth and safety representative shall be increased as of 1 September 2020 by\n7.0 per cent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Notes to the signature protocol:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>\u003Cstrong>Collective agreement applicable in temporary agency work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The collective agreement for the ICT sector shall be applied in temporary\nagency work. A reference to the agreement to be applied shall be included in\nthe contract on agency work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Meal allowance relating to trade union training\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The amount of the meal allowance referred to in section 3 of the General\nAgreement III (trade union training) is 28.25 euros in 2023. The amount of the\nmeal allowance for the next calendar year shall be established by the end of\nSeptember of the previous calendar year by revising the amount of the previous\nmeal allowance with the change of the life cost index from July preceding the\nrevision year to the July of the revision year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Reimbursement for travel expenses\u003C\u002Fh4>\n\n\u003Cp>In 2023, 2024 and 2025, the amount of travel expenses in euros shall be\nrevised in line with the decisions of the Finnish Tax Authority valid at the\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Scope of application of the collective agreement\u003C\u002Fh4>\n\n\u003Cp>The parties state that during the agreement period they defer from measures\naiming at interfering with the scope of application of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Company-specific cooperation in the application of the collective\nagreement\u003C\u002Fh4>\n\n\u003Cp>The parties emphasise the need to maintain and promote good application\npractices related to salary systems pursuant to the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise locally agreed or unless the company already has procedures\nin place, the following procedure shall be complied with:\u003C\u002Fp>\n\n\u003Cp>•The company shall monitor the development of its staff structure in\ninteraction referred to in the Act on Co-operation within Undertakings.\u003C\u002Fp>\n\n\u003Cp>•If the tasks of a salaried employee change, affecting the employee’s\npersonnel group, and the employee requests that the shop steward discuss the\nmatter with the employer’s representative, the employer’s representative\nmust conduct such a discussion with the shop steward. In the discussion,\nspecial attention must be paid to whether the tasks are truly within the scope\nof another collective agreement.\u003C\u002Fp>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Ch4>Development of the prerequisites for local agreement\u003C\u002Fh4>\n\n\u003Cp>The parties to the agreement shall continue the cooperation to enhance the\nfunctioning of local bargaining and capacity building for local bargaining\nduring the agreement period. The joint goal of the parties is to use local\nagreement to promote competitiveness, productivity, staff well-being and\nflexibility in operations in ICT sector companies at the time of rapid changes.\nThe goal is to use local agreement to identify the best company-specific\nsolutions.\u003C\u002Fp>\n\n\u003Cp>The parties to the agreement emphasise that the functionality of local\nbargaining is promoted, inter alia, the local negotiation partners’\u003C\u002Fp>\n\n\u003Cp>•open dialogue\u003C\u002Fp>\n\n\u003Cp>•mutual trust\u003C\u002Fp>\n\n\u003Cp>•good preparation and readiness to justify their own proposals\u003C\u002Fp>\n\n\u003Cp>•surveying alternative ways forward\u003C\u002Fp>\n\n\u003Cp>•constructive attitude to negotiations and good negotiation skills\u003C\u002Fp>\n\n\u003Cp>•understanding the company’s business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Local bargaining is a tool for developing the company’s operations. The\ncompany should define the objectives pursued through local bargaining and\nmonitor the feasibility of the bargaining.\u003C\u002Fp>\n\n\u003Cp>The parties to the agreement shall monitor the progress of the\ndevelopment\u002Fim- plementation of local bargaining practices as part of a task\nforce. The parties shall organise associated training and provide guidelines\nand share lessons learned from other collective agreement groups to the\ncompanies in the industry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Ch4>Working group on the future of ICT work\u003C\u002Fh4>\n\n\u003Cp>The parties shall establish a working group to continue the dialogue on the\nfutureoutlookofwork\u003C\u002Fp>\n\n\u003Cp>in the ICT sector during previous agreement periods. The parties shall also\nencourage companies to continue this dialogue on the level of workplaces with a\nviewto\u003C\u002Fp>\n\n\u003Cp>improving productivity, competitivity and staff well-being and\ncompetences.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Cp>The following themes, among others, shall be reviewed during the agreement\nperiod:\u003C\u002Fp>\n\n\u003Cp>•the impact of digitalisation, robotics and AI on the work of salaried\nemployees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•changes in the demand for expertise caused by changes to working life and\nthe recognition of future needs for expertise\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•maintenance of work ability, particularly in future circumstances and the\ncentral factors contributing to coping at work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Contingency clause\u003C\u002Fh4>\n\n\u003Cp>If the company is facing exceptional economic difficulties which might lead\nto the need to diminish the workforce, the employer and the chief shop steward\ncan agree locally about derogating from the provisions of the collective\nagreement on the basis of change in circumstances. Before the commencement of\nnegotiations, the company must provide the chief shop steward with a report on\nthe company’s financial situations and measures it has taken to improve to\nthe situation. The terms of this agreement may not result in a reduction in the\npay component based on the competence level\u002Fbase pay rate or the performance-\nbased pay component\u002Fpersonal pay component. The agreement shall be made for a\nmaximum period of one year, and it can be renewed as needed if the\ncircumstances relating to its introduction are still valid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Changes to the collective agreement:\u003C\u002Fh3>\n\n\u003Ch3>A new paragraph 3 is added to section 17 of the collective agreement\n“Other provisions concerning working time”:\u003C\u002Fh3>\n\n\u003Cp>In addition, a condition concerning variable working hours in accordance\nwith chapter 1, section 11 of the Employment Contracts Act may be locally\nagreed upon with the shop steward in the member companies of the signatory\nemployer association in an alternative manner so that the review period can be\nno more than 24 months and\u002For that the first review of the employment\nrelationships in force on 3 March 2023 must be carried out no later than 1\nAugust 2024.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Employment Contracts Act is not part of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 22 is changed as follows\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Section 22 Pregnancy and parental leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Employees are entitled to take pregnancy, special pregnancy and parental\nleave from work during the pregnancy and parental allowance periods as referred\nto in the Health Insurance Act (28\u002F2022).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Parents who give birth are paid for a total of 72 working days of pregnancy\nleave and parental leave. In order to receive pay during the leave, the\nemployee must have been employed by the company for at least six months prior\nto giving birth, and the employee must authorise the employer to claim the\ndaily maternity allowance to which she would be entitled during maternity leave\nin accordance with the Health Insurance Act.\u003C\u002Fp>\n\n\u003Cp>An employee who is entitled to parental allowance under chapter 9, section\n5, subsections 1-3 of the Health Insurance Act shall be paid a full salary for\nthe first 32 workdays of the parental leave. The same conditions apply as to\nthe payment of the pregnancy leave pay.\u003C\u002Fp>\n\n\u003Cp>An adoptive parent's entitlement to a salary applies to a child who has not\nyet turned 7 years old. The uninterrupted duration of the employment\nrelationship required for the salary is calculated from the day the custody of\nthe adopted child takes effect and, in the case of an intra-family adoption,\nfrom the date of confirmation of parenthood.\u003C\u002Fp>\n\n\u003Cp>Employees returning from special pregnancy, pregnancy, or parental leave or\ntemporary or partial child-care leave have the right to return to their\nprevious or a comparable position. The employees described in this section take\npriority over temporary employees in filling these positions.\u003C\u002Fp>\n\n\u003Cp>Entry in the records: The provisions of this section shall be complied with\nas of 1 June 2023 for those employees who comply with the amendments to the\nHealth Insurance Act that entered into force on 1 August 2022 and whose right\nto pregnancy or parental leave commences on or after 1 June 2023.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>If the provisions of the Health Insurance Act concerning family leaves in\nforce on 31 July 2022 are complied with for salaried employees or the right to\npregnancy, special pregnancy or parental leave in accordance with the Health\nInsurance Act has started before 1 June 2023, the provisions of the collective\nagreement concerning maternity and paternity leave in force on 31 May 2023\nshall be complied with.\u003C\u002Fp>\n\n\u003Cp>If the provisions of the Health Insurance Act effective after 1 August 2022\nare complied with, any paid maternity, paternity and adoption leave already\ntaken in accordance with the collective agreement in force on 31 May 2023 will\nbe deducted from the paid leave under the family leave provisions of the\ncollective agreement that entered into force on 1 June 2023.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A new Chapter IV is added to the general agreement of the collective\nagreement:\u003C\u002Fh3>\n\n\u003Cp>Other arrangements may be made locally concerning the practical methods and\ncontent of the dialogue referred to in chapter 2 of the Act of Co-operation\nwithin Undertakings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fh2>\n\n\u003Ch2>TRADE UNION PRO\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>COLLECTIVE LABOUR AGREEMENT FOR SALARIED EMPLOYEES IN THE ICT SECTOR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GENERAL PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR2\">\u003Ch3>1§ Scope of application of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>The provisions of this collective labour agreement apply to all salaried\nemployees employed by the member companies of Service Sector Employers PALTA in\nthe ICT sector (i.e., in the information, telecommunication, and IT sectors,\nand at call and contact centres), as well as in the television and radio sector\nin telecommunications duties related to network operation and maintenance and\nbroadcasting operations, with the exception of Yleisradio Oy, Digita Oy, and\nMTV Oy. The agreement also applies to the salaried employees of member\ncompanies which build or maintain services and infrastructure in these or other\nsimilar sectors, or which carry out other similar operations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2§ Validity of the agreement\u003C\u002Fh3>\n\n\u003Cp>This agreement is valid from 3 March 2023 to 31 January 2025. After 31 March\n2025, the agreement shall continue to be in force for one year at a time,\nunless it is terminated in writing at least two months before the end of the\nagreement term.\u003C\u002Fp>\n\n\u003Cp>The provisions of the previous collective labour agreement will apply during\nne-gotiations for a new agreement, until the moment a new agreement is reached\nor when negotiations otherwise come to an end.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3§ Start and termination of employment and the changing of the terms of\nemployment\u003C\u002Fh3>\n\n\u003Cp>1st Employers have the right to recruit employees and terminate their\nemployment contracts in accordance with labour legislation, and to decide on\nthe employees’ management. Employment contracts must be made in writing\nbefore work begins.\u003C\u002Fp>\n\n\u003Cp>2. The terms of employment can be changed by mutual agreement. The employer\ncan implement changes without mutual agreement if there are grounds for\ndismissal. In that case, set notice periods apply.\u003C\u002Fp>\n\n\u003Cp>Employees can be transferred to other jobs while maintaining their status as\nsalaried employees. If the transfer would entail a lower salary or diminished\nbenefits for the employee, the employer must have grounds for dismissal and\nfollow the set notice periods.\u003C\u002Fp>\n\n\u003Cp>3rd The provisions of the Employment Contracts Act and of the Dismissal\nProtection Agreement appended to this agreement must be followed in all\ndismissal and lay-off measures.\u003C\u002Fp>\n\n\u003Cp>4th In recruiting employees, the employer must inform new employees of the\nnames and contact details of the shop steward and the health and safety\nrepresentative, and of any other relevant matters related to the employment\ncontract.\u003C\u002Fp>\n\n\u003Cp>5th The employer must ensure, in accordance with the Employment Contracts\nAct, that employees are able to complete their duties even when the company’s\noperations, work tasks or work processes are changed or developed. The employer\nmust strive to promote the employees’ opportunities for developing their\nabilities in order to progress in their careers.\u003C\u002Fp>\n\n\u003Cp>6th An employment contract may be temporary only on justifiable grounds\nbased on the Employment Contracts Act. The justifiable grounds for temporary\nemployment must be stated either in the written employment contract or in a\nnotice as specified in Section 2:4 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4§ Pay\u003C\u002Fh3>\n\n\u003Cp>1st The applicable wage system is the ICT sector’s wage system. Companies\nthat were previously covered by the collective labour agreement for the\ninformation sector can still use the old wage system. If the company uses or\nhas made local agreements regarding another wage system or a wage system based\non a different competence classification, it must ensure that the wage system\nused is at least equivalent to the level of the abovementioned wage system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Calculation of hourly rates\u003C\u002Fh4>\n\n\u003Cp>2nd When calculating time-based pay and other compensation, the sum of the\nmonthly salary (monetary remuneration plus any fringe benefits, commissions,\nproduction-related bonuses and substitution compensation) is divided by 158 if\nthe regular working hours are 37.5 hours per week, and by 160 if they are 40\nhours per week. If the regular working hours differ from these, the divisor\nshould be the average number of hours spent on regular work per month.\u003C\u002Fp>\n\n\u003Ch4>Part-time pay\u003C\u002Fh4>\n\n\u003Cp>3rd Part-time pay for unpaid leave periods or incomplete months is\ncalculated in proportion to the regular monthly working hours. In calculating\npart-time pay, the hourly or daily rate is determined by dividing the monthly\nsalary by the number of regular working hours or workdays in the month in\nquestion. Absences may also be made up for with an equivalent number of working\nhours. The term \"monthly salary” includes monetary remuneration as well as\nany fringe benefits (at their taxable value), commissions, production-related\nbonuses and substitution compensation.\u003C\u002Fp>\n\n\u003Ch4>Monthly and weekly working hours in 2023, 2024 and 2025\u003C\u002Fh4>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>Monthly working hours in 2023\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>workdays per month\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>working hours 37.5 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>40.0 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>January\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>February\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>March\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>April\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>135\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>144\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>May\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>June\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>July\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>August\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>September\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>October\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>165\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>176\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>November\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>165\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>176\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>December\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>144\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>10Monthly working hours in 2024\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>workdays per month\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>working \u003C\u002Fp>\n\n \u003Cp>hours 37.5 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>40.0 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>January\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>165\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>176\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>February\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>March\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>April\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>May\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>June\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>142.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>152\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>July\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>August\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>165\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>176\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>September\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>October\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>November\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>December\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"93\">\u003Cp>135\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\">\u003Cp>144\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\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>Monthly working hours in 2025\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>workdays per month\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>working hours 37.5 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>40.0 hours per week\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>January\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>February\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>March\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>April\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>May\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>June\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>July\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>August\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>157.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>168\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>September\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>165\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>176\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>October\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>172.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"227\">\u003Cp>November\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"115\">\u003Cp>160\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>This table is only applicable to jobs that are not in uninterrupted\nthree-shift work, intermittent or comparable operation, and where one of the\ndays off is a Saturday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>Young employees, trainees and apprentices\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>4th The salary provisions of this agreement do not apply to young employees\n(aged 15-17), to trainees or to those who have been taken on directly for an\napprenticeship. Trainees are students who are studying at an institution and\nwork at a company to acquire the practical work experience required for their\ndegrees.\u003C\u002Fp>\n\n\u003Cp>Agreements can be made with elementary and upper secondary school students\naccording to the ”Tutustu tyoelamaan ja tienaa” model.\u003C\u002Fp>\n\n\u003Cp>The presence of employees pursuant to the employer’s obligation to\nre-employ, or the provisions of the collective labour agreement regarding the\norder of selection for workforce reduction, do not limit the company’s right\nto recruit trainees or employees aged under 18.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Merit pay and profit-sharing\u003C\u002Fh4>\n\n\u003Cp>5th The employer may supplement the compensation set in the collective\nlabour agreement with merit pay, which is usually based on operational targets\nsuch as profitability or developmental objectives, and with profit-sharing\nschemes based mainly or wholly on financial results such as revenue, operating\nprofit or operating income.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The adoption, modification and termination of merit pay and profit-sharing\nschemes must be discussed in employer-employee negotiations. The valid\nguidelines of the Finnish Centre for Pensions shall be followed with regard to\nthe cash profit-sharing bonus and profit distribution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Merit pay and profit-sharing bonuses are not taken into account when\ncalculating an employee’s holiday pay, holiday compensation, overtime,\ntime-based pay or any other wages, supplements or compensation determined in\nthe collective labour agreement. The pay rise provisions of the collective\nlabour agreement do not apply to merit pay and profitsharing bonuses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Commissions\u003C\u002Fh4>\n\n\u003Cp>6th If it is agreed in the employment contract of an employee that pay shall\nconsist entirely or partly of commissions, the amount and calculation of the\npay, as well as all the other terms of employment (e.g. related to sickness,\nannual holiday and working hours) must be determined in advance in as much\ndetail as possible. Similarly, sales targets and expenses and compensation\nrelated to the work must be discussed and agreed in advance. Before the said\nmethod of remuneration is introduced, the principles to be applied must be\ndiscussed with the shop steward.