[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002Ftoimihenkilot-tes-grafinet-2023-2025-en-aa":3,"menu:\u002Ffi-fi:":171,"sites:htmlblocks":336,"cite-subsites":1535,"subsites":5100,"footer:root":5577,"cite-footer:root":5675,"suggested:root":5714},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":151,"content_type_view":152,"extra_breadcrumbs":153,"body":155,"body_blocks":166,"related_pages":170},4785,"tyoehtosopimus","Työehtosopimus",null,"","\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus","collective_agreements.collectiveagreementoverview","fi_FI","\u002Fcms\u002Fpages\u002F4785\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Suomi","fi-fi",{"title":18,"slug":19},"Työskentele Suomessa","tyoskentele-suomessa",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffi-fi\u002Ftyoskentele-suomessa\u002Ftyoehtosopimus\u002F","index, follow","website","summary_large_image","2025-09-28T18:28:10.806487+02:00","2026-04-02T06:39:20.570324+02:00",{"cba":30,"clauses":41,"details":149,"translations":150},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"toimihenkilot-tes-grafinet-2023-2025-en-aa","96264fa8-594c-11ef-a51d-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ffinland\u002Ftoimihenkilot-tes-grafinet-2023-2025-en-aa\u002Ftoimihenkilot-tes-grafinet-2023-2025-en-aa\u002F","Toimihenkilöt_TES_Grafinet_2023–2025-en_AA","FIN Medialiitto Finnmedia Finnish Media Federation - 2023","Finland - FIN Medialiitto Finnmedia Finnish Media Federation - 2023","FIN Medialiitto Finnmedia Finnish Media Federation - 2023 - Kustantaminen, painaminen, media",{"name":39,"data":40},"Toimihenkilöt_TES_Grafinet_2023–2025-en_AA.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Toimihenkilöt_TES_Grafinet_2023–2025-en_AA\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>THE COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>2023-2025\u003C\u002Fh1>\n\n\u003Ch1>between FINNMEDIA and INDUSTRIAL UNION as well as VIESTINTAALAN\nTOIMIHENKILOT GRAFINET CONCERNING SALARIED EMPLOYEES AND INCLUDING INSTRUCTIONS\nFOR ITS APPLICATION\u003C\u002Fh1>\n\n\u003Ch1>The agreement is valid until 28 February 2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This is an unofficial translation from Finnish to English.\u003C\u002Fp>\n\n\u003Cp>Only the original text of the Collective Agreement in Finnish is\nauthoritative. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PURPOSE OF THE COLLECTIVE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>The associations have agreed that the purpose of the collective\nagreement is as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>According to the Finnish Collective Agreements Act (tyoehtosopimuslaki), a\ncollective agreement is any agreement concluded between associations concerning\nthe terms and conditions which a company must comply with in contracts of\nemployment or in employment generally.\u003C\u002Fp>\n\n\u003Cp>The basic objective of collective agreement activities is to promote the\ncompany’s success, the personnel’s terms of employment and industrial\npeace.\u003C\u002Fp>\n\n\u003Cp>Through collective agreement activities, the associations aim to promote\nobjectives that are essential and important for both employers and employees.\nAccording to these objectives, companies can:\u003C\u002Fp>\n\n\u003Cp>•engage in profitable business by providing services for customers, which\nis required in order to ensure competitive terms of employment and job\nsecurity,\u003C\u002Fp>\n\n\u003Cp>•provide their personnel with the opportunity to improve their skills and\nknowledge and, consequently, to promote their responsibility and motivation for\nsecuring the continuity of the company’s business operations and work,\u003C\u002Fp>\n\n\u003Cp>•utilise the expertise and resources across the organisation through\nco-operation and participation systems,\u003C\u002Fp>\n\n\u003Cp>• promote productivity and profitability through co-operation and create a\npay and remuneration system that is motivating and increases productivity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GOOD NEGOTIATING PRACTICE\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>The elements of a trust-promoting negotiation culture include the\nfollowing:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•The negotiating parties are equal. The objective is to reach a\nconsensus.\u003C\u002Fp>\n\n\u003Cp>•The different interests of the negotiating parties are acknowledged, and\nco-operation is based on mutual respect.\u003C\u002Fp>\n\n\u003Cp>•Matters to be negotiated are communicated accurately and in a timely\nmanner. The importance and effects of and alternatives to the solution being\npursued are investigated in co-operation.\u003C\u002Fp>\n\n\u003Cp>•The negotiating practices are based on transparency, integrity and on\nstudying the facts.\u003C\u002Fp>\n\n\u003Cp>•Negotiations on questions of interpretation of the collective agreement\nare conducted in accordance with the negotiating procedure specified in the\ncollective agreement. In any other matters, the negotiating procedure is\ndetermined first, after which the negotiating parties and the authorisations of\nthe negotiators are established.\u003C\u002Fp>\n\n\u003Cp>•Negotiations are conducted promptly, avoiding any undue hurrying or\ndelay.\u003C\u002Fp>\n\n\u003Cp>•To avoid subsequent disagreements, the result of the negotiations is\nrecorded as accurately and clearly as possible.\u003C\u002Fp>\n\n\u003Cp>•If no agreement is reached in a negotiation concerning the interpretation\nof the collective agreement, the opinions of the parties, including the reasons\npresented, are recorded in a common memorandum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>In addition, the following principles shall apply to the negotiation\nco-operation between the associations:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•In ambiguous cases, no advance stand is taken in favour of the opinion of\neither party.\u003C\u002Fp>\n\n\u003Cp>•When interpreting agreements, the associations aim for an objective\nresolution through negotiations, including a clear statement of reasons. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>COLLECTIVE AGREEMENT PROTOCOL\u003C\u002Fh2>\n\n\u003Ch3>FINNMEDIA (MEDIALIITTO)\u003C\u002Fh3>\n\n\u003Ch3>INDUSTRIAL UNION (TEOLLISUUSLIITTO) \u002F VIESTINTAALAN TOIMIHENKILOT GRAFINET\n\u003C\u002Fh3>\n\n\u003Ch4>COLLECTIVE AGREEMENT PROTOCOL\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Date\u003C\u002Ftd>\n      \u003Ctd>27 February 2023\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Venue\u003C\u002Ftd>\n      \u003Ctd>Finnmedia’s conference facilities, Eteläranta 10, Helsinki,\n      Finland\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_txt\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\u003Ctd>Riitta Koskinen \n\n        \u003Cp>Tuija Pircklén\u003C\u002Fp>\n\n        \u003Cp>Sari Ojala\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Industrial Union \n\n        \u003Cp>Grafinet\u003C\u002Fp>\n\n        \u003Cp>Grafinet\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Elina Nissi \n\n        \u003Cp>Maria Krans-Bredenberg\u003C\u002Fp>\n\n        \u003Cp>Minna Elo\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Finnmedia \n\n        \u003Cp>Finnmedia\u003C\u002Fp>\n\n        \u003Cp>Finnmedia, secretary\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It was agreed that the collective agreement concerning salaried employees,\nin force between the associations until 28 February 2023, be renewed with the\nfollowing additions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Agreement period\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>The agreement period begins on 1 March 2023 and lasts until 28 February\n2025.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Pay increases\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch4>One-off payment in 2023\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>The amount of the one-off payment is EUR 400 and it will be paid in\nconnection with the payment of wages in April 2023.\u003C\u002Fp>\n\n\u003Cp>The one-off payment will only be made to those employees whose uninterrupted\nemployment has commenced no later than on 1 March 2023 and is still valid on\nthe one-off payment’s date of payment. The one-off payment will also be made\nif the salaried employee is temporarily laid off, on sick leave or on family\nleave.\u003C\u002Fp>\n\n\u003Cp>The one-off payment will not be made if the salaried employee has\nvoluntarily resigned before the one-off payment’s date of payment.\u003C\u002Fp>\n\n\u003Cp>For part-time salaried employees, the amount of the one-off payment is\ncalculated pro rata to the agreed working time and full working time.\u003C\u002Fp>\n\n\u003Cp>The pay of salaried employees paid by the hour is first converted into a\nmonthly salary using the number 158.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has resigned due to retirement before 1 April 2023,\nthe one-off payment is paid if the employment relationship is valid at the\none-off pay ment’s date of payment.\u003C\u002Fp>\n\n\u003Cp>The one-off payment is not taken into account in the payment of other wage\nitems, such as in the calculation of annual holiday pay, Christmas bonus,\npremium pay or overtime compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Across-the-board increase on 1 June 2023\u003C\u002Fh4>\n\n\u003Cp>Across-the-board increase\u003C\u002Fp>\n\n\u003Cp>Personal wages are raised by a 3.5% across-the-board increase as of 1 June\n2023.\u003C\u002Fp>\n\n\u003Cp>For commission wage earners, the pay increases are implemented in such a way\nthat the commission wage as a whole increases on average, for the same amount\nof work, by the amount of the across-the-board increase.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Minimum wages\u003C\u002Fp>\n\n\u003Cp>Minimum wages are raised by 3.5%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Allowances and compensations\u003C\u002Fp>\n\n\u003Cp>Evening pay and night pay is raised by 3.5%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Across-the-board increase and company-specific item on 1 June 2024\u003C\u002Fh4>\n\n\u003Cp>Across-the-board increase\u003C\u002Fp>\n\n\u003Cp>Personal wages are raised by a 1.8% across-the-board increase as of 1 June\n2024.\u003C\u002Fp>\n\n\u003Cp>For commission wage earners, the pay increases are implemented in such a way\nthat the commission wage as a whole increases on average, for the same amount\nof work, by the amount of the across-the-board increase.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Company-specific item\u003C\u002Fp>\n\n\u003Cp>The amount of the item is 0.7% and it is calculated from the sum of the\nsalaried employees’ personal wages not increased by the across-the-board\nincrease that are paid in March 2024.\u003C\u002Fp>\n\n\u003Cp>The personal wages do not include allowances due to circumstances or working\nhours.\u003C\u002Fp>\n\n\u003Cp>The item’s basis of determination and amount are ex-plained to the shop\nsteward or, in the absence of a shop steward, the staff.\u003C\u002Fp>\n\n\u003Cp>The use of the item and the allocation criteria are ne-gotiated and agreed\nlocally.\u003C\u002Fp>\n\n\u003Cp>If the use of the item is not agreed on by 15 May 2024, 0.5% of the\ncompany-specific item will be distributed in a manner decided by the employer\nand 0.2% will be distributed as an across-the-board increase. The em-ployer\nmust explain to the shop steward or staff how the proportion of the item\ndecided on by the employer has been used.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Minimum wages\u003C\u002Fp>\n\n\u003Cp>Minimum wages are raised by 2%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Allowances and compensations\u003C\u002Fp>\n\n\u003Cp>Evening pay and night pay is raised by 2% and the com-pensation of the\nindustrial safety delegate by 5.5%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Working hours provisions\u003C\u002Fh3>\n\n\u003Ch4>3.1 Working hours allowances\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A new subsection 3 is added to section 3.3 of the col-lective agreement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Local bargaining\u003C\u002Fp>\n\n\u003Cp>The allowances referred to in this section (evening, night and Saturday\nevening and night pay) may be agreed on differently through local bargaining\nwith the shop steward or salaried employee. However, the employer and a\nsalaried employee cannot agree on working hours allowances differently by\nemployment contract or during a trial period”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.2 Overtime and additional work\u003C\u002Fh4>\n\n\u003Cp>The clause in section 3.6.2 of the collective agreement which states that a\ncopy of the local agreement con-cerning one of the overtime concepts must be\nsubmitted to the unions for information is deleted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Wages and payment of wages - TOVA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The second paragraph of section 9 of Chapter 4 is amended as follows:\u003C\u002Fp>\n\n\u003Cp>“The payment of the substitution compensation requires the substitution to\nlast without interruption for at least five working days. If the condition for\nthe payment of the substitution compensation is met, the compensation is paid\nfrom the beginning of the substitution.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Holiday\u003C\u002Fh3>\n\n\u003Ch4>5.1 Holiday bonus\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>New paragraphs are added to section 5.1.5 of the col-lective agreement:\u003C\u002Fp>\n\n\u003Cp>“5. The holiday bonus is 50% of the holiday pay. It is paid at the\nbeginning of the holiday. The holiday bonus is also paid at the end of an\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>Local agreement is possible in the following matters concerning holiday\nbonuses:\u003C\u002Fp>\n\n\u003Cp>•changing the dates of payment,\u003C\u002Fp>\n\n\u003Cp>•staggering the payment over a longer period of time,\u003C\u002Fp>\n\n\u003Cp>•exchanging the holiday bonus for time off.\u003C\u002Fp>\n\n\u003Cp>Also subject to local agreement is whether a holiday bonus is paid at all or\nwhether only part of it is paid. This applies to situations where the employer\nhas financial or production-related grounds for reducing the workforce in\naccordance with the Dismissal Protection Agreement.\u003C\u002Fp>\n\n\u003Cp>The holiday bonus can be paid in one or more instal-ments, depending on\nlocal agreement. The payment dates must be agreed on precisely so that the due\ndate or dates are uncontested. A transfer and any other re-lated measures must\nbe agreed on before the start of an annual holiday or part of it.\u003C\u002Fp>\n\n\u003Cp>If an employee’s employment relationship ends before the holiday bonus’\nlocally agreed date of payment, the bonus is paid at the end of the employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>When agreeing on the exchange of the holiday bonus or part thereof for\ncorresponding time off, the length of the time off is determined according to\nthe holiday bonus to be exchanged, so that the maximum amount of time off to be\nexchanged is, depending on the calculation method, for a 30-day (5-week) annual\nholiday: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•0.50 x 30 days of annual holiday = 15 days of annual holiday\u003C\u002Fp>\n\n\u003Cp>•0.50 x 25 working days = 12.50 working days\u003C\u002Fp>\n\n\u003Cp>•0.50 x 200 hours = 100 hours (8h\u002Fday)\u003C\u002Fp>\n\n\u003Cp>•0.50 x 187.5 hours = 93.75 hours (7.5t\u002F day) Upon the exchange,\nproportionate time off is determined from a partial holiday bonus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The time off is subject to a pay for regular working hours on normal\npaydays.\u003C\u002Fp>\n\n\u003Cp>The parties must acknowledge that the compensation paid for the time off\nmust be at least equal to the monetary amount of the holiday bonus.\u003C\u002Fp>\n\n\u003Cp>The time off cannot be scheduled to coincide with a time for which the\nemployer otherwise pays wages (annual or winter holidays, sickness, etc.) on\nthe basis of the collective agreement or the law.\u003C\u002Fp>\n\n\u003Cp>The method and time of granting the time off must be agreed on. If only part\nof the holiday pay is exchanged for time off, the remaining part is paid in\ncash either in connection with the annual holiday pay in accordance with the\ncollective agreement or at other agreed times.\u003C\u002Fp>\n\n\u003Cp>If an employee’s employment relationship ends before an exchanged time off\nis taken, a portion of the holiday bonus corresponding to the time off not\ntaken is paid at the end of the employment relationship.\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.2 Holiday period\u003C\u002Fh4>\n\n\u003Cp>A third paragraph is added to section 5.1.6 of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>\"If the employer terminates an employee’s employment contract on grounds\nother than those laid down in Chapter 7, sections 3-4 of the Employment\nContracts Act, the employer may order the employee to take their earned\nholidays during the period of notice, regardless of holiday periods.\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Sick leave and family leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A new section, 6.4, on alternative work is added to Chapter 6 of the\ncollective agreement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\"Alternative work\u003C\u002Fh4>\n\n\u003Cp>Alternative work refers to work that a salaried employee performs when, due\nto an accident or illness, they are incapacitated for work in accordance with\ntheir employment contract or established duties. The alternative work must be\nappropriate and, insofar as possible, sim ilar to the employee’s normal\nduties. Alternative work in other tasks or training may be agreed on\nseparately.\u003C\u002Fp>\n\n\u003Cp>The salaried employee's wages may not decrease during the period of\nalternative work, unless otherwise expressly agreed. Alternative work or\ntraining does not constitute a period of incapacity for work. At the end of the\nalternative work, the salaried employee has the right to return to their\nprevious duties.\u003C\u002Fp>\n\n\u003Cp>Alternative work is voluntary. It is based on the occupational health\nphysician’s assessment of the employee’s capacity for work and the\nagreement on alternative work made between the employee and the employer. The\nalternative work may not jeopardize the salaried employee’s recovery. The\nalternative work’s implementation methods and related principles are\ndiscussed together, between the employer and the shop steward or the staff.\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Negotiation provisions and industrial peace\u003C\u002Fh3>\n\n\u003Ch4>7.1 Negotiation provisions for grouping the difficulty of jobs\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A new, second paragraph is added to section 8.5.3.1 of the collective\nagreement:\u003C\u002Fp>\n\n\u003Cp>“The assessment of job difficulty is carried out in co-operation. The\nassociations recommend the establishment of a rating committee. If there is no\nrating committee, the collective agreement’s negotiating procedure and the\nprovision concerning the handling of disputes are followed. If the parties fail\nto reach an agreement on the rating, the employer rates the jobs and is\nresponsible for the rating’s accuracy.\u003C\u002Fp>\n\n\u003Cp>The associations recommend that the job of a new sal-aried employee be rated\nno later than four months after the salaried employee has begun working in the\njob, and if the their duties change substantially, the rating is reviewed\nbetween the salaried employee and their supervisor. A shop steward may request\na joint review of the ratings on an annual basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.2 Survival actions if the company finds itself in financial\ndifficulties\u003C\u002Fh4>\n\n\u003Cp>The following clause is added to section 8.8.2 of the collective\nagreement:\u003C\u002Fp>\n\n\u003Cp>\"the postponement of the pay increases agreed on in the collective\nagreement.\" \u003C\u002Fp>\n\n\u003Cp>A new paragraph is added to section 8.8.2 of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>Furthermore, when it is jointly established that the company is heading\ntowards exceptional financial difficulties which would result in a reduction of\nthe workforce or threaten the existence of the company, the employer may decide\nto adopt an extended holiday period lasting from 1 April to 31 October. Even in\nsuch a case, at least 12 holiday days must be scheduled to take place during a\nholiday period pursuant to the Annual Holidays Act.\u003C\u002Fp>\n\n\u003Cp>In addition, the clause “A lay-off notice period shorter than the 14 days\nspecified in Chapter 5, section 4 of the Employment Contracts Act” is deleted\nfrom the list in the first paragraph of section 8.8.2 of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.3 Local bargaining\u003C\u002Fh4>\n\n\u003Cp>Local bargaining on working hours allowances is added to list b) in section\n8.2.4 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The insertion in brackets “(copy of the agreement to the unions)” at the\nend of list a) in section 8.2.4 of the collective agreement is deleted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.Co-operation in the communications industry\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The second paragraph of section 3 in Chapter 9 is amended as follows:\u003C\u002Fp>\n\n\u003Cp>“Discussions can take place at the meetings of an advisory committee, for\nexample.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.Training Agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Paragraphs 1 and 2 in section 5 of the Training Agreement are amended to\nread as follows:\u003C\u002Fp>\n\n\u003Cp>“1. The elected officials specified below in this section are given the\nopportunity to participate in courses arranged by central organisations and\ntrade unions with a duration of up to three months without this causing an\ninterruption in their employment, if this is possible without causing\nconsiderable inconvenience for production or the company’s operations.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward, deputy chief shop steward, shop steward, deputy shop\nsteward and the chairperson of the local union branch or association may\nparticipate in trade union courses approved by the training workgroup without\npay reductions for up to one month.\u003C\u002Fp>\n\n\u003Cp>The industrial safety delegate, deputy delegate, occupational safety\nombudsman and member of the industrial safety commission may participate in\ncourses related to their cooperation duties that last for up to two weeks\nwithout pay reductions.\u003C\u002Fp>\n\n\u003Cp>However, the deputy chief shop steward and the deputy shop steward may not\nattend the courses at the same time as the chief shop steward and the shop\nsteward, if these persons work in the same duties as they do. The same applies\nto the industrial safety delegate and deputy delegate.\u003C\u002Fp>\n\n\u003Cp>2.A notification of the intention to participate in a course must be given\nat least three weeks before the start of the course for courses lasting for a\nweek or less, and at least six weeks in advance for courses lasting over a\nweek.\u003C\u002Fp>\n\n\u003Cp>In the event that participation during the intended period would cause\nconsiderable inconvenience for production or the company’s operations, the\nemployer must notify the shop steward at least two weeks in advance of the\nreason why granting leave would cause considerable inconvenience. In such a\nsituation, the course is rescheduled together.\u003C\u002Fp>\n\n\u003Cp>When assessing considerable inconvenience, attention should be paid to the\nsize of the company. Particularly when the number of employees represented by\nthe shop steward is less than 10 employees, this should be taken into account.\nThe same applies to the industrial safety delegate.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.Earn as You Learn\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The “Earn as You Learn” (Tutustu tyoelamaan ja tienaa) agreement will be\nrenewed for 2024-2025. The compensation in 2024 and 2025 is EUR 375.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.Remote working\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following recommendation is added to the signature protocol:\u003C\u002Fp>\n\n\u003Cp>The associations have drawn up joint guidelines for remote working practices\nwhich can be utilised by companies if they so wish.\u003C\u002Fp>\n\n\u003Cp>Remote working is carried out within the framework of applicable\nlegislation, the collective agreement and the ground rules followed in the\nrespective company.\u003C\u002Fp>\n\n\u003Cp>The employer decides, within the framework of its right of supervision, when\nremote working is possible and how remote working practices may need to be\nchanged. \u003C\u002Fp>\n\n\u003Cp>In the tasks for which the employer considers remote working possible, the\nsalaried employee may work remotely in accordance with the company’s valid\npractice. The associations agree that the local parties should engage in\ndialogue on remote working practices and their development, taking into account\nthe structure and organisation of the respective workplace. Discussions can be\nheld on matters related to remote working, including:\u003C\u002Fp>\n\n\u003Cp>•Work equipment and its use\u003C\u002Fp>\n\n\u003Cp>•Working hours and working hours monitoring\u003C\u002Fp>\n\n\u003Cp>•Information security\u003C\u002Fp>\n\n\u003Cp>•Communication\u002Fflow of information\u003C\u002Fp>\n\n\u003Cp>•Remote working locations\u003C\u002Fp>\n\n\u003Cp>•Occupational health and safety aspects\u003C\u002Fp>\n\n\u003Cp>•The extent of insurance coverage\u003C\u002Fp>\n\n\u003Cp>•Rules related to absences and absence notifications\u003C\u002Fp>\n\n\u003Cp>•Addressing problems\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The guidelines concerning remote working do not con-stitute part of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.Well-being at work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following text is added to the signature protocol:\u003C\u002Fp>\n\n\u003Cp>The personnel’s well-being promotes successful business and the extension\nof careers. Well-being at work is a result of management that recognises the\ndifferent needs, resources and strengths of the workplace and its individuals.\nThe associations encourage companies to promote well-being at work, and they\nrecommend that companies\u003C\u002Fp>\n\n\u003Cp>• exploit training provided by the Centre for Occupational Safety and the\nexpertise of the communications branch committee.\u003C\u002Fp>\n\n\u003Cp>• the parties to the collective agreement recommend that an age plan be\ndrawn up for each workplace. Young people at the start of their career, those\nin a busy phase of their lives, and those who have already had a long career\nhave different needs and strengths that should be taken into account in the\nworkplace. The preparation of an age plan would bring about new ground rules\nthat could include different methods and flexibilities. The point would be for\nthese ground rules to be transparent, which would help in avoiding situations\nwhere employees wonder why their colleagues are being offered different\nopportunities. The Centre for Occupational Safety has developed a useful Job\nLife Cycle Model with free-of charge tools.\u003C\u002Fp>\n\n\u003Cp>•discuss working hours practices as well as the special needs and coping\nof night workers at the industrial safety commission’s meetings. The working\nhours bank system may provide new solutions for working hours- related\nissues.\u003C\u002Fp>\n\n\u003Cp>•familiarise themselves with the Well-being at Work Card training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.Joint training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The associations organise joint training on a subject to be agreed on\nseparately.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.The “More Together” guide\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The “More Together” guide (Yhdessa enemman -opas) will be updated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.Other revisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 7.1.2 of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>2.The deducted membership fees are normally paid to the trade union on the\npayment day of wages, but no later than by the 15th day of the month following\nthe payment of wages. The membership fee is deductable from any wages subject\nto withholding tax, including holiday pay, sick leave pay and\n\u003Cdel>maternity\u003C\u002Fdel>pregnancy and parental leave pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3.12.2 of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>• for which the employer pays the salaried employee a sick leave or\n\u003Cdel>maternity\u003C\u002Fdel>pregnancy and parental leave pay, ...