\u003C\u002Fp>\n\n\u003Cp>In calculating sick leave pay and overtime increases, the base rate should\nbe the salary plus the average proportion of commission from the previous six\nmonths, unless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>The competence classification of employees paid on commission should be\ndetermined according to the wage system. The length of the period for\ndetermining whether the minimum wage for the competence class in question has\nbeen reached is one month, unless otherwise agreed with the shop steward.\u003C\u002Fp>\n\n\u003Cp>The pay rises referred to in this agreement are implemented according to the\npay rise for the competence class above that of the employee’s competence\nclass determined on the basis of the base pay, unless the commission system is\nsuch that pay rises are implemented in another way, and unless the\nindividual’s pay is higher, in which case the pay rise should be according to\nthe overall increase, calculated according to the individual’s actual pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Part-time hourly paid employees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>7th Hourly rates are appropriate for use in the case of part-time employees\nwhen the nature of their employment contract is such that the number of working\nhours varies unpredictably each month. In these cases, the pay should be based\non the salary classification determined by the wage system. The hourly rate is\nachieved by dividing the monthly salary by 158.\u003C\u002Fp>\n\n\u003Cp>Sick leave pay is paid according to the average earnings over the preceding\nsix months.\u003C\u002Fp>\n\n\u003Cp>Part-time hourly paid employees are paid midweek holiday pay in proportion\nto the hours actually worked. The calculation should be done on the basis of\nthe average weekly working hours over e.g. the preceding six months.\u003C\u002Fp>\n\n\u003Cp>If the company needs employees for work that part-time employees could do,\ntheir willingness to increase their working hours should be investigated in\naccordance with the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>The shift of a part-time employee on hourly pay shall be at least four\ncontinuous hours in a day unless otherwise agreed with the employee. The\nassociations also recommend that weekly hours of less than 18 hours not be used\nin workplaces unless the employee’s needs or other justifiable grounds so\nrequire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Separate supplements\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Tunnel supplements\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>8th Employees working in underground rock shelters, bunkers or equipment\nshelters for at least six hours a day on 12 days of a calendar month, receive\nan additional EUR 117.47 per month from 1 July 2023 onwards (EUR 120.41 from 1\nMay 2024), or, alternatively, one day of paid leave. The form of compensation\nmust be chosen for one year at a time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mast work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>9th For work done on masts, employees receive a separate supplement\nequivalent to the basic hourly rate if the height of the mast exceeds 35 m, or\n1.5-times hourly pay if the height of the mast exceeds 90 m. The supplement is\nalways paid for a minimum of one hour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exceptional difficulty and inconvenience\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>10th For working conditions entailing exceptional difficulty or\ninconvenience, employees will receive a separate supplement based on the\ninconvenience, equivalent to 25% of their hourly pay.\u003C\u002Fp>\n\n\u003Cp>Such work includes for example installation work carried out on roofs of\nbuildings of at least two stories, on outer walls at similar heights, in rock\nshelter shafts at similar heights, or assisting below employees working on a\nmast.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Language supplement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>11th Unless otherwise agreed, employees working in customer services receive\na language supplement if the employer requires that the employee regularly uses\none or more foreign languages orally or in writing, or if the employees are\notherwise required to do so in their work. Language supplements are not paid\nfor use of Finnish or Swedish. The employer may require employees to prove\ntheir competence in the chosen languages as they deem appropriate. The\nsupplement is EUR 19.65 per month from 1 July 2023 onwards (EUR 20.14 from 1\nMay 2024).\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Longevity bonus\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>12th Salaried employees who have been in continuous service for 12 years\nwill receive an additional bonus of EUR 110.42 per month from 1 July 2023\nonwards (EUR 113.18 from 1 May 2015).\u003C\u002Fp>\n\n\u003Cp>If an agency worker is hired by the company for similar tasks to those he or\nshe carried out for the company before recruitment, the time the employee\nperformed the tasks continuously for the company is included in the calculation\nof experience for the longevity bonus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Application instructions\u003C\u002Fp>\n\n\u003Cp>This provision only applies to those salaried employees whose em-ployment\ncontract is signed after 1 June 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>5§ Regular working hours\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>\u003Cstrong>Day work and two-shift work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1st In day and two-shift work, regular working hours are a maximum of 8\nhours per day and 40 hours per week in workplaces and jobs where such hours\nhave always been the norm. Otherwise, the working hours are a maximum of 7.5\nhours per day and 37.5 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Intermittent work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2nd In intermittent work, regular working hours are a maximum of 120 hours\nfor each threeweek period in workplaces and jobs where such hours have always\nbeen the norm. Otherwise the working hours are a maximum of 112.5 hours per\nthree weeks. In intermittent work, the working hours may be a maximum of 240\nhours per six weeks or 225 hours per six weeks on the basis of a local\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Local Agreements on working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3rd Local agreements on working hours can provide that the maximum for\nregular working hours per day is 12 hours. The working hours must then be\nbalanced over a maximum balancing period of 52 weeks to ensure that an\nemployee's working hours do not exceed this maximum.\u003C\u002Fp>\n\n\u003Cp>If an employee’s contract is terminated during the balancing period, the\nhours above or below regular working hours will be added to or deducted from\nthe final salary in accordance with the base pay.\u003C\u002Fp>\n\n\u003Cp>Balancing leave must be taken at times determined by the employer as one\nshift at a time, unless otherwise agreed locally regarding free time or\nmonetary compensation. Balancing leave is considered as time at work when\ndetermining the length of annual holidays.\u003C\u002Fp>\n\n\u003Cp>4th Agreements for transferring to 40-hour weeks can be cancelled on two\nmonths’ notice.\u003C\u002Fp>\n\n\u003Cp>Local agreements can be made to change 40-hour weeks into 37.5-hour weeks,\nor, in intermittent work, to change 120-hour three-week periods into 112.5-hour\nthree-week periods, and vice versa or from 240-hour six-week periods into 225\nhour six-week periods and vice versa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>\u003Cstrong>Flexible hours \u002F Flexitime\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>5th If the company applies flexible working hours (flexitime), the maximum\nflexitime added to or deducted from regular working hours is four hours, and\nthe maximum accumulation can be +\u002F- 40 hours. The length of the period for\nmonitoring working hours is, at most, 12 months. Exceptions to the limits of\nflexible hours, the maximum accumulation of hours and the duration of the\nreview period referred to in the Working Hours Act and the collective agreement\nmay be agreed on by the members of the employer organisation.\u003C\u002Fp>\n\n\u003Cp>Leave arising from flexitime arrangements, as well as working hour reduction\nleave as specified below in Section 20 and locally agreed leave periods can be\ngranted in series of several shifts when the company’s situation allows it\nand if the employee so desires.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Work weeks and workdays\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>6th Work weeks begin on Mondays and workdays end and begin at midnight,\nunless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Uninterrupted three-shift work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>7th For each period of one (calendar) year, the average regular working\nhours should be 34.8 hours per week. A working hour balancing system should be\nprepared in advance for a period over which weekly working hours can be\nbalanced to that average.\u003C\u002Fp>\n\n\u003Cp>In this work pattern, any work exceeding the working hours specified in the\nbalancing system is compensated in the same way as overtime, as specified in\nthis collective labour agreement. The rate for overtime is calculated by\ndividing the monthly salary by 148.\u003C\u002Fp>\n\n\u003Cp>Leave received according to the working hour system is considered as time at\nwork when determining the length of annual holidays, although reduced by the\nnumber of regular days off received by day workers in each month.\u003C\u002Fp>\n\n\u003Cp>For employees in uninterrupted three-shift work, the compensation for loss\nof income is a separate 5.2% monthly supplement, unless the company has a\ndifferent system that includes this compensation.\u003C\u002Fp>\n\n\u003Cp>The provisions of the collective labour agreement regarding uninterrupted\nthree- shift work are applied as they are to employees recruited for shift\nwork, and to employees who have been in shift work continuously for at least\none month. For employees doing shift work temporarily for less than one month,\nthe provisions regarding working hours and other matters for day work shall\napply.\u003C\u002Fp>\n\n\u003Cp>This agreement is not applicable if it worsens the terms of existing\nemployment contracts or local agreements.\u003C\u002Fp>\n\n\u003Cp>Exceptions to provisions regarding uninterrupted three-shift work can be\nmade by local agreement with the shop steward.\u003C\u002Fp>\n\n\u003Cp>8th In office work, working hours begin when the employee arrives at the\nbeginning of the shift at the workstation, and end when the employee leaves at\nthe end of the shift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Flexible working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>9th The employer shall discuss general principles applied to flexible\nworking hours at the workplace with the shop steward if the company implements\na flexible working time policy. With flexible working hours, the period for\naveraging working hours is 26 weeks. The employer shall provide the shop\nsteward with information about the number of flexiwork agreements once a year\nby request. The period for averaging working hours may be agreed upon otherwise\nlocally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The maximum working time\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>10th Pursuant to Section 18 of the Working Hours Act, the maximum length of\nthe averaging period is 12 months, unless otherwise agreed on locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exceptions to working hour provisions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>11th To improve productivity, efficiency or quality, or to develop\nprofessional competences, the employer may order each salaried employee to\nperform no more than 12 hours of activities required for the development of\nprofessional skills in a calendar year in addition to regular working hours\neither at the workplace or at another location specified by the employer.15\u003C\u002Fp>\n\n\u003Cp>In lieu of such activities designed to develop professional skills, the\nemployer and the shop steward may agree locally that the regular working hours\nof salaried employees are increased by no more than 16 hours per calendar year.\nThese working hours may be used for work, activities that improve productivity,\nefficiency, quality or professional expertise, staff events or activities that\nimprove well-being at work or maintain work ability.\u003C\u002Fp>\n\n\u003Cp>Time used for aforementioned purposes constitutes regular working hours that\nemployees may be obliged to carry out in addition to the regular working hours\nset in the collective agreement and employment contracts without the collective\nagreement and employment contracts causing any obstacles to it. For these\nworking hours, wages are paid in line with the base hourly rate, and these\nworking hours may be performed either as full or partial working days.\u003C\u002Fp>\n\n\u003Cp>A notice of the timing of the working hours used for the aforementioned\npurposes must be given in good time and no later than three days prior to the\ndate, taking into account the employee’s personal needs to the extent\npossible. Full working days may also be used for the development of expertise,\nexcluding national holidays and Saturdays and Sundays in a week with a national\nholiday. These professional development activities may not take place in June\nor July. If such activities are scheduled for a Saturday, the duration of the\nworking day must be at least six hours unless otherwise agreed on with the\nsalaried employee. When the activities are scheduled for a Saturday, a notice\nof them must be given no less than two weeks in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Simple hourly rate is calculated by dividing the monthly salary\n(monetary remuneration) by 158 if the regular working hours are 37.5 hours per\nweek and by 160 if the regular working hours are 40 hours per week.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The development of expertise is based on the company’s personnel and\ntraining plan, if the company has prepared one. The development needs and their\nnature shall be discussed with the salaried employee. Such discussions may be\nconducted as a part of regular discussions carried out at the company.\u003C\u002Fp>\n\n\u003Cp>Exceptions to these provisions can be made by local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12th The company may have implemented a working time account or it may\nimplement a working time account referred to in the Working Time Act\n(872\u002F2019).\u003C\u002Fp>\n\n\u003Cp>On the grounds of business-related needs, the employer may, with a notice\nperiod of three days and within the scope of the employment contract and\ncollective agreement, order a salaried employee to perform two hours of\nadditional regular daily working time to be added to the working time account,\nwith the maximum yearly amount of such work being eight hours. A salaried\nemployee may decline the change to working time referred to in this provision\non an individual basis for reasonable and important personal reasons. Hours\nrecorded in the working time account shall be granted as time off at a time\nagreed on by the employer and the employee, and if no agreement is reached, the\nemployer shall decide the time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>The monthly pay of a monthly paid salaried employee remains the same\nwhether hours are added to the account or taken as time off. An hourly paid\nsalaried employee shall not be paid hourly salary for these hours; the salary\nshall be paid at the time of the leave.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>6§ Weekly days off\u003C\u002Fh3>\n\n\u003Cp>All employees are granted two days off per week, usually Saturday and\nSunday. If the company’s operations continue through the weekend, days off\nmust be granted so that there are on average two days off per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7§ Working hours with mid-week holidays\u003C\u002Fh3>\n\n\u003Cp>National holidays that fall on workdays, as well as Midsummer’s Eve and\nChristmas Eve, shorten regular work weeks in proportion to their duration.\u003C\u002Fp>\n\n\u003Cp>If an employee must work on one of these holidays, the lost holiday must be\ncompensated for with a holiday during regular working hours or by monetary\ncompensation comparable to additional work or overtime. This does not apply to\nuninterrupted three-shift work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Workdays in weeks with midweek holidays in 2023, 2024 and 2025\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"446\">\u003Cp>In 2023\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Epiphany\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week preceding Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week after Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>May Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Ascension Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Midsummer’s Eve\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 49\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Independence Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 52\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week after Christmas\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>3 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"447\">\u003Cp>In 2024\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>New Year’s Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week preceding Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week after Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>May Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Ascension Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Midsummer’s Eve\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 49\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Independence Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 52\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Christmas\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>2 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"446\">\u003Cp>2025\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>New Year’s Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Epiphany\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Week after Easter\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Ascension Day\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Midsummer’s Eve\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>4 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"133\">\u003Cp>Week 52\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"208\">\u003Cp>Christmas\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>2 days\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In intermittent work, the length of working hours is determined according to\nsimilar principles as those above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8 § Work shift schedule\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Each workplace must have a rota indicating the start and end times of\nshifts, weekly days off and the duration and time of daily breaks (lunch\nbreak). The rota must be prepared in advance for as long a period as\npossible.\u003C\u002Fp>\n\n\u003Cp>Any employees affected as well as the shop steward must be notified of any\npermanent changes to the rota at the latest two weeks before the change comes\ninto effect. If the change applies to more than one employee, it must be\nnegotiated with the shop steward in advance.\u003C\u002Fp>\n\n\u003Cp>Any employees affected must be notified of temporary changes to the rota at\nthe latest three days before the change comes into effect. If the change\napplies to a whole department or similar operational entity, the shop steward\nmust also be notified.\u003C\u002Fp>\n\n\u003Cp>Local agreements can be made regarding the notification periods given above.\nExceptions to the section can be made by local agreement with the shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9§ Daily rest period\u003C\u002Fh3>\n\n\u003Cp>If the daily working hours exceed six hours, the length of the daily rest\nperiod (meal break) is at least half an hour, or the employee must be given the\nopportunity to have a meal during work. If the working hours exceed 10 hours\nper day, the employee has the right to take a break of up to half an hour after\neight hours of work. Recreational breaks are included in working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10§ Daily rest\u003C\u002Fh3>\n\n\u003Cp>The length of the daily rest is determined according to the Working Hours\nAct. Differing local agreements can be made on the rest periods mentioned in\nthe Working Hours Act in the member companies of the signatory employers'\nassociation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11§ Weekly rest period and weekly rest compensation\u003C\u002Fh3>\n\n\u003Cp>1st Weekly free time is granted according to the provisions of the Working\nHours Act.\u003C\u002Fp>\n\n\u003Cp>2nd If employees are temporarily required to work during their weekly free\ntime, the time spent working during free time will be compensated for by\nreducing the regular working hours by an equivalent amount within the next\nthree calendar months, unless otherwise agreed. By mutual agreement with the\nemployee, weekly free time compensation can also be provided in the form of a\nsupplement equivalent to the basic hourly rate for the time spent working\nduring free time, in addition to any additional work, overtime or Sunday work\ncompensation that may apply.\u003C\u002Fp>\n\n\u003Cp>3rd If the employee has not received the statutory continuous weekly free\ntime, the weekly day off will be considered to be Sunday for day work and\ndiscontinuous shift work, or the last free day of the week in accordance with\nthe rota for other kinds of work, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>4th The weekly free time is deemed to have been realised when the time off\nis divided over two seven-day periods as long as the majority of the weekly\nfree time occurs during the seven-day period it pertains to.\u003C\u002Fp>\n\n\u003Cp>5th Local exceptions to these provisions can be made by local agreement only\nin the signatory employers’ association’s member companies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12§ Additional work\u003C\u002Fh3>\n\n\u003Cp>Additional work refers to work which the employee agrees to do outside of\nregular working hours, but which does not count as overtime.\u003C\u002Fp>\n\n\u003Cp>Additional work is paid at the base pay rate. However, employee whose\nregular working hours are 7.5 hours per day and 37.5 hours per week will\nreceive compensation for any work exceeding the daily and weekly regular\nworking hours, in the same way as for daily or weekly overtime. By mutual\nagreement, the compensation can also be given as leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>13§ Overtime\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>1 st The supplement for daily overtime is the base pay increased by 50% for\nthe first two hours and by 100% for the hours after that. The supplement for\nweekly overtime is the base pay increased by 50% for the first eight hours and\nby 100% for the hours after that.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2nd The supplement for daily overtime undertaken on Saturdays and the eves\nof holidays and public holidays is the base pay increased by 100%.\u003C\u002Fp>\n\n\u003Cp>3rd The supplement for work done in excess of regular working hours on\nEaster Saturday, Christmas Eve and Midsummer’s Eve is the base pay increased\nby 100%.\u003C\u002Fp>\n\n\u003Cp>In addition to any applicable additional work and overtime compensation,\nthere is a supplement of the base pay increased by 100% for work done on\nChristmas Eve and Midsummer’s Eve.\u003C\u002Fp>\n\n\u003Cp>4th If an employee’s work continues after the change in workday\n(midnight), the previous workday’s work is considered to have continued until\nthe beginning of the employee’s next regular shift when calculating\nadditional work and overtime compensation. Those hours are then not considered\nas a part of the second day’s working hours.\u003C\u002Fp>\n\n\u003Cp>5th If an employee has been unable to complete regular weekly working hours\nfor a reason for which the employer is still by law or by this collective\nlabour agreement liable to pay the employee’s salary, and the employee is\nrequired to come in to work on a day which according to the rota should be a\nday off, the time for which the employer had to pay the employee’s salary is\nconsidered as time at work.\u003C\u002Fp>\n\n\u003Cp>6th In intermittent work, any work exceeding the working hours in the\nbalancing system is compensated as additional work or overtime, in accordance\nwith the Working Hours Act. The calculation period can be a calendar week,\nunless otherwise decided by the company.\u003C\u002Fp>\n\n\u003Cp>7th If daily overtime is caused by starting or finishing work tasks, it must\nbe compensated monetarily or through additional leave when examining the other\naspects of the work.\u003C\u002Fp>\n\n\u003Cp>8th The time spent by employees travelling to and from daily overtime work\nis included in the overtime calculation.\u003C\u002Fp>\n\n\u003Cp>9th The calendar year may be used as the review period for the maximum\namount of overtime until 31 December 2020.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13a § Major public holiday compensation\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>Employees receive major holiday compensation for work done on Easter Sunday,\nEaster Monday, Christmas Day, Boxing Day and Midsummer’s Day, consisting of a\nsupplement of 200% of the base pay rate, which shall be added to the\nemployees’ monthly pay. This already contains any applicable overtime and\nSunday work compensation and percentage supplements given for alarm- based\nwork.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>14§ Sunday work\u003C\u002Fh3>\n\n\u003Cp>Work done on Sundays or other religious holidays or on Independence Day or\nMay Day is compensated as Sunday work, consisting of a supplement equivalent to\nthe basic hourly rate added to any applicable additional work or overtime\ncompensation. Sundays and the abovementioned holidays are considered to begin\nat 6 pm on the preceding day and end at midnight on the actual holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>15§ Shift work, evening work and night work\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Shift work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>1 st In shift work, employees receive a shift work supplement for each hour\nspent on an evening or night shift. The supplement is equivalent to 15% of the\nemployee’s basic hourly pay for evening shifts and 30% of the employee’s\nbasic hourly pay for night shifts.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2nd Employees in shift work are paid for overtime in the form of the shift\nwork supplement for the time of day at which the overtime is done. If employees\nin two- shift work stay for overtime after an evening shift, their overtime\ncompensation is the shift work supplement for night shifts.\u003C\u002Fp>\n\n\u003Cp>Any shift work, evening work and night work supplements paid for overtime\nand Sunday work must benefit from the same increases as ordinary pay for that\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Evening and night work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3rd Any work that is not shift work, overtime or emergency work which is\nconducted between 6 pm and 10 pm is considered to be evening work and entitles\nthe employee to a supplement equivalent to the evening shift supplement.\nSimilarly, work done between 10 pm and 6 am is considered to be night work and\nentitles the employee to a supplement equivalent to the night shift\nsupplement.\u003C\u002Fp>\n\n\u003Cp>4th For employees who stay for overtime after evening or night work, the\nregular working hour supplement continues to apply during the overtime but only\nuntil 6 am.\u003C\u002Fp>\n\n\u003Cp>5th In shift work, shifts must rotate within periods of a maximum of four\nweeks, unless otherwise agreed locally. Shifts are considered to change\nregularly when shifts overlap by a maximum of one hour with the next shift\nworker, or when there is a maximum of one hour between shifts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Local agreement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>6th Exceptions to the section can be made by local agreement with the shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16§ Stand-by, alarm-based work and telephone assistance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stand-by work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1st Compensation equivalent to 50% is paid for confined stand-by time.\nConfined stand-by implies that the employee must be ready for work at home or\nin its immediate vicinity. Stand-by time compensation is paid for a minimum of\nfour hours.\u003C\u002Fp>\n\n\u003Cp>2nd Compensation equivalent to 30% of the employee’s hourly rate is paid\nfor unconfined stand-by time. This requires that the stand-by employee is free\nto choose their whereabouts in the locally agreed area and must be reached\nwithin a reasonable time and, after receiving an alert, must be present at the\nindicated or prearranged location with the necessary tools, if any, within 40\nminutes at the latest.\u003C\u002Fp>\n\n\u003Cp>Exceptions can be made to these provisions by local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Alarm-based work, telephone assistance and troubleshooting from home\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Alarm-based work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3rd If an employee is called in to alarm-based work by an alarm outside of\nthe regular working hours, when the employee is no longer at the workplace, the\nalarm compensation paid is equivalent to two hours’ pay. If the alarm issued\nbetween 9 p.m. and 6 a.m., three hours’ salaries are paid as a standby\ncompensation.\u003C\u002Fp>\n\n\u003Cp>For the actual time spent doing the work, the compensation is regular pay +\n100% until the beginning of the next shift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Telephone assistance and troubleshooting from home\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4th During time off, at least one hour's pay shall be paid for providing\npurposeful troubleshooting instructions from home by telephone or for providing\nother specific operating instructions or for troubleshooting from home. If the\ntroubleshooting cannot be carried out remotely and the employee has to go to\nwork, they will be paid compensation for being called to work. Time spent on\nproviding instructions and troubleshooting is not included in working hours.\nThe compensation shall not overlap with the stand-by compensation.\u003C\u002Fp>\n\n\u003Cp>5th Local agreements can be made regarding stand-by time, alarm-based work\nand telephone assistance, or the related compensation and procedures can be\ncompiled into a local package solution.\u003C\u002Fp>\n\n\u003Cp>6th Unless otherwise agreed locally, travel time is included as work time\nfor standby and alarm-based work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17§ Other provisions regarding working hours\u003C\u002Fh3>\n\n\u003Cp>The member companies of the signatory employers’ association may make\nlocal agreements with employees regarding compensation for additional work,\novertime, emergency work and Sunday work, other time-related compensation\nspecified in this agreement, and the supplements for shift, evening and night\nwork being replaced by equivalent leave or fixed monthly payments.\u003C\u002Fp>\n\n\u003Cp>In addition, the member companies of the signatory employers’ association\nmay make local agreements with the shop steward regarding compensation for\nadditional work, overtime, emergency work and Sunday work, other time-related\ncompensation specified in this agreement, and the supplements for shift,\nevening and night work being replaced by equivalent leave or fixed monthly\npayments.\u003C\u002Fp>\n\n\u003Cp>In addition, a condition concerning variable working hours in accordance\nwith chapter 1, section 11 of the Employment Contracts Act may be locally\nagreed upon with the shop steward in the member companies of the signatory\nemployer association in an alternative manner so that the review period can be\nno more than 24 months and\u002For that the first review of the employment\nrelationships in force on 3 March 2023 must be carried out no later than 1\nAugust 2024.\u003C\u002Fp>\n\n\u003Cp>The Employment Contracts Act is not part of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18§ Travel\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>General provisions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 st Employees must undertake the business travel required for their work.\nThe start and end point of travel journeys is either the employee’s actual\nworkplace or the employee’s home, depending on where the journey starts.\u003C\u002Fp>\n\n\u003Cp>2nd Travel is subject to the current euro and hourly amounts for travel\nexpenses that are considered exempt by the Tax Administration in terms of per\ndiems, foreign per diems, meal allowance, overnight travel allowance and\nkilometre allowance. The maximum amounts stated in the State Travel Regulations\nwill apply to hotel compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Daily allowance in Finland\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Type\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Basis\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>2023\u002FEU\u003C\u002Fp>\n\n \u003Cp>R\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Full daily allowance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Travel lasting more than 10 hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Full daily allowance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Last full day of travel exceeded by more than 6\n hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Partial daily allowance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Travel lasting more than 6 hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Partial daily allowance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Last full day of travel exceeded by more than 2\n hours\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Meal allowance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>12\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Half full daily allow­ance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>Two free meals\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"172\">\u003Cp>Half partial daily allow­ance\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"335\">\u003Cp>One free meal\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>11\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mileage allowance (cents\u002Fkm)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************************************************************\u003C\u002Fspan>\u003Cstrong>2023\u002Fcent\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"503\">\u003Cp>Mileage allowance for use of own car\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"91\">\u003Cp>53\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"503\">\u003Cp>Increase for additional passenger or equivalent amount\n of goods\u002Fbag- gage\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"91\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"503\">\u003Cp>Increase for trailer\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"91\">\u003Cp>9\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>If the employee has to find accommodation during the trip, accommodation\nexpenses will be compensated in accordance with the maximum amounts for hotel\ncompensation stated in the State Travel Regulations. The maximum amounts do not\napply in cases where the employer requires that the employee stay at a more\nexpensive hotel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Daily allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3rd To be eligible for daily allowances, the workplace must be more than 40\nkilometres away from the employee’s regular workplace or home (depending on\nwhere the journey starts), as measured along a commonly used route. The\nworkplace must also be located at least 5 kilometres away from both the\nemployee’s regular workplace and the employee’s home. The employee should\nbe informed of the start and end place of the journey before the journey\nbegins.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Meal allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4th Meal allowances are paid according to guidelines issued by the tax\nauthorities. Meal allowances are not paid if the employee is offered a meal\nbenefit in accordance with the employer’s taxable values.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Travel during free time\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>5th If the employer requires the employee to travel during the employee’s\nfree time, the employee will receive pay at the base pay rate for a maximum of\n8 hours on workdays and 16 hours on days off\u002Fweekends. Travel times are\ncalculated as complete periods of thirty minutes. When the employer pays the\nemployee a sleeping berth, no compensation is paid for the time spent\ntravelling between 21:00 and 07:00.\u003C\u002Fp>\n\n\u003Cp>6th Travel allowances can also be paid as a fixed monthly payment by local\nagreement.\u003C\u002Fp>\n\n\u003Cp>7th If travel forms an essential part of the employee’s work, or if the\nnature of the work is such that the employee decides when to travel and how to\nspend working hours, no travel allowance is paid.\u003C\u002Fp>\n\n\u003Cp>8th Instead of the abovementioned daily and meal allowances, the employer\nand employee may agree on a separate fixed compensation paid with the monthly\nsalary.\u003C\u002Fp>\n\n\u003Cp>9th Daily allowances for seminars held on boats and meeting or training\ncruises should be agreed locally. If this is not done, allowances are paid for\nthem according to this collective labour agreement.\u003C\u002Fp>\n\n\u003Cp>10th Local agreements can be made on daily allowances for secondments,\ntaking into account local conditions and other arrangements made by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>11th Local travel regulations can be drawn up to replace the provisions in\nthis section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>19§ Annual leave and holiday bonus\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Annual holiday\u003C\u002Fh4>\n\n\u003Cp>1st Annual holidays must be granted according to law.\u003C\u002Fp>\n\n\u003Cp>In determining the length of the annual holiday, the continuous duration of\nservice is considered to be the duration of service before any interruption due\nto studies that are intended to increase the employee’s job-related\ncompetence, plus the duration of work done during studies if the employment\ncontract continues immediately after the end of the studies.\u003C\u002Fp>\n\n\u003Cp>2nd Annual holiday pay is paid on the company’s regulatory paydays, unless\notherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Holiday bonuses and accumulated holiday\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>3rd The sum of the holiday bonus is 50% of the sum reached by dividing the\nmonthly salary (monetary remuneration) by 25 and multiplying it by the number\nof holiday days. For salaried employees with hourly salaries, the holiday bonus\nshall be 50 per cent of their annual holiday pay. The holiday bonus is paid on\nthe company's regular pay day after the holiday, subject to the company's\npolicy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>By mutual agreement, holiday bonuses can be replaced wholly or partly with\npaid leave so that the number of holiday days received is half of the annual\nholiday days equivalent to the holiday bonus. I.e. a holiday bonus equivalent\nto 24 days of holiday results in 12 days of paid leave.\u003C\u002Fp>\n\n\u003Cp>Holiday bonuses are also paid if the employment contract expires or is\nterminated for reasons beyond the employee’s control, and similarly they are\nalso paid to retiring employees. Holiday bonuses are paid for holiday pay at\nthe end of temporary employment contracts.\u003C\u002Fp>\n\n\u003Cp>4th Exceptions to accumulated holiday provisions can be made by local\nagreement.\u003C\u002Fp>\n\n\u003Cp>5th Due holiday bonuses or pay for agreed untaken holiday shall be paid in\nconnection with payoff.\u003C\u002Fp>\n\n\u003Cp>6th For monthly paid employees, holiday pay is calculated at the end of the\nemployment contract by dividing daily salaries by 25.\u003C\u002Fp>\n\n\u003Cp>7th If either the employer or employee so wishes, unused agreed holiday time\nfrom the previous holiday accumulation year may be included in notice periods\nthat fall at least partially within the holiday season (2 May-30 September).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20§ Reduction of working hours\u003C\u002Fh3>\n\n\u003Cp>1 st Employees’ working hours can be reduced in work patterns with regular\nworking hours of exactly or on average 8 hours per day and 40 hours per week.\nThe extent of working hour reduction leave is 100 hours per calendar year.\nHolidays taken in excess of that stipulated by law or in the collective labour\nagreement are deducted from this leave total.\u003C\u002Fp>\n\n\u003Cp>2nd Working hour reductions are accumulated in calendar months in which the\nemployee has been present at work for at least 17 days. Days of absence for\nwhich the employer pays remuneration or compensation for loss of earnings are\ncounted as days at work. Also counted as days at work are midweek national\nholidays and days on which the employee participates in collective labour\nagreement negotiations or meetings of task forces agreed in the collective\nlabour agreement. Months such as those specified above accumulate a\nproportionate amount of working hour reductions.\u003C\u002Fp>\n\n\u003Cp>3rd Unless otherwise agreed, the leave will be granted on two weeks’\nnotice at a time set by the employer, as whole shifts (1-12.5), at the latest\nby the end of April of the following calendar year. If any leave remains to be\ngranted at that time, it must be compensated in the same way as weekly\novertime.\u003C\u002Fp>\n\n\u003Cp>By local agreement, the leave can also be granted at other times or replaced\nby monetary compensation.\u003C\u002Fp>\n\n\u003Cp>4th If after agreeing a holiday the employee is prevented from taking the\nholiday on the grounds of a disability for which the employer is liable to pay\ncompensation for loss of earnings, the holiday will be moved to a later\ndate.\u003C\u002Fp>\n\n\u003Cp>5. The accrued unused leave payable at the end of the employment\nrelationship is calculated according to the part-time salary of the month of\ntermination. Compensation shall be paid only for full working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>21§ 21 Absence due to illness or accident\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1st For each continuous period of incapacity to work due to illness or\naccident, employees will receive pay as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>duration of a continuous employment at the time of falling\nill\u003C\u002Fstrong> \u003Cspan style=\"color:#ffffff\">***********************\u003C\u002Fspan>\u003Cstrong>duration of paid\nperiod \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-less than 1 month\u003Cspan style=\"color:#ffffff\">**************************************************************************\u003C\u002Fspan>1\nweek\u003C\u002Fp>\n\n\u003Cp>-at least 1 month,but more than 1 year\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>4\nweeks\u003C\u002Fp>\n\n\u003Cp>- 1 year, less than 5 years\u003Cspan style=\"color:#ffffff\">********************************************************************\u003C\u002Fspan>5\nweeks\u003C\u002Fp>\n\n\u003Cp>- 5 years or more\u003Cspan style=\"color:#ffffff\">****************************************************************************\u003C\u002Fspan>3\nmonths\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd In order to receive pay, the employee must authorise the employer to\nclaim the daily sickness allowance to which the employee would be entitled\nduring the period of disability in accordance with the Health Insurance Act.\nThe receipt of pay is also conditional on the disability not having been caused\nby the employee’s own negligence and on the employee not having known about\nand wilfully concealed the illness at the time of entering into the employment\ncontract.\u003C\u002Fp>\n\n\u003Cp>3rd Employees must inform the employer of their incapacity or disability\nimmediately, giving an estimate of its duration. If the employer so requires,\nthe incapacity must be proved by a certificate from an occupational health\ndoctor or other doctor appointed by the employer, or by another reliable means\napproved by the employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>If the employer refuses to approve a medical certificate provided by the\nemployee and asks the employee to visit another doctor, the employer must cover\nthe cost of this visit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sick leave pay is paid according to the average earnings for regular working\nhours over the preceding six months.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>4th If the employee’s incapacity to work begins again due to the same\nillness within thirty days of the day for which the employee last received\nsickness pay, the employee is not entitled to a new period of sick leave pay.