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 7.3.2 of the collective agreement:\u003C\u002Fp>\n\n\u003Cp>The reference to the years-of-service bonus in section 7.3.2 is deleted\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Confirmed by\u003C\u002Fp>\n\n\u003Cp>Minna Elo secretary\u003C\u002Fp>\n\n\u003Cp>FINNMEDIA (MEDIALIITTO)\u003C\u002Fp>\n\n\u003Cp>TEOLLISUUSLIITTO (INDUSTRIAL UNION) VIESTINTAALAN TOIMIHENKILOT GRAFINET\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 1\u003C\u002Fh2>\n\n\u003Ch2>SCOPE OF APPLICATION AND VALIDITY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.1 THE AGREEMENT’S SCOPE OF APPLICATION\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.This collective agreement applies to salaried employees working in\ncommercial, administrative and office positions for the graphic arts business\nmembers of Finnmedia, excluding technical, production or editorial\npositions.\u003C\u002Fp>\n\n\u003Cp>2.The scope of application of this collective agreement includes such\nsalaried employee duties in newspaper companies where the receipt of notices\ninvolves online input.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Cp>3.However, the agreement does not apply to persons who belong to a\ncompany’s management or who represent the employer in determining the\nsalaried personnel’s salary and terms of employment, nor to persons who have\nan independent position and administrative, financial or operational\nresponsibility in the company or a substantial part of it, or persons in\ncomparable positions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>When defining the upper limits and scope of application, different business\norganisations and activities in the communications sector are taken into\naccount.\u003C\u002Fp>\n\n\u003Cp>4.The provisions of this agreement shall apply mutatis mutandis to part-time\nemployees and persons who pri-marily carry out their work on the basis of\ncommission wages.\u003C\u002Fp>\n\n\u003Cp>5.A salaried employee on trial period becomes subject to the collective\nagreement at the beginning of the employment relationship, nevertheless in such\na way that they are not subject to the provisions on the period of notice for\nthe duration of the trial period.\u003C\u002Fp>\n\n\u003Cp>6. The use of temporary workforce is subject to the provisions of the\nEmployment Contracts Act (Chapter 2, section 9).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2 THE AGREEMENT’S VALIDITY AND COMPLIANCE WITH THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.This agreement is valid from 1 March 2023 to 28 February 2025 and\nfollowing this period, the agreement shall remain in force for one year at a\ntime, unless either one of the parties terminates it. The period of notice is\ntwo (2) months.\u003C\u002Fp>\n\n\u003Cp>2.The organisations undertake to comply with the provisions of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3 CONTINUOUS NEGOTIATION PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the agreement period, the parties may propose negotiations on\nquestions that, considering the development of the industry and the needs of\nthe parties, should be resolved regardless of the timetable of the actual\ncollective agreement negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4 DUTY TO SUPERVISE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The contracting parties are responsible for ensuring that their member\nassociations, member companies and members comply with the provisions of this\nagreement and all decisions based on them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 2 EMPLOYMENT RELATIONSHIP\u003C\u002Fh2>\n\n\u003Ch3>2.1 CONCLUDING AN EMPLOYMENT CONTRACT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An employment contract shall be made in writing (cf. Chapter 1, section 4\nof the Employment Contracts Act).\u003C\u002Fp>\n\n\u003Cp>2.An employment remains in force indefinitely, unless it has been made for a\nspecific fixed term for a justified reason. Contracts made for a fixed term on\nthe employer’s initiative without a justified reason shall be considered to\nbe in force indefinitely. (Employment Contracts Act, chapter 1, section 3,\nsubsection 2)\u003C\u002Fp>\n\n\u003Cp>It is prohibited to use consecutive fixed-term contracts when the number or\ntotal duration of fixedterm contracts or the entirety formed by such contracts\nindicates the employer’s permanent need for labour. (Employment Contracts\nAct, chapter 1, section 3, subsection 3)\u003C\u002Fp>\n\n\u003Cp>If a fixed-term contract is renewed, a report of the grounds for the renewal\nmust be provided to the shop steward.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>3.The employer and the employee may agree on a trial period of a maximum of\nsix months which starts when the employee begins to work. If an employee has\nbeen absent during the trial period because of incapacity for work or on family\nleave, the employer is entitled to extend the trial period by one month for\nevery 30 calendar days of incapacity for work or family leave. The employer\nmust notify the employee of the trial period extension before the end of the\ntrial period (see Chapter 1, section 4, subsection 1 of the Employment\nContracts Act).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In fixedterm employment, the trial period including any extension may cover\nno more than half of the duration of the contract, and in any event no more\nthan six months.\u003C\u002Fp>\n\n\u003Cp>If a person is hired by the user enterprise referred to in Chapter 1,\nsection 7, subsection 3 [of the Employment Contracts Act] after temporary work\nends to perform the same or similar duties, the time, which the employee was\nassigned for use by the user enterprise, will be deducted from the maximum\ntrial period, in accordance with subsection 1 of the section in question (see\nChapter 1, section 4, subsection 2 of the Employment Contracts Act).\u003C\u002Fp>\n\n\u003Cp>4.At the beginning of employment, the employer informs the employee of the\napplicable collective agreement and the shop steward and negotiating system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If an employee not included in the company’s personnel is allowed to work\non the company’s premises and\u002For work using equipment owned by the company,\nthe matter must be discussed with the shop steward to establish the principles\nof and need for such work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.2 CHANGING THE TERMS OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer and the employer’s representative have the right to\nsupervise the work, and salaried employees must perform the tasks assigned to\nthem as required by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.When a salaried employee temporarily carries out work other than that\nrequired by their employment contract, this does not change their salary.\u003C\u002Fp>\n\n\u003Cp>3.A salaried employee’s terms of employment may be changed, provided that\nthis is agreed by both parties. If the matter cannot be agreed on, the change\ncan be implemented if there is a relevant and weighty reason for it in\naccordance with the Dismissal Protection Agreement and if the period of notice\nis complied with.\u003C\u002Fp>\n\n\u003Cp>4.A salaried employee may be transferred to another position so that they\nretain their status as a salaried employee. If this results in a deterioration\nof their benefits, the period of notice and the requirement of ap-propriate\ngrounds still apply.\u003C\u002Fp>\n\n\u003Cp>5.When changing the terms and conditions of employment, the effects of the\nchange on the benefits of the employment relationship must be clarified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>APPLICATION INSTRUCTION:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>CHANGING THE TERMS OF EMPLOYMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Some collective agreements in the industry include provisions on changing\nthe terms and conditions of employment, such as changing employees’ duties or\nworking hours. The co-operation agreement determines the negotiation\nobligations in situations involving changes.\u003C\u002Fp>\n\n\u003Cp>The terms of employment may be changed by agreement. One-sided changing of\nthe terms of employment is possible in matters included within the scope of the\nemployer's right of supervision. A reason for termination of the employment\ncontract is required for the changing of an essential term of employment\nspecified in the contract, unless it is not possible to reach an agreement on\nthe change.\u003C\u002Fp>\n\n\u003Cp>It is not possible to agree on terms that fail to satisfy the minimum terms\nspecified in the collective agreement or labour legislation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 3 WORKING HOURS PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>3.1 REGULAR WORKING HOURS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>1.A salaried employee’s regular working hours may not exceed 7.5 hours per\nday and 37.5 hours per week, excluding those tasks or jobs where 8-hour daily\nand 40-hour weekly working hours have been observed con-tinuously or where it\nhas been locally agreed that the maximum working time per week is 40 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The associations acknowledge that there is agreement between them, in\naccordance with the stance of the central organisations, that inappropriate\nshifts should be avoided and that shifts of less than four hours should not be\nused at the workplace, unless this is required by a salaried employee’s needs\nor other justified grounds.\u003C\u002Fp>\n\n\u003Cp>2.The working week starts on Monday, unless otherwise locally agreed. A\nworking day is deemed to commence at a time generally applicable in the\nundertaking concerned.\u003C\u002Fp>\n\n\u003Cp>3.The employer and the employee may agree on flexible working hours so that\nthe employee can, within the agreed limits, determine the placement of their\ndaily working hours. When agreeing on flexible working hours, the agreement\nmust cover at least the following:\u003C\u002Fp>\n\n\u003Cp>1)continuous fixed working hours;\u003C\u002Fp>\n\n\u003Cp>2)the daily limit for and the placement of the flexitime;\u003C\u002Fp>\n\n\u003Cp>3)the placement of rest periods;\u003C\u002Fp>\n\n\u003Cp>4)the maximum accumulation of hours in excess or in deficit of the regular\nworking hours.\u003C\u002Fp>\n\n\u003Cp>(Section 12, subsection 1 of the Working Hours Act: This provision does not\nconstitute part of the collective agreement)\u003C\u002Fp>\n\n\u003Cp>The maximum length of the daily flexitime and the maximum accumulation of\nhours in excess or in deficit of working time, as well as the reference period,\nmay be locally agreed on in deviation from section 12, subsection 2 of the\nWorking Hours Act.\u003C\u002Fp>\n\n\u003Cp>4.The average working time for uninterrupted 3-shift work is 36 hours per\nweek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2 AVERAGE REGULAR WEEKLY WORKING HOURS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If required by the activities of the company, the employer may organise\nworking hours on the basis of an average. Its implementation requires the\npreparation of a working time adjustment scheme at least for the period during\nwhich the weekly regular working time is adjusted to the said average. When\ndrawing up an adjustment scheme, the employer must negotiate and pursue an\nagreement on it with the shop steward.\u003C\u002Fp>\n\n\u003Cp>2.The placement of regular working hours may be agreed on locally so that\nregular working hours do not exceed 12 hours a day and 60 hours a week. The\nregular working time should adjust, depending on the weekly working hours, to a\nmaximum of 37.5 hours (a 40-hour working week adjusts to 40 hours) during the\nadjustment period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>3.3 EVENING AND NIGHT PAY\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A salaried employee is paid evening pay for any regular shift hours\nbetween 6 p.m. and 9 p.m. and night pay for any hours between 9 p.m. and 6\na.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003Cstrong>1 June 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>\u003Cstrong>1 June 2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>\u003Cstrong>1 June 2024\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Evening pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1.73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>1.79\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>1.83\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Night pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3.36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>3.43\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.A salaried employee is paid Saturday evening pay for any regular Saturday\nshift hours between 6 p.m. and 9 p.m. and Saturday night pay for any hours\nbetween 9 p.m. and 6 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003Cstrong>1 June 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>\u003Cstrong>1 June 2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>\u003Cstrong>1 June 2024\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Saturday evening pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>8.43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>8.73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>8.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Saturday night pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>15.88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>16.44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>16.76\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Given that the above-mentioned pay applies to regular shift hours, they are\nnot paid for any period of overtime and are not included in the overtime\nincrement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.The allowances referred to in this section (evening, night and\nSaturday evening and night pay) may be agreed on differently through local\nbargaining with the shop steward or salaried employee. However, the em-ployer\nand a salaried employee cannot agree on working hours allowances differently by\nemployment contract or during a trial period.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.4 DAYS OFF\u003C\u002Fh3>\n\n\u003Cp>1.Unless otherwise provided in this agreement, a salaried employee’s\nsecond day off per week may be determined:\u003C\u002Fp>\n\n\u003Cp>•to be a fixed day of the week, which must be a Saturday or, if that is\nnot possible, a Monday; or\u003C\u002Fp>\n\n\u003Cp>•to be a variable day of the week, if the work is carried out at least six\ndays a week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protocol entry:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of part-time employees, working hours may also be organised so\nthat they are spread over six working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.If the average weekly working hours apply, the days off are determined so\nthat the period includes enough days off for the working time during the period\nto adjust to the regular weekly working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>3.5 MIDWEEK HOLIDAYS\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Unless otherwise required by production technologyrelated reasons, the\nfollowing days are days off that reduce weekly working hours, provided that the\nsalaried employee has a working day according to the shift schedule on the day\nin question:\u003C\u002Fp>\n\n\u003Cp>•New Year’s Day\u003C\u002Fp>\n\n\u003Cp>•Epiphany\u003C\u002Fp>\n\n\u003Cp>•Good Friday\u003C\u002Fp>\n\n\u003Cp>•Easter Monday\u003C\u002Fp>\n\n\u003Cp>•May Day\u003C\u002Fp>\n\n\u003Cp>•Ascension Day\u003C\u002Fp>\n\n\u003Cp>•Midsummer’s Eve\u003C\u002Fp>\n\n\u003Cp>•Independence Day\u003C\u002Fp>\n\n\u003Cp>•Christmas Eve\u003C\u002Fp>\n\n\u003Cp>•Christmas Day\u003C\u002Fp>\n\n\u003Cp>•Boxing Day and\u003C\u002Fp>\n\n\u003Cp>•New Year’s Eve.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.If production-related reasons require working on the said days, the loss\nof such a day off must be compensated for at another time by days off given\nwithin the framework of the shift schedule or by remunerating the work\nperformed on those days off in the same way as has been agreed with regard to\nweekly overtime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.6 OVERTIME AND ADDITIONAL WORK\u003C\u002Fh3>\n\n\u003Cp>1. Work that is carried out in addition to the regular maximum working hours\nspecified in the collective agreement is compensated for as overtime. Overtime\ncompensation is paid in accordance with the Working Hours Act.\u003C\u002Fp>\n\n\u003Cp>2.it is possible to agree locally on a single concept of overtime. In such a\ncase, overtime compensation is not paid separately for daily and weekly\novertime; instead, for a certain longer period of time, all overtime hours are\ncompensated for on the basis of one and the same overtime compensation rule.\nThe local agreement is made with a shop steward.\u003C\u002Fp>\n\n\u003Cp>In companies where a shop steward representing members of both the\nIndustrial Union\u002FGrafinet and Trade Union Pro has been elected, questions\nrelated to the single overtime concept are dealt with on a tripartite basis.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>3.According to the Working Hours Act, a salaried employee’s working time,\nincluding overtime, may not exceed 48 hours per week on average. The calendar\nyear is used as the review period for the maximum amount of working time. A\nperiod of one year can be agreed locally to serve as the review period instead\nof a calendar year. The review period begins from the pay period for which the\nsalary is paid immediately following the change of the calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.The employer may have additional work carried out by agreement with a\nsalaried employee in addition to daily regular working time, provided that the\nsalaried employee’s weekly working time is less than 37.5 or 40 hours.\u003C\u002Fp>\n\n\u003Cp>A salary with no increment is paid for the additional work according to the\nnumber of hours worked, unless otherwise agreed in terms of the compensation.\nThe same hourly wage as is used for calculating the salary increment for\novertime work is used as basis when calculating the wages for additional\nwork.\u003C\u002Fp>\n\n\u003Cp>5.A salaried employee whose regular weekly working time is 37.5 or 40 hours\nis paid weekly overtime compensation for working on a day which is a day off in\nac-cordance with the shift schedule. If the regular weekly working hours have\nnot been worked due to an absence resulting from an annual holiday, illness,\nlay-off, or participation in a vocational training event in accordance with the\ntraining agreement or similar, a weekly overtime compensation is also paid for\nany work done on a day off. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>6.When calculating the overtime increment, the basic salary must be\ncalculated in such a way that the monthly salary is divided by\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•158 when the regular working time is 37.5 hours per week,\u003C\u002Fp>\n\n\u003Cp>•162 when the regular working time in daytime work is 40 hours per\nweek,\u003C\u002Fp>\n\n\u003Cp>•164 when the regular working time in shift work is 40 hours per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the regular working time is something else, the divisor used is the\nnumber of working hours actually used on regular work on average per month,\ncalculated correspondingly.\u003C\u002Fp>\n\n\u003Cp>Compensation for overtime may be exchanged for correspondingly calculated\ndays off to be taken during regular working hours, if the employer and the\nsalaried employee so agree.\u003C\u002Fp>\n\n\u003Cp>7.If the work carried out by the salaried employee continues beyond the turn\nof a day, the work is considered to be the work of the previous day for the\npurpose of calculating the additional and overtime compensation until the\nregular working hours according to the salaried employee’s shift schedule\nbegin.\u003C\u002Fp>\n\n\u003Cp>8.When a salaried employee, after the end of their regular working hours,\nstays for overtime estimated to last at least two hours, an opportunity to take\na break or an opportunity to eat during their work is reserved for them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>3.7 SUNDAY WORK\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.The pay for Sunday work - which means work done on a Sunday, another\nreligious holiday, May Day or Independence Day - includes, on the basis of the\nlaw, in addition to any other salary received during that period, a simple\nbasic salary paid as an increment for Sunday work (cf. section 20 of the\nWorking Hours Act).\u003C\u002Fp>\n\n\u003Cp>The Sunday work increment may be exchanged for correspondingly calculated\ndays off to be taken during regular working hours, if the employer and the\nsalaried employee so agree section 21 of the Working Hours Act).\u003C\u002Fp>\n\n\u003Cp>2.A shift work bonus with a 100 per cent increment is paid on the basis of\nthe Working Hours Act for shift work carried out on a Sunday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>3.8 STANDBY DUTY\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Standby of an optional form in accordance with the Working Hours Act\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and a salaried employee may agree on standby and the\ncompensation to be paid for it. During standby, the salaried employee must be\navailable to the employer so that they can be called to work. Standby time is\nnot counted as working time, unless the salaried employee has to stay at the\nworkplace or in its immediate vicinity. Standby may not unreasonably interfere\nwith the use of the salaried employee’s free time.\u003C\u002Fp>\n\n\u003Cp>The salaried employee must be aware of the amount of the standby pay or its\nbasis of determination, as well as the terms and conditions of the standby,\nwhen the relevant agreement is made. The amount of the compensation must take\ninto account the restrictions imposed on the use of the salaried employee’s\nfree time due to the standby.\u003C\u002Fp>\n\n\u003Cp>(Section 4 of the Working Hours Act: This provision does not constitute part\nof the collective agreement)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Standby in one’s residence\u003C\u002Fh4>\n\n\u003Cp>Unless otherwise locally agreed, the following rules apply:\u003C\u002Fp>\n\n\u003Cp>1.If a salaried employee is contractually obligated to stay on standby duty\nin their residence or elsewhere, from which they may, if necessary, be called\nto work in an agreed manner, they shall be paid for the period of time during\nwhich they are obligated to remain tied up without performing work, half the\nsalary calculated from the regular basic salary.\u003C\u002Fp>\n\n\u003Cp>2.The standby compensation is nevertheless paid for at least four hours of\nstandby.\u003C\u002Fp>\n\n\u003Cp>3.Periods that are harmful to the salaried employee or short in such a way\nthat the standby period is not consecutive should not be agreed as standby\ntimes.\u003C\u002Fp>\n\n\u003Cp>4.Standby time is not counted as working time.\u003C\u002Fp>\n\n\u003Cp>5.Work performed on the basis of a standby agreement must be remunerated in\naccordance with Chapter 3, section 6.\u003C\u002Fp>\n\n\u003Cp>6.Any extra costs incurred by the salaried employee in connection with\ncommuting related to standby work are reimbursed by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.9 EMERGENCY OUT-OF-HOURS WORK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise locally agreed, the following rules apply:\u003C\u002Fp>\n\n\u003Cp>1. In emergency out-of-hours work, the work is done on the basis of an\nemergency call and the employee must come back to work outside their regular\nworking hours after already leaving the workplace.\u003C\u002Fp>\n\n\u003Cp>2.Three hours’ wages are paid as call-out pay.\u003C\u002Fp>\n\n\u003Cp>3.When the call to emergency out-of-hours work has required work between 9\np.m. and 6 a.m., a basic salary with 100% increment is paid for the time spent\non the work, including any overtime increments.\u003C\u002Fp>\n\n\u003Cp>When the call to emergency out-of-hours work is made between 9 p.m. and 6\na.m. on a Sunday, another religious holiday, Independence Day or May Day, a\nbasic salary with 100% increment is paid for the time spent on the work,\nincluding any overtime increments.\u003C\u002Fp>\n\n\u003Cp>4.However, the pay for emergency out-of-hours work which lasts for less than\none hour is equal to an hour’s wages.\u003C\u002Fp>\n\n\u003Cp>5.Emergency out-of-hours work cannot be compensated for by reducing the\nsalaried employee’s regular working hours accordingly.\u003C\u002Fp>\n\n\u003Cp>6.Any additional costs incurred by the salaried employee due to emergency\nout-of-hours work are reimbursed by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions in this section do not apply to situa-tions referred to in a\nstandby agreement.\u003C\u002Fp>\n\n\u003Ch3>3.10 REST PERIODS\u003C\u002Fh3>\n\n\u003Ch4>1.Daily breaks (section 24 of the Working Hours Act)\u003C\u002Fh4>\n\n\u003Cp>According to the Working Hours Act, when a salaried employee’s daily\nconsecutive working time exceeds six hours and the salaried employee’s\npresence at the workplace is not essential to the continuity of the work, the\nsalaried employee must be given a regular break of at least one hour during the\nshift, during which break the salaried employee is free to leave the\nworkplace.\u003C\u002Fp>\n\n\u003Cp>The employer and the employee may agree on a shorter break, the length of\nwhich must nevertheless be at least 30 minutes.\u003C\u002Fp>\n\n\u003Cp>When the working time in shift work exceeds six hours, the salaried employee\nmust be given a break of at least thirty minutes or the opportunity to have a\nmeal during working time.\u003C\u002Fp>\n\n\u003Cp>(The provision does not constitute part of the collective agreement.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Daily rest period (section 25 of the Working Hours Act)\u003C\u002Fh4>\n\n\u003Cp>According to the Working Hours Act, a salaried employee must be given,\nduring the 24 hours following the start of each shift, an uninterrupted rest\nperiod of at least 11 hours’ duration except for work performed during\nstand-by time.\u003C\u002Fp>\n\n\u003Cp>Daily rest periods may be agreed locally on in derogation of the law.\u003C\u002Fp>\n\n\u003Cp>(With the exception of the right to agree otherwise, the provision does not\nconstitute part of the collective agreement.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>3.Weekly rest period (section 27 of the Working Hours Act)\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Working time must be organised in such a manner that a salaried employee is\ngiven once every seven days an uninterrupted rest period of at least 35 hours.\nWhenever possible, this rest period must occur around a Sunday. However, the\nweekly rest period may be organised to average 35 hours over a period of 14\ndays. The rest period must consist of at least 24 consecutive hours in each\nseven-day period.\u003C\u002Fp>\n\n\u003Cp>The time spent on work during a weekly rest period must be compensated to\nthe salaried employee as soon as possible, nevertheless within three months of\nthe performance of the work, by reducing their regular working hours by a\nperiod corresponding to the missed rest period. Such work may also be\ncompensated for by, in addition to any overtime and Sunday work pay, a separate\nmonetary remuneration determined by the basic amount of the overtime pay, if\nthe salaried em-ployee agrees to it.\u003C\u002Fp>\n\n\u003Cp>The method of compensation must be agreed upon at the same time as the work\nto be done during the weekly rest period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With this provision, it is agreed that the weekly rest period is determined\npursuant to the Working Hours Act that was in force until 31 December 2019.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.11 BANKING OF HOURS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and the shop steward may agree on the introduction of the\nbanking of hours in the company.