\nHowever, if the employer’s payment obligation has been fulfilled for the\nprevious period of incapacity, the employer must pay the employee compensation\nfor one day’s waiting time, as defined in Section 19(2) of the Health\nInsurance Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22§ Pregnancy and parental leave\u003C\u002Fh3>\n\n\u003Cp>Employees are entitled to take pregnancy, special pregnancy and parental\nleave from work during the pregnancy and parental allowance periods as referred\nto in the Health Insurance Act (28\u002F2022).\u003C\u002Fp>\n\n\u003Cp>Parents who give birth are paid for a total of 72 working days of pregnancy\nleave and parental leave. In order to receive pay during the leave, the\nemployee must have been employed by the company for at least six months prior\nto giving birth, and the employee must authorise the employer to claim the\ndaily maternity allowance to which she would be entitled during maternity leave\nin accordance with the Health Insurance Act.\u003C\u002Fp>\n\n\u003Cp>An employee who is entitled to parental allowance under chapter 9, section\n5, subsections 1-3 of the Health Insurance Act shall be paid a full salary for\nthe first 32 workdays of the parental leave. The same conditions apply as to\nthe payment of the pregnancy leave pay.\u003C\u002Fp>\n\n\u003Cp>An adoptive parent's entitlement to a salary applies to a child who has not\nyet turned 7 years old. The uninterrupted duration of the employment\nrelationship required for the salary is calculated from the day the custody of\nthe adopted child takes effect and, in the case of an intra-family adoption,\nfrom the date of confirmation of parenthood.\u003C\u002Fp>\n\n\u003Cp>Employees returning from special pregnancy, pregnancy, or parental leave or\ntemporary or partial child-care leave have the right to return to their\nprevious or a comparable position. The employees described in this section take\npriority over temporary employees in filling these positions.\u003C\u002Fp>\n\n\u003Cp>Entry in the records: The provisions of this section shall be complied with\nas of 1 June 2023 for those employees who comply with the amendments to the\nHealth Insurance Act that entered into force on 1 August 2022 and whose right\nto pregnancy or parental leave commences on or after 1 June 2023.\u003C\u002Fp>\n\n\u003Cp>If the provisions of the Health Insurance Act concerning family leaves in\nforce on 31 July 2022 are complied with for salaried employees or the right to\npregnancy, special pregnancy or parental leave in accordance with the Health\nInsurance Act has started before 1 June 2023, the provisions of the collective\nagreement concerning maternity and paternity leave in force on 31 May 2023\nshall be complied with.\u003C\u002Fp>\n\n\u003Cp>If the provisions of the Health Insurance Act effective after 1 August 2022\nare complied with, any paid maternity, paternity and adoption leave already\ntaken in accordance with the collective agreement in force on 31 May 2023 will\nbe deducted from the paid leave under the family leave provisions of the\ncollective agreement that entered into force on 1 June 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>23§ Medical examinations\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Statutory medical examinations\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1st The employees’ pay is not reduced for the time lost in attending and\ntravelling to and from work-related statutory or employer-required health\nexaminations.\u003C\u002Fp>\n\n\u003Cp>The employer will cover the cost of essential expenses related to travel to\nand from such examinations and any re-examinations which may be required, and\nwill grant the employee daily allowance in accordance with Section 19 if the\nexaminations are conducted in a distant location.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Other medical examinations\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2nd Employees’ pay is not reduced for the time lost in attending medical\nexaminations that are essential for diagnosing an illness, if the need for\nmedical attention is acute and an appointment cannot be made within a\nreasonable time outside working hours.\u003C\u002Fp>\n\n\u003Cp>Nor is pay reduced if the abovementioned condition is met and the matter\nrelates to:\u003C\u002Fp>\n\n\u003Cp>-an examination by a specialist for obtaining an auxiliary device;\u003C\u002Fp>\n\n\u003Cp>-an examination by an occupational health doctor, a specialist or a\nspecialist clinic to determine the treatment needed for a chronic illness;\u003C\u002Fp>\n\n\u003Cp>-a laboratory or X-ray examination related to a refundable medical\nexamination;\u003C\u002Fp>\n\n\u003Cp>-an essential examination to obtain a health certificate needed for the\nreceipt of maternity pay according to the Health Insurance Act, or any other\nprenatal medical examination;\u003C\u002Fp>\n\n\u003Cp>-a visit to the dentist, if a sudden dental problem results in an inability\nto work and requires attention during the same shift. The dentist must provide\na certificate to prove the urgency of care.\u003C\u002Fp>\n\n\u003Cp>Procedures related to medical examinations can also be agreed locally\naccording to company-specific needs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24§ Short temporary leave of absence\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>1st Brief, temporary leave of absence granted to employees due to the sudden\nillness or death of a near relative is not deducted from the employees’\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Near relative refers to a spouse, the employee’s or the employee’s\nspouse’s parents, or the employee’s grandparents, children and siblings.\nThe duration of the temporary leave must be determined in relation to the\nabovementioned situations and the travel time needed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>A typical case is a sudden illness of a child under the age of 10, in\nwhich short temporary leave is deemed to last no more than four days.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd The monthly salary of employees employed in municipal positions of trust\nis reduced so that the reduced salary plus the compensation for loss of\nearnings received from the public body add up to the regular monthly salary.\u003C\u002Fp>\n\n\u003Cp>3rd Employees’ pay is not reduced for time lost due to a conscription\ncall-up event or to a separate medical examination related to such a\ncall-up.\u003C\u002Fp>\n\n\u003Cp>4th Employees participating in military refresher courses for reservists\nreceive a reduced amount of pay, such that the reduced salary plus the\nreservist pay received from the state add up to the regular monthly salary.\u003C\u002Fp>\n\n\u003Cp>5th Employees who are members of the decision-making bodies of the signatory\nassociations or their central organisations must be allowed the opportunity to\nparticipate during working hours in meetings of the decision-making bodies of\nthe association or organisation where collective labour agreement negotiations\nare conducted.\u003C\u002Fp>\n\n\u003Cp>6th Employees will also be granted fully paid leave for their fiftieth and\nsixtieth birthdays, if they fall on a workday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25§ Local agreement\u003C\u002Fh3>\n\n\u003Cp>1st The parties consider it important to promote the opportunities for local\nagreement. Local agreement requires open communications based on trust between\nthe employer and the shop steward and other employees. The parties emphasise\nthe importance of identifying local agreement models that promote the interests\nof both the employer and staff in a balanced manner. These operating models may\nbe related to communications on the goals of local agreements, provision of\ninformation on local agreements and monitoring of the achievement of their\ngoals. Cooperation processes and local agreements are used to create conditions\nthat secure productivity, competitiveness and jobs in the sector and enhance\nopportunities for creating new job.\u003C\u002Fp>\n\n\u003Cp>2nd The local agreements indicated in the collective labour agreement can be\nmade between the employer and an employee, or between the employer and the shop\nsteward. An agreement made by the shop steward is binding on all the employees\nwhom the shop steward can be considered to represent. Such agreements can be\nmade for a fixed term or until further notice. Agreements that are valid until\nfurther notice can be terminated on three months’ notice, unless otherwise\nagreed. The employee has the right to ask a person who is employed at the same\ncompany for assistance during negotiations.\u003C\u002Fp>\n\n\u003Cp>3rd Agreements must be made in writing if either party requires it. Any\nagreements with a validity of more than two weeks must be made in writing.\u003C\u002Fp>\n\n\u003Cp>4th A local agreement is considered to be part of the collective labour\nagreement. They are applicable even after the collective labour agreement\nterminates, if they are still valid at that time. During that time and within\none month of a new collective labour agreement coming into force, even\nfixed-term agreements can be terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26§ Negotiation protocol for the resolution of disputes\u003C\u002Fh3>\n\n\u003Cp>Any matters related to employment contracts should primarily be discussed\nbetween the employee and his\u002Fher manager. If the parties cannot agree on the\nmatter, it can be passed on to be handled by the shop steward and a\nrepresentative of the employer. If the matter cannot be resolved within the\ncompany or if there are any disputes regarding the application, interpretation\nor violation of this agreement, the matter can be passed on to the signatory\nassociations. All discussions must be documented as minutes signed by the\nparties, which explain the matter in dispute and each party’s views, with\nreasons. If the associations’ negotiations do not produce a result, matters\nrelated to the interpretation of the collective labour agreement can be put\nforward to an industrial tribunal, or the parties can agree to have the matter\nresolved by a court of arbitration.\u003C\u002Fp>\n\n\u003Cp>Negotiations on disputes must be initiated within two weeks of this being\ndemanded by one of the parties. Unless otherwise agreed, local negotiations\nmust be completed within one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27§ Duty to maintain industrial peace\u003C\u002Fh3>\n\n\u003Cp>This collective labour agreement is binding for the signatory associations\nand their affiliated associations, as well as the employers and salaried\nemployees who are members of these associations or have been members during the\nvalidity of the agreement.\u003C\u002Fp>\n\n\u003Cp>The signatory associations and their affiliated associations must ensure\nthat their members, whether they be associations, employers or employees, do\nnot initiate industrial action or otherwise violate the collective labour\nagreement.\u003C\u002Fp>\n\n\u003Cp>Before any political or sympathetic industrial action is taken, the state\nconciliator, the Employers’ Association and the Union of Salaried Employees\nmust be informed by at least four days’ notice. The reasons for the action,\nits start time, and the scope of the intended industrial action are to be\nstated in the communication.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28§ Group life insurance\u003C\u002Fh3>\n\n\u003Cp>The employer will acquire and cover the cost of a group life insurance\npolicy for the employees to whom this collective labour agreement applies, in\nthe manner agreed between the central organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29§ Collection of membership fees\u003C\u002Fh3>\n\n\u003Cp>With the employee’s permission, the employer will deduct from the\nemployee’s salary in each salary payment period the membership fees for\nunions belonging to the signatory associations, and transfer them to the bank\naccount of the association in question.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>30§ 30 Protective clothing\u003C\u002Fh3>\n\n\u003Cp>Employees must be provided with protective clothing that will protect their\nordinary work clothes from getting dirty or wet. Special gear will be provided\nfor mast work, including a thermal suit when necessary for winter\nconditions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31§ Principle of continuous negotiation\u003C\u002Fh3>\n\n\u003Cp>During the agreement term, the parties may review the functionality of the\nagreement, including the working hours provisions, in line with the principle\nof continuous negotiations, and make jointly agreed changes to it to ensure its\nfunctionality.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fp>\n\n\u003Cp>Tuomas Aarto \u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>Minna Aari\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TRADE UNION PRO\u003C\u002Fp>\n\n\u003Cp>Jorma Malinen\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>Antti Hakala\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>ICT SECTOR WAGE SYSTEM FOR SALARIED EMPLOYEES \u003C\u002Fh1>\n\n\u003Ch1>2023-2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fp>\n\n\u003Cp>TRADE UNION PRO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WAGE SYSTEM FOR SALARIED EMPLOYEES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>The wage system forms the basis of the company’s remuneration policy. It\nmust be designed so as to ensure fair and equal treatment for all employees. It\nmust motivate and guide employees’ behaviour at work in a correct and\npurposeful direction. The wage system is one of the instruments of sensible,\nflexible management and leadership. Its success depends on how it is used,\nmaintained and developed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The starting point for a wage system for salaried employees is to measure\nthe demands of jobs fairly and objectively. Job demand evaluations form a part\nof the wage system and help to ensure fair remuneration. The evaluation system\nmust take into account how work should develop to allow the organisation to\nprogress.\u003C\u002Fp>\n\n\u003Cp>The classification is done using the competence classification system\ncreated for salaried employees in the ICT sector. The system has two elements:\na salary element determined according to the demands and competence level of\nthe tasks; and an individual element based on individual employees’\ncompetence and performance.\u003C\u002Fp>\n\n\u003Cp>Local agreements can also be made for different wage systems with similar\nlevels.\u003C\u002Fp>\n\n\u003Cp>This wage system does not apply to senior salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1\u003C\u002Fh3>\n\n\u003Ch3>Demand-based salary element\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Competence classification is conducted by a specially appointed task force,\nconsisting of representatives of the employer and the employees (e.g 1+1 or\n2+2). The classification will be reviewed by the task force or, if agreed\nlocally, by the shop steward and the employer’s representative.\u003C\u002Fp>\n\n\u003Cp>The evaluation of a set of tasks is based on the job description. In order\nfor the demands (competence level) of tasks to be measured as reliably as\npossible, job descriptions must be closely linked to the content of the job and\nindicate the content, responsibilities and relationships of the job as clearly\nas possible. It is important that the managers and employees agree on the tasks\nincluded in the job. At the end of the wage system description there is an\nexample of a job description form.\u003C\u002Fp>\n\n\u003Cp>The demands of a job are evaluated using a four-part indicator, resulting in\na competence grading and subsequent wage group. Competence classifications must\nbe made as soon as possible, and at the latest by four months after the\nbeginning of the employment contract. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The competence classification system is determined for salaried employees in\na whole sector, so the classification must be drawn up so that the wage\ngrouping is broad enough to accommodate the differences between different posts\nwithin the company.\u003C\u002Fp>\n\n\u003Cp>The task force shall make decisions upon assessment. If the task force is\nunable to reach unanimous decision with respect to a salaried employee’s\npost, the dispute shall be resolved in line with the collective labour\nagreement’s dispute resolution guidelines.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.1\u003C\u002Fh4>\n\n\u003Cp>Wage groups’ competence grade limits\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Salary groups competence grade ranges: \n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>Wage group \u003C\u002Ftd>\n \u003Ctd>Competence \n\n \u003Cp>grade\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>-295\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>300-320\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>325-345\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>350-370\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>375-395\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>400-420\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>7\u003C\u002Ftd>\n \u003Ctd>425-445\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>8\u003C\u002Ftd>\n \u003Ctd>450-470\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>9\u003C\u002Ftd>\n \u003Ctd>475-495\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>500-\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A minimum salary is set for each wage group in the collective labour\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.2\u003C\u002Fh4>\n\n\u003Ch4>Maintaining competence classifications\u003C\u002Fh4>\n\n\u003Cp>Whenever an employee’s tasks change, the wage group should be revised\nimmediately (at the latest within three months). The wage grouping can change\nin either direction. Individual wages can only be reduced if there are grounds\nfor dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2\u003C\u002Fh3>\n\n\u003Ch3>Experience\u003C\u002Fh3>\n\n\u003Cp>The effect of experience on the minimum salary depends on how long the\nemployee has been in the current employer’s service as a salaried\nemployee:\u003C\u002Fp>\n\n\u003Cp>-after three years of experience, the wage group’s minimum salary is\nraised by 3%\u003C\u002Fp>\n\n\u003Cp>-after five years of experience, the wage group’s minimum salary is raised\nby 5%\u003C\u002Fp>\n\n\u003Cp>If an agency worker is hired by the company for similar tasks to those he or\nshe carried out for the company before recruitment, the time the employee\nperformed the tasks continuously for the company is included in the calculation\nof experience in the determination of the base pay rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>This provision shall only apply to salaried employees whose employment\ncontract is concluded after 31 December 2020.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Minimum salary revisions arising from the attainment of a certain number of\nyears of experience, and any subsequent pay rises, must be carried out within\none month of the attainment of the relevant years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3\u003C\u002Fh3>\n\n\u003Ch3>Individual salary element\u003C\u002Fh3>\n\n\u003Cp>In addition to the job’s competence classification, an employee’s salary\nis related to his or her personal competence. The amount and development of the\nsum added to the minimum salary depends on the employee’s personal\ncompetence.\u003C\u002Fp>\n\n\u003Cp>Competence here signifies all the characteristics of the employee that have\na direct or indirect effect on the fulfilment of the duties included in the\njob. Competence evaluations are carried out by the employer on the basis of\ncompetence criteria chosen by the company. Personal competence is always\nevaluated in relation to the employee’s job at the time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4\u003C\u002Fh3>\n\n\u003Ch3>Performance reviews\u003C\u002Fh3>\n\n\u003Cp>The parties consider it important for employees and their managers to\nconduct a performance review at least once a year. It is an opportunity for the\nemployee and manager to meet and discuss in private any matters such as work,\nthe future and training. Performance reviews are helpful in keeping shared\nobjectives clear. Optimally, they increase job satisfaction and allow both\nparties to the review to receive feedback on their work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The aims of performance review include:\u003C\u002Fp>\n\n\u003Cp>-evaluating results achieved\u003C\u002Fp>\n\n\u003Cp>-reviewing the main aspects of the job description and key duties\u003C\u002Fp>\n\n\u003Cp>-agreeing on objectives for the following review period\u003C\u002Fp>\n\n\u003Cp>-discussing work conditions\u003C\u002Fp>\n\n\u003Cp>-determining personal development needs and creating a personal development\nplan\u003C\u002Fp>\n\n\u003Cp>-improving cooperation between the employee and manager and\u003C\u002Fp>\n\n\u003Cp>-improving the general work environment and atmosphere.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5\u003C\u002Fh3>\n\n\u003Ch3>Competence and performance levels as wage development leaders\u003C\u002Fh3>\n\n\u003Cp>Everyone in an organisation is expected to work effectively. Result-oriented\nor-ganisations aim to have a competent, permanent workforce, encouraging and\nmotivating it to develop and tackle new challenges. The creation of a\nconsistent company-specific remuneration policy is a long-term process, which\nforms part of the framework created by the organisation’s mission, objectives\nand control systems. When it works well, it supports the fulfilment of the\norganisation’s objectives.\u003C\u002Fp>\n\n\u003Cp>Performance reviews can be used to provide various kinds of feedback and as\na remuneration policy tool. In performance reviews, managers evaluate factors\nrelated to their employees’ competence using an objective indicator. The\nindicator can be e.g. a competence evaluation form such as that appended to\nthis agreement, or an equivalent company-specific version. The associations\nwould like to point out the key importance of taking into account the outcomes\nof performance reviews in implementing the remuneration policy. In determining\nsalary levels, the importance of building on previous experience as well as\nmaintaining existing competences should be recognised.\u003C\u002Fp>\n\n\u003Cp>A representative of the employer should discuss the effectiveness of the\nwage system in the company with the shop steward annually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6\u003C\u002Fh3>\n\n\u003Ch3>Substitution compensation\u003C\u002Fh3>\n\n\u003Cp>Employees who, in addition to their own work, carry out another person’s\nduties or act as another person’s substitute in more demanding tasks\ncontinuously for two weeks or more are entitled to receive substitution\ncompensation equivalent to 14-35 per cent of salary in proportion to the\nincreased workload or requirement level of the tasks, unless a different\ncompensation method is agreed locally. This compensation and any other matters\nrelated to the terms and conditions of employment should be clarified before\nthe substitution begins.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7\u003C\u002Fh3>\n\n\u003Ch3>Margin rule\u003C\u002Fh3>\n\n\u003Cp>The associations would like to emphasise the responsibility attaching to\nmanagerial positions, and to point out that the leadership and monitoring\ninvolved in these positions increase the demands of the job in ways which\nshould be taken into account in remuneration. Therefore, unless there is a\nwell-founded reason to do otherwise, the wage level of employees holding\nmanagerial positions should generally exceed that of subordinates when using\nequivalent or comparable wage calculation principles, and taking into account\nthe individual competence factors of the managers and the subordinates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8\u003C\u002Fh3>\n\n\u003Ch3>Minimum salaries\u003C\u002Fh3>\n\n\u003Cp>Salary refers here to both monetary remuneration and fringe benefits. The\nMetropolitan Area refers to Helsinki, Espoo, Vantaa and Kauniainen. The minimum\nsalaries are as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Collective Labour Agreement: 291\u003C\u002Fh4>\n\n\u003Cp>ICT sector salary system:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"5\" width=\"352\">\u003Cp>Minimum salary as of 1 July 2023, EUR\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"236\">\u003Cp>LOCATION CATEGORY I-II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"237\">\u003Cp>With experience\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>SG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp> €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"163\">\u003Cp>€\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>COST OF LIVING I-II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"164\">\u003Cp>With experience\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>5%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>5%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>1,549\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1,595\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>1,626\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>1,656\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1,706\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1,739\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>1,865\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1,921\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>1,958\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>1,994\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,054\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,094\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,021\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,082\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>2,122\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,161\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,226\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,269\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,191\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,257\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>2,301\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,343\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,413\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,460\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,447\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,520\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>2,569\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,614\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,692\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,745\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,783\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2,866\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>2,922\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>2,975\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,064\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,124\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>3,038\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,129\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>3,190\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>3,245\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,342\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,407\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>3,391\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,493\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>3,561\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>3,619\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,728\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,800\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>9\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>3,815\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>3,929\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>4,006\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>4,074\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>4,196\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>4,278\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"42\">\u003Cp>10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>4,309\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>4,438\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>4,524\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"74\">\u003Cp>4,601\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>4,739\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"82\">\u003Cp>4,831\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"5\" width=\"326\">\u003Cp>Minimum salary as of 1 May 2024, EUR\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"219\">\u003Cp>LOCATION CATEGORY I-II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"252\">\u003Cp>With experience\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>SG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp> €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"151\">\u003Cp>€\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>COST OF LIVING I-II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"184\">\u003Cp>With experience\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>5%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>5%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>1,580\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>1,627\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>1,659\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>1,689\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>1,740\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>1,773\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>1,902\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>1,959\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>1,997\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,034\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,095\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>2,136\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,061\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,123\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>2,164\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,204\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,270\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>2,314\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,235\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,302\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>2,347\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,390\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,462\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>2,510\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,496\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,571\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>2,621\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,666\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,746\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>2,799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>2,839\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>2,924\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>2,981\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,035\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3,126\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>3,187\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,099\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3,192\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>3,254\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3,409\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>3,476\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,459\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3,563\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>3,632\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,691\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>3,802\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>3,876\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>9\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>3,891\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4,008\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>4,086\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>4,155\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4,280\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>4,363\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>4,395\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4,527\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\">\u003Cp>4,615\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"68\">\u003Cp>4,693\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4,834\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"108\">\u003Cp>4,928\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"591\">\u003Cp>1. \u003Cstrong>NATURE OF JOB\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>\u003Cstrong>Grade\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>CHOOSING FROM OPTIONS ON THE BASIS OF CLEAR\n INSTRUCTIONS\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>145\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MAKING DECISIONS IN SIMILAR\n SITUATIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Field of operation limited with instructions or\n familiar processes\u003C\u002Fp>\n\n \u003Cp>-         Requires use of instructions.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>DECISIONS AND DELIBERATION IN NEW\n SITUATIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Based on own familiar sources of knowledge\u003C\u002Fp>\n\n \u003Cp>-         Requires developmental and creative use of\n instructions\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>180\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>PLANNING, DELIBERATION AND\n DECISIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Based on expertise in and experience of several\n functions\u003C\u002Fp>\n\n \u003Cp>-         Independent decisions\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>200\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>PLANNING, ANALYSIS AND DEMANDING\n DECISIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Independent analysis and evaluation done on the\n basis of feedback from several sources\u003C\u002Fp>\n\n \u003Cp>-         Application based on broad knowledge and\n precedents\u003C\u002Fp>\n\n \u003Cp>-         Professional or financial responsibility for\n decisions\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>225\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>1.6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>DEMANDING DEVELOPMENT OBJECTIVES, USE OF\n EXTENSIVE INFORMATION SOURCES\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>- Directed broadly by the operating principles of the field of work,\n together with feedback from sev­eral experts\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>240\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"591\">\u003Cp>\u003Cstrong>2. EFFECTS OF DECISIONS AND\n RESOLUTIONS\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>2.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MAINLY ON OWN WORK OR THAT OF A SMALL\n TEAM\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>2.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MAINLY ON THE RESULTS OF A PART OF A\n FUNCTION\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>2.3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>CLEARLY ON THE RESULTS OF THE WHOLE\n FUNCTION\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>2.4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>ON THE RESULTS OF SEVERAL FUNCTIONS IN THE\n BUSINESS AREA\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"43\">\u003Cp>2.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>LARGE-SCALE SIGNIFICANCE FOR THE FULFILMENT OF\n THE BUSINESS AREA'S OBJECTIVES\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd rowspan=\"2\" width=\"67\">\u003Cp>95\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"548\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"591\">\u003Cp>3. \u003Cstrong>STATUS\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>3.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>OWN TASKS\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>3.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>POST PROVIDING GUIDANCE OR ASSISTANCE, OR\n INDEPENDENT SET OF TASKS THAT AF­FECTS THE REST OF THE\n ORGANISATION\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>3.3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MANAGERIAL POST OR RESPONSIBILITY FOR\n ORGANISATION AND RESOURCES, E.G. PRO­JECTS, OR OTHER INDEPENDENT POST\n COMPARABLE TO MANAGERIAL\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>40\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>3.4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MANAGERIAL POST WITH LARGE NUMBERS OF REPORTS\n AT SEVERAL ORGANISATIONAL LEVELS, OR COMPARABLE POST WITH\n RESPONSIBILITY FOR ORGANISATION AND RE­SOURCES\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"591\">\u003Cp>4. \u003Cstrong>INTERACTION\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>4.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>ORDINARY WORK CONTACTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Communication with immediate work team\u003C\u002Fp>\n\n \u003Cp>-         Contacts related to receiving and passing on\n information\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>80\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>4.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>PROFESSIONAL CONTACTS RELATED TO OWN\n WORK\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Within own function\u003C\u002Fp>\n\n \u003Cp>-         Internal and external contacts covering more than\n just immediate surroundings\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>100\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>4.3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>OBJECT-ORIENTED CONTACTS AT PROFESSIONAL\n LEVEL\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Influencing or negotiation skills or specific\n interpersonal skills\u003C\u002Fp>\n\n \u003Cp>-         Mainly within own function\u003C\u002Fp>\n\n \u003Cp>-         Providing advice and guidance and influencing\n people's learning\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>115\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>4.4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>MAINLY UNPROMPTED CONTACTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Specialist professional skills\u003C\u002Fp>\n\n \u003Cp>-         Contacts with experts or similar stakeholders\u003C\u002Fp>\n\n \u003Cp>-         Potential international contacts\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>135\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp>4.5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>ACTIVE UNPROMPTED CONTACTS, INFLUENCING\n COMPANY-LEVEL DECISION-MAKERS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>-         Good overall knowledge of company\u003C\u002Fp>\n\n \u003Cp>-         Processing of information for shared use\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>160\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"43\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"548\">\u003Cp>\u003Cstrong>Total grade\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Classification guidelines: \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>The nature of the job measures the omplexity of independent\n thought and deliberation\u003C\u002Fstrong> \n\n \u003Cp>The demand level is higher:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>- the more often there are situations requiring deliberation\u003C\u002Fp>\n\n \u003Cp>- the more varied they are\u003C\u002Fp>\n\n \u003Cp>- the shorter the response time\u003C\u002Fp>\n\n \u003Cp>- the broader and deeper the knowledge that is needed for making\n decisions\u003C\u002Fp>\n\n \u003Cp>- the more generalised the instructions\u003C\u002Fp>\n\n \u003Cp>- the more generalised and slower the feedback\u003C\u002Fp>\n\n \u003Cp>- the more specialist the competence needed\u003C\u002Fp>\n\n \u003Cp>- the broader the information that must be managed for the task\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>The depth and breadth of information\u002Fknowledge needed for\n decision-making is affected by the training and experience required for\n the position.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cstrong>The effects of decision-making measures the importance and\n scope of decisions \u003C\u002Fstrong> \n\n \u003Cp>The demand level is higher:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>- the greater the financial effects\u003C\u002Fp>\n\n \u003Cp>- the greater their impact on production and quality\u003C\u002Fp>\n\n \u003Cp>- the greater their impact on the environment, health and safety and\n general safety\u003C\u002Fp>\n\n \u003Cp>- the more the job involves making time-limited, risky decisions in\n unpredictable situations Influencing based on advice, recommendations\n or expertise is comparable to decision-making.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Actively influencing others’ decisions is comparable to\n decision-making.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Effects are considered as a whole, with the total impact evaluated\n from the point of view of the company’s operations.\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\u003Ch3>8\u003C\u002Fh3>\n\n\u003Ch3>Influence\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>INTERACTION\u002FLEADERSHIP AND STATUS\u003C\u002Fstrong> \n\n \u003Cp>Influence measures the complexity of the person’s influence on the\n company’s staff and on external persons.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>The demand level is higher:\u003C\u002Fp>\n\n \u003Cp>- the greater the advisory, guidance or training demands\u003C\u002Fp>\n\n \u003Cp>- the deeper and broader the motivational demands\u003C\u002Fp>\n\n \u003Cp>- the more complex and wider the communication and contact network\n (clients, other organisations, authorities, subcontractors, media,\n related stakeholders)\u003C\u002Fp>\n\n \u003Cp>- the greater the competence required for communications\u003C\u002Fp>\n\n \u003Cp>- the greater the independent influence on customer service, sales,\n HR management or similar functions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Influencing is a typical form of communication in management,\n planning, marketing, HR management and sales, and in other contacts\n related to the corporate image.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>The elements of influencing are more significant in managerial posts\n and their complexity depends on the nature of the post.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>The management of various projects in which the person uses his or\n her authority as an expert to lead diverse teams is comparable to\n managerial posts.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Independent responsibility for a business area can increase the\n demands of interaction in ways that are comparable to managerial\n posts.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EXAMPLE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>DRAFT VERSION OF COMPETENCE CLASSIFICATION IN CALL CENTRES’ CUSTOMER\nSERVICE POSITIONS\u003C\u002Fh3>\n\n\u003Ch3>1\u003C\u002Fh3>\n\n\u003Ch3>Competence classification\u003C\u002Fh3>\n\n\u003Cp>Employees can be placed directly into wage groups without grading on the\nbasis of an approximate division into competence classifications. Any disputes\nshould be settled by using the competence classification in the wage system.\u003C\u002Fp>\n\n\u003Ch4>Wage group 1\u003C\u002Fh4>\n\n\u003Ch4>First wage level\u003C\u002Fh4>\n\n\u003Cp>Tasks during education\u002Ftraining, or\u003C\u002Fp>\n\n\u003Cp>Work done according to detailed instructions which are easy to learn. Low\ndemands on interaction skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wage group 2\u003C\u002Fh4>\n\n\u003Ch4>Less demanding customer service tasks\u003C\u002Fh4>\n\n\u003Cp>Clear instructions.\u003C\u002Fp>\n\n\u003Cp>Brief orientation.\u003C\u002Fp>\n\n\u003Cp>Job requires interaction skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wage group 3\u003C\u002Fh4>\n\n\u003Ch4>Ordinary customer service tasks\u003C\u002Fh4>\n\n\u003Cp>Requires use of instructions.\u003C\u002Fp>\n\n\u003Cp>Requires longer orientation.\u003C\u002Fp>\n\n\u003Cp>Job centres around interaction and requires good interaction skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wage group 4\u003C\u002Fh4>\n\n\u003Ch4>Demanding customer service tasks\u003C\u002Fh4>\n\n\u003Cp>Instructions are generic.\u003C\u002Fp>\n\n\u003Cp>The knowledge required for the tasks is acquired during a lengthy\norientation period.\u003C\u002Fp>\n\n\u003Cp>The job centres around interaction and requires good interaction skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wage group 5\u003C\u002Fh4>\n\n\u003Ch4>Expert customer service tasks\u003C\u002Fh4>\n\n\u003Cp>The job requires expert knowledge and experience of several functions, and\nthe ability to make independent decisions.\u003C\u002Fp>\n\n\u003Cp>Job requires good interaction skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Example of form used in competence evaluations and performance reviews:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>DETERMINING PERFORMANCE AND COMPETENCE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Name________________________________________\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>Job\ntitle__________________________________________\u003C\u002Fp>\n\n\u003Cp>Manager_____________________________________\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>\nDepartment_____________________________________\u003C\u002Fp>\n\n\u003Cp>Date_______________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Competence must be evaluated in relation to the demands of the task.