\u003C\u002Fp>\n\n\u003Cp>The employer and shop steward may agree to bank the following, for\nexample: \u003C\u002Fp>\n\n\u003Cp>•adjustment leave related to working time systems\u003C\u002Fp>\n\n\u003Cp>•any reduced working time leave\u003C\u002Fp>\n\n\u003Cp>•accumulated flexible working time\u003C\u002Fp>\n\n\u003Cp>•working time compensations converted to days off\u003C\u002Fp>\n\n\u003Cp>•the part of an annual holiday exceeding 18 days and the winter holiday as\nwell as an already accumulated carried-over holiday or\u003C\u002Fp>\n\n\u003Cp>•a holiday bonus exchanged for days off.\u003C\u002Fp>\n\n\u003Cp>When the parties have agreed to bank adjustment leave accumulated in the\napplication of the average working time, they can also agree not to apply a\nseparate adjustment system. In such a case, the working time is adjusted\nthrough the banking of hours and within the limits agreed upon when it was\nintroduced.\u003C\u002Fp>\n\n\u003Cp>The holidays and days off transferred to the bank lose their original\nidentity and are not subject to limitation periods under the Working Hours Act,\nfor example.\u003C\u002Fp>\n\n\u003Cp>A salaried employee’s wages are determined according to the time the leave\nis taken. The taking of this leave does not reduce the accrual of annual\nholidays. Any holidays and days off banked are paid in cash at the end of the\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>Salaried employees are given an annual statement of the holidays they have\naccumulated in the bank. The shop steward is given an annual summary of the\nholidays accumulated in and taken through the bank. The shop steward and the\nemployer’s representative monitor the accumulation of banked hours annually,\nespecially for reasons related to occupational health and safety.\u003C\u002Fp>\n\n\u003Cp>The associations agree on the principle that any hours accumulated in the\nbank should be used first in a situation where work is scarce, before resorting\nto layoffs.\u003C\u002Fp>\n\n\u003Cp>In connection with the introduction of the banking of hours, at least the\nfollowing must also be agreed on:\u003C\u002Fp>\n\n\u003Cp>•who falls within the scope of the system\u003C\u002Fp>\n\n\u003Cp>•which holidays or days off can be banked, under what conditions they are\nbanked, and the procedures for verifying the amount of hours banked\u003C\u002Fp>\n\n\u003Cp>•the maximum amounts set for the banking and borrowing of holidays\u002Fdays\noff, paying particular attention to occupational health and safety aspects\u003C\u002Fp>\n\n\u003Cp>•how the days off can be taken or ordered to be taken\u003C\u002Fp>\n\n\u003Cp>•how the pay for any period of leave is determined if there are several\npay bases or pay methods in use\u003C\u002Fp>\n\n\u003Cp>•the applicable procedures if a salaried employee is unable to work during\nthe agreed leave due to incapacity for work or for any other reason\u003C\u002Fp>\n\n\u003Cp>•in which situations, in addition to the termination of the employment\nrelationship, can banked hours be converted into cash and according to what\nprinciples the exchange is carried out\u003C\u002Fp>\n\n\u003Cp>•how the functioning of the banking of hours is handled between the\nemployer and the shop steward and how the system can be changed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.12 REDUCTION OF WORKING TIME FOR SALARIED EMPLOYEES WORKING A 40-HOUR\nWEEK\u003C\u002Fh3>\n\n\u003Ch4>1.Grounds for reducing working time\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The reduction of working time concerns salaried employees working a 40-hour\nweek.\u003C\u002Fp>\n\n\u003Cp>If the working time in the company has already been reduced beyond the\nprovisions of the collective agreement, the working time does not need to be\nreduced, unless the company-specific reduction remains smaller than the agreed\nreductions. In such a case, the working time must be reduced at least to the\namount that the reduction in accordance with the collective agreement will\nresult in.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Earning reduced working time\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>Reductions in working time are earned on a quarterly basis during each\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>The reduced working time accrued is equal to a quarter of the annual\nreduction for the calendar year in question for each such quarter during which\nthe salaried employee has worked in accordance with the shift schedule during a\nworking week that qualifies for reduction in working time.\u003C\u002Fp>\n\n\u003Cp>For a quarter during which the salaried employee has not worked for more\nthan 12 working days, the aforementioned reduction does not accrue. The working\ndays in the shift schedule that are considered to be equivalent to working days\nare those\u003C\u002Fp>\n\n\u003Cp>•during which a salaried employee is prevented from working due to their\nown annual holiday, winter holiday, reduction of working time or military\nrefresher course,\u003C\u002Fp>\n\n\u003Cp>•for which the employer pays the salaried employee sick leave or pregnancy\nor parental leave pay, \u003C\u002Fp>\n\n\u003Cp>•for which the employer pays the employee compensation for loss of\nearnings in accordance with the training agreement,\u003C\u002Fp>\n\n\u003Cp>•for which the salaried employee, under the conditions referred to in\nChapter 7, section 2 of the collective agreement, has been absent due to\nparticipation in national or municipal elections or, under the conditions\nreferred to in Chapter 6, section 7 of the collective agreement, due to\nparticipating in their 50th and 60th birthday celebrations or due to their\nwedding day or participation in an examination prior to military service.\u003C\u002Fp>\n\n\u003Ch4>3.Amount of reduced working time\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>When the above-mentioned general criteria for reduction and earning are met,\nthe working time is reduced by 80 hours in daytime work and by 64 hours in\nshift work.\u003C\u002Fp>\n\n\u003Ch4>4.Implementation of reductions\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>4.1 Methods for implementing reductions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>The reductions’ implementation methods are agreed locally as follows:\u003C\u002Fp>\n\n\u003Cp>•in terms of the entire company and the main principles of reduction, with\nthe shop steward;\u003C\u002Fp>\n\n\u003Cp>•in terms of a department, with the shop steward on a departmental\nbasis;\u003C\u002Fp>\n\n\u003Cp>•in terms of a machine or a work group, group- specifically;\u003C\u002Fp>\n\n\u003Cp>•with a salaried employee, individually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The reductions can be implemented in several ways, such as by\u003C\u002Fp>\n\n\u003Cp>•reducing daily working hours,\u003C\u002Fp>\n\n\u003Cp>•reducing weekly working hours,\u003C\u002Fp>\n\n\u003Cp>•including the reduction in the shift schedule,\u003C\u002Fp>\n\n\u003Cp>•employing flexible working time,\u003C\u002Fp>\n\n\u003Cp>•granting leave one shift at a time,\u003C\u002Fp>\n\n\u003Cp>•granting leave several shifts at a time,\u003C\u002Fp>\n\n\u003Cp>•granting off part of a shift (such as 4 hours),\u003C\u002Fp>\n\n\u003Cp>•reducing daily working hours during a particular period (e.g. “daylight\nsaving time”),\u003C\u002Fp>\n\n\u003Cp>•the days off are packaged into a personal “bank” from which the days\noff are “spent” as necessary and per agreement on an hourly basis,\u003C\u002Fp>\n\n\u003Cp>•granting leave for the duration of any “extra days of work needed for\ntime off”,\u003C\u002Fp>\n\n\u003Cp>•collecting days off for the purposes of training (even for periods of\nmore than a year).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If granting the reduction has been impossible, the reduction must be\ncompensated for in money on the basis of the number of hours of reduced working\ntime.\u003C\u002Fp>\n\n\u003Cp>When agreeing on the form and time of the reduction, the prerequisites of\nproduction and the work situation as well as any justified wishes of the\nsalaried employees must be taken into account.\u003C\u002Fp>\n\n\u003Cp>If the company has agreed on the main principles for granting the leave, the\ndetermination of the leave may take place in one of the following ways:\u003C\u002Fp>\n\n\u003Cp>•by agreement with the salaried employee\u003C\u002Fp>\n\n\u003Cp>•by informing the salaried employee of the time of the leave no later than\ntwo (2) weeks before the time of the leave, if no agreement over the matter has\nbeen reached\u003C\u002Fp>\n\n\u003Cp>•the employer may schedule half of the reduction leave as full days for a\ntime when, exceptionally, for unforeseen reasons, no work is available for the\nsalaried employee, by notifying the salaried employee of the fact no later than\non the third day preceding the implementation of the change.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The leave must be given no later than 30 April of the year following the\nyear of earning. Agreed leave cannot be brought forward or postponed without a\nnew agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.2 Compensation for lack of reductions in certain cases\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If implementing the reductions has not been possible by the aforementioned\nor an otherwise agreed deadline for a justified reason (such as illness or\nlayoff), the earned but not reduction that has not been taken can be paid in\ncash. If agreed with the salaried employee, compensation may also be paid at an\nearlier date in such a case.\u003C\u002Fp>\n\n\u003Cp>If an agreement on the reduction being scheduled for fixed days (such as the\ndays between Christmas and New Year) has been made in advance with the chief\nshop steward or a departmental shop steward in such a way that the company or\ndepartmental unit does not operate on the days in question, the following\nprocedure is observed in terms of salaried employees not covered by the system\nof reduced working hours who are left without work as a result of the\nreduction:\u003C\u002Fp>\n\n\u003Cp>When a fixed holiday is agreed upon for the company or department, the\nnumber of salaried employees whom the holiday does not apply to is acknowledged\nsimultaneously. Efforts are made to give these salaried employees an\nopportunity to work extra hours so that they could also take time off on the\nday in question, provided that this is possible from the perspective of\nproduction arrangements. A salaried employee may also use their holidays or, if\nagreed, their overtime leave to compensate for the day in question. If the\nworking of extra hours for time off cannot be arranged or if the salaried\nemployee does not wish to use the leaves in question, the wages for the day in\nquestion need not be paid.\u003C\u002Fp>\n\n\u003Cp>When the parties have agreed on the leave falling on fixed days in such a\nway that the company or department does not operate on the days in question,\nthe days off are considered holidays in accordance with the shift schedule\nwhich cannot be postponed even if a salaried employee would be absent for some\nother reason (such as incapacity for work) during the days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Wages for the period of reduced working hours\u003C\u002Fh4>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>A salaried employee is paid wages without deduction for the period of\nreduced working hours. For commission wage earners, the compensation is paid\naccording to the average hourly earnings. If the leave, based on the shift\nschedule, occurs on a day for which a shift work bonus would otherwise be paid,\nthe shift work bonus is also paid for the period of the leave.\u003C\u002Fp>\n\n\u003Cp>If a salaried employee’s employment is terminated before the leave accrued\nfrom the reduction of working hours has been granted, wages corresponding to\nthe accrued leave are paid to the salaried employee.\u003C\u002Fp>\n\n\u003Cp>If a salaried employee’s employment is terminated and they have been\ngranted a reduction in working hours before it has accrued, the salaried\nemployee is obligated to pay an amount of wages corresponding to the leave\ngranted to the employer. The employer is entitled to withhold this amount from\nthe payoff to be remitted to the salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.Local bargaining on the exchange of reduced working hours for cash\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If agreed, the reduction in working time can be exchanged in part or in full\nfor cash, determined according to the criteria applicable to the payment of\nwages specified in section 3.13.5. The cash compensation is paid as a separate\ninstalment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.13 SPECIAL PROVISION CONCERNING NEWSPAPER WORK\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>In addition to a compensatory day off, the first four socalled additional\nappearance dates affected in a company pany during a calendar year are subject\nto an extra day off given to those who have worked the shifts in question. The\nparties may also agree to exchange the extra day off for cash compensation.\u003C\u002Fp>\n\n\u003Cp>The salaried employees’ wishes for working on any additional appearance\ndates and on the scheduling of the days off must be taken into account insofar\nas possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>CHAPTER 4 WAGES AND PAYMENT OF WAGES - TOVA (entered into force on 1\nOctober 2008)\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>4.1 WAGE STRUCTURE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The minimum wage according to the collective agreement consists of the\nminimum wage based on a job’s difficulty and of the length-of-service\ncomponent of a salaried employee’s personal salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>JOBS’ DIFFICULTY GROUPING\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Group 100\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•Work that requires short practical experience.\u003C\u002Fp>\n\n\u003Cp>•The work is carried out under supervision or according to clear\ninstructions.\u003C\u002Fp>\n\n\u003Cp>•Decision-making situations are similar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 111\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•Work that requires professional skills.\u003C\u002Fp>\n\n\u003Cp>•The work is carried out according to established procedures or\ninstructions.\u003C\u002Fp>\n\n\u003Cp>•Decision-making situations are usually of the same type.\u003C\u002Fp>\n\n\u003Cp>•The information available for decision-making can be obtained from the\nimmediate vicinity of the work environment.\u003C\u002Fp>\n\n\u003Cp>•Interaction at the customer interface is based on presenting pre-defined\nsolutions or receiving and communicating information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 124\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The job requires professional expertise and knowledge of commonly used\npractices, as well as the independent application of this knowledge and these\nskills.\u003C\u002Fp>\n\n\u003Cp>•The work is guided by general assignments or instructions.\u003C\u002Fp>\n\n\u003Cp>•Interaction takes place in teams or at the customer interface, where the\njob has a clarifying role.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 154\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The responsibility, expertise or independence involved in the work are\nemphasised to such an extent that it has become more demanding than the basic\ndefinition of the preceding group.\u003C\u002Fp>\n\n\u003Cp>•The job may also include guiding the work of those performing the actual\ntasks or manual labour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 191\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The work requires theoretical knowledge and a good command of the work\nprocesses.\u003C\u002Fp>\n\n\u003Cp>•The work includes the detection and assessment of problems and the\ngeneration of solutions (such as planning, investigation or development).\u003C\u002Fp>\n\n\u003Cp>•Information for decision-making is obtained from previous cases or by\ncombining new information available in the immediate surroundings.\u003C\u002Fp>\n\n\u003Cp>•Interaction is characterised by an expert role at the customer interface\nor the management of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 236\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The responsibility, expertise, independence or key position involved in\nthe work are emphasised to such an extent that it has become more demanding\nthan the basic definition of the preceding group.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Group 292\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The work usually involves organisational, planning or resourcing\nresponsibilities.\u003C\u002Fp>\n\n\u003Cp>•Interaction is characterised by independent influence in decision-making\nas a specialist or serving as a leader of a development team.\u003C\u002Fp>\n\n\u003Cp>•Emphasis is placed on a comprehensive expertise in the processes of the\nfunction involved.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.2 CHANGES IN DUTIES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When a salaried employee’s duties change significantly, the minimum wage\ngroup associated with the duties is reviewed. The level of difficulty and the\ncorresponding minimum wage may then rise or fall. A change in the minimum wage\nalone does not reduce a salaried employee’s personal salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>4.3 MINIMUM WAGES\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>Pay grade\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>\u003Cstrong>1 June 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>\u003Cstrong>1 June 2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003Cstrong>1 June 2024\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>292\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3,165\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3,276\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3,341\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>236\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,828\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,927\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,986\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>191\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,548\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,637\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,690\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>154\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,296\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,376\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,424\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>124\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,107\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,181\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,224\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>111\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1,933\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,001\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,041\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1,791\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>1,854\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1,891\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the salaried employee’s salary is determined on the basis of an hourly\nwage, the minimum hourly wage is formed by dividing the graded salary by\n158.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.4 LENGTH-OF-SERVICE COMPONENT OF PERSONAL SALARY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After a salaried employee has worked in a company for five years in a job\ninvolving the same level of difficulty, their personal salary must be at least\nfive per cent higher than the minimum wage of the pay grade in question. (The\naccumulation of the length-of-service component has begun when the company has\nswitched to the new pay system, no later than on 1 October 2008.)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The minimum wages with a 5% length-of-service bonus are as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>Pay grade\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>\u003Cstrong>1 June 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>\u003Cstrong>1 June 2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003Cstrong>1 June 2024\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>292\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3,323\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3,440\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3,508\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>236\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,969\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3,073\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3,135\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>191\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,675\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,769\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,825\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>154\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,411\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,495\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,545\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>124\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,212\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,290\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,335\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>111\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2,030\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2,101\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2,143\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"88\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1,881\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>1,947\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1,986\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.5 ASSESSMENT OF PERSONAL COMPETENCE AND PERFORMANCE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provision concerning the length-of-service component of the personal\nsalary is not valid if the company has a system for assessing and rewarding\npersonal competence and work performance based on objective criteria, through\nwhich at least 8% of the sum of the minimum wages is allocated to the salaried\nemployees on a company-specific basis.\u003C\u002Fp>\n\n\u003Cp>Transition to the system is negotiated and agreed upon locally. A withdrawal\nfrom the system requires a new agreement.\u003C\u002Fp>\n\n\u003Cp>The structure of the assessment system, including the competence factors and\nmetrics to be assessed, is at the discretion of the employer. However, the\nsystem, as well as any subsequent changes to it, are negotiated on between the\nemployer and the shop stewards in an effort to reach an agreement.\u003C\u002Fp>\n\n\u003Cp>All salaried employees should be aware of the factors measured, how they are\nmeasured, who measures them and how the results affect their salary. The\nemployer must explain to the shop stewards the fulfilment of the 8% limit in\nconnection with the implementation of pay increases, and in any case at least\nonce a year, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch3>4.6 TRAINEES AND SUMMER EMPLOYEES\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A traineeship of a maximum duration of one year may be agreed on with a\nsalaried employee, unless they have acquired the skills required for the job\nthrough training or experience. In such a case, the salaried employee’s\nminimum wage for first six months of the traineeship is 80 per cent and for the\nfollowing six months 90 per cent of the minimum wage applicable to the job’s\ndifficulty level. In positions with a difficulty level of 100 or 111, the\ntraineeship period may not exceed six months and the salary must be 90 per cent\nof the minimum wage for the level.\u003C\u002Fp>\n\n\u003Cp>The minimum wage for salaried employees working in fixed-term employments of\na maximum of five months during the holiday period (2 May - 30 September) is\n80% of the minimum wage for the relevant level of difficulty, unless the\nsalaried employee has acquired the skills required for the job through training\nor experience.\u003C\u002Fp>\n\n\u003Cp>Exceptions to the minimum wages set out in the collective agreement may be\nmade with regard to students working as trainees who do not have the experience\nrequired for the relevant work and whose degree requirements include a\ntraineeship period or periods. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.7 EFFECT OF WORKING HOURS ON MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The minimum wage scale is based on an average weekly working time of 37.5\nhours. When complying with a 40-hour weekly working time, the minimum wages are\nincreased by 2.6%, taking into account the reduction in working time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.8 PART-TIME PAY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.When calculating the amount of salary to be paid for part-time work, the\nhourly salary is arrived at by dividing the monthly salary by the number of\nregular working hours included in the shift schedule for the relevant month. In\nthis case, the Independence Day is considered comparable to a working day.\u003C\u002Fp>\n\n\u003Cp>2.An absence can also be compensated for by an equivalent number of working\nhours.\u003C\u002Fp>\n\n\u003Cp>3.If the salaried employee’s salary is determined on the basis of an\nhourly wage, the minimum hourly wage is formed by dividing the graded salary by\n158.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.9 SUBSTITUTION\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of employment and pay related to a substitution are\nagreed on before accepting the substitution.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The payment of the substitution compensation requires the\nsubstitution to last without interruption for at least five working days. If\nthe condition for the payment of the substitution compensation is met, the\ncompensation is paid from the beginning of the substitution.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When acting as a substitute for another, a person does not perform their own\nwork at all, but focuses solely on the work of the other person. The payment of\nthe substitution compensation requires a person to take up the substitution of\na person working in a job with a higher level of difficulty. In this case, the\ncompensation is the salary corresponding to the position’s level of\ndifficulty.\u003C\u002Fp>\n\n\u003Cp>When acting as a substitute alongside their own work, a person takes care of\nboth their own work and the work of the person they are substituting. The\npayment of the compensation requires the substitution to cause significant\nchanges to the salaried employee’s duties. The amount of the compensation is\n14-35% of the employee’s own personal salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.10 PAYMENT OF WAGES\u003C\u002Fh3>\n\n\u003Cp>Unless otherwise agreed, the salary of a salaried employee is a monthly\nsalary and it is paid once a month. The salaried employee indicates the account\nto which the salary is paid. The salaried employee is provided with a pay slip\nindicating the amount of the salary and the grounds for its determination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.11 OTHER PAY SYSTEMS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A company may adopt another pay system by local agreement. However, the\nlowest wage in a company-specific system cannot be lower than the lowest\nminimum wage specified in the collective agreement’s pay system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.12 COMMISSION WAGE EARNERS\u003C\u002Fh3>\n\n\u003Cp>Commission-based work is work for which it has been agreed that the salary\nor part of it is determined on the basis of a fixed salary tied to something\nother than the time spent on the work.\u003C\u002Fp>\n\n\u003Cp>The factors related to the determination of the salary are agreed on in\ndetail while agreeing on the commission wages. These factors may include the\nsales objective, the products to be sold, the sales area, a sales rep’s\ndesignated customers, the sales rep’s authorisations, exclusivity, reporting,\nthe job’s level of difficulty, the minimum wage, the guaranteed wages, the\namount of the fixed salary component, the due date of the commission component\nand the sales rep’s liability in the customer’s breach of contract, etc.\u003C\u002Fp>\n\n\u003Cp>The review period for the implementation of the minimum wage is a calendar\nyear, unless otherwise agreed. However, at least 80% of the minimum wage must\nbe paid out monthly.\u003C\u002Fp>\n\n\u003Cp>The personal competence assessment system, which serves as an alternative to\nthe length-of-service component of a personal salary, does not apply to\ncommis-sion wage earners.\u003C\u002Fp>\n\n\u003Cp>Across-the-board increases are implemented in such a way that the commission\nwage as a whole increases on average, for the same amount of work, by the\namount of the across-the-board increase.\u003C\u002Fp>\n\n\u003Cp>Salesmen as referred to in the Act on Commercial Representatives and\nSalesmen (in this text, sales reps) are not subject to the minimum wage\nprovisions of this collective agreement. \u003C\u002Fp>\n\n\u003Cp>“In this Act, salesman means an employee who, under a representation\ncontract concluded with the employer, has undertaken, on behalf of the\nemployer, to promote the sale of goods in the manner referred to in section 1\nby travelling from place to place or by visiting clients at the place where the\nbusiness of the employer is located. A salesman does not carry the goods to be\nsold with him.” (Chapter 4, section 39 of the Act on Commercial\nRepresentatives and Salesmen)\u003C\u002Fp>\n\n\u003Cp>The basis for calculating the annual holiday pay is the average earnings for\nthe holiday credit year.\u003C\u002Fp>\n\n\u003Cp>Sick pay, maternity pay and parental leave pay are calculated on the basis\nof the average earnings for the previous 12 calendar months, unless a shorter\nperiod has been agreed on.\u003C\u002Fp>\n\n\u003Cp>The employer reimburses the costs incurred in the per-formance of the\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>4.13 CHRISTMAS BONUS\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A salaried employee has the right to exchange the first winter holiday week\npermanently for a Christmas bonus under the conditions specified below. New\nemployees are directly included within the scope of the Christmas bonus\nsystem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>I Switching to the Christmas bonus system\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1.Start of employment before 1 February 2018 (old\nemployees)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee may agree on exchanging the first winter\nholiday week for a Christmas bonus permanently.\u003C\u002Fp>\n\n\u003Cp>Given that the winter holiday and Christmas bonus do not accrue for the same\nperiod (the winter holiday earning period ends on 31 March and the Christmas\nbonus earning period begins on 1 January), the employer and the salaried\nemployee must at the same time agree on how to deduct a winter holiday already\ntaken from the Christmas bonus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The salaried employee has taken their entire winter holiday of five (5) days\nduring the winter holiday period that began on 1 October 2018. The salaried\nemployee and the employer agree on a switch to the Christmas bonus as of 1\nJanuary 2019. The Christmas bonus does not start to accrue until 1 April 2019,\nsince the winter holiday and Christmas bonus cannot accrue simultaneously.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The salaried employee has taken three (3) days of their winter holiday\nduring the winter holiday period that began on 1 October 2018. The salaried\nemployee and the employer agree on a switch to the Christmas bonus as of 1\nJanuary 2019. According to the collective agreement’s winter holiday\nschedule, the salaried employee has accrued four days of winter holiday from 1\nApril to 31 December 2018 (a period of 9 months). The Christmas bonus starts to\naccrue immediately as of 1 January 2019. In addition, the salaried employee may\ntake one more day of winter holiday or agree on its exchange for cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.The employment starts on 1 February 2018 or later (new\nemployees)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The salaried employee earns the Christmas bonus as of the beginning of their\nemployment.\u003C\u002Fp>\n\n\u003Cp>A salaried employee who does night work and shift work continues to earn a\nso-called second week of winter holiday (Chapter 5, section 2, subsection 1 of\nthe collective agreement).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1\">\u003Ch4>II Amount of Christmas bonus\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>The Christmas bonus is 2.4% of the salary paid to a salaried employee for\nregular working hours from 1 January to 30 November, including bonuses (payout\nprinciple). The calculation base also takes into account the salary paid for a\nperiod of paid leave, such as a holiday period, sick leave, family leave and\nany travel and train-ing time occurring during regular working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The calculation base does not take into account:\u003C\u002Fp>\n\n\u003Cp>•non-recurring items (including holiday bonuses, Christmas bonuses,\nperformance bonuses)\u003C\u002Fp>\n\n\u003Cp>•adjustment or other compensatory payments made upon converting leaves\ninto cash\u003C\u002Fp>\n\n\u003Cp>•overtime wages and comparable remuneration\u003C\u002Fp>\n\n\u003Cp>•standby compensation and call-out pay\u003C\u002Fp>\n\n\u003Cp>•shop steward remuneration, initiative bonuses, the meeting fees of\ncooperation bodies\u003C\u002Fp>\n\n\u003Cp>•the value of fringe benefits (including housing, car, meal or telephone\nbenefits)\u003C\u002Fp>\n\n\u003Cp>•the reimbursements of costs (such as mileage allowances, daily\nallowances)\u003C\u002Fp>\n\n\u003Cp>•other payroll items paid for regular working hours other than those\nworked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>III Payment of Christmas bonus\u003C\u002Fh4>\n\n\u003Cp>The Christmas bonus is payable in conjunction with the first payment of\nwages in December.\u003C\u002Fp>\n\n\u003Cp>At the end of employment, any accrued Christmas bonus is paid in connection\nto the payoff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>IV Other\u003C\u002Fh4>\n\n\u003Cp>The Christmas bonus system does not apply to\u003C\u002Fp>\n\n\u003Cp>•such hourly paid part-time salaried employees whose holiday pay is\ncalculated as a percentage in accordance with section 12 of the Annual Holidays\nAct and\u003C\u002Fp>\n\n\u003Cp>•salaried employees who are entitled to a holiday compensation pursuant to\nsection 16 of the Annual Holidays Act when the employment relationship\ncontinues.\u003C\u002Fp>\n\n\u003Cp>Those covered by the Christmas bonus are entitled to receive the portion of\nan annual holiday in excess of 24 business days outside the holiday period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 5 HOLIDAYS\u003C\u002Fh2>\n\n\u003Ch3>5.1 ANNUAL HOLIDAY\u003C\u002Fh3>\n\n\u003Ch4>Local bargaining\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.By local agreement, an annual holiday can be granted outside the annual\nholiday period, divided into parts, and a higher proportion than referred to in\nthe law can be granted as a carried-over holiday pursuant to section 27 of the\nAnnual Holidays Act. Furthermore, it can be agreed that the annual holiday pay\nis paid on the company’s normal paydays. Local bargaining is also possible\nwith regard to holiday bonuses.\u003C\u002Fp>\n\n\u003Cp>Unless agreed locally in accordance with the above, annual holidays are\ngranted in accordance with the law and the following provisions of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>Provisions concerning annual holidays:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>2.A salaried employee receives two days of annual holiday as referred to in\nthe Annual Holidays Act for a full holiday credit month. If the employment\nrelationship has lasted for one year by the end of the holiday credit year, the\nsalaried employee receives 2.5 days of annual holiday for a full holiday credit\nmonth (section 5 of the Annual Holidays Act).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.A month entitling an employee to a holiday pursuant to the Annual Holidays\nAct means a calendar month during which the salaried employee has accumulated\nat least 14 days or at least 35 hours at work if, according to their employment\ncontract, they work on so few days that they do not therefore accumulate 14\ndays at work in a calendar month (cf. section 6 of the Annual Holidays Act), or\nduring which an equivalent number of days equivalent to time at work (section 7\nof the Annual Holidays Act) or reduced working time leaves in accordance with\nthis agreement have accrued in their favour.\u003C\u002Fp>\n\n\u003Cp>4.The daily salary to be paid during an annual holiday or as an annual\nholiday compensation is calculated:\u003C\u002Fp>\n\n\u003Cp>a)on the basis of the monthly salary, using the number 25 as the divisor.\u003C\u002Fp>\n\n\u003Cp>b)on the basis of the commission wage so that the number of months entitling\nthe employee to a holiday is used to divide the wages earned over these months\nand the number 25 is used in converting the daily salary of the average monthly\nsalary arrived at thereby.\u003C\u002Fp>\n\n\u003Cp>5. The holiday bonus is 50% of the holiday pay. It is paid at the beginning\nof the holiday. The holiday bonus is also paid at the end of an employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>Local agreement is possible in the following matters concerning holiday\nbonuses:\u003C\u002Fp>\n\n\u003Cp>•changing the dates of payment,\u003C\u002Fp>\n\n\u003Cp>•staggering the payment over a longer period of time,\u003C\u002Fp>\n\n\u003Cp>•exchanging the holiday bonus for time off.\u003C\u002Fp>\n\n\u003Cp>Also subject to local agreement is whether a holiday bonus is paid at all or\nwhether only part of it is paid. This applies to situations where the employer\nhas financial or production-related grounds for reducing the workforce in\naccordance with the Dismissal Protection Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The holiday bonus can be paid in one or more instalments, depending\non local agreement. The payment dates must be agreed on precisely so that the\ndue date or dates are uncontested. A transfer and any other related measures\nmust be agreed on before the start of an annual holiday or part of\nit.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>If an employee’s employment relationship ends before the holiday\nbonus’ locally agreed date of payment, the bonus is paid at the end of the\nemployment relationship.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>When agreeing on the exchange of the holiday bonus or part thereof\nfor corresponding time off, the length of the time off is determined according\nto the holiday bonus to be exchanged, so that the maximum amount of time off to\nbe exchanged is, depending on the calculation method, for a 30-day (5-week)\nannual holiday:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•0.50 x 30 days of annual holiday = 15 days of annual\nholiday\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•0.50 x 25 working days = 12.50 working days\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•0.50 x 200 hours = 100 hours (8h\u002Fday)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•0.50 x 187.5 hours = 93.75 hours (7.5 t\u002F day) Upon the exchange,\nproportionate time off is determined from a partial holiday bonus.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The time off is subject to a pay for regular working hours on normal\npaydays.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The parties must acknowledge that the compensation paid for the time\noff must be at least equal to the monetary amount of the holiday\nbonus.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The time off cannot be scheduled to coincide with a time for which\nthe employer otherwise pays wages (annual or winter holidays, sickness, etc.)\non the basis of the collective agreement or the law.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The method and time of granting the time off must be agreed on. If\nonly part of the holiday pay is exchanged for time off, the remaining part is\npaid in cash either in connection with the annual holiday pay in accordance\nwith the collective agreement or at other agreed times.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>If an employee’s employment relationship ends before an exchanged\ntime off is taken, a portion of the holiday bonus corresponding to the time off\nnot taken is paid at the end of the employment relationship.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>6 A salaried employee is granted their annual holiday during the holiday\nperiod (2 May - 30 September) Part of the annual holiday may also be granted by\nmutual agreement between the employer and the salaried employee at a time other\nthan what is stated above. If the salaried employee so wishes, the annual\nholiday must primarily be given as an uninterrupted period.\u003C\u002Fp>\n\n\u003Cp>Those earning a Christmas bonus are entitled to receive the portion of an\nannual holiday in excess of 24 business days outside the holiday period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>If the employer terminates an employee’s employment contract on\ngrounds other than those laid down in Chapter 7, sections 3-4 of the Employment\nContracts Act, the employer may order the employee to take their earned\nholidays during the period of notice, regardless of holiday\nperiods.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>7. If a salaried employee is entitled to annual holiday at the end of their\nemployment relationship, this holiday may be included in the period of notice,\nif the employer or salaried employee so wishes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.2 WINTER HOLIDAY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Salaried employees who regularly work shifts in which at least every\nfourth shift in the working hours adjustment system is night work (from 9 p.m.\nto 6 a.m.) earn winter holidays in such a way that the length of a full winter\nholiday is 10 working days as referred to in the working hours adjustment\nsystem, but nevertheless at least two weeks.\u003C\u002Fp>\n\n\u003Cp>2.Salaried employees other than those mentioned above earn winter holidays\nin such a way that the length of a full winter holiday is 5 working days as\nreferred to in the working hours adjustment system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Christmas bonuses are earned by all employees whose employment relationship\nstarted on 1 February 2018 or later, and by those salaried employ-ees who have\nexchanged the winter holiday week for a Christmas bonus. Those earning a\nChristmas bonus do not accrue a week of winter holiday. They are entitled to\nreceive the portion of an annual holiday in excess of 24 business days outside\nthe holiday period.\u003C\u002Fp>\n\n\u003Cp>3.Receiving the aforementioned winter holiday in full requires 12 holiday\ncredit months as referred to in the Annual Holidays Act. Otherwise, the length\nof the holiday is determined according to the table below. The winter holiday\nperiod begins on 1 October in the earning year and ends on 30 April the\nfollowing year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"109\">\u003Cp>\u003Cstrong>Number of months entitling a\n        salaried employee to a winter holiday\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"178\">\u003Cp>\u003Cstrong>Length of winter holiday (N.B. The\n        winter holiday of a salaried employee covered by the Christmas bonus is\n        5 working days shorter)\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong>Night and shift work\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>\u003Cstrong>Daytime\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>work\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>12 months\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>10 working days\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>5 working days\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>11 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>9 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>5 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>10 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>8 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>4 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>9 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>7 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>4 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>8 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>7 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>3 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>7 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>6 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>3 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>6 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>5 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>3 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>5 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>4 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>2 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>4 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>3 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>2 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>3 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>2 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>1 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>2 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>2 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>1 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>1 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>1 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>1 ”\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When a salaried employee does shift work for part of the year and daytime\nwork for part of the year, the right to a winter holiday must be reviewed in\nperiods equal to a calendar month.\u003C\u002Fp>\n\n\u003Cp>For one month, 0.83 days of a winter holiday of 10 working days is earned\n(10:12) and 0.42 days of a winter holiday of 5 working days is earned (5:12).\nFor example, when earning a winter holiday of 10 working days for 9 months and\n5 working days for 3 months, the length of the winter holiday is 9 x 0.83 + 3 x\n0.42, or 8.73 days, which is rounded to 9 working days. In these cases, the\nrounding of decimals is performed only from the sum total.\u003C\u002Fp>\n\n\u003Cp>4.When calculating the daily salary for the winter holiday compensation, the\nmonthly salary is divided by 21.25.\u003C\u002Fp>\n\n\u003Cp>5.Under a local agreement, a winter holiday may be granted at a time other\nthan that provided in the collective agreement, divided into parts or exchanged\nfor cash.\u003C\u002Fp>\n\n\u003Cp>6.The first five consecutive days of the winter holiday are postponed if the\nemployee is incapacitated for work at the beginning of the holiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.3 HOLIDAY COMPENSATION IN CASE OF CONTINUED EMPLOYMENT AND PERCENTUAL\nHOLIDAY PAY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Under Section 16 of the Annual Holidays Act, a salaried employee who, in\naccordance with their employ-ment contract, is less than 14 days or 35 hours at\nwork during all calendar months, is entitled to receive a holiday compensation\ncalculated on the basis of the salary paid or due for the time at work during\nthe previous holiday credit year.\u003C\u002Fp>\n\n\u003Cp>The amount of the holiday compensation is arrived at by multiplying the\namount of wages in accordance with section 16, subsection 1 of the Annual\nHolidays Act by the following % coefficient:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Employment relationship less than 1 year\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Employment relationship more than 1 year\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Daytime work\u003C\u002Ftd>\n      \u003Ctd>15.50\u003C\u002Ftd>\n      \u003Ctd>19.25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night and shift work\u003C\u002Ftd>\n      \u003Ctd>17.50\u003C\u002Ftd>\n      \u003Ctd>21.25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The holiday pay and holiday compensation of an hourly paid salaried\nemployee who works less than 14 days per calendar month are calculated as a\npercentage in accordance with section 12 of the Annual Holidays Act. The\npercentage is determined in accordance with subsection 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 6 SICK LEAVE AND FAMILY LEAVE\u003C\u002Fh2>\n\n\u003Ch3>6.1 DOCTOR’S APPOINTMENTS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Notification of illness\u003C\u002Fh4>\n\n\u003Cp>An employee must notify the employer at the earliest convenience of any\nabsence due to incapacity for work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Doctor's certificate on incapacity for work\u003C\u002Fh4>\n\n\u003Cp>1.As a rule, employees must acquire a doctor’s certificate on their\nillness and the resulting incapacity for work. The certificate must be\ndelivered to the employer without delay. Any exceptions to the main rule by,\nfor example, the self-certification procedure are specified in the general\nworkplace instructions, or case-specifically by specific agreement.\u003C\u002Fp>\n\n\u003Cp>2.The employer covers the costs of the certificate on the incapacity for\nwork up to the doctor’s fee confirmed by the Ministry of Social Affairs and\nHealth. The employee shall give the employer the authorisation to receive the\ncompensation payable under health insurance.\u003C\u002Fp>\n\n\u003Cp>3.A certificate of incapacity for work given by a public health nurse\nauthorised by a doctor can replace a certificate written by a doctor if the\nillness in question is a common cold or related to an epidemic.\u003C\u002Fp>\n\n\u003Cp>4.For particular reasons, the employer may require the employee to acquire a\ncertificate of incapacity for work from the company doctor or other doctor\napproved by the employer. In this case, the employer covers the costs of the\ncertificate and the doctor’s appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Doctor's appointments\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>General\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 Doctor’s appointments must be scheduled outside working hours.\nExceptionally, employees may see a doctor during working hours if it is\nnecessary due to the acute nature of the injury or illness, or if an\nappointment cannot be scheduled outside working hours without excessive\ninconvenience, or if local health care services are not available outside\nworking hours.\u003C\u002Fp>\n\n\u003Cp>2.The loss of working hours caused by a visit to the doctor shall be\nminimised and the employer shall be informed about the appointment as soon as\npossible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Occupational health care\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3.If the employer has arranged occupational health care services, a\njustified reason is required for seeing any doctor other than one designated by\nthe employer. Examples of justified reasons: the illness is acute, the illness\nprevents travelling, or acquiring a certificate of incapacity for work is\nexpensive for the employee because of examinations that are not covered by the\nem-ployer’s compensation obligation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Compensation for loss of earnings because of a doctor's appointment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Compensation for loss of earnings is paid:\u003C\u002Fp>\n\n\u003Cp>•when a doctor’s appointment is necessary in order to receive a\ndoctor’s certificate required by the employer,\u003C\u002Fp>\n\n\u003Cp>•when an injury or illness that requires sick leave or therapeutic\nmeasures is diagnosed at a doctor’s appointment,\u003C\u002Fp>\n\n\u003Cp>•when an acute illness occurring during a work shift makes an employee\nincapable for work and a visit to the doctor is necessary (for example, an\nacute eye or dental disease),\u003C\u002Fp>\n\n\u003Cp>•for the duration of a physiotherapy session if a doctor designated by the\nemployer has prescribed physiotherapy that is necessary for the maintenance of\nthe employee’s ability to work and treatment services are not available\noutside working hours,\u003C\u002Fp>\n\n\u003Cp>•for the duration of laboratory tests and X-ray examinations if the tests\nand examinations have been prescribed by a doctor and constitute part of a\ndoctor’s appointment for which the employer pays compensation for loss of\nearnings, or the nature of the examination is such that it must be carried out\nat a time ordered by the doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Compensation for loss of earnings is not paid for:\u003C\u002Fp>\n\n\u003Cp>•medical examinations carried out for health control,\u003C\u002Fp>\n\n\u003Cp>•recurring visits to the doctor for the treatment or monitoring of an\nalready diagnosed illness or injury,\u003C\u002Fp>\n\n\u003Cp>•normal dental care,\u003C\u002Fp>\n\n\u003Cp>•a visit to an eye specialist for normal sight control,\u003C\u002Fp>\n\n\u003Cp>•physical therapy (with the exception referred to in item 1),\u003C\u002Fp>\n\n\u003Cp>•laboratory tests and X-ray examinations (with the exception referred to\nin paragraph 1).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If doctor's services are not available outside working hours, instead of\nreducing the employee's pay it is possible to agree on make-up hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Statutory medical examinations and mass screenings\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>\u003Cstrong>Statutory medical examinations\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer compensates the employee for earnings lost because of a\nstatutory medical examination and reimburses any necessary travel costs.\u003C\u002Fp>\n\n\u003Cp>2.If the medical examination takes place during an employee's free time, the\nemployee is reimbursed for the extra costs by paying an amount equal to the\nminimum daily allowance specified in the Health Insurance Act.\u003C\u002Fp>\n\n\u003Cp>3.If applicable under the collective agreement, daily allowance is paid for\nthe duration of a statutory medical examination carried out at some other\nlocality.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mass screenings and age-related examinations\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.If an employee has requested the opportunity to participate in a mass\nscreening or age-related examination arranged by the health authorities outside\nworking hours but this is not possible, compensation for lost earnings is paid\nfor such an examination for the maximum of one day. The obligation to\ncompensate does not apply to any re-examinations or follow-up examinations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.2 VDU WORK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In work that is straining for the eyes (visual display units), the employer\nreimburses the doctor's fee for a visit to an ophthalmologist when the doctor\nhas deemed the visit necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>APPLICATION INSTRUCTION:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>VDU GLASSES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the working conditions, on the basis of a specialist's examination,\nrequire the use of special work glasses for VDU work, the employer compensates\nfor the purchase of such glasses, connected to the use of the equipment.\u003C\u002Fp>\n\n\u003Cp>When a salaried employee engaged in VDU work finds the working conditions to\nput a particular strain on their vision, they must contact the occupational\nhealth doctor designated by the employer and agree on a visit to an\nophthalmologist.\u003C\u002Fp>\n\n\u003Cp>If the ophthalmologist's examination finds the VDU work to require the\npurchase of spectacles to eliminate or reduce the harm caused by the working\nconditions, the ophthalmologist must be asked to mention this on their receipt,\nfor example.\u003C\u002Fp>\n\n\u003Cp>If the ophthalmologist has issued a prescription for the purchase of work\nglasses, the salaried employee and the em-ployer must agree on the way in which\nthe glasses are purchased and where, and on the maximum price of the frames,\netc. Attention should be paid to the glasses purchased being appropriate and\nsuitable for the person using them, and to the employer's ability to influence\nthe quality and price of the glasses purchased. (However, lenses are subject to\nthe ophthalmologist's prescription.)