\nHigh levels of competence and performance can be found at all\nlevels.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>tick the appropriate box\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>PROFESSIONAL\u003C\u002Fstrong> \n\n \u003Cp>\u003Cstrong>SKILLS\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>low\u003C\u002Ftd>\n \u003Ctd>average\u003C\u002Ftd>\n \u003Ctd>normal\u003C\u002Ftd>\n \u003Ctd>good\u003C\u002Ftd>\n \u003Ctd>excellent\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>work outcomes\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Diversity of skills\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Overall knowledge of field\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Ability to develop\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Specialist compentence\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>RESPONSIBILITY\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd>low\u003C\u002Ftd>\n \u003Ctd>average\u003C\u002Ftd>\n \u003Ctd>normal\u003C\u002Ftd>\n \u003Ctd>good\u003C\u002Ftd>\n \u003Ctd>excellent\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Cost-effiency of work\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>communication and interaction\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>COOPERATION SKILLS\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd>low\u003C\u002Ftd>\n \u003Ctd>average\u003C\u002Ftd>\n \u003Ctd>normal\u003C\u002Ftd>\n \u003Ctd>good\u003C\u002Ftd>\n \u003Ctd>excellent\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Interpersonel skills\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Flexibility\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Iniative\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cstrong>INDEPENCE OF ACTION\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd>low\u003C\u002Ftd>\n \u003Ctd>average\u003C\u002Ftd>\n \u003Ctd>normal\u003C\u002Ftd>\n \u003Ctd>good\u003C\u002Ftd>\n \u003Ctd>excellent\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Independence\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Initiative \u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>COMMENTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>PALKKAVAAKA\u003C\u002Fh1>\n\n\u003Ch1>PAY SCALE SYSTEM\u003C\u002Fh1>\n\n\u003Ch1>2023-2025\u003C\u002Fh1>\n\n\u003Cp>(Companies previously subject to the Collective Labour Agreement for the\nInformation Sector)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fp>\n\n\u003Cp>TRADE UNION PRO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WAGE SYSTEM FOR SALARIED EMPLOYEES IN THE INFORMATION SECTOR\u003C\u002Fh2>\n\n\u003Ch2>Collective Labour Agreement 50 \u003C\u002Fh2>\n\n\u003Ch2>PL 01\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1§ Scope\u003C\u002Fh3>\n\n\u003Cp>This employee wage system and its salary regulations are applied in those\nICT- sector member companies of Service Sector Employers PALTA that have\ndecided to continue applying the wage system for employees in the information\nsector, as specified in Subsection 2.6 of the Protocol of Signature to the\nCollective Labour Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2§ Salary principles\u003C\u002Fh3>\n\n\u003Ch4>Salary structure\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1st\u003C\u002Fstrong> An employee’s salary consists of a task-related\nelement, i.e. the base pay, a possible individual element and various\nsupplements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Task-related element, i.e. base pay\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2nd\u003C\u002Fstrong> The base pay arises from a grouping of jobs based on\ntheir demand levels. The demand level of jobs is evaluated in the companies\naccording to a uniform competence classification system (Palkkavaaka), using\nthe three Palkkavaaka tables and figure conversion tables given below.\u003C\u002Fp>\n\n\u003Cp>The criteria for job competence classification are the skill and interaction\nenvironment needed for the job (Table 1), the management and decision-making\nrequired by the job (Table 2) and the job’s responsibilities and roles (Table\n3). The Palkkavaaka tables and conversion table can also be found on PALTA’s\nwebsite.\u003C\u002Fp>\n\n\u003Cp>On the basis of their competence grades, jobs are grouped into competence\nclasses, where each competence class has its own wage group.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3rd\u003C\u002Fstrong> Competence assessment is conducted by a specially\nappointed task force, consisting of representatives of the employer and the\nemployees (e.g 1 + 1 or 2 + 2).\u003C\u002Fp>\n\n\u003Cp>The demand levels of jobs are determined using written job descriptions or\nother appropriate records. Job descriptions must convey the actual content of\nthe jobs so that the matters used as competence classification criteria are\ndefined in as much detail as possible.\u003C\u002Fp>\n\n\u003Cp>Competence classifications must be made as soon as possible, and at the\nlatest by four months after the beginning of the employment contract. The\ncompetence classification result should be explained to the employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4th\u003C\u002Fstrong> An employee’s base pay is determined in relation to\nthe competence class to which his or her role belongs.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5th\u003C\u002Fstrong> Whenever an employee’s tasks change, the salary group\nshould be revised immediately (within three months, at the latest). The wage\ngrouping can change in either direction. Individual salaries can only be\nreduced if there are grounds for dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6th\u003C\u002Fstrong> The task force shall make decisions via its expert\nassessment. If the task force is unable to reach a unanimous decision with\nrespect to a salaried employee’s post, the dispute shall be resolved in line\nwith the collective labour agreement’s dispute resolution guidelines.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Competence grade\u003C\u002Ftd>\n \u003Ctd>Competence class\u002Fwage group\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>100-121\u003C\u002Ftd>\n \u003Ctd>B00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>122-148\u003C\u002Ftd>\n \u003Ctd>C00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>149-181\u003C\u002Ftd>\n \u003Ctd>D00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>182-221\u003C\u002Ftd>\n \u003Ctd>E00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>222-269\u003C\u002Ftd>\n \u003Ctd>F00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>270-329\u003C\u002Ftd>\n \u003Ctd>G00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>330-401\u003C\u002Ftd>\n \u003Ctd>H00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>402-490\u003C\u002Ftd>\n \u003Ctd>I00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>491-598\u003C\u002Ftd>\n \u003Ctd>K00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>599-730\u003C\u002Ftd>\n \u003Ctd>L00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Individual element\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>7th\u003C\u002Fstrong> In addition to the base pay, employees may receive an\nindividual element based on their competence and work performance. The\nevaluation is carried out by the employer according to evaluation criteria\nconsidered relevant to the company’s operations and the job, in conjunction\nwith regular performance reviews conducted at the company. Evaluation criteria\nmay include the effectiveness and quality of operations, professional\ncompetence, ability to develop and take initiatives, and (for managerial posts)\nleadership skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch4>New employees\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>8th\u003C\u002Fstrong> New employees who join the company can be paid a\nminimum salary equivalent to 9\u002F10 of the base pay for the competence class in\nquestion, but for no longer than their trial periods.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3§ Salary groups and base pay\u003C\u002Fh3>\n\n\u003Cp>Wage system in the ICT sector\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"242\">\u003Cp>Basic salary as of 1 July 2023\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>SG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>euros\u002Fmonth\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>EUR\u002Fhour\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>B00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>1,838\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>11.63\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>C00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,037\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>12.89\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>D00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,255\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>14.27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>E00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,518\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>15.94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>F00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,845\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>18.01\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>G00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>3,226\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>20.42\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>H00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>3,657\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>23.15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>I00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>4,149\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>26.26\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>K00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>4,705\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>29.78\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>L00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>5,335\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>33.77\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"241\">\u003Cp>Basic salary as of 1 May 2024\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>SG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>euros\u002Fmonth\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>EUR\u002Fhour\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>B00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>1,875\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>11.87\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>C00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,078\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>13.15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>D00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,300\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>14.56\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>E00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,568\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>16.25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>F00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>2,902\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>18.37\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>G00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>3,291\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>20.83\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>H00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>3,730\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>23.61\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>I00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>4,232\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>26.78\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>K00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>4,799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>30.37\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"45\">\u003Cp>L00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"87\">\u003Cp>5,442\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"109\">\u003Cp>34.44\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4§ Separate supplements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Substitution and OTO supplements\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1st\u003C\u002Fstrong> If an employee is required temporarily to carry out the\nduties of a higher-paid manager or similar person in a leadership position, the\nemployee will receive a salary increase up to a maximum of 20%, for the\nduration of the additional duties (substitution supplement).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.\u003C\u002Fstrong>If an employee is required to carry out the duties of\nanother employee in addition to his or her own duties, and this causes a\nsignificant increase in workload and responsibility, the employee will receive\na salary increase of 15-20%. The supplement may be shared between two\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3rd\u003C\u002Fstrong> In both of the above cases, to receive the increase the\nemployee must carry out the additional duties for at least five workdays.\nSubstitution and OTO supplements are not paid for temporary annual holiday\ncover.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fp>\n\n\u003Cp>TRADE UNION PRO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GENERAL AGREEMENT \u002F ICT SECTOR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>I.GENERAL PROVISIONS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Organisational changes etc.\u003C\u002Fh4>\n\n\u003Cp>If the company’s operations are significantly reduced or expanded, or if\nthere is a handover, merger, incorporation or other major organisational\nchange, the cooperation organisation must be adjusted to correspond to the new\nsize and structure according to the principles of this agreement.\u003C\u002Fp>\n\n\u003Cp>The dismissal protection of the chief shop steward and shop steward\ncontinues until the end of their terms or a minimum of 6 months, if their terms\ncome to an end due to reorganisation measures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Notifications\u003C\u002Fh4>\n\n\u003Cp>The employer must be notified in writing of the elected chief shop stewards,\nshop stewards and health and safety representative, and in cases where any\ndeputies step in as substitutes. The employer must in turn provide written\nnotification of who is to negotiate with these representatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Deputies\u003C\u002Fh4>\n\n\u003Cp>The provisions of this agreement will apply to the deputies of the chief\nshop steward, shop steward and health and safety representative for so long as\nthe deputies act as substitutes (the employer having been notified in\nwriting).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>II.PROVISIONS FOR SHOP STEWARDS AND HEALTH AND SAFETY REPRESENTATIVES\u003C\u002Fh3>\n\n\u003Ch4>1.Shop steward\u003C\u002Fh4>\n\n\u003Cp>By \"shop steward” this agreement means the chief shop steward, shop\nsteward and deputy shop steward elected by the associated salaried\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Election of shop stewards\u003C\u002Fh4>\n\n\u003Cp>The salaried employees have the right to appoint from among themselves a\nchief shop steward and a deputy. The appointment of other shop stewards is\nagreed locally.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed locally, a shop steward can be appointed for a\nworkplace in another geographical area, if it has at least 30 employees.\u003C\u002Fp>\n\n\u003Cp>Different staff groups may agree to have a shared chief shop steward or shop\nsteward for the whole company.\u003C\u002Fp>\n\n\u003Cp>The scope of authority of elected shop stewards must be appropriate and\nsufficiently broad to allow for the handling of matters according to the\nnegotiation protocol.\u003C\u002Fp>\n\n\u003Cp>Only employees with employment contracts that are valid until further notice\nare eligible.\u003C\u002Fp>\n\n\u003Cp>Elections should be arranged so that the arrangement does not disrupt work\nat the company and so that all salaried employees have the opportunity to\nparticipate. Practical arrangements will be agreed on locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3rd Election of health and safety representatives\u003C\u002Fh4>\n\n\u003Cp>The election of health and safety representatives and their deputies is\nstipulated by law. The scope of authority of the health and safety\nrepresentative can be agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Release from work obligations\u003C\u002Fh4>\n\n\u003Cp>If necessary, the chief shop steward, shop steward and health and safety\nrepresentative must be allowed temporary, regular or complete release from\ntheir work obligations in order to carry out their duties.\u003C\u002Fp>\n\n\u003Cp>The salaries of the chief shop steward, other shop stewards and the health\nand safety representative are not reduced on account of participation in shop\nstewards’ seminars organised by Trade Union Pro. The health and safety\nrepresentative may participate in the seminar when the matters discussed at the\nseminar pertain to his\u002Fher role and tasks. The paid leave is two workdays per\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Premises\u003C\u002Fh4>\n\n\u003Cp>The employer must organise appropriate premises for the chief shop steward,\nshop steward and health and safety representative to store the materials and\nequipment needed for their duties, as well as premises where they can carry out\nthe essential negotiations related to their duties.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward, shop steward and health and safety representative\nreceive the generally applicable fringe benefit of a mobile telephone, and have\nthe right to use the company’s general communication and office equipment in\norder to carry out their duties. In addition the chief shop steward and shop\nsteward will receive the generally applicable fringe benefits of an internet\nconnection and email. Practical arrangements will be agreed on locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6th Compensation for shop steward’s and health and safety\nrepresentative’s duties\u003C\u002Fh4>\n\n\u003Cp>The compensation paid to chief shop stewards, shop stewards and health and\nsafety representatives is determined on the basis of the number of salaried\nemployees they represent, as follows.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>No. of salaried employees at end of previous year:\u003C\u002Ftd>\n \u003Ctd>1 July 2023 \n\n \u003Cp>€\u002Fmonth\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5-9\u003C\u002Ftd>\n \u003Ctd>88\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10-24\u003C\u002Ftd>\n \u003Ctd>135\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>25-50\u003C\u002Ftd>\n \u003Ctd>174\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51-100\u003C\u002Ftd>\n \u003Ctd>251\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>101-200\u003C\u002Ftd>\n \u003Ctd>297\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>201-400\u003C\u002Ftd>\n \u003Ctd>350\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>401-600\u003C\u002Ftd>\n \u003Ctd>396\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>601-\u003C\u002Ftd>\n \u003Ctd>460\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The chief shop steward, shop steward and health and safety representative\nmust inform the employer of any periods for which compensation should be paid\nto their deputies.\u003C\u002Fp>\n\n\u003Cp>If the shop steward represents fewer than five salaried employees and\nconducts duties agreed with the employer outside his or her regular working\nhours, overtime compensation will be paid for this time, unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.Salary and transfer protection\u003C\u002Fh4>\n\n\u003Cp>Opportunities for chief shop stewards, shop stewards and health and safety\nrepresentatives to develop and progress professionally must not be adversely\naffected due to their positions. They may not be transferred to jobs with lower\nsalaries than those they held on election while carrying out their\nrepresentation duties or because of them. Nor may they be transferred to\nlower-grade positions if the employer is able to offer them work that\ncorresponds to their competence.\u003C\u002Fp>\n\n\u003Cp>The wage development of the chief shop steward and the shop steward must\ncorrespond to the wage development that takes place at their level within the\ncompany. The employer and the shop steward in question must discuss the matter\nat least once during each term.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.Maintenance of professional competence\u003C\u002Fh4>\n\n\u003Cp>When a chief shop steward’s, shop steward’s or health and safety\nrepresentative’s representational term ends, the employer must discuss with\nthem whether their return to their original positions or to a similar position\nrequires professional training. The employer will organise the training that is\ndeemed necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.Transfer of business\u003C\u002Fh4>\n\n\u003Cp>Chief shop stewards, shop stewards and health and safety representatives\nwill keep their posts in the case of business transfers or handovers if the\ntransferred business or part of business retains its independence. If the\ntransferred business or part of business loses its independence, the chief shop\nsteward, shop steward and health and safety representative have the right to\nthe post-term protection described in this agreement until the end of their\nterms, and in any event for at least 6 months.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward and shop steward only transfer with a business if all\nthe staff they represent are transferred or by separate agreement, or if the\ntransferring company cannot offer them work to suit their competence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10th Financial and production-related grounds for dismissal\u003C\u002Fh4>\n\n\u003Cp>If the company is laying off or dismissing personnel due to financial or\nproduction-related reasons, the chief shop steward and the health and safety\nrepresentative cannot be dismissed or laid off unless the company’s\noperations are discontinued completely with regard to the employees they\nrepresent. The company can be exempted from this rule if the representative and\nthe employer mutually agree that the representative cannot be offered work that\ncorresponds to his\u002Fher competence or is otherwise suitable.\u003C\u002Fp>\n\n\u003Cp>According to chapter 7, section 10, subsection 2 of the Employment Contracts\nAct, a shop steward’s employment contract may only be terminated when his or\nher work ends completely and no other work that corresponds to his or her\ncompetence is available.