\u003C\u002Fp>\n\n\u003Cp>Spectacles paid for by the employer are the employer's property; the\nemployee has a right of possession (right of use) to them connected to the\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Ch3>6.3 SICK LEAVE PAY\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Employees who are prevented from working by such an illness or accident\nthat entitles them to receive pay pursuant to the Employment Contracts Act have\nthe right to receive their pay after uninterrupted employment with the same\nemployer for the following periods of time:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Uninterrupted employment of\u003C\u002Ftd>\n      \u003Ctd>Full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>one month but less than one year\u003C\u002Ftd>\n      \u003Ctd>for a 40-day period\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>one year but less than five years\u003C\u002Ftd>\n      \u003Ctd>for a 75-day period\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>five years or more\u003C\u002Ftd>\n      \u003Ctd>for a period of 105 days.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employment has lasted for less than one month, the employee is\nentitled to half of the full pay until the end of the ninth weekday following\nthe date of falling ill, but only up to the day on which the employee's right\nto national sickness allowance under the Sickness Insurance Act\n(sairausvakuutuslaki) begins.\u003C\u002Fp>\n\n\u003Cp>2. When an employee becomes incapable of work again, the length of paid sick\nleave on the basis of the current employment is determined. The number of\ndays of illness for which the employer has paid wages during the preceding six\nmonths are subtracted from the total number of days included in this period.\nThe employee is entitled to wages only for the number of days that results from\nthis calculation.\u003C\u002Fp>\n\n\u003Cp>Even if all the days entitling to pay had been used up, the employee is\nalways paid until the end of the ninth weekday following the date of falling\nill, but only up to the day on which the employee's right to national sickness\nallowance under the Sickness Insurance Act begins.\u003C\u002Fp>\n\n\u003Cp>3.Wages are paid in a similar manner also in circum-stances in which the\nauthorities have prohibited an employee to come to work under the provisions of\nthe Communicable Diseases Act (tartuntatautilaki, 583\u002F1986).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.4 ALTERNATIVE WORK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Alternative work refers to work that a salaried employee performs\nwhen, due to an accident or illness, they are incapacitated for work in\naccordance with their employment contract or established duties. The\nalternative work must be appropriate and, insofar as possible, similar to the\nemployee’s normal duties. Alternative work in other tasks or training may be\nagreed on separately.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The salaried employee’s wages may not decrease during the period\nof alternative work, unless otherwise expressly agreed. Alternative work or\ntraining does not constitute a period of incapacity for work. At the end of the\nalternative work, the salaried employee has the right to return to their\nprevious duties.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Alternative work is voluntary. It is based on the occupational\nhealth physician’s assessment of the employee’s capacity for work and the\nagreement on alternative work made between the employee and the employer. The\nalternative work may not jeopardize the salaried employee’s recovery. The\nalternative work’s implementation methods and related principles are\ndiscussed together, between the employer and the shop steward or the\nstaff.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>6.5 PREGNANCY AND PARENTAL LEAVE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Wages paid during a pregnancy and parental leave\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The requirement for the payment of wages is that the employee complies with\nthe provisions on pregnancy and parental allowance included in the Health\nInsurance Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wages are paid on normal payment days.\u003C\u002Fp>\n\n\u003Cp>In accordance with the Health Insurance Act, weekday means days other than\nSundays, religious holidays and midweek holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Pregnancy leave pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is entitled to pregnancy allowance pursuant to the Health\nInsurance Act is entitled to pregnancy leave pay.\u003C\u002Fp>\n\n\u003Cp>The employee is paid full pay for a total of 40 weekdays during the\npregnancy leave under chapter 4, section 1 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Parental leave pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is entitled to parental allowance leave pursuant to chapter\n9, section 5, subsections 1-3 of the Health Insurance Act is entitled to\nparental leave pay.\u003C\u002Fp>\n\n\u003Cp>The employee shall be paid full pay for a total of 21 weekdays during the\nparental leave under chapter 4, section 1 of the Employment Contracts Act,\nstarting from the beginning of the leave.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The provisions of the previous collective agreement shall be applied\nto paternity leave if the estimated due date of the baby was before 4 September\n2022 or if the adopted child was placed in the employee’s care before 31 July\n2022. The provisions shall apply regardless of the estimate due date of the\nbaby if the baby was born and the right to parental allowance began before 1\nAugust 2022. In other cases, the new parental leave provisions\napply.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Information about family leave\u003C\u002Fstrong> More information on the\nvarious forms of family leave and allowances is available at www.kela.fi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.6 HEALTH INSURANCE COMPENSATION\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.An employer who pays wages during sick leave or family leave is\nentitled to receive the daily allowance paid for the same period under the\nHealth Insurance Act, but no more than the portion of the daily allowance that\nequals the wages paid.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>If an employee is compensated for loss of earnings on the basis of\nthe same occurrence of incapability for work under the Health Insurance Act or\nthe Employees Pensions Act (tyontekijain elakelaki), the employer is entitled\nto receive an amount equalling up to the wages paid for the same\nperiod.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Employers may also fulfil their obligation to pay wages by\nsupplementing the daily allowance benefit paid under the Health insurance Act\n(sairausvakuutuslaki) with wages paid for the duration of an illness or a\nfamily leave, so that the employee receives the same benefits that are agreed\non herein. Whenever the daily allowance paid under the Health Insurance Act is\nequally advantageous as the wages paid in accordance with the above, other\nwages are not paid for the period of sick leave or family leave.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.If a daily allowance pursuant to the Health Insurance Act is not\npaid or it is paid in a lower amount than the employee would be entitled to\npursuant to the Health Insurance Act and the reason for this is attributable to\nthe employee concerned, the employer has the right to deduct from the wages the\nproportion that was not paid because of the negligence.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>6.7 CARING FOR A SICK CHILD\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.When a child of an employee or a child of another person living in the\nemployee’s household who is under 10 years old, developmentally disabled or\nseverely ill (Chapter 1, section 4 of Government Decree 1335\u002F2004) comes down\nwith an acute illness, the employee has the right to take temporary paid leave\nto arrange the child’s care or care for the child. This right also applies to\na parent who is not living in the same household with the child.\u003C\u002Fp>\n\n\u003Cp>Only one parent at a time may be on temporary leave to care for a sick\nchild. In addition, an employee may be granted temporary leave only in the\nevent that there is no one at home who could arrange the care of the child or\ncare for the child.\u003C\u002Fp>\n\n\u003Cp>2.The maximum duration of paid leave for the same illness is four (4) days.\nPayment is made in accordance with the provisions concerning sick leave pay.\nThe employer is notified of the absence and the child’s illness reported in a\nsimilar manner as the employee’s own illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>6.8 SHORT TEMPORARY LEAVE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.A short temporary leave granted due to an illness in the family or the\ndeath of a close relative of a salaried employee is not deducted from the\nsalaried employee’s paid working time.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>2.The provisions of this paragraph shall also apply in respect of one day in\nthe following cases: the salaried employee’s own 50th and 60th birthdays, the\ndate of their wedding and an examination prior to military service. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 7 OTHER PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>7.1 COLLECTION AND PAYMENT OF MEMBERSHIP FEES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer deducts an employee’s trade union membership fee from each\npay if the employee has given the employer an authorisation for this. The\nemployer must sign the authorisation and the shop steward sends copies of it to\nthe recipients specified in the authorisation. At the end of the calendar year\nor the employment, the employer gives the employee a certificate of the\ndeducted membership fees.\u003C\u002Fp>\n\n\u003Cp>2.The deducted membership fees are normally paid to the trade union on the\npayment day of wages, but no later than by the 15th day of the month following\nthe payment of wages. The membership fee is deductable from any wages subject\nto withholding tax, including holiday pay, sick leave pay and pregnancy or\nparental leave pay.\u003C\u002Fp>\n\n\u003Cp>3.The trade union provides employers with a memberspecific membership fee\ncollection and clearance instructions. A specific clearance of collected\nmembership fees is made at the end of the wage payment period following the end\nof each quarter of the year. It must be completed by 15 April, 15 July, 15\nOctober and 15 January in accordance with the above guidelines.\u003C\u002Fp>\n\n\u003Cp>A copy of the collection and clearance list is given to the chief shop\nsteward of the personnel group in question.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.2 POSITIONS OF TRUST\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The time spent on participating in negotiations between associations and\nunions is not deducted from a salaried employee’s paid working time.\u003C\u002Fp>\n\n\u003Cp>2.The time spent on the meetings of a trade union’s union conference,\ncouncil and board of directors and any permanent preparatory bodies appointed\nby them is not deducted from the paid working time of salaried employees.\u003C\u002Fp>\n\n\u003Cp>The trade union informs Finnmedia of the names and terms of office of the\nelected persons. An elected salaried employee must notify their employer of\ntheir participation in the meetings, if possible, one week before the event.\u003C\u002Fp>\n\n\u003Cp>3.The time spent on the tasks of a position of public trust to which a\nsalaried employee has been elected is not deducted from their paid working\ntime. If the body which appointed the salaried employee to the position has\npaid compensation for the loss of earnings for the duration of the employee’s\nabsence from work, the share of this compensation is deducted from the wages\npaid by the employer.\u003C\u002Fp>\n\n\u003Cp>4.A salaried employee elected to the board of Industri-al\nUnion\u002FViestintaalan toimihenkilot Grafinet is entitled to participate in the\nassociations’ board meetings. No salary is paid for this time. The\nnotification procedure is similar to that specified in section 2 above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.3 MILITARY SERVICE, NON-ARMED MILITARY SERVICE, ALTERNATIVE CIVIL SERVICE\nAND PEACEKEEPING SERVIC\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An employee in military service, nonarmed military service or alternative\nmilitary service, as well as an employee enrolled in peacekeeping service or\ntraining for peacekeeping service, has the right to return to the previous or\nsimilar job in accordance with the provisions of law after the end or\ndiscontinuation of the service.\u003C\u002Fp>\n\n\u003Cp>2.During employment, the absence referred to in this provision is taken into\naccount in the determination of the salaried employee’s years of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.4 MILITARY REFRESHER COURSES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the duration of military refresher courses and supplementary service, an\nemployee is entitled to receive their wages plus an inconvenient conditions\nbonus. However, while the reservist pay payable by the government may be\ndeducted from the wages, the military refresher course or supplementary service\nallowance may not.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.5 GROUP LIFE INSURANCE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall take out a group life insurance policy for the employees,\nas agreed between the central labour market organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.6 LIABILITY INSURANCE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer takes out a so-called employer’s liability insurance for\nsalaried employees in a managerial position, this insurance covering the\nliability of a salaried employee who is in the service of the employer, their\nsubstitute or the policyholder in a managerial or supervisory position, such as\na foreperson, for any personal injury and property damage caused to their own\nemployee insofar as the damage is not covered by the statutory accident\ninsurance or motor insurance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.7 RIGHT OF ASSOCIATION\u003C\u002Fh3>\n\n\u003Cp>The right of association is mutually inviolable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 8 NEGOTIATION PROVISIONS AND INDUSTRIAL PEACE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Ch3>8.1 ASSEMBLY AT THE WORKPLACE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees have the right to arrange meetings at the workplace to discuss\nemployment relationship-related questions. Such meetings shall be agreed on\nwith the employer reasonably in advance of the meeting. Meetings shall be\narranged outside working hours: before the start of the working day, during the\nlunch hour or immediately after working hours. Elected officials, who shall be\npresent at the meeting, are responsible for the appropriate use of the place of\nassembly. Representatives from the respective employee organisation, its branch\norganisation or the central organisation may be invited to meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.2 LOCAL BARGAINING\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Local bargaining is possible according to the negotiating procedure of\nthis collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.In local bargaining concerning agreements on the local application of this\nagreement, the negotiating parties in matters concerning one employee are the\nemployee and the employer’s representative, and in matters concerning a\ndepartment or the company the negotiating parties are the shop steward and the\nemployer’s representative. Employees have the right to have shop stewards\nassist them in negotiations. When agreeing on working hours arrangements,\nindividual employees’ reasoned opinions on their personal needs must be taken\ninto account.\u003C\u002Fp>\n\n\u003Cp>3.Local agreements are made in writing; in matters concerning one employee,\nthe agreement is made in writing at either party’s request.\u003C\u002Fp>\n\n\u003Cp>The associations recommend that at least the following be included in local\nagreements:\u003C\u002Fp>\n\n\u003Cp>•purpose of the agreement\u003C\u002Fp>\n\n\u003Cp>•parties to the agreement\u003C\u002Fp>\n\n\u003Cp>•subject matter of the agreement\u003C\u002Fp>\n\n\u003Cp>•detailed terms and conditions of the agreement\u003C\u002Fp>\n\n\u003Cp>•validity and termination\u003C\u002Fp>\n\n\u003Cp>•dates and signatures.\u003C\u002Fp>\n\n\u003Cp>4.A local agreement can be made for a fixed or indefinite period. Unless\notherwise agreed, an agreement made for an indefinite period can be terminated\nwith three months’ notice. If no new agreement is made after the termination,\nthe applicable provisions of the collective agreement and legislation shall\napply after the expiry of the agreement.\u003C\u002Fp>\n\n\u003Cp>a)Collective matters to be agreed with the shop steward:\u003C\u002Fp>\n\n\u003Cp>•the introduction of a locally agreed pay system\u003C\u002Fp>\n\n\u003Cp>•the non-payment of a holiday bonus or part thereof in circumstances in\nwhich the employer has financial or production-related grounds for the\nreduction of personnel\u003C\u002Fp>\n\n\u003Cp>•agreeing on a single concept of overtime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Matters to be agreed with the salaried employee or shop steward:\u003C\u002Fp>\n\n\u003Cp>•regular working in such a way that they do not exceed 12 hours a day and\n60 hours a week\u003C\u002Fp>\n\n\u003Cp>•the payment of annual holiday pay on the company’s normal paydays\u003C\u002Fp>\n\n\u003Cp>•postponing the payment dates of annual holiday pay or staggering the\npayments over a longer period of time\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•agreeing otherwise on evening and night pay and Saturday evening\nand night pay, although not by employment contract or during a trial\nperiod.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Individual matters to be agreed with a salaried employee:\u003C\u002Fp>\n\n\u003Cp>•the granting of annual holidays outside the annual holiday period,\ndividing an annual holiday into parts, and granting a higher proportion than\nreferred to in law as carriedover holiday pursuant to section 27 of the Annual\nHolidays Act\u003C\u002Fp>\n\n\u003Cp>•exchanging the holiday bonus for time off\u003C\u002Fp>\n\n\u003Cp>•the granting of winter holidays outside the period specified in the\nemployment contract, dividing them into parts or exchanging them for time\noff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.3 NEGOTIATING PROCEDURE AT THE WORKPLACE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Questions concerning terms of employment must first be resolved through\ndiscussions between the employee and supervisor. If an issue relating to the\nterms of employment cannot be resolved in this way, it is discussed in\nnegotiations between the department’s shop steward and the employer’s\nrepresentative. If the matter cannot be resolved at the department level, the\ndepartment’s shop steward can submit the matter to the chief shop steward.\nThe result of the negotiations is recorded and those involved are notified of\nthe result.\u003C\u002Fp>\n\n\u003Cp>2.The responsibilities and associated authorisations assigned to persons,\nshop stewards and supervisors regarding employment matters and local bargaining\nat the different levels of the negotiating procedure must be determined in\ncooperation.\u003C\u002Fp>\n\n\u003Cp>3.The employer provides new employees with information on the management of\nthe company’s employment relationship matters and the negotiating\nprocedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.4 SETTLEMENT OF DISPUTES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Any disputes arising from the interpretation of this collective agreement\nbetween the employer and an employee or between the signatory associations\nshall primarily be resolved through negotiations. The negotiations are to be\nconducted without undue delay.\u003C\u002Fp>\n\n\u003Cp>2.If a dispute cannot be settled at the workplace, the employer or employees\nmay take the initiative to submit the matter to be resolved by the\nassociations.\u003C\u002Fp>\n\n\u003Cp>A mutual memorandum is prepared of an unresolved issue at the workplace,\nspecifying the matter causing the disagreement and the substantiated opinions\nof both parties. The memorandum is sent to the employee’ and employers’\nassociations. In specific cases, the associations may agree to resolve the\nmatter without a written memorandum of the dispute.\u003C\u002Fp>\n\n\u003Cp>3.If the associations cannot settle the dispute concerning the\ninterpretation of the collective agreement, the matter may be submitted for\nsettlement by arbitration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.5.1 General provisions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Each party to the collective agreement appoints two arbitrators and a\nnecessary number of substitutes for them for the agreement period. An\narbitrator may also be a person who could be declared disqualified pursuant to\nsection 10 of the Arbitration Act (valimiesmenettelysta annettu laki, 23\nOctober 1992).\u003C\u002Fp>\n\n\u003Cp>The arbitrators appoint a chairman for the collective agreement period. The\nchairman shall be an impartial person learned in the law. If the arbitrators\ncannot agree on the appointment of a chairman, the Conciliator General appoints\nthe chairman at the request of either party.\u003C\u002Fp>\n\n\u003Cp>2.If an association wants to submit a matter for arbitration, the other\nparty is notified of this in writing. A copy of the notification is given to\nthe chairperson of the arbitrators within 30 days of the date on which it was\nestablished that the associations cannot reach a settlement.\u003C\u002Fp>\n\n\u003Cp>3.If the arbitrators find that the matter submitted to them has far-reaching\nconsequences and its general nature requires settlement by the Labour Court,\nthey notify the parties concerned. After this, they have the right to initiate\ncourt proceedings in the Labour Court.\u003C\u002Fp>\n\n\u003Cp>4.The arbitrators may complete the processing of pending matters after the\nexpiry of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>5.An arbitral decision cannot be appealed.\u003C\u002Fp>\n\n\u003Cp>6.Any costs and compensations ordered by the arbitration decision to be paid\nby an individual person concerned shall be payable by the individual’s\nassociation.\u003C\u002Fp>\n\n\u003Cp>7.In other respects, the provisions of the Arbitration Act apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.5.2 Local agreements\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disputes arising from the application and interpretation of the local\nagreement referred to in paragraph 8.2 of the collective agreement shall be\nsettled in accordance with the negotiating procedure. If the associations\ncan-not settle a dispute, the matter can be settled through arbitration, for\nwhich each association shall appoint one representative and the representatives\ntogether appoint the chairman. In other respects, what is provided in paragraph\n8.5.1 of the collective agreement apply to arbitration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.5.3Negotiation provisions for grouping the difficulty of jobs and\narbitration\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The assessment concerning the difficulty of jobs is carried out in\ncooperation. The associations recommend the establishment of a rating\ncommittee. If there is no rating committee, the collective agreement’s\nnegotiating procedure and provisions on the handling of disputes are followed.\nIf the parties fail to reach an agreement on the rating, the employer rates the\njobs and is responsible for the rating’s accuracy.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The associations recommend that the job of a new salaried employee\nbe rated no later than four months after the salaried employee has begun\nworking in the job, and if the their duties change substantially, the rating is\nreviewed between the salaried employee and their supervisor. A shop steward may\nrequest a joint review of the ratings on an annual basis.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2.An individual employee cannot contest a job difficulty rating agreed upon\nin the rating committee or according to the negotiating procedure.\u003C\u002Fp>\n\n\u003Cp>3.The associations do not handle disputes related to the pay system that do\nnot have an effect on pay.\u003C\u002Fp>\n\n\u003Cp>4.In resolving disputes, the associations may use the services of a pay\nsystem expert who may be given decision-making powers by separate agreement.\u003C\u002Fp>\n\n\u003Cp>5.If the associations cannot settle the dispute, the matter may be submitted\nfor settlement by arbitration.\u003C\u002Fp>\n\n\u003Cp>6.The associations each appoint one arbitrator and the arbitrators elect a\npay system expert to serve as their chairperson. In other respects, what is\nprovided in section 8.5.1 of the collective agreement applies to\narbitration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.6 INDUSTRIAL PEACE\u003C\u002Fh3>\n\n\u003Cp>While this collective agreement is in force, no secret of public lockout,\nstrike, boycott or working ban shall be initiated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.7 LABOUR DISPUTES IN WHICH SALARIED EMPLOYEES DO NOT PARTICIPATE\u003C\u002Fh3>\n\n\u003Cp>1. In the event that a labour dispute (strike, lockout, blockade, etc.) not\ncontrary to the agreements or regulations issued by the authorities breaks out\nbetween the employer and a group of persons outside the scope of this\nagreement, a salaried employee must:\u003C\u002Fp>\n\n\u003Cp>a)in the usual manner, perform the duties regularly assigned to them by\nvirtue of their job;\u003C\u002Fp>\n\n\u003Cp>b)perform duties normally performed by salaried employees working for the\nsame company within the meaning of this agreement;\u003C\u002Fp>\n\n\u003Cp>c)to the extent that can be reasonably required of them, perform duties that\nfacilitate and expedite the resumption and maintenance or enhancement of work\nafter the end of the dispute; and\u003C\u002Fp>\n\n\u003Cp>d)participate in protective measures, which refer to the suspension of work\nin a technically appropriate manner and measures aimed at preventing potential\ndanger to people or damage to buildings and other equipment, machinery or\nwarehouses, or to prevent the deterioration of warehoused goods; comparable to\nthis is work performed for extremely compelling reasons or work that someone is\nobligated to perform by law or regulation, and work the neglect of which may\nresult in prosecution.\u003C\u002Fp>\n\n\u003Cp>2.During a labour dispute that is contrary to the agreement or regulations\nissued by the authorities, a salaried employee must perform the tasks referred\nto in paragraph 1 above and, if so agreed locally, other tasks necessary to\nsafeguard the company’s operations.\u003C\u002Fp>\n\n\u003Cp>3.If the labour dispute has lasted for at least three months and the\nsalaried employee cannot be provided with a sufficient amount of such work as\nthey are obligated to perform during the labour dispute in accordance with the\nabove provisions, their wages may be reduced by 10% after one month, and a\nfurther 10% after another month, etc., until the wages have been reduced to 60%\nof the original wages, by correspondingly reducing the salaried employee’s\nworking time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.8 SURVIVAL ACTIONS IF THE COMPANY FINDS ITSELF IN FINANCIAL\nDIFFICULTIES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Anticipatory measures\u003C\u002Fp>\n\n\u003Cp>In order to safeguard the continuity of business and jobs, the following\ntopics shall be discussed with representatives of the personnel groups:\u003C\u002Fp>\n\n\u003Cp>•the company’s financial and operational state on the basis of the\nrelevant key indicators\u003C\u002Fp>\n\n\u003Cp>•the employer’s corrective measures to improve the financial\nsituation\u003C\u002Fp>\n\n\u003Cp>•the measures to improve productivity, and\u003C\u002Fp>\n\n\u003Cp>•the primarily available possibilities for flexibility under the\ncollective agreement and local bargaining in order to improve the financial\nsituation.\u003C\u002Fp>\n\n\u003Cp>2.Survival actions if the company finds itself in financial difficulties\u003C\u002Fp>\n\n\u003Cp>When it is jointly established with the shop steward or, if no shop steward\nhas been elected, with representa tives of the employees that the company finds\nitself in exceptional financial difficulties which would result in a reduction\nin the use of workforce or threaten the existence of the company, it is\npossible to locally agree for a fixed period no longer than one year on:\u003C\u002Fp>\n\n\u003Cp>•exchanging holiday bonuses for time off\u003C\u002Fp>\n\n\u003Cp>•waiving holiday bonuses in full or in part\u003C\u002Fp>\n\n\u003Cp>•carrying forward the part of an annual holiday that exceeds 12 days\u003C\u002Fp>\n\n\u003Cp>•postponing the payment of premium pay or the portion of pay that exceeds\nthe minimum pay and to establish the payment date\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•postponing the implementation of pay increases agreed on in the\ncollective agreement.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Furthermore, when it is jointly established that the company is\nheading towards exceptional financial difficulties which would result in a\nreduction of the workforce or threaten the existence of the company, the\nemployer may decide to adopt an extended holiday period lasting from 1 April to\n31 October. Even in such a case, at least 12 holiday days must be scheduled to\ntake place during a holiday period pursuant to the Annual Holidays\nAct.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>At the same time, possible protection against arbitrary dismissal for the\nduration of the above adjustments shall be agreed on, as well as the\ncompensation for employees’ financial losses once the company’s financial\nstanding has improved.\u003C\u002Fp>\n\n\u003Cp>Local agreements shall be in writing. The adjustments shall apply equally to\nthe entire staff and management of the company.\u003C\u002Fp>\n\n\u003Cp>‘Company’ refers to the company or an independent part thereof, such as\na production plant.\u003C\u002Fp>\n\n\u003Cp>Consideration of the key indicators takes into account the group and its\nsubsidiaries and their financial key indicators, income statement and balance\nsheet.\u003C\u002Fp>\n\n\u003Cp>This provision does not address the obligations provided in the Act on\nCo-operation within Undertakings (yhteistoimintalaki) in any way. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 9 CO-OPERATION IN THE COMMUNICATIONS INDUSTRY\u003C\u002Fh2>\n\n\u003Ch3>1.Basic principles of co-operation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The purpose of co-operation is to:\u003C\u002Fp>\n\n\u003Cp>•promote interaction and co-operation between the employer and\npersonnel,\u003C\u002Fp>\n\n\u003Cp>•improve internal communication within the company,\u003C\u002Fp>\n\n\u003Cp>•improve the company’s operations\u003C\u002Fp>\n\n\u003Cp>•promote employees’ possibilities to influence the company’s decisions\nconcerning their work, working conditions and position in the company,\u003C\u002Fp>\n\n\u003Cp>•promote closer co-operation between the employer, personnel and\nemployment authorities in order to improve employees’ position and promote\ntheir employment in connection with changes in the company’s operations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The essential components of co-operation are:\u003C\u002Fp>\n\n\u003Cp>•genuine interaction,\u003C\u002Fp>\n\n\u003Cp>•day-to-day co-operation at work in common matters,\u003C\u002Fp>\n\n\u003Cp>•exploitation of different views expressed at the workplace,\u003C\u002Fp>\n\n\u003Cp>•the opportunity to participate, influence, improve and plan the\nfuture.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Recommendation by the associations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Act on Co-operation within Undertakings applies to companies with a\nminimum of 20 employees. The signatory associations recommend that the basic\nprinciples of co-operation be applied in smaller companies, too.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Implementation of dialogue in accordance with the Act on Co-operation\nwithin Undertakings (1333\u002F2021)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In companies falling within the scope of the Act on Co-operation within\nUndertakings, the employer must conduct a regular dialogue with personnel\nrepresentatives in accordance with Chapter 2 of the Act on Co-op-eration within\nUndertakings. The dialogue is carried out in a meeting between the employer and\nthe employees’ representative or representatives. If the subject of the\ndialogue concerns more than one personnel group, the Act on Co-operation within\nUndertakings requires the matter to be discussed at a meeting with the repre\nsentatives of all the personnel groups impacted by the matter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The discussions can take place at the meetings of an advisory\ncommittee, for example.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The primary representatives of each personnel group in the advisory\ncommittee include the shop stewards elected on the basis of the collective\nagreement and the industrial safety delegate or other member of the industrial\nsafety organisation. For editorial staff, the chairperson of the editorial\ndepartment is also included. Each personnel group elects any necessary\nadditional members from among their number.\u003C\u002Fp>\n\n\u003Cp>If an advisory committee is elected for the workplace and if a personnel\ngroup lacks a representative elected on the basis of the collective agreement,\neach personnel group elects representatives to the committee from among their\nnumber for a term of two years. The number of representatives depends on the\nsize of the group. However, each personnel group in the company elects at least\none representative.\u003C\u002Fp>\n\n\u003Cp>The employer appoints its own representatives to the committee. Their number\nmay not be more than half of the total number of employee representatives.\u003C\u002Fp>\n\n\u003Cp>Companies with a joint ownership base may agree on the establishment of a\njoint advisory committee. Whenever considered appropriate with regard to the\nsize or location of the company’s independent operational units, an advisory\ncommittee is established in each of the units.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Co-operation between the associations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The associations promote the implementation of the Act on Co-operation\nwithin Undertakings through guidance and training.\u003C\u002Fp>\n\n\u003Cp>Should any dispute arise from the interpretation of the Act on Co-operation\nwithin Undertakings, the contesting party shall submit the information\nconcerning the co-operation procedures-related dispute to the associations in\nwriting. The associations shall process the matter, aiming to establish the\ncorrect interpretation of the Act. Civil cases concerning co-operation\nprocedures are resolved in a general court of law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 10 AGREEMENT ON DISMISSAL AND LAY-OFF\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 1 The agreement in relation to law\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Insofar as not otherwise agreed in this agreement, the provisions of the\nEmployment Contracts Act on the grounds and procedures concerning the\ntermination of employment and lay-offs shall apply. The Employment Contracts\nAct does not constitute part of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 2 Definition of lay-off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Laying off means the temporary interruption of work and remuneration on\nthe basis of the employer’s decision or an agreement made at the employer's\ninitiative, while the employment relationship continues in other respects. If\nthe conditions laid down in the Employment Contracts Act are met, the employer\nis entitled to lay off employees either for a fixed period or indefinitely by\ninterrupting the work completely or by reducing an employee's regular working\nhours prescribed by law or contract, to the extent necessary in view of the\ngrounds for laying off the employee.\u003C\u002Fp>\n\n\u003Cp>2.Notwithstanding what is provided on the grounds for lay-off and the\nlay-off notice, the employer and the employee may, during the employment\nrelationship, agree on a lay-off for a fixed period if this is necessary in\nview of the employer’s operations or financial standing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 3 Advance explanation of the grounds for lay-off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The provision on the advance explanation does not apply to employers who\nobserve the Act on Co-operation within Undertakings.\u003C\u002Fp>\n\n\u003Cp>2.Immediately after becoming aware of the need for lay-offs, the employer\nmust present the explanation pursuant to the Employment Contracts Act,\nspecifying the grounds for the lay-off, as well as its estimated extent,\nimplementation, commencement date and duration. The employer must reserve the\nemployees or the shop steward an opportunity to be heard concerning the\nexplanation given. The advance explanation shall lose its significance if the\nlay-offs are not put into effect within a reasonable period of time of the date\nspecified in the advance explanation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 4 Lay-off notice\u003C\u002Fh3>\n\n\u003Cp>1.Unless otherwise agreed, the employer must notify employees of a lay-off\nat least five (5) days in advance. The lay-off’s period of notice begins on\nthe day following the day on which the employer notified the employees about\nthe lay-off.\u003C\u002Fp>\n\n\u003Cp>2.The employer must notify employees of a lay-off in person, unless\notherwise agreed between the employer and the respective shop steward. If the\nnotice cannot be given in person, it can be given by letter or electronically\nwith the same minimum notice period.\u003C\u002Fp>\n\n\u003Cp>The notice must include the grounds for the lay-off, the date of its\ncommencement and the duration or estimated duration of the lay-off.\u003C\u002Fp>\n\n\u003Cp>3.At the employee’s request, the employer must provide a written lay-off\ncertificate which specifies at least the reason for the lay-off, the date of\nits commence-ment, and the duration or estimated duration of the lay-off.\u003C\u002Fp>\n\n\u003Cp>4.However, the obligation to provide notice does not exist if the employer\nis, for the entire lay-off period, exempt from the duty to pay the employee on\naccount of other absence from work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 5 Cancellation, postponement and interruption of lay-off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Cancellation of lay-off\u003C\u002Fh4>\n\n\u003Cp>If new work turns up for the employer during the lay-off’s period of\nnotice, the employer may cancel the layoff before it begins. In this case, the\nnotice of lay-off loses its significance and any subsequent lay-offs shall be\nbased on new lay-off notices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cstrong>LAY-OFF\u003C\u002Fstrong>\u003C\u002Fh3>\n\n\u003Ch4>2.Postponement of lay-off\u003C\u002Fh4>\n\n\u003Cp>Work received during the lay-off’s period of notice may be temporary in\nnature. In such a case, it is not possible to completely cancel the lay-off,\nbut it can be postponed to start on a later date. A lay-off may be postponed\nonly once on this ground without providing a new lay-off notice, and by no more\nthan the number of days that it took to perform the work that appeared during\nthe layoff notice period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Interruption of lay-off\u003C\u002Fh4>\n\n\u003Cp>The employer may receive temporary work after the layoff has already\nstarted. If the lay-off is expected to continue immediately after the\ncompletion of the work in question without providing a new lay-off notice, the\ninterruption of a lay-off shall be based on an agreement between the employer\nand employee. Such an agreement should be made before the work in question\nbegins. In conjunction with this, the estimated duration of the temporary work\nshould also be specified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 6 Other work during lay-off and returning to work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Employees may take on other work during a lay-off.\u003C\u002Fp>\n\n\u003Cp>2.If an employee has accepted other work for the duration of the lay-off\nafter receiving the lay-off notice but before being informed about the\ncancellation or postponement of the lay-off, the employee is not liable to\ncompensate for any damage suffered by the employer because of this. In such a\nsituation, the employee must return to work as soon as possible.\u003C\u002Fp>\n\n\u003Cp>3.If an employee has been laid off indefinitely, the employer must notify\nthe laid-off employee of resumption of work at least seven days in advance,\nunless otherwise agreed. In such a case, the employee has the right to\nterminate an employment contract made with another employer for the lay-off\nperiod, regardless of its duration, with five days’ notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 7 Termination of the employment contract of a laid-off employee\u003C\u002Fh3>\n\n\u003Ch4>1.The employer terminates the contract\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employer terminates a laid-off employee's employment contract to end\nduring the lay-off, the employee is entitled to receive his or her wages for\nthe period of notice. The employer may deduct an amount equalling 14 days’\npay from the amount payable for the notice period if the employee has been laid\noff using a law- or contract-based lay-off notice period of more than 14\ndays.\u003C\u002Fp>\n\n\u003Cp>If an employee whose employment has been terminated because of the lack of\nwork is laid off for such a reason during the notice period, the employer’s\nliability to pay is determined in accordance with the same principles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.The employee terminates the contract\u003C\u002Fh4>\n\n\u003Cp>During a lay-off, employees are entitled to terminate their employment\ncontract without a notice period re gardless of the contract’s duration. If\nthe employee knows the end date of the lay-off, this right shall not apply for\nseven days preceding the end of the lay-off period.\u003C\u002Fp>\n\n\u003Cp>Employees who terminate their employment contract after the lay-off has\nlasted continuously for a minimum of 200 days are entitled to their pay for the\nnotice period as compensation in accordance with paragraph 1. The compensation\nis paid on the employer’s first normal payday following the termination of\nthe employment contract, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TERMINATION OF EMPLOYMENT FOR A REASON ASSOCIATED WITH THE EMPLOYEE’S\nPERSON\u003C\u002Fh3>\n\n\u003Ch3>Section 8 Grounds for termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer may terminate an indefinitely valid employment contract only\nfor a proper and weighty reason pursuant to Chapter 7, sections 1 and 2 of the\nEmployment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>Serious breach or neglect of obligations arising from the employment\ncontract or the law and having essential impact on the employment relationship,\nas well as such essential changes in the conditions necessary for working\nrelated to the employee’s person as render the employee no more able to cope\nwith his or her work duties, can be considered a proper and weighty reason for\ntermination arising from the employee or related to the employee’s person.\nThe overall circumstances of the employer and employee must be taken into\naccount when assessing the proper and weighty nature of the reason.\u003C\u002Fp>\n\n\u003Cp>2.The employer must carry out the termination of the employment contract\nwithin a reasonable period of time after being informed of the existence of the\ngrounds for termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 9 Hearing of the employee\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Before the employer terminates an employment contract, the employer must\ngive the employee an opportunity to be heard concerning the grounds for\ntermination. The employee has the right to use an assistant when being\nheard.\u003C\u002Fp>\n\n\u003Cp>The assistant may be the employee’s own shop steward or a colleague, for\nexample. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TERMINATION PROCEDURE\u003C\u002Fh3>\n\n\u003Ch3>Section 10 Notifying of termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The notice of termination concerning an employment contract must be given\nto the employer, the employer’s representative or the employee in person. If\nthe notice cannot be given in person, it can be given by letter or\nelectronically. In such a case, the recipient is considered to have received\nthe notice no later than on the seventh day after it was sent.\u003C\u002Fp>\n\n\u003Cp>2.If the employee is on annual holiday pursuant to law or agreement, or on\nleave of at least two weeks granted for the staggering of working hours, a\nnotice of termination sent by letter or electronically is considered to have\nbeen delivered no earlier than on the first day after the end of the holiday or\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 11 Periods of notice\u003C\u002Fh3>\n\n\u003Cp>1. The employer must observe the following periods of notice:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Uninterrupted duration of employment notice\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Period of\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• 12 months or less\u003C\u002Ftd>\n      \u003Ctd>14 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• over 12 months but less than 4 years\u003C\u002Ftd>\n      \u003Ctd>1 month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• over 4 but less than 8 years\u003C\u002Ftd>\n      \u003Ctd>2 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• over 8 but less than 12 years\u003C\u002Ftd>\n      \u003Ctd>4 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• over 12 years\u003C\u002Ftd>\n      \u003Ctd>6 months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The employee must observe the following periods of notice:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Uninterrupted duration of employment notice\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Period of\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• 5 years or less\u003C\u002Ftd>\n      \u003Ctd>14 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• over 5 years\u003C\u002Ftd>\n      \u003Ctd>1 month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.By way of derogation from items 1 and 2, the employer and a salaried\nemployee may agree by an employment contract that the period of notice observed\nby the salaried employee is at maximum 3 months. The period of notice observed\nby the employer cannot be shorter than the employee’s period of notice.\u003C\u002Fp>\n\n\u003Cp>However, if the employment relationship in such cases has continued for more\nthan 8 years, the period of notice observed by the employer is extended in\naccordance with section 1. The period of notice to be observed by the salaried\nemployee may be agreed on differently when terminating the employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>4.The period of notice begins on the day following the date of the\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 12 Non-compliance with a period of notice\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An employer who terminates an employment contract without observing the\nperiod of notice must pay the employee full pay for a period equivalent to the\nperiod of notice as compensation.\u003C\u002Fp>\n\n\u003Cp>2.Employees who fail to observe the period of notice must pay the employer\nan amount equivalent to their pay for the period of notice as a lump-sum\ncompensation. The employer is entitled to withhold this sum from the payoff to\nbe paid to the employee, complying with what is provided on an employer’s\nright of set-off in chapter 2, section 17 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>3.If the failure to observe the period of notice is only partial, the\nliability to pay compensation is limited to the amount corresponding with the\nwages paid for the non-observed period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 13 Notifying of the reason for termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the employee’s request, the employer must notify the employee without\ndelay in writing of the termination date of the employment contract and the\nreasons known to the employer that have constituted the grounds for terminating\nthe employment contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MISCELLANEOUS PROVISIONS\u003C\u002Fh3>\n\n\u003Ch3>Section 14 Protection against dismissal during pregnancy and family leave\n(Chapter 7, section 9 of the Employment Contracts Act)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer may not terminate an employment contract on the basis of the\nemployee’s pregnancy or because the employee is exercising their right to the\nfamily leave provided in Chapter 4 of the Employment Contracts Act. At the\nemployer’s request, the employee must present the employer with proof of\npregnancy.\u003C\u002Fp>\n\n\u003Cp>If the employer terminates the employment contract of a pregnant employee or\nan employee on family leave other than the leave provided for in chapter 4,\nsection 7a of the Employment Contracts Act, the termination shall be deemed to\nhave taken place on the basis of the employee’s pregnancy or family leave\nunless the employer can prove there was some other reason.\u003C\u002Fp>\n\n\u003Cp>The employer shall be entitled to terminate the employment contract of an\nemployee on maternity, special maternity, paternity, parental or child-care\nleave on the grounds laid down in section 3 of the Employment Contracts Act\nonly if its operations cease completely. \u003C\u002Fp>\n\n\u003Cp>A reference to law means that the content of the provi-sion of law is\nobserved as valid at any given time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 15 Order of personnel reductions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Dismissals or layoffs for reasons that are unrelated to the individual\nemployee shall, where possible, comply with a rule whereby the last employees\nto be dismissed or laid off are the skilled professionals who are important for\nthe company’s operations and those who have lost part of their working\ncapacity while working for the same employer. The duration of employment and\nthe number of dependants that the employee has are also taken into account.\u003C\u002Fp>\n\n\u003Cp>2.In disputes concerning the order of personnel reductions, legal action\nmust be instituted within two years of the termination of the employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 16 Informing the shop steward of dismissals and lay-offs\u003C\u002Fh3>\n\n\u003Cp>1.Any reductions or lay-offs carried out for financial or production-related\nreasons must be reported to the shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 17 Re-employment\u003C\u002Fh3>\n\n\u003Cp>The re-employment provision pursuant to this section and Chapter 6, section\n6 of the Employment Contracts Act may be deviated from by written agreement\nbetween the employer and employee. However, the re-employment obligation cannot\nbe deviated from in conjunction with signing the employment contract or during\nthe trial period. Before making such an agreement, the shop steward must be\nnotified of its content. Employees have the right to use the shop steward’s\nexpertise for making the agreement.,\u003C\u002Fp>\n\n\u003Cp>The employer must offer work to a former employee whose employment has been\nterminated because of financial and production-related reasons or a\nrestruc-turing procedure and who is still seeking employment through the\nemployment authorities, if the employer needs employees within four months of\nthe termination for the same or a similar job as that held by the dismissed\nemployee. However, in the event that the em-ployment of the dismissed employee\nhas continued un-interrupted for 12 years or more before the dismissal, the\nre-employment period is six months.\u003C\u002Fp>\n\n\u003Ch4>APPLICATION INSTRUCTION:\u003C\u002Fh4>\n\n\u003Cp>The employer fulfils its obligation by contacting the local employment\nauthorities to inquire whether the employer’s terminated former employees are\nseeking work through said authorities. ‘Local employment authorities’\nrefers to the authorities in whose area the work in question is available. On\nthe basis of the inquiry, the employment authorities investigate whether any\nemployees referred to in this provision are seeking work. In conjunction with\nthe same, it should be investigated whether there still are unemployed\nemployees seeking work who have terminated their employment on their own\ninitiative after a lay-off of more than 200 days. The authorities inform the\nemployer of such employees, and the former employees are given employment\ndesignations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Pay certificate\u003C\u002Fh4>\n\n\u003Cp>According to the Act on Unemployment Security (tyottomyysturvalaki), the\nemployer must give the pay certificate referred to in the Act on Unemployment\nSecurity to the unemployment benefit society (this provision does not\nconstitute part of the collective agree-ment).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SETTLEMENT OF DISPUTES\u003C\u002Fh3>\n\n\u003Ch3>Section 18 Termination of employment for a reason associated with the\nemployee’s person\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pursuant to the provisions of this agreement, it is also possible to\ninvestigate\u003C\u002Fp>\n\n\u003Cp>a)whether a termination due to financial and production-related reasons\nreferred to in Chapter 7, sections 3 and 4 of the Employment Contracts Act\nfactually resulted from a reason attributable to the employee’s person,\nand\u003C\u002Fp>\n\n\u003Cp>b)whether the employer would have had sufficient grounds for termination in\na situation in which an employment contract has been cancelled on the basis of\nChapter 8, sections 1 and 3 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 19 Negotiations\u003C\u002Fh3>\n\n\u003Ch4>1.Obligation to negotiate\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee shall notify the employer without undue delay if the employee\nfinds that the employer has ter-minated the employment contract contrary to\nthis collective agreement.\u003C\u002Fp>\n\n\u003Cp>The employer shall without delay initiate negotiations with the employee\nconcerning the dispute arising from the termination of the employment\ncontract. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Local negotiations\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local negotiations between the employer and employee referred to in\nparagraph 1 above must be conducted without delay once the employer has\nreceived the contesting notice referred to in the previous paragraph from the\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Negotiations between the associations\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If it has not been possible to resolve a dispute between the employer and\nemployee through local negotiations, the employer or employee shall submit the\ndispute to be negotiated between the associations. If possible, the\nnegotiations between the associations are conducted during the notice\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Negotiation procedure\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The negotiating procedure of the collective agreement binding on the\nassociations or, before the signing of a new collective agreement, the\nnegotiating procedure of the last collective agreement binding on the\nassociations, shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Arbitration\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If no agreement can be reached in a dispute concerning the termination of an\nemployment contract, either one of the associations may submit the dispute for\narbitration.\u003C\u002Fp>\n\n\u003Cp>If a matter concerning a termination due to a reason associated with the\nemployee’s person has been contested, the employment does not end until the\nprocessing of the dispute in accordance with the negotiating procedure is\ncompleted, also through arbitration between the associations, when necessary.\nThe arbitrators cannot submit the matter to the Labour Court.\u003C\u002Fp>\n\n\u003Cp>The negotiations and other procedures related to the matter must be carried\nout without undue delay and, if possible, during the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.The associations’ right to make an agreement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In individual cases, the associations may agree in a different manner on the\nnegotiating procedure referred to in paragraph 4 above and the arbitration\nreferred to in paragraph 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 20 Compensations\u003C\u002Fh3>\n\n\u003Cp>1.An employer who has terminated an employee’s employment contrary to the\ntermination grounds specified in section 7 of this agreement must compensate\nthe employee in accordance with Chapter 12 of the Em-ployment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>2.An employer cannot be ordered to pay a compen-satory fine for\nnoncompliance with the procedural pro-visions of this agreement insofar as it\nis a question of violating duties that are based on the collective agreement\nbut are basically the same as those for which compensation pursuant to\nparagraph 1 has been ruled.