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.Individual protection\u003C\u002Fh4>\n\n\u003Cp>The chief shop steward, shop steward or occupational health and safety\nrepresentative may not be dismissed for reasons attributable to them without\nthe consent of the majority of the employees whom they represent, as stipulated\nin chapter 7, section 10, subsection 1 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>The contracts of chief shop stewards, shop stewards and health and safety\nrep-resentatives may not be cancelled in violation of Sections 1 -3 of Chapter\n8 of the Employment Contracts Act. Their contracts cannot be terminated on the\ngrounds that they have violated the administrative regulations, unless they\nhave simultaneously, significantly and repeatedly, despite warnings, failed to\ncarry out their work duties.\u003C\u002Fp>\n\n\u003Cp>If a chief shop steward’s, shop steward’s or health and safety\nrepresentative’s employment contract is terminated and they make a complaint\nregarding the termination, and proceedings begin within four weeks of the\ntermination of the contract, the employer must pay them a sum equivalent to one\nmonth’s pay, in addition to any other applicable compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.Candidate protection\u003C\u002Fh4>\n\n\u003Cp>The above employment contract protection regulations also apply to\ncandidates for chief shop steward, other shop steward, or health and safety\nrepresentative’s position put forward by the association or by the salaried\nemployees when the employer has been informed of the candidacy in writing.\nSimilarly, they apply to candidates for health and safety representative of\nwhose candidacy the health and safety committee has been informed in writing.\nThis candidate protection begins at the earliest three months before the\nbeginning of the term of the chief shop steward, shop steward or health and\nsafety representative who is to be elected, and ceases when the results of the\nelection are announced.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.Post-term protection\u003C\u002Fh4>\n\n\u003Cp>The above employment contract protection regulations also apply to former\nchief shop stewards, shop stewards and health and safety representatives for\nsix months after the end of their term.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>14.Compensation\u003C\u002Fh4>\n\n\u003Cp>If the employment contract of a chief shop steward, shop steward or health\nand safety representative is terminated in violation of this agreement, the\nemployer must pay them compensation equivalent to between 10 and 30 months’\npay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>15th Information provided to the chief shop steward\u003C\u002Fh4>\n\n\u003Cp>In disputes concerning the duties of the chief shop steward or shop steward\nin accordance with this agreement, the chief shop steward or shop steward must\nbe provided with all the necessary information for processing the matter in\ndispute.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward and shop steward have the right to receive a list of\nthe surnames and first names, employment contract start dates and departments\nor other units of the employees within the scope of their authority. The chief\nshop steward and shop steward will also be provided with information on new\nemployees, on request. At his or her request, the chief shop steward will be\nprovided with a report three times a year at most on the number of employees in\na fixed-term employment relationship.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward is provided with the average monthly salary data of\nthe employees in the scope of his\u002Fher authority, collated by salary group and\nsex. The information will be provided based on September’s salaries. The\nchief shop steward may not receive average monthly salary data on groups of\nfewer than five people.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward and shop steward must maintain all the information\nreceived within the scope of their duties as confidential.\u003C\u002Fp>\n\n\u003Cp>At his or her request, the shop steward will be given information once a\nyear on the number of salaried employees whose overtime hours exceed 200 over a\none-year period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Use of external workforce:\u003C\u002Fh4>\n\n\u003Cp>External workforce refers to subcontractors and temporary employees.\u003C\u002Fp>\n\n\u003Cp>Member companies may use external workforce to cope with workload peaks, or\nfor tasks that are limited in their duration or quality and that cannot be\nperformed by the company’s salaried employees because of a tight schedule,\nlimited duration, requirements related to special professional skills or\nequipment, or similar reasons. In addition, member companies may use external\nworkforce if they have no financial or operational justification for using\ntheir own staff to complete certain tasks.\u003C\u002Fp>\n\n\u003Cp>If the employer is considering a contract on temporary employees, the\nemployer must inform the shop steward in advance. The notification must\nindicate the number of temporary employees, their tasks and work sites, the\nduration of the contract, and the period or periods during which the temporary\nemployees are used. In addition, the notification must indicate the grounds for\nusing external labour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>If the company changes the use of agency work in a way that deviates\nfrom the standard practices or if the agency is changed, such changes must be\ndiscussed with the shop steward.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After receiving the aforementioned notice, the shop steward has the right to\nrequest on the second work day subsequent to the employer’s notice that the\nagreement be processed via cooperation negotiations. The process must be\nconducted within a week (7 days) of the request. During the process, the\nemployer may not conclude the agreement on the use of agency workers that the\nnegotiations pertain to.\u003C\u002Fp>\n\n\u003Cp>The shop steward for salaried employees may not, however, request the\ncooperation negotiation process if the work in question is short-term, urgent\nwork, or installation, repair or maintenance work that cannot be performed by\nthe company’s personnel.\u003C\u002Fp>\n\n\u003Cp>The employer must inform the shop steward in advance of any subcontractors\nbeing used to supplement the work of the company’s salaried employees.\nShort-term use of external workforce may be exempted from this and can be\nreported afterwards.\u003C\u002Fp>\n\n\u003Cp>Companies using external workforce must provide the shop steward with\nanswers to relevant questions (such as the reason for the use and the\napplicable collective labour agreement) on request.\u003C\u002Fp>\n\n\u003Cp>The use of external workforce should be arranged so that the company’s\nregular workforce does not need to be reduced or laid off.\u003C\u002Fp>\n\n\u003Cp>On request by a temporary employee, the shop steward has the right to\nrepresent the temporary employee in relations with the employer.\u003C\u002Fp>\n\n\u003Cp>The parties undertake to handle labour disputes pertaining to the\ncompany’s agency workers jointly with various parties with a view to reaching\na resolution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>16.Arrangement of meetings\u003C\u002Fh4>\n\n\u003Cp>The employee group covered by this agreement has the right to arrange\nmeetings on employment contract matters, outside working hours, to be held in\nthe workplace or on other premises designated by the employer, taking into\naccount locally agreed conditions and requirements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>17.Staff internal notifications\u003C\u002Fh4>\n\n\u003Cp>The employee group has the right to post notifications of labour market\nmatters and general issues on the workplace’s notice board. The notifiers are\nresponsible for the content and maintenance of the board.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>III. TRAINING\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Professional training\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the following provisions will apply:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>When the employer provides professional training to employees or sends\nemployees on training related to their professions, the employer will cover the\ndirect costs of the training without reducing the employees’ pay.\u003C\u002Fp>\n\n\u003Cp>If the training takes place outside of regular working hours, the employer\nwill cover the direct costs. No compensation will be provided for time spent in\ntraining or related travel outside of regular working hours. Travel expenses\nare compensated according to the collective labour agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Application instructions:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>The inclusion of vocational training in working hours will be assessed\non the basis of the Working Hours Act. Pursuant to the Working Hours Act,\nparticipation in training is deemed to constitute fulfilment of work\nobligations if participation is made obligatory by the employer or if\nparticipation is required for the employee to perform his or her work tasks.\nSuch training includes device-specific training provided for salaried employees\nperforming expert tasks (e.g. training on radio network base stations, radio\nnetwork centre maintenance and updates, or broadband and transfer networks) or\ntraining on systems provided for employees in customer service or similar\ntasks.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>18.Shared training\u003C\u002Fh4>\n\n\u003Cp>Participation is agreed locally and costs are covered in the same way as for\nprofessional training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>19.Trade union training\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>The chief shop steward, the deputy chief shop steward, the shop stewards,\nthe deputy shop stewards and the representatives of salaried employees in\noccupational health and safety, including the members of the health and safety\ncommittee or other health and safety bodies, have the right to take part in\ntrade union training events approved annually by the unions, unless this\nsignificantly hinders the company’s operations. The employer must be notified\nof participation in such training at the earliest possible time. The employer\nmust make any objections known at the latest 10 days before the training, after\nwhich a more suitable course date should be identified by mutual agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Other training needed by shop stewards should be agreed locally.\u003C\u002Fp>\n\n\u003Cp>During training, the employer will pay the salaries of the chief shop\nsteward, deputy chief shop steward, shop steward and deputy shop steward for a\nmaximum of one month, and the salaries of the employee representatives involved\nin health and safety bodies for a maximum of two weeks. In addition, the meal\nallowances agreed by the unions must be paid for each paid course day.\u003C\u002Fp>\n\n\u003Cp>If the training takes place on the chief shop steward’s or shop\nsteward’s day off, they will be compensated with a holiday at another\ntime.\u003C\u002Fp>\n\n\u003Cp>The chairmen of the signatory associations’ member associations will be\npaid salaries in accordance with the above stipulations on the condition that\nthe company has at least 100 employees covered by this agreement, and the\nmember association has at least 50 members. In addition, meal allowances must\nbe paid for each paid course day.\u003C\u002Fp>\n\n\u003Cp>The employer will only pay such compensation once to each person for\ntraining events with similar content.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>IV.DIALOGUE REFERRED TO IN CHAPTER 2 OF THE ACT ON CO-OPERATION WITHIN\nUNDERTAKINGS\u003C\u002Fh3>\n\n\u003Cp>Other arrangements may be made locally concerning the practical methods and\ncontent of the dialogue referred to in chapter 2 of the Act of Co-operation\nwithin Undertakings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>V.VALIDITY\u003C\u002Fh3>\n\n\u003Cp>This agreement is valid as a part of the collective labour agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERVICE SECTOR EMPLOYERS PALTA\u003C\u002Fp>\n\n\u003Cp>TRADE UNION PRO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DISMISSAL PROTECTION AGREEMENT \u002F ICT SECTOR I GENERAL PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1§ General scope\u003C\u002Fh3>\n\n\u003Cp>This agreement applies to terminations of employment contracts made until\nfurther notice for reasons related to the employee’s actions or person, and\nto notice of termination given by the employee.\u003C\u002Fp>\n\n\u003Cp>This agreement also applies to the procedures to be followed in dismissing\nor laying off employees for financial or production-related reasons.\u003C\u002Fp>\n\n\u003Cp>This agreement does not apply to the employment contracts defined in the\nSeamen’s Act (423\u002F78) and the Vocational Education Act (630\u002F98), or to the\ncases listed in section 7, subsection 5 and section 5, subsections 7-8 of the\nEmployment Contracts Act (assignment of the enterprise, reorganisation\nprocedure, employer’s bankruptcy and death).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2§ Notice periods\u003C\u002Fh3>\n\n\u003Cp>If a longer notice period has not been agreed on and the employee has been\nin continuous service, the employer must observe the following notice periods\nwhen terminating contracts:\u003C\u002Fp>\n\n\u003Cp>1st 14 days’ notice, if the employment has lasted for a year or less,\u003C\u002Fp>\n\n\u003Cp>2nd one month’s notice, if the employment has lasted over a year but no\nmore than four years,\u003C\u002Fp>\n\n\u003Cp>3rd two months’ notice, if the employment has lasted more than four years\nbut no more than eight,\u003C\u002Fp>\n\n\u003Cp>4th four months’ notice, if the employment has lasted more than eight\nyears but no more than 12, and\u003C\u002Fp>\n\n\u003Cp>5th six months’ notice, if the employment has lasted more than 12\nyears.\u003C\u002Fp>\n\n\u003Cp>If a longer notice period has not been agreed on, in giving notice of\ntermination, employees must observe a 14-day notice period, unless they have\nbeen in continuous employment with the employer for more than five years, in\nwhich case the notice period is one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3§ Failure to observe notice periods\u003C\u002Fh3>\n\n\u003Cp>An employer who has terminated an employment contract without observing the\nproper notice period must pay the employee compensation equivalent to the\nemployee’s full salary for the notice period.\u003C\u002Fp>\n\n\u003Cp>An employee who has failed to observe the proper notice period must pay the\nemployer a non-recurrent compensation sum equivalent to the employee’s salary\nfor the notice period. The employer is entitled to deduct this sum from the\nemployee’s final pay in accordance with the limitations on the employer’s\noffsetting rights in Section 2:17 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>If only a part of the notice period has not been observed, the compensation\nliability is limited to the salary of that part of the notice period which has\nnot been observed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II TERMINATION FOR CAUSES ATTIRBUTABLE TO THE EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4§ Grounds for termination\u003C\u002Fh3>\n\n\u003Cp>The employer is not entitled to terminate an employment except on the\ngrounds listed in section 7, subsections 1-2 of the Employment Contracts\nAct.\u003C\u002Fp>\n\n\u003Cp>Entry in the minutes:\u003C\u002Fp>\n\n\u003Cp>This agreement can be used to examine whether a termination made on the\nbasis of section 7, subsections 3-4 of the Employment Contracts Act was indeed\ndependent on the employee’s actions or person, and whether the employer would\nhave had sufficient grounds to dismiss the employee on the grounds listed in\nthis section in cases where the termination was made based on section 8,\nsubsection 1, paragraph 1 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5§ Employee’s dismissal protection during pregnancy and family leave\u003C\u002Fh3>\n\n\u003Cp>Employers may not terminate employment contracts due to the employee’s\npregnancy or due to the employee exercising his or her right to family leave as\nstipulated in Chapter 4 of the Employment Contracts Act. If an employer\nterminates the contract of an employee who is pregnant or away on family leave,\nthe dismissal is considered to be due to the pregnancy or exercise of family\nleave, unless the employer can show it had other grounds. Employees must\nprovide a report on their pregnancy on the employer’s request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6§ Notification of termination and consulting the employee\u003C\u002Fh3>\n\n\u003Cp>Terminations of employees’ employment contracts must follow the\nstipulations of section 9, subsection 1; section 9, subsection 2, paragraph 1;\nand section 9, subsections 4-5 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7§ Compensation for unfair dismissal\u003C\u002Fh3>\n\n\u003Cp>Employers who dismiss employees in violation of the grounds for dismissal\nlisted in sections 4 and 5 of this agreement must pay the employee compensation\nfor unfair dismissal (\"groundless termination”) in accordance with section\n12, subsections 2-3 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>The employer cannot be sentenced to pay the compensation referred to in this\nSection in addition to or instead of the compensation defined in Section 12:2\nof the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>III MISCELLANEOUS PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV Order of selection for workforce reduction\u003C\u002Fh2>\n\n\u003Cp>In the case of dismissals or layoffs for financial or production-related\nreasons, employers must, where possible, follow the rule by which employees who\nare most important to the company’s operations, who are needed for special\nduties, or who have become partly disabled for work while employed there are\ndismissed or laid off last. In addition to this, attention should be paid where\npossible to the duration of the employment contract and to the employee’s\nmaintenance liability.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8§ Procedures related to dismissal on financial or production-related\ngrounds\u003C\u002Fh3>\n\n\u003Cp>The stipulations of section 9, subsections 3-5 of the Employment Contracts\nAct must be observed in dismissals on financial or production-related\ngrounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9§ Re-employment of dismissed employees\u003C\u002Fh3>\n\n\u003Cp>The employer may be exempted from the obligation referred to in Chapter 6,\nSection 6 of the Employment Contracts Act by means of an agreement between the\nemployer and the employee. Such an agreement can be made at the time of the\ndismissal or termination of the employment contract and will take into account\nany measures taken by the employer to enhance the employee's employability\nelsewhere. The introduction of agreements regarding reemployment must be agreed\non locally between the employer and the chief shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10§ Exceptional lay-off situations\u003C\u002Fh3>\n\n\u003Ch4>1.Cancellation of layoff\u003C\u002Fh4>\n\n\u003Cp>If the employer finds that there is new work available during a layoff\nnotice period, the layoff can be cancelled before it becomes effective. This\ncancels all aspects of the layoff notice and any future layoffs must be based\non new layoff notices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Postponement of layoff\u003C\u002Fh4>\n\n\u003Cp>Any work that becomes available during the layoff notice period may be\ntemporary. In this case, it is not possible to cancel the lay-off completely,\nbut the starting point of the lay-off can be postponed to a later date. Layoffs\nmay only be postponed once on these grounds without giving a new layoff notice,\nand they can only be postponed by the duration of the work that becomes\navailable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Interruption of layoff period\u003C\u002Fh4>\n\n\u003Cp>Employers may find that temporary work becomes available during a layoff\nperiod. If the layoff is expected to continue immediately without a renewed\nlayoff notice after the work is complete, the interruption must be based on a\nseparate agreement between the employer and employee. Such an agreement should\nbe made before the work begins. At the same time the duration of the temporary\nwork should be estimated.\u003C\u002Fp>\n\n\u003Cp>The above only applies to the agreement between the employer and employee,\nand does not affect the stipulations of unemployment benefit legislation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Entry in the records:\u003C\u002Fp>\n\n\u003Cp>If an employee has found other employment for the layoff period after the\nlayoff notice was given but before being informed of the cancellation or\ntransfer of the layoff, the employee is not liable to compensate the employer\nfor any damages caused by this. In these cases, the employee is obliged to\nreturn to work as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11§ Negotiation procedures\u003C\u002Fh3>\n\n\u003Cp>Any disputes related to this agreement should be resolved by following the\nnegotiation protocol of the collective labour agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12§ Court proceedings\u003C\u002Fh3>\n\n\u003Cp>If a dispute related to a dismissal or layoff case cannot be settled, the\nsignatory association may refer the case to an industrial tribunal for a\nruling. An application of summons in accordance with Section 15 of the Act on\nthe Labour Court (646\u002F74) must be sent to the industrial tribunal within two\nyears of the termination of the employment contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13§ Sanction system\u003C\u002Fh3>\n\n\u003Cp>In addition to the stipulations of paragraph 2 of Section 7 of this\nagreement, the employer may not be sentenced to pay compensatory fines in\naccordance with Section 7 of the Collective Agreements Act when the case is\nrelated to violation of duties listed in the collective labour agreement but in\nessence identical to those used as the grounds for compensation according to\nthe agreement.