\u003C\u002Fp>\n\n\u003Cp>Non-compliance with provisions is taken into account when determining the\namount of compensation ruled payable for the groundless termination of an\nemployment contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER11 SHOP STEWARD AGREEMENT\u003C\u002Fh2>\n\n\u003Ch3>Section 1 Purpose of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The purpose of the shop steward system is to contribute to compliance with\nagreements signed between the parties, the prompt and appropriate settlement of\ndis-putes between an employer and a salaried employee, the handling of other\nissues arising between employers and salaried employees, and the maintenance\nand promotion of industrial peace in the manner required by the collective\nagreement system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 2 Shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.In this agreement, in the absence of anything to the contrary in the text\nof the agreement, ‘shop steward’ refers to a chief shop steward and a\ndepartmental shop steward.\u003C\u002Fp>\n\n\u003Cp>2.A salaried employee in the service of the relevant employer who falls\nunder the collective agreement’s scope of application and is familiar with\nthe workplace’s conditions may be elected as shop steward or deputy shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 3 Election of shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Each company’s salaried employees, referred to in the collective\nagreement and members of an organisation bound by the collective agreement,\nelect a chief shop steward, their deputy and a departmental shop steward for at\nleast two years at a time.\u003C\u002Fp>\n\n\u003Cp>A local agreement can be made on a joint chief shop steward and deputy chief\nshop steward representing the salaried employees of several companies within a\ncorporation. The duties and compensation of the joint chief shop steward and\nthe procedures related to local bargaining are agreed on locally. The\nemployment security of the chief shop steward and deputy chief shop steward is\ndetermined within the framework of the com-pany acting as the employer.\u003C\u002Fp>\n\n\u003Cp>If a joint chief shop steward is agreed upon, the possible need to elect\ndepartmental shop stewards is agreed on locally.\u003C\u002Fp>\n\n\u003Cp>2.The election of a departmental shop steward can be agreed on locally. In\nsuch a case, attention is paid to, among other things, the organisational\nentity of the department, the separateness of the workplace, the number of\nsalaried employees and the practical possibility of electing a departmental\nshop steward.\u003C\u002Fp>\n\n\u003Cp>3.The shop steward election can be carried out at the workplace. If the\nelection takes place at the workplace, all salaried employees who are members\nof the organisations bound by the agreement must be given an opportunity to\nparticipate in the election. The arrangement and execution of the election may\nnevertheless not disturb work.\u003C\u002Fp>\n\n\u003Cp>The schedules and venues of the election are agreed on with the employer no\nlater than 14 days before the election.\u003C\u002Fp>\n\n\u003Cp>4.A party to or association bound by the collective agreement must inform\nthe employer in writing of the elected shop stewards. The notification must\nalso indi-cate any deputy elected for a chief shop steward when this person\nwill act as a substitute for the chief shop steward.\u003C\u002Fp>\n\n\u003Cp>After receiving notification of the result of the shop steward election, the\nemployer notifies the shop steward as soon as possible, in writing, who\nconducts local or company-specific negotiations on behalf of the employer and\nof this person’s deputy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 4 The shop steward’s employment relationship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.With regard to their employment with the employer, a chief shop steward\nand departmental shop steward are in the same position regardless of whether\nthey attend to their shop steward duties in addition to their regular job or\nwhether they are partially or totally exempt from work duties. A shop steward\nis obligated to comply with the general terms of employment, working hours, the\nsupervisory staff’s orders and other administrative rules.\u003C\u002Fp>\n\n\u003Cp>2.The chief shop steward’s and departmental shop steward’s opportunities\nto develop and advance in their profession may not be impaired because of their\nduties as a shop steward.\u003C\u002Fp>\n\n\u003Cp>3.The chief shop steward and departmental shop steward may not, during or\nbecause of their office, be transferred to a job with lower pay than the job\nthey held before being elected shop steward, or groundlessly to a job that does\nnot correspond with their professional skills. Their employment relationship\nmay not be termi-nated because of their position as shop steward.\u003C\u002Fp>\n\n\u003Cp>4.If employees in the company are dismissed or laid off for financial or\nproduction-related reasons, a shop steward shall not be subject to such a\nmeasure, unless the company’s activities are discontinued altogether.\nHowever, this provision may be deviated from if it is mutually found that the\nchief shop steward cannot be offered work that corresponds with their\nprofession or that is otherwise suitable for them. In accordance with Chapter\n7, section 10 of the Employment Contracts Act, the employment contract of a\ndepartmental shop steward may be terminated only when the work is completely\nterminated and no other work corresponding with their professional skills can\nbe arranged.\u003C\u002Fp>\n\n\u003Cp>If the employer terminates the employment contract of a deputy shop steward\nor lays them off when they are not acting as a substitute for the shop steward\nor do not otherwise hold the status of a shop steward, the termination or\nlay-off is considered to have been caused by the employee’s position of\ntrust, unless the employer is able to show that the action resulted from some\nother reason. The presumption pursuant to this contract clause is in force for\nthe duration of a deputy shop stew-ard’s term and for six months following\nits termination.\u003C\u002Fp>\n\n\u003Cp>The employment relationship of a shop steward or departmental shop steward\nmay not be terminated for a reason attributable to the shop steward without the\nconsent of a majority of the employees they represent, as required by Chapter\n7, section 10 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>A shop steward’s or departmental shop steward’s employment contract may\nnot be cancelled contrary to the provisions of Chapter 8, section 1 of the\nEmployment Contracts Act. Cancelling a shop steward’s employment contract on\nthe grounds of violating administrative rules is not possible, unless the shop\nsteward has, at the same time and repeatedly, materially and despite a warning,\nfailed to comply with the obligations specified in section 43, subsection 2,\nparagraph 6 of the Employment Contracts Act of 1970.\u003C\u002Fp>\n\n\u003Cp>When assessing the grounds for cancelling a shop steward’s or departmental\nshop steward’s employment contract, the shop steward may not be placed in a\ndisadvantageous position compared with other employees.\u003C\u002Fp>\n\n\u003Cp>5.The provisions of this paragraph shall also apply to a candidate for the\nposition of shop steward. However, the protection of a candidate begins no\nsooner than three months before the beginning of the term of the shop steward\nbeing elected. For candidates not elected to a position of trust in elections,\nthe protection ends once the result of the election has been confirmed.\u003C\u002Fp>\n\n\u003Cp>The provisions of this paragraph also apply to a salaried employee who has\nserved as chief shop steward for six months following the termination of their\nposition as chief shop steward.\u003C\u002Fp>\n\n\u003Cp>6.If a chief shop steward’s or departmental shop steward’s employment\ncontract has been discontinued in breach of this agreement, the employer must\npay them a compensation equal to at least their pay for 10 months and at most\n30 months. The compensation is determined in accordance with the grounds\nprovided in Chapter 12, section 2 of the Employment Contracts Act. The rights\nunder this agreement having been violated shall be taken into consideration as\na factor increasing the compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>INTERPRETATION INSTRUCTION\u003C\u002Fh4>\n\n\u003Cp>If a dispute arises from the termination or lay-off of shop steward for\nfinancial or production-related reasons, the associations may, for a particular\nreason and taking into account the company’s size, financial standing and\nfactual possibilities to assign other work to the shop steward instead of\ndismissal or lay-off, determine the compensation payable to them to equal the\npay of 5-30 months instead of 10-30 months.\u003C\u002Fp>\n\n\u003Cp>If a court of law considers preconditions for the continuation of employment\nor reinstatement of a terminated employment relationship to exist but, despite\nthis, employment is not continued, this shall be taken into consideration as a\nparticularly weighty factor in determining the amount of compensation.\u003C\u002Fp>\n\n\u003Cp>7.When the dispute concerns the termination of the employment of a shop\nsteward referred to in this agreement, local negotiations and negotiations\nbetween the associations must also be initiated and conducted immediately after\nthe grounds for the termination are contested.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 5 The shop steward’s duties\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A chief shop steward represents salaried employees as referred to in the\ncollective agreement in negotiations conducted with the employer on matters\nrelated to the application of the collective agreement or labour legislation\nand generally in matters related to employment relationships, supervises\ncompliance with this agreement in terms of the salaried employees and is in\ncharge of, on behalf of the salaried employees, company-specific negotiations\nas referred to in the collective agreement system. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 6 Personnel, statistical and labour data to be given to the chief\nshop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If any confusion or disagreement arises from matters relating to a\nsalaried employee’s pay or the application of employment-related laws or\nagreements, the chief shop steward must be provided with all information that\nmay affect the resolution of the matter.\u003C\u002Fp>\n\n\u003Cp>2.Shop stewards are entitled to receive in writing the following information\nabout all salaried employees in the workplace covered by the collective\nagreement and the pay system:\u003C\u002Fp>\n\n\u003Cp>a)the salaried employee’s first names and last name\u003C\u002Fp>\n\n\u003Cp>b)the date of entry into service in terms of new em-ployees\u003C\u002Fp>\n\n\u003Cp>c)organisational department\u003C\u002Fp>\n\n\u003Cp>d)job title\u003C\u002Fp>\n\n\u003Cp>e)pay grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The information referred to in points a, c, d and e above must be provided\nonce a year after the agreement has been approved and any pay grade changes\ncaused by it have been implemented at the workplace for all the aforementioned\nemployees at that time. For new employees, the information mentioned in points\na-e is pro-vided immediately after the start of the employment relationship.\u003C\u002Fp>\n\n\u003Cp>On request, the employer must present to the shop steward in writing the job\ntitle and pay grade in which the salaried employee’s position is placed.\u003C\u002Fp>\n\n\u003Cp>3.Shop stewards are provided with pay statistics and length-of-service data\non all salaried employees referred to in the agreement and covered by the pay\nsystem once a year for the same period in which the basic data of the\nstatistics on salaried employees based on the statistical cooperation agreement\nbetween the parties is collected. The information is provided separately for\nfemale and male salaried employees.\u003C\u002Fp>\n\n\u003Cp>The pay statistics data provided to the shop steward include the average\nmonthly earnings for regular working hours and the monthly salary per level of\njob difficulty (including any benefits in kind, but excluding shift work\nbonuses and Sunday increments). The number of corresponding salaried employees\nis reported simultaneously.\u003C\u002Fp>\n\n\u003Cp>The statistical and numerical data referred to in this paragraph are\nprovided to the shop steward immediately after the personnel statistics in\naccordance with the statistical cooperation agreement have been compiled.\u003C\u002Fp>\n\n\u003Cp>A shop steward is not entitled to receive average monthly earnings data for\ngroups smaller than three persons. ‘Average monthly earnings for regular\nworking hours’ refers to the same concept of monthly earnings as in the\nstatistics on salaried employees under the statistical cooperation\nagreement.\u003C\u002Fp>\n\n\u003Cp>Protocol entry:\u003C\u002Fp>\n\n\u003Cp>The small number per workplace of salaried em-ployees at different levels of\njob difficulty must be taken into account as a factor that weakens\ncomparability with earnings in the industry as a whole.\u003C\u002Fp>\n\n\u003Cp>4.As data on the development of the workforce shop stewards are quarterly\nprovided with the number of employees with a full capacity for work and the\nnumber of employees referred to in the agreement within each organisational\ndepartment. The data on the development of the workforce is provided for a\nperiod of time in each quarter that can be considered to reflect the normal\nworkforce situation during the quarter.\u003C\u002Fp>\n\n\u003Cp>5.Shop stewards are given the opportunity to familiarise themselves with the\ncompany’s currently valid pay determination and pay calculation systems in\nterms of the employees referred to in the agreement, such as the various forms\nof pay and the rules for determining and calculating the shift work bonuses\nused therein. Shop stewards also have the right, in terms of said salaried\nemployees, to familiarise themselves with the list prepared of emergency and\novertime work and the increased pay paid for such work drawn up in accordance\nwith labour legislation.\u003C\u002Fp>\n\n\u003Cp>Every quarter, shop stewards are given the opportunity to familiarise\nthemselves with the accumulated and used hours of the flexitime balances of\nflexible working time in the manner enabled by the working time monitoring\nsystem employed.\u003C\u002Fp>\n\n\u003Cp>6.The shop stewards receive the above-mentioned in-formation confidentially,\nfor the performance of their duties.\u003C\u002Fp>\n\n\u003Cp>7.The employer must ensure that the chief shop stew-ard is informed as early\nas possible of matters directly or indirectly affecting the salaried employees\nof the workplace concerned.\u003C\u002Fp>\n\n\u003Cp>8.The chief shop steward is entitled, upon request, to receive the\ncompany’s financial statements and a general description of the development\nprospects of the company’s operations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>N.B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A company that regularly employs at least 20 people, the information is\nprovided in accordance with Chapter 3, section 10 of the Act on Co-operation\nwithin Undertakings. (The legislative provision cited does not constitute part\nof the collective agreement)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 7 Performing the shop steward’s duties\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Temporary or regular paid relief from work is arranged for chief shop\nstewards for the performance of their duties, if necessary. Such a relief may\nnot have a downward effect on the earnings resulting from their regular working\nhours.\u003C\u002Fp>\n\n\u003Cp>The impact of the relief must be taken into account in the work arrangements\nand, when determining a shop steward’s relief from work, special attention\nmust be paid to the number of employees they represent.\u003C\u002Fp>\n\n\u003Cp>2.If local negotiations with the employer during working hours or the\nactivities of the shop steward in tasks otherwise agreed on with the employer\nduring working hours prevent the shop steward from performing their regular\nwork, the shop steward’s earnings for regular working hours may not be\nreduced as a result.\u003C\u002Fp>\n\n\u003Cp>3.If the chief shop steward performs duties agreed on with the employer\noutside the regular working hours, overtime pay is payable for the resulting\nloss of time off, or some other way of compensation is agreed on with the chief\nshop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 8 Additional compensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.On top of their personal monthly salary, a chief shop steward is paid an\nadditional compensation for the performance of the duties of a shop steward as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Number of salaried employees\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Additional compensation\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5–9\u003C\u002Ftd>\n      \u003Ctd>3%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10–24\u003C\u002Ftd>\n      \u003Ctd>5%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25–50\u003C\u002Ftd>\n      \u003Ctd>7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51–100\u003C\u002Ftd>\n      \u003Ctd>10%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101–200\u003C\u002Ftd>\n      \u003Ctd>15%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201–400\u003C\u002Ftd>\n      \u003Ctd>20%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>more than 400\u003C\u002Ftd>\n      \u003Ctd>25%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.When determining the compensation of shop stewards, the number of salaried\nemployees takes into account all salaried employees within the collective\nagreement’s scope of application.\u003C\u002Fp>\n\n\u003Cp>3.The additional compensation is based on the number of salaried employees\non 1 January. If the calculation bases for the additional compensation change\nduring a calendar year, the additional compensation can be reviewed on the\ninitiative of the shop steward or the employer. Any changes are accounted for\nas of the first day of the following calendar month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 9 Training of shop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Participation in training is agreed on in the training agreement in force\nbetween the associations.\u003C\u002Fp>\n\n\u003Cp>2.The chief shop steward and deputy shop steward must notify the employer or\nthe employer’s representative well in advance if the shop steward, due to\ntheir position, must participate in an event arranged by a trade union or an\norganisation or branch belonging to the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 10 Office space\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The employer arranges an appropriate place for the chief shop steward to\nstore the supplies required for their shop steward duties. If the size of the\nworkplace requires a special office space, the employer arranges an appropriate\nspace where the discussions necessary for carrying out the shop steward can\ntake place.\u003C\u002Fp>\n\n\u003Cp>2.When the size of the workplace so requires, the chief shop steward is\nentitled to use the company’s standard office supplies, etc., when necessary\nas per local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>CHAPTER 12 TRAINING AGREEMENT\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Section 1 Scope of application\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement applies to vocational continuing and further training,\nretraining, study leave, occupational safety and health training, trade union\ntraining, training arranged jointly by the associations and training arranged\njointly at the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 2 Training workgroup\u003C\u002Fh3>\n\n\u003Cp>1.The associations nominate a joint workgroup in which the different\ncollective agreement sectors are represented for the implementation of the\nagreement.\u003C\u002Fp>\n\n\u003Cp>2.The tasks of the training workgroup include:\u003C\u002Fp>\n\n\u003Cp>•investigating and monitoring the need for training\u003C\u002Fp>\n\n\u003Cp>•providing the necessary supply of training\u003C\u002Fp>\n\n\u003Cp>•influencing the authorities in training-related matters\u003C\u002Fp>\n\n\u003Cp>•approving occupational safety and health courses each year\u003C\u002Fp>\n\n\u003Cp>•approving trade union courses each year\u003C\u002Fp>\n\n\u003Cp>•deciding on joint training\u003C\u002Fp>\n\n\u003Cp>•monitoring labour policy training and managing its implementation\u003C\u002Fp>\n\n\u003Cp>•promoting the publishing of training material and professional\nliterature\u003C\u002Fp>\n\n\u003Cp>•monitoring the implementation of the training agreement and resolving\ndisagreements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 3 Training co-operation in the company\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The handling of education-related questions in co-operation is important as\npart of the company’s development. Taking into account the size of the\norganisation and other contributing factors, the advance planning of training\nin co-operation can be carried out in conjunction with the co-operation\nprocedures or, when necessary, in a specific training committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 4 Further and additional vocational training and retraining\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.When the employer provides vocational training or sends employees on\ncourses related to their profession during working hours, the employer\nreimburses the travel and accommodation costs, daily allowances, any course\nfees and any other relevant expenses as direct costs resulting from\nparticipation in the course. In addition, the employee is paid for normal\nworking hours, comprising personal wages, evening, night and shift work bonus\nand any other conditions-related bonus.\u003C\u002Fp>\n\n\u003Cp>If the training is provided outside working hours, the resulting direct\ncosts are reimbursed and normal hourly wages are paid as compensation, unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>2.The employer specifies the employees who will participate in training,\nafter negotiating on the matter in the co-operation procedure. Training needs\nthat concern a number of employees or entire departments are discussed with the\nelected official representing the personnel group in question, so that the\nneeds of the company and the personnel’s professional development can be\nmatched.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 5 Trade union training and occupational safety and health\ntraining\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The elected officials specified below in this section are given the\nopportunity to participate in courses arranged by central organisations and\ntrade unions with a duration of up to three months without this causing an\ninterruption in their employment, if this is possible without causing\nconsiderable inconvenience for production or the company’s operations.\u003C\u002Fp>\n\n\u003Cp>The chief shop steward, deputy chief shop steward, shop steward, deputy shop\nsteward and the chairperson of the local union branch or association may\nparticipate in trade union courses approved by the training workgroup without\npay reductions for up to one month.\u003C\u002Fp>\n\n\u003Cp>The industrial safety delegate, deputy delegate, occupational safety\nombudsman and member of the industrial safety commission may participate in\ncourses related to their co-operation duties that last for up to two weeks\nwithout pay reductions.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>However, the deputy chief shop steward and the deputy shop steward\nmay not attend the courses at the same time as the chief shop steward and the\nshop steward, if these persons work in the same duties as they do. The same\napplies to the industrial safety delegate and deputy delegate.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2.A notification of the intention to participate in a course must be given\nat least three weeks before the start of the course for courses lasting for a\nweek or less, and at least six weeks in advance for courses lasting over a\nweek.\u003C\u002Fp>\n\n\u003Cp>In the event that participation during the intended period would cause\nconsiderable inconvenience for production or the company’s operations, the\nemployer must notify the shop steward at least two weeks in advance of the\nreason why granting leave would cause considerable inconvenience. In such a\nsituation, the course is rescheduled together.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>When assessing considerable inconvenience, attention should be paid\nto the size of the company. Particularly when the number of employees\nrepresented by the shop steward is less than 10 employees, this should be taken\ninto account. The same applies to the industrial safety delegate.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3.The employer pays a meal allowance agreed on between the associations to\ncourse participants entitled to participate in trade union and occupational\nsafety and health training. The allowance is payable for each course day not\nsubject to pay reductions. The meal allowance is paid to cover the costs of the\nmeals arranged by the organiser of the course. In 2023, the meal allowance is\nEUR 28.25.\u003C\u002Fp>\n\n\u003Cp>4.Up to the duration of one month, participation in trade union training\ndoes not cause any decrease in annual holidays, pension or other comparable\nbenefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 6 Joint training arranged by the associations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The training workgroup may approve collective agreement training events\nagreed on jointly by the associations as training referred to in the training\nagreement, as well as training events arranged by the industrial co-operation\ncommittee or the graphic industry safety work branch committee.\u003C\u002Fp>\n\n\u003Cp>2.Compensation is paid to employees participating in the training as\nprovided in section 4.\u003C\u002Fp>\n\n\u003Cp>3.The employer and chief shop steward agree locally on participation in the\ntraining.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 7 Study leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The signatory parties provide information on study leaves, adult education\nsubsidies and other adult education.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 8 Settlement of disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any disputes concerning this training agreement are submitted to the joint\ntraining workgroup of the associations for resolution. A memorandum of the\ndispute must be prepared in the company and addressed to the training\nworkgroup. In other respects, the negotiating procedure of the collective\nagreement shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 13\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>OCCUPATIONAL SAFETY AND HEALTH AGREEMENT - GENERAL SECTION\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Section 1 General\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer appoints an industrial safety officer for a workplace referred\nto in legislation concerning occupational safety and health, and employees at\nthe workplace elect an industrial safety delegate as described below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 2 Elections\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An industrial safety delegate and two deputy delegates must be elected for\ntwo calendar years if at least ten employees, including salaried employees, are\nregularly working at the workplace. Salaried employees at the workplace have\nthe right to elect an industrial safety delegate and two deputy delegates from\namong their number.\u003C\u002Fp>\n\n\u003Cp>2.If a personnel group does not comprise ten persons and an industrial\ndelegate has not been elected from another group to jointly act as an\nindustrial delegate for the groups, the shop steward may participate in the\nhandling of occupational safety and health matters that concern the personnel\ngroup represented by the shop steward.