\u003C\u002Fp>\n\n\u003Cp>No compensatory fine in accordance with the Collective Agreements Act is\npayable for failure to observe procedures. The failure to observe proper\nprocedures is instead taken into account in determining the sum of the\ncompensation for unfair dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14§ Determination of the negotiation period pursuant to the Act on\nCo-operation within Undertakings\u003C\u002Fh3>\n\n\u003Cp>When the employer is considering temporarily laying off one or more salaried\nemployees for no more than 90 days, the negotiation period pursuant to Section\n23 of the Act on Co-operation within Undertakings is deemed to start on the day\nwhen the written negotiation notice pursuant to Section 19 of the Act on\nCooperation within Undertakings is delivered. The Act on Co-operation within\nUndertakings is not a part of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V VALIDITY\u003C\u002Fh2>\n\n\u003Cp>This agreement is valid as a part of the collective labour agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>Palvelualojen tyonantajat PALTA ry\u003C\u002Fp>\n\n\u003Cp>Etelaranta 10 6. krs\u003C\u002Fp>\n\n\u003Cp>PL 62, 00131 Helsinki\u003C\u002Fp>\n\n\u003Cp>Vaihde 020 595 5000\u003C\u002Fp>\n\n\u003Cp>www.palta.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-----------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>Ammattiliitto Pro\u003C\u002Fp>\n\n\u003Cp>Tyopajankatu 13 A,\u003C\u002Fp>\n\n\u003Cp>00580 Helsinki\u003C\u002Fp>\n\n\u003Cp>PL 183, 00581 Helsinki\u003C\u002Fp>\n\n\u003Cp>Puh. 09 172 731\u003C\u002Fp>\n\n\u003Cp>www.proliitto.fi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JALKIPAINOS KIELLETAAN.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SECTOR2":42,"jobclassifaction1":46,"trainingprogrammes":50,"trainingfund":53,"apprenticeships":57,"pensionfund":61,"contracttrial":65,"tempagency":69,"sicknesspay":73,"healthcareaccess":77,"healthinsurance":81,"protectiveclothing":85,"healthandsafetytraining":89,"hivpolicy":93,"paidmaternityleave":96,"paidmaternityleaveduration":99,"paidpaternityleave":103,"deathrelatives":107,"eqpay":111,"WORKHOURS_trigger":115,"hourspday_select":118,"dayspweek":122,"PAIDLEAV_trigger":126,"bankholidays2":129,"schedulesrestpw":133,"TRADEUNLEAV_trigger":135,"FLEXWORK_trigger":138,"WAGES_payscale1_start":142,"WAGES_payscale1_end":145,"STRUCINCR_trigger":149,"ONCEONLY_trigger":153,"onceonlyamount1":156,"onceonlydate":160,"wageincreasetxt":162,"ANNLEAVE_trigger":166,"NOCTPREM_trigger":170,"shiftallowanceperc1":174,"OVERTIME_trigger":178,"overtimeallowanceperc1_general":181,"SUNDAY_trigger":185,"cbadate_start_date":189,"cbadate_end_date":193,"newtech_trigger":197,"trainingprogrammes_newtech":201,"newtech_aiam":205,"newtech_topics":207},{"bindId":43,"name":44,"text":45},"SECTOR2","1§ Scope of application of the collectiv","1§ Scope of application of the collective agreement\n\nThe provisions of this collective labour agreement apply to all salaried\nemployees employed by the member companies of Service Sector Employers PALTA in\nthe ICT sector (i.e., in the information, telecommunication, and IT sectors,\nand at call and contact centres), as well as in the television and radio sector\nin telecommunications duties related to network operation and maintenance and\nbroadcasting operations, with the exception of Yleisradio Oy, Digita Oy, and\nMTV Oy. The agreement also applies to the salaried employees of member\ncompanies which build or maintain services and infrastructure in these or other\nsimilar sectors, or which carry out other similar operations.",{"bindId":47,"name":48,"text":49},"jobclassifaction1","Competence classification is conducted b","Competence classification is conducted by a specially appointed task force,\nconsisting of representatives of the employer and the employees (e.g 1+1 or\n2+2). The classification will be reviewed by the task force or, if agreed\nlocally, by the shop steward and the employer’s representative.\n\nThe evaluation of a set of tasks is based on the job description. In order\nfor the demands (competence level) of tasks to be measured as reliably as\npossible, job descriptions must be closely linked to the content of the job and\nindicate the content, responsibilities and relationships of the job as clearly\nas possible. It is important that the managers and employees agree on the tasks\nincluded in the job. At the end of the wage system description there is an\nexample of a job description form.\n\nThe demands of a job are evaluated using a four-part indicator, resulting in\na competence grading and subsequent wage group. Competence classifications must\nbe made as soon as possible, and at the latest by four months after the\nbeginning of the employment contract. ",{"bindId":51,"name":52,"text":52},"trainingprogrammes","III. TRAINING",{"bindId":54,"name":55,"text":56},"trainingfund","When the employer provides professional ","When the employer provides professional training to employees or sends\nemployees on training related to their professions, the employer will cover the\ndirect costs of the training without reducing the employees’ pay.\n\nIf the training takes place outside of regular working hours, the employer\nwill cover the direct costs. No compensation will be provided for time spent in\ntraining or related travel outside of regular working hours. Travel expenses\nare compensated according to the collective labour agreement.",{"bindId":58,"name":59,"text":60},"apprenticeships","Young employees, trainees and apprentice","Young employees, trainees and apprentices",{"bindId":62,"name":63,"text":64},"pensionfund","The adoption, modification and terminati","The adoption, modification and termination of merit pay and profit-sharing\nschemes must be discussed in employer-employee negotiations. The valid\nguidelines of the Finnish Centre for Pensions shall be followed with regard to\nthe cash profit-sharing bonus and profit distribution.",{"bindId":66,"name":67,"text":68},"contracttrial","New employees 8th New employees who join","New employees\n\n8th New employees who join the company can be paid a\nminimum salary equivalent to 9\u002F10 of the base pay for the competence class in\nquestion, but for no longer than their trial periods.",{"bindId":70,"name":71,"text":72},"tempagency","Collective agreement applicable in tempo","Collective agreement applicable in temporary agency work\n\nThe collective agreement for the ICT sector shall be applied in temporary\nagency work. A reference to the agreement to be applied shall be included in\nthe contract on agency work.",{"bindId":74,"name":75,"text":76},"sicknesspay","21§ 21 Absence due to illness or acciden","21§ 21 Absence due to illness or accident",{"bindId":78,"name":79,"text":80},"healthcareaccess","If the employer refuses to approve a med","If the employer refuses to approve a medical certificate provided by the\nemployee and asks the employee to visit another doctor, the employer must cover\nthe cost of this visit.",{"bindId":82,"name":83,"text":84},"healthinsurance","4th If the employee’s incapacity to work","4th If the employee’s incapacity to work begins again due to the same\nillness within thirty days of the day for which the employee last received\nsickness pay, the employee is not entitled to a new period of sick leave pay.\nHowever, if the employer’s payment obligation has been fulfilled for the\nprevious period of incapacity, the employer must pay the employee compensation\nfor one day’s waiting time, as defined in Section 19(2) of the Health\nInsurance Act.",{"bindId":86,"name":87,"text":88},"protectiveclothing","30§ 30 Protective clothing Employees mus","30§ 30 Protective clothing\n\nEmployees must be provided with protective clothing that will protect their\nordinary work clothes from getting dirty or wet. Special gear will be provided\nfor mast work, including a thermal suit when necessary for winter\nconditions.",{"bindId":90,"name":91,"text":92},"healthandsafetytraining","19.Trade union training The chief shop s","19.Trade union training\n\nThe chief shop steward, the deputy chief shop steward, the shop stewards,\nthe deputy shop stewards and the representatives of salaried employees in\noccupational health and safety, including the members of the health and safety\ncommittee or other health and safety bodies, have the right to take part in\ntrade union training events approved annually by the unions, unless this\nsignificantly hinders the company’s operations. The employer must be notified\nof participation in such training at the earliest possible time. The employer\nmust make any objections known at the latest 10 days before the training, after\nwhich a more suitable course date should be identified by mutual agreement.",{"bindId":94,"name":95,"text":95},"hivpolicy","23§ Medical examinations",{"bindId":97,"name":98,"text":98},"paidmaternityleave","Section 22 Pregnancy and parental leave",{"bindId":100,"name":101,"text":102},"paidmaternityleaveduration","Employees are entitled to take pregnancy","Employees are entitled to take pregnancy, special pregnancy and parental\nleave from work during the pregnancy and parental allowance periods as referred\nto in the Health Insurance Act (28\u002F2022).",{"bindId":104,"name":105,"text":106},"paidpaternityleave","If the provisions of the Health Insuranc","If the provisions of the Health Insurance Act concerning family leaves in\nforce on 31 July 2022 are complied with for salaried employees or the right to\npregnancy, special pregnancy or parental leave in accordance with the Health\nInsurance Act has started before 1 June 2023, the provisions of the collective\nagreement concerning maternity and paternity leave in force on 31 May 2023\nshall be complied with.\n\nIf the provisions of the Health Insurance Act effective after 1 August 2022\nare complied with, any paid maternity, paternity and adoption leave already\ntaken in accordance with the collective agreement in force on 31 May 2023 will\nbe deducted from the paid leave under the family leave provisions of the\ncollective agreement that entered into force on 1 June 2023.",{"bindId":108,"name":109,"text":110},"deathrelatives","1st Brief, temporary leave of absence gr","1st Brief, temporary leave of absence granted to employees due to the sudden\nillness or death of a near relative is not deducted from the employees’\npay.",{"bindId":112,"name":113,"text":114},"eqpay","The wage system forms the basis of the c","The wage system forms the basis of the company’s remuneration policy. It\nmust be designed so as to ensure fair and equal treatment for all employees. It\nmust motivate and guide employees’ behaviour at work in a correct and\npurposeful direction. The wage system is one of the instruments of sensible,\nflexible management and leadership. Its success depends on how it is used,\nmaintained and developed.",{"bindId":116,"name":117,"text":117},"WORKHOURS_trigger","5§ Regular working hours",{"bindId":119,"name":120,"text":121},"hourspday_select","Day work and two-shift work 1st In day a","Day work and two-shift work\n\n1st In day and two-shift work, regular working hours are a maximum of 8\nhours per day and 40 hours per week in workplaces and jobs where such hours\nhave always been the norm. Otherwise, the working hours are a maximum of 7.5\nhours per day and 37.5 hours per week.",{"bindId":123,"name":124,"text":125},"dayspweek","6§ Weekly days off All employees are gra","6§ Weekly days off\n\nAll employees are granted two days off per week, usually Saturday and\nSunday. If the company’s operations continue through the weekend, days off\nmust be granted so that there are on average two days off per week.",{"bindId":127,"name":128,"text":128},"PAIDLEAV_trigger","19§ Annual leave and holiday bonus",{"bindId":130,"name":131,"text":132},"bankholidays2","Employees receive major holiday compensa","Employees receive major holiday compensation for work done on Easter Sunday,\nEaster Monday, Christmas Day, Boxing Day and Midsummer’s Day, consisting of a\nsupplement of 200% of the base pay rate, which shall be added to the\nemployees’ monthly pay. This already contains any applicable overtime and\nSunday work compensation and percentage supplements given for alarm- based\nwork.",{"bindId":134,"name":124,"text":125},"schedulesrestpw",{"bindId":136,"name":137,"text":137},"TRADEUNLEAV_trigger","19.Trade union training",{"bindId":139,"name":140,"text":141},"FLEXWORK_trigger","Flexible hours \u002F Flexitime 5th If the co","Flexible hours \u002F Flexitime\n\n5th If the company applies flexible working hours (flexitime), the maximum\nflexitime added to or deducted from regular working hours is four hours, and\nthe maximum accumulation can be +\u002F- 40 hours. The length of the period for\nmonitoring working hours is, at most, 12 months. Exceptions to the limits of\nflexible hours, the maximum accumulation of hours and the duration of the\nreview period referred to in the Working Hours Act and the collective agreement\nmay be agreed on by the members of the employer organisation.\n\nLeave arising from flexitime arrangements, as well as working hour reduction\nleave as specified below in Section 20 and locally agreed leave periods can be\ngranted in series of several shifts when the company’s situation allows it\nand if the employee so desires.",{"bindId":143,"name":144,"text":144},"WAGES_payscale1_start","1,549",{"bindId":146,"name":147,"text":148},"WAGES_payscale1_end","4,831 ","4,831\n \n \n \n",{"bindId":150,"name":151,"text":152},"STRUCINCR_trigger","3 Pay increases 3.1 Salary deal in 2023 ","3 Pay increases\n\n3.1 Salary deal in 2023 and 2024 Salary deal in 2023\n\n\n\nGeneral increase\n\nThe salaries shall be increased on 1 July 2023 or from the beginning of the\nnext salary payment period thereafter by 3.5 per cent.",{"bindId":154,"name":155,"text":155},"ONCEONLY_trigger","One-off payment",{"bindId":157,"name":158,"text":159},"onceonlyamount1","A one-off compensation of EUR 462 shall ","A one-off compensation of EUR 462 shall be paid to salaries employees in\nconnection with the payment of the salary in June 2023. The payment of the one-\noff compensation shall be subject to the condition that the employee's\ncontinuous employment relationship has begun no later than 1 March 2023 and is\nvalid on the date of payment of the one-off compensation.",{"bindId":161,"name":158,"text":159},"onceonlydate",{"bindId":163,"name":164,"text":165},"wageincreasetxt","Minimum salaries as of 1 May 2024 The mi","Minimum salaries as of 1 May 2024\n\nThe minimum salaries shall be increased on 1 May 2024 or from the beginning\nof the next salary payment period thereafter by 2.0 per cent.",{"bindId":167,"name":168,"text":169},"ANNLEAVE_trigger","3rd The sum of the holiday bonus is 50% ","3rd The sum of the holiday bonus is 50% of the sum reached by dividing the\nmonthly salary (monetary remuneration) by 25 and multiplying it by the number\nof holiday days. For salaried employees with hourly salaries, the holiday bonus\nshall be 50 per cent of their annual holiday pay. The holiday bonus is paid on\nthe company's regular pay day after the holiday, subject to the company's\npolicy.",{"bindId":171,"name":172,"text":173},"NOCTPREM_trigger","15§ Shift work, evening work and night w","15§ Shift work, evening work and night work",{"bindId":175,"name":176,"text":177},"shiftallowanceperc1","1 st In shift work, employees receive a ","1 st In shift work, employees receive a shift work supplement for each hour\nspent on an evening or night shift. The supplement is equivalent to 15% of the\nemployee’s basic hourly pay for evening shifts and 30% of the employee’s\nbasic hourly pay for night shifts.",{"bindId":179,"name":180,"text":180},"OVERTIME_trigger","13§ Overtime",{"bindId":182,"name":183,"text":184},"overtimeallowanceperc1_general","1 st The supplement for daily overtime i","1 st The supplement for daily overtime is the base pay increased by 50% for\nthe first two hours and by 100% for the hours after that. The supplement for\nweekly overtime is the base pay increased by 50% for the first eight hours and\nby 100% for the hours after that.",{"bindId":186,"name":187,"text":188},"SUNDAY_trigger","14§ Sunday work Work done on Sundays or ","14§ Sunday work\n\nWork done on Sundays or other religious holidays or on Independence Day or\nMay Day is compensated as Sunday work, consisting of a supplement equivalent to\nthe basic hourly rate added to any applicable additional work or overtime\ncompensation. Sundays and the abovementioned holidays are considered to begin\nat 6 pm on the preceding day and end at midnight on the actual holiday.",{"bindId":190,"name":191,"text":192},"cbadate_start_date","The agreement period shall begin on 3 Ma","The agreement period shall begin on 3 March 2023 and end on 31 March 2025.\nAfter 31 March 2025, the agreement shall continue to be in force for one year\nat a time, unless it is terminated in writing at least two months before the\nend of the agreement term. The provisions of the previous collective labour\nagreement will apply during negotiations for a new agreement, until the moment\na new agreement is reached or when negotiations otherwise come to an end. ",{"bindId":194,"name":195,"text":196},"cbadate_end_date","2 Term of agreement The agreement period","2 Term of agreement\n\nThe agreement period shall begin on 3 March 2023 and end on 31 March 2025.\nAfter 31 March 2025, the agreement shall continue to be in force for one year\nat a time, unless it is terminated in writing at least two months before the\nend of the agreement term. The provisions of the previous collective labour\nagreement will apply during negotiations for a new agreement, until the moment\na new agreement is reached or when negotiations otherwise come to an end. ",{"bindId":198,"name":199,"text":200},"newtech_trigger","Working group on the future of ICT work ","Working group on the future of ICT work\n\nThe parties shall establish a working group to continue the dialogue on the\nfutureoutlookofwork\n\nin the ICT sector during previous agreement periods. The parties shall also\nencourage companies to continue this dialogue on the level of workplaces with a\nviewto\n\nimproving productivity, competitivity and staff well-being and\ncompetences.\n\nThe following themes, among others, shall be reviewed during the agreement\nperiod:\n\n•the impact of digitalisation, robotics and AI on the work of salaried\nemployees\n\n•changes in the demand for expertise caused by changes to working life and\nthe recognition of future needs for expertise\n\n•maintenance of work ability, particularly in future circumstances and the\ncentral factors contributing to coping at work.",{"bindId":202,"name":203,"text":204},"trainingprogrammes_newtech","The following themes, among others, shal","The following themes, among others, shall be reviewed during the agreement\nperiod:\n\n•the impact of digitalisation, robotics and AI on the work of salaried\nemployees\n\n•changes in the demand for expertise caused by changes to working life and\nthe recognition of future needs for expertise",{"bindId":206,"name":199,"text":200},"newtech_aiam",{"bindId":208,"name":199,"text":200},"newtech_topics","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>The collective agreement for salaried employees in the ICT sector 2023-2025 Final - 2023\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2023-03-03\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2025-03-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nimeä toimiala: → Tietojenkäsittely ja siihen liittyvät toiminnot\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nimeä toimiala: → Muu laitteisto- ja tietotekninen palvelutoiminta\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: → \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Ammattiyhdistysten nimet: → \n\n \n \n \u003Cspan>\n PRO - Ammattiliito PRO\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 \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SOSIAALITURVA JA ELÄKKEET\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">Työnantaja on osallisena työntekijän eläkerahastoon: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">Työnantaja on osallisena työntekijän työkyvyttömyyseläkerahastoon: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Työnantaja on osallisena työntekijän työttömyysrahastoon: → Ei\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">KOULUTUS\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Koulutusohjelmat: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Harjoittelut: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Työnantaja on osallisena työntekijöiden koulutusrahastoon: → Kyllä\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maksimi sairauspäiväraha (6 kuukaudelta): → 100 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maksimimäärä palkallisia sairauspoissaoloja: → 90 päivää\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Ehdot pitkäaikaussairauden jälkeisessä työhön palaamisessa, esim. syövän hoito: → Ei\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Palkallinen kuukautisvapaa: → Ei\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Palkka työtapaturman aiheuttaman vamman sattuessa: → 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: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → Professional risks\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Hautausapu: → Ei\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">TYÖ JA PERHE JÄRJESTELYT\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Palkallinen äitiysloma: → -10 viikkoa\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Palkallinen äitiysloma rajoittuu The CBA explicitly refers to the law % 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 \n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Vapaan määrä päivinä läheisen kuollessa: → Insufficient data päivää\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">SUKUPUOLIEN TASA-ARVO-ONGELMAT\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Sama palkka saman arvoisesta työstä: → Kyllä\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Erikoisviittaus sukupuoleen palkkaeroissa: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Syrjintä työehdoissa: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Naisten tasa-arvoiset mahdollisuudet ylennyksissä: → Ei\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Naisten tasa-arvoiset mahdollisuudet koulutuksessa ja uudelleenkoulutuksessa: → Ei\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Työpaikan tasa-arvoja ajava ammattiyhdistyksen asiamies: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Ehdot seksuaalisesta häirinnästä työpaikalla: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Ehdot väkivallasta työpaikalla: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Erikoisvapaa työntekijöille, jotka ovat perheväkivallan uhreja: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Tukea naispuolisille invalideille: → Ei\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Sukupuolisen tasa-arvon tarkkailu: → Ei\u003C\u002Fdiv>\n \n 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tapahtumia varten: → -9.0 päivää\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Kyllä\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Palkat määräytyvät palkka-asteikon mukaisesti: → Yes, in one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Elintasoindeksiin mukautuminen: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Palkankorotus\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Palkankorotus: → 3.5 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Palkankorotus alkaa: → 2023-07\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Palkkalisät ilta- tai yötöistä\u003C\u002Fh4>\n \u003Cdiv 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