\u003C\u002Fp>\n\n\u003Cp>If a workplace of ten or more employees does not have any personnel group\nwith ten or more employees, the groups may locally agree to elect one\nindustrial safety delegate to represent them all.\u003C\u002Fp>\n\n\u003Cp>3.Delivery employees, taking into account their working conditions outside\nthe employer’s general area of supervision, have the right to elect an\nindustrial safety delegate of their own.\u003C\u002Fp>\n\n\u003Cp>If delivery employees do not elect an industrial safety delegate to\nrepresent them, they have the right to participate in the election of a joint\nindustrial safety delegate and deputy delegates for the workplace with the\nother employees.\u003C\u002Fp>\n\n\u003Cp>4.If convenient with regard to the conditions at the workplace, when\narranging the election of industrial safety delegates, the personnel groups may\nchoose to consider employees working in the same working area and conditions as\nsalaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 3 Occupational safety ombudsmen\u003C\u002Fh3>\n\n\u003Cp>The election, number, duties and working area of occupational safety\nombudsmen are agreed on locally, so that the working areas are practical and\ncover the different departments and professions of the production plant or a\nsimilar unit, taking into account any emerging occupational safety risks and\nother conditions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 4 Local bargaining\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The organisation of co-operation can be agreed on locally pursuant to\nsections 23 and 29 of the Act on Occupational Safety and Health Enforcement and\nCo-operation on Occupational Safety and Health at Workplaces (laki tyosuojelun\nvalvonnasta ja tyopaikan tyo- suojeluyhteistoiminnasta). The personnel groups\nmay agree on combining the jobs of an industrial safety delegate and shop\nsteward in accordance with the law.\u003C\u002Fp>\n\n\u003Cp>2.When the activities of a production plant or a corresponding operational\nunit are fundamentally expanded or reduced, the occupational safety and health\norganisation is modified to match the new circumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 5 Occupational safety and health co-operation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.‘Workplace’ refers to a workplace pursuant to section 25 of the Act on\nOccupational Safety and Health Enforcement and Co-operation on Occupational\nSafety and Health at Workplaces.\u003C\u002Fp>\n\n\u003Cp>2.The practical procedures of occupational safety and health are agreed on\nlocally through the co-operation procedure. Extensive questions that affect\nworking conditions, such as changes in workspace or new machinery and equipment\nthat involve occupational safety and health factors, can be suitably discussed\nin conjunction with the co-operation procedure concerning the matter.\u003C\u002Fp>\n\n\u003Cp>3.In other respects, occupational safety and health activities can be\nefficiently and suitably implemented through an industrial safety commission,\nanother co-operation body and the line organisation, as required by the\nconditions of the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 6 Occupational safety and health co-operation duties\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise locally agreed, occupational safety and health co-operation\nshall address the following questions at a sufficiently early stage:\u003C\u002Fp>\n\n\u003Cp>•annual action plan\u003C\u002Fp>\n\n\u003Cp>•factors immediately affecting the health and safety of employees\u003C\u002Fp>\n\n\u003Cp>•principles of investigating risks and harmful effects at the workplace\u003C\u002Fp>\n\n\u003Cp>•workplace surveys carried out by occupational health services\u003C\u002Fp>\n\n\u003Cp>•development goals and programmes related to working capacity\u003C\u002Fp>\n\n\u003Cp>•matters related to work arrangements and workload planning\u003C\u002Fp>\n\n\u003Cp>•need and arrangements for training, instruction and familiarisation\u003C\u002Fp>\n\n\u003Cp>•various statistics and other monitoring data included within the scope of\nco-operation\u003C\u002Fp>\n\n\u003Cp>•monitoring of implementation and effects\u003C\u002Fp>\n\n\u003Cp>•arranging co-operation at the joint workplace (when necessary)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 7 Occupational safety and health provisions\u003C\u002Fh3>\n\n\u003Cp>The employer makes the necessary book of statutes, covering occupational\nsafety and health legislation, available to the parties involved in\noccupational safety and health co-operation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 14\u003C\u002Fh2>\n\n\u003Ch2>OCCUPATIONAL SAFETY AND HEALTH AGREEMENT - SPECIAL SECTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 1 Purpose of agreement and scope of application\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The purpose of the agreement is to promote a positive atmosphere with\nregard to occupational safety and health activities and to promote co-operation\nbetween employers and salaried employees.\u003C\u002Fp>\n\n\u003Cp>2.The persons participating in the co-operation must have good knowledge of\nthe occupational health and safety issues of salaried employees.\u003C\u002Fp>\n\n\u003Cp>3.Insofar as not otherwise agreed in this agreement, the Act on Occupational\nSafety and Health Enforcement and Co-operation on Occupational Safety and\nHealth at Workplaces shall apply. It does not constitute part of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 2 Use of time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The industrial safety delegate performs their duties during working hours.\nThe use of time is agreed on with the employer. In exceptional cases, due to an\nevent related to their duties, the industrial safety delegate also has the\nright to use their working hours for the performance of the duties at times\nother than those agreed on.\u003C\u002Fp>\n\n\u003Cp>The industrial safety delegate must agree on the duties to be performed\noutside working hours with the employer in advance, if possible.\u003C\u002Fp>\n\n\u003Cp>2.If a person referred to in subsection 1 performs duties agreed on with the\nemployer outside the regular working hours, overtime pay is payable for the\nresulting loss of free time, or some other way of compensation is agreed on\nwith the employee, unless the duties in question are performed due to an order\nby the industrial safety authorities or are the result of an accident.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 3 Additional compensation\u003C\u002Fh3>\n\n\u003Cp>1. On top of their monthly salary, the industrial safety delegate, as of 1\nFebruary 2015, is paid an additional compensation for performing the\ndelegate’s duties as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Total number of salaried employees represented by the industrial\n        safety delegate\u003C\u002Ftd>\n      \u003Ctd>Monthly compensation in euros At the time the collective agreement\n        enters into force\u003C\u002Ftd>\n      \u003Ctd>1 June 2024\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10–24\u003C\u002Ftd>\n      \u003Ctd>EUR 53\u003C\u002Ftd>\n      \u003Ctd>EUR 56\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25–50\u003C\u002Ftd>\n      \u003Ctd>EUR 66\u003C\u002Ftd>\n      \u003Ctd>EUR 70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51–100\u003C\u002Ftd>\n      \u003Ctd>EUR 80\u003C\u002Ftd>\n      \u003Ctd>EUR 84\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101–200\u003C\u002Ftd>\n      \u003Ctd>EUR 92\u003C\u002Ftd>\n      \u003Ctd>EUR 97\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>more than 200\u003C\u002Ftd>\n      \u003Ctd>EUR 105\u003C\u002Ftd>\n      \u003Ctd>EUR 111\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The additional compensation is based on the num-ber of salaried employees\non 1 January. Fixedterm employees whose employment lasts at least for 12 months\nare also included in the number. If the number of sal-aried employees changes\nsubstantially during a calendar year, the compensation may be adjusted by\nspecific agreement. The possible change comes into force as of the beginning of\nthe following month.\u003C\u002Fp>\n\n\u003Cp>3.The additional compensation does not count as such pay or bonus that\nshould be taken into account when calculating increases paid for overtime and\nSunday work. In addition, the additional compensation is not included in the\ncalculation of annual holiday pay or holiday bonus.\u003C\u002Fp>\n\n\u003Cp>4.The additional compensation is paid during the industrial safety\ndelegate’s annual holiday or sick leave only in the event that they perform\nindustrial safety delegate duties during this time. If the employer has been\nnotified in writing that a deputy delegate is acting as a substitute for the\nindustrial safety delegate, the additional compensation is paid to the deputy\ndelegate for the period of performing the duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 4 Office space\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The employer provides the industrial safety delegate with a suitable\nplace for storing the supplies needed for performing the duties and, when\nnecessary, provides a place for any necessary discussions associated with the\nperformance of the duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 5 Job security\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.If employees in the company are dismissed or laid off for financial or\nproductionrelated reasons, an industrial safety delegate may not be subject to\nsuch a measure, unless the production plant’s operations are completely\ndiscontinued.\u003C\u002Fp>\n\n\u003Cp>However, this provision may be deviated from if it is mutually found that\nthe industrial safety delegate cannot be offered work that corresponds to their\nprofession or is otherwise suitable for them.\u003C\u002Fp>\n\n\u003Cp>2.An industrial safety delegate’s employment cannot be terminated for a\nreason attributable to the industrial safety delegate without the consent of\nthe salaried employees that they represent, as required by Chapter 7, section\n10 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>3.An industrial safety delegate’s employment contract cannot be cancelled\nin violation of the provisions of Chapter 8, section 1 of the Employment\nContracts Act. Cancelling an industrial safety delegate’s employment contract\non the grounds of them violating administrative rules is not possible, unless\nthe industrial safety delegate has, at the same time and repeatedly, materially\nand despite a warning, failed to comply with the obligations specified in the\nEmployment Contracts Act (Chapter 8, section 1 of the Employment Contracts\nAct).\u003C\u002Fp>\n\n\u003Cp>4.The provisions of this section also apply to an industrial safety delegate\ncandidate of whose nomination the industrial safety commission or other\ncorresponding co-operation organ has been informed of in writing. However, the\ncandidate protection begins no sooner than three weeks prior to the election.\nFor candidates not elected to the position of industrial safety delegate, the\nprotection ends once the result of the election has been confirmed.\u003C\u002Fp>\n\n\u003Cp>The provisions of this section also apply to a salaried employee who has\nserved as an industrial safety delegate for six months following the\ntermination of their position as industrial safety delegate.\u003C\u002Fp>\n\n\u003Cp>5.If an industrial safety delegate’s employment contract has been\ndiscontinued in breach of this agreement, the employer must pay the industrial\nsafety delegate a compensation equal to at least their pay for 10 and at most\n30 months. The compensation is determined in accordance with the grounds\nprovided in Chapter 12, section 2 of the Employment Contracts Act.\u003C\u002Fp>\n\n\u003Cp>If the number of employees regularly working in a production plant or\nsimilar operational unit is 20 or fewer, the compensation is equal to at least\nthe pay for 4 and at most 24 months.\u003C\u002Fp>\n\n\u003Cp>6.If a dispute concerns terminating the employment of an industrial safety\ndelegate referred to in this agreement, local negotiations and negotiations\nbetween the associations must be initiated and carried out immedi-ately after\nthe reason for the termination is contested.\u003C\u002Fp>\n\n\u003Cp>7.The employment of an occupational safety ombudsman may not be terminated\ndue to them performing their duties as the ombudsman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Section 6 Settlement of disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a dispute arising from the application of this agreement at the workplace\ncannot be resolved locally, the order in which disputes are to be dealt with\naccording to the collective agreement shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 15\u003C\u002Fh2>\n\n\u003Ch2>REFERRAL TO TREATMENT AND TEMPLATE FOR AGREEMENT ON REFERRAL TO\nTREATMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A company-specific agreement on referral to treatment must be prepared on\nthe basis of the template for agreement on referral to treatment, if so\nrequested by either party.\u003C\u002Fp>\n\n\u003Cp>Company Ltd’s recommendation for an agreement on referral to treatment\u003C\u002Fp>\n\n\u003Cp>1.An employee of the company who has developed or is clearly developing a\nsocial or health problem attributable to excessive substance (mainly alcohol)\nabuse that, among other things, prevents the person from properly carrying out\ntheir work, is referred to treatment in accordance with this agreement.\u003C\u002Fp>\n\n\u003Cp>2.The objective is to encourage the person to seek treatment, so that the\nproblem will not lead to measures that could result in the termination of\nemployment or other consequences that are harmful for the individual. Seeking\ntreatment does not constitute grounds for the termination of employment.\u003C\u002Fp>\n\n\u003Cp>3.Referral to treatment begins by informing the person concerned of the\ntreatment facilities and treatment forms available and providing the contact\ndetails of the contact person who provides guidance on referral to treatment at\nthe workplace.\u003C\u002Fp>\n\n\u003Cp>4.Referral to treatment is primarily based on the employee’s own\ninitiative and secondarily on the employer’s initiative when the employer has\nto consider taking measures affecting the person’s employment.\u003C\u002Fp>\n\n\u003Cp>5.When an employee is being referred to treatment, the most suitable\ntreatment option available is always chosen in co-operation between the person\nbeing referred, the treatment facility and the contact person and, when\nnecessary, the employer. The employee’s possibilities for financial support\nfrom the social insurance system are investigated at the same time.\u003C\u002Fp>\n\n\u003Cp>6.When an employee has voluntarily sought institutional treatment, they\nreceive sick leave pay pursuant to the collective agreement from the date on\nwhich the institutional treatment began, if the treatment has been agreed on\nwith the employer.\u003C\u002Fp>\n\n\u003Cp>7.The contact person for referral to treatment is from the company’s\noccupational health care services \u002F an employee who has given their consent to\nacting as the contact person.\u003C\u002Fp>\n\n\u003Cp>8.The contact person takes care of the practicalities related to the\nreferral to treatment, such as making appointments, reserving a bed at the\ntreatment facility and any necessary communication with the employer or other\nintermediary. Everyone has the opportunity for a confidential discussion with\nthe contact person on possibilities for referral to treatment and other\ntreat-ment-related practical matters.\u003C\u002Fp>\n\n\u003Cp>9.If agreed with the employee, the contact person or employer has the right\nto receive information about compliance with the treatment agreement.\u003C\u002Fp>\n\n\u003Cp>10.Without the express permission of the employee being referred to\ntreatment, a person involved in the referral process must not disclose to\nothers any personal information disclosed to them.\u003C\u002Fp>\n\n\u003Cp>11.When the employer is considering employment-related measures because of\nsubstance abuse referred to herein, the contact person has the right to\nparticipate in any negotiations, unless expressly prohibited by the employee\nconcerned.\u003C\u002Fp>\n\n\u003Cp>12.A list of local treatment options is attached to this agreement. (The\nmunicipality’s social welfare board, A-clinic, health centre, occupational\nhealth care services, detoxification centre, community mental health centre,\nhospital, care home, rehabilitation centre, AA group or the like. Phone number,\naddress, opening hours, a person who can be contacted.)\u003C\u002Fp>\n\n\u003Cp>13.The company’s co-determination committee (yt-neuvottelukunta) has\napproved this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 16\u003C\u002Fh2>\n\n\u003Ch2>TRAVEL EXPENSES AND OTHER SIMILAR COMPENSATIONS AND DAILY ALLOWANCE\u003C\u002Fh2>\n\n\u003Ch3>1.General\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1. ‘A trip’ refers to work-related travel outside the workplace or the\nnormal working area.\u003C\u002Fp>\n\n\u003Cp>1.2. ‘A day of travel’ is a 24-hour period following the beginning of a\nwork trip. A trip begins at the workplace, or at the employee’s home by\nspecific agreement, and ends when the employee returns to either one of\nthese.\u003C\u002Fp>\n\n\u003Cp>If necessary, compensation for travel expenses and other travel-related\ndetails must be clarified together with the employer before travel, taking into\naccount the measures the employer has taken with regard to the stay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Compensable travel time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1. The working hours provisions of the collective agreement apply to work\ncarried out during a trip.\u003C\u002Fp>\n\n\u003Cp>2.2. Compensation for loss of earnings is payable for travel during regular\nworking hours.\u003C\u002Fp>\n\n\u003Cp>2.3. If travel takes place outside regular working hours, the employee\nreceives the basic hourly pay for travel time, up to eight (8) hours for a\nworking day and 16 hours for a day off.\u003C\u002Fp>\n\n\u003Cp>2.4. No compensation is paid for hours of travel falling between 10 p.m. and\n7 a.m. if the travelling employee has access to a sleeping berth.\u003C\u002Fp>\n\n\u003Cp>2.5. The basic hourly pay is calculated using the same divisor as for\ncalculating the hourly rate that is the basis for overtime pay.\u003C\u002Fp>\n\n\u003Cp>2.6. Because travel to the place where work is to be carried out is not\nincluded in working hours, the travel time is not taken into account in the\ncalculation of daily overtime.\u003C\u002Fp>\n\n\u003Cp>2.7. When calculating the fulfilment of regular working hours as a basis for\nweekly overtime, the hours spent on travel are also taken into account in the\nmaximum daily regular working hours in accordance with the working hours scheme\nfor such travel days on which regular working hours are not otherwise\nfulfilled. However, these hours are not considered actual working hours in the\ncompilation of working hours statistics.\u003C\u002Fp>\n\n\u003Cp>2.8.If an employee’s sales, marketing or similar job normally requires\nfrequent travel or if the nature of an employee’s job is such that the\nemployee can decide on travelling, compensation for travel time is not paid.\nInstead of paying meal and daily allowances, it is possible to agree with an\nemployee referred to in this sub-section on a separate compensation payable in\nconjunction with the employee’s normal pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Compensation for travel expenses\u003C\u002Fh3>\n\n\u003Ch4>Direct expenses\u003C\u002Fh4>\n\n\u003Cp>3.1. The employer reimburses the expenses incurred from travelling. Direct\nexpenses include travel tickets and other necessary expenses incurred from a\nwork trip.\u003C\u002Fp>\n\n\u003Cp>3.2. A mileage allowance pursuant to paragraph 6 of the agreement is paid\nfor the use of the employee’s own car.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Daily allowance\u003C\u002Fh4>\n\n\u003Cp>3.3. Daily allowance compensates for the higher costs of living during a\ntrip.\u003C\u002Fp>\n\n\u003Cp>3.4. The daily allowance is calculated per day of travel. A day of travel is\na period of 24 hours starting from the beginning of the trip or the end of the\nprevious day of travel.\u003C\u002Fp>\n\n\u003Cp>3.5. If the nature of the employee’s job requires travelling, no daily\nallowance is paid for travel falling within regular working hours. (Such jobs\ninclude editorial work, delivery work, sales work, maintenance work, and other\nwork the nature of which requires travel.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Travel in Finland\u003C\u002Fh4>\n\n\u003Cp>3.6. A full day allowance is payable for a trip of more than 10 hours.\u003C\u002Fp>\n\n\u003Cp>3.7. A half-day allowance is payable for a trip lasting over 6 but no more\nthan 10 hours.\u003C\u002Fp>\n\n\u003Cp>3.8. When a full day of travel is followed by less than a full day, a\nhalf-day allowance is payable for the latter if the full day is exceeded by at\nleast two hours. A full daily allowance is payable if the time is exceeded by\nsix (6) hours.\u003C\u002Fp>\n\n\u003Cp>3.9. Daily allowances are reduced by 50% if the employer arranges free meals\nfor the employee. For a full day allowance this means two warm meals and for a\nhalf-day allowance one warm meal a day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Travel abroad\u003C\u002Fh4>\n\n\u003Cp>3.10. A daily allowance abroad is payable for a trip of more than 10\nhours.\u003C\u002Fp>\n\n\u003Cp>3.11. The amount of daily allowance abroad is determined by the country in\nwhich the day of travel ends. If a day of travel ends onboard a ship or\naircraft, the daily allowance is determined by the country which the vehicle\nlast left or, when leaving from Finland, the country in which the vehicle first\narrives.\u003C\u002Fp>\n\n\u003Cp>3.12. When a full 24-hour day of travel is followed by less than a full day,\nhalf of a daily allowance is payable for the latter if the full day is exceeded\nby more than two (2) hours. If the full day of travel is exceeded by more than\n10 hours, a new daily allowance abroad is payable.\u003C\u002Fp>\n\n\u003Cp>3.13. If the employee’s meals have been free or included in the price of\nthe travel ticket or hotel room (full board), the daily allowance is reduced by\n50%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Meal allowance\u003C\u002Fh3>\n\n\u003Cp>4.1. If no daily allowance is payable for a trip but the trip has lasted\nover six (6) hours and it has not been possible for the employee to eat at the\nregular or corresponding place, a meal allowance is payable to the employee.\nThis provision does not override company-specific practices if they provide\nbetter benefits.\u003C\u002Fp>\n\n\u003Cp>4.2. The meal allowance is not paid if the employee receives free meals or\nis given lunch vouchers or similar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Accommodation expenses\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1.If an employee needs accommodation and the employer has not arranged\naccommodation that meets reasonable requirements or access to a sleeping berth,\naccommodation expenses are compensated as follows:\u003C\u002Fp>\n\n\u003Cp>5.2.Accommodation expenses resulting from the use of a room are reimbursed\naccording to the receipt. The maximum amount is the amount specified for hotel\nexpenses in the State Travel Regulations.\u003C\u002Fp>\n\n\u003Cp>5.3.Accommodation invoices are reimbursed accord-ing to receipts if it is\nnot possible to find accommodation at a price that does not exceed the allowed\nmaximum amount of hotel expenses.\u003C\u002Fp>\n\n\u003Cp>5.4.If an employee does not provide the employer with an accommodation\ninvoice, an accommodation allowance is paid instead of the accommodation\nexpenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Travel allowance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Daily allowances, hotel allowances and mileage allowances equal the maximum\namounts confirmed as tax-exempt by the tax administration each year (see\nwww.vero.fi).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Local bargaining\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is possible to locally agree on different compensation for travel\nexpenses, providing that the benefits are mutually found to be at the same\nlevel as those provided in this chapter of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER 17\u003C\u002Fh2>\n\n\u003Ch2>TOVA GUIDE: SUMMARY OF THE PAY SYSTEM GUIDE FOR SALARIED EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>(The guide does not constitute part of the collective\nagreement)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Pay system for salaried employees\u003C\u002Fh3>\n\n\u003Cp>TOVA, that is the pay system for salaried employees, is based on the\ndifficulty of the job and is based on the Palkkavaaka system.\u003C\u002Fp>\n\n\u003Cp>The pay system includes the difficulty groupings and the related minimum\nwages as well as a personal salary’s length-of-service component (HEKO) or an\nalternative personal competency assessment system, known as the HEPA system.\u003C\u002Fp>\n\n\u003Cp>The collective agreement defines the minimum conditions applicable to wages\nbased on the aforementioned principle. In addition to the provisions of the\ncollective agreement, the practical wage level is affected by the relevant\ncompany's wage policy, the job-specific market wages, as well as the industry\nand the location of the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Performance bonus and profit bonus\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>basis of determination: results of the organisation or group\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Personal salary component\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>basis of determination: performance or competence\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Job difficulty\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>basis of determination: job difficulty\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2. Wage structure\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A personal salary in the pay system for salaried employees consists of two\ncomponents: \u003Cstrong>a job-specific salary component\u003C\u002Fstrong> and a personal\nsalary component, determined by \u003Cstrong>personal competence and work\nperformance.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jobs are assigned to seven difficulty groups based on the each job’s\ndifficulty. The difficulty groups also function as pay grades on the basis of\nwhich the job-specific salary component is determined.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The minimum wage according to the collective agreement consists of the\njob-specific salary component based on the pay grade and of the\nlength-of-service component of a personal salary (HEKO). After a salaried\nemployee has worked in a company for five years in a job involving the same\nlevel of difficulty, their personal salary must be at least five per cent\nhigher than the minimum wage of the pay grade in question.\u003C\u002Fp>\n\n\u003Cp>A personal salary’s length-of-service component is not valid if an\nalternative HEPA system has been agreed on in the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">\n\n        \u003Cp>Personal salary\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"3\">Salary according to the collective agreement\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Personal salary component:\n\n        \u003Cp>HEKO: 5 years\u002F5%\u003C\u002Fp>\n\n        \u003Cp>or\u003C\u002Fp>\n\n        \u003Cp>HEPA: minimum 8%\u002Fcompany\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HEKO\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Job-specific salary\n\n        \u003Cp>component:\u003C\u002Fp>\n\n        \u003Cp>7 pay grades\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>FIGURE\u003C\u002Fp>\n\n\u003Cp>Wage structure of salaried employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.1 Job difficulty\u003C\u002Fh4>\n\n\u003Cp>The key element of the pay system is the \u003Cstrong>job difficulty\u003C\u002Fstrong>,\nwhich is defined with verbal descriptions of the relevant difficulty level by\nthe TOVA system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The assessment of job difficulty measures the requirements that the job sets\nfor the employee. The object of the assessment is therefore the job and its\ncontent. The assessment does not account for a person’s performance,\nqualifications, personal characteristics, job title or education\u002Ftraining. The\npurpose of the difficulty assessment is to determine the job-specific salary\ncomponent.\u003C\u002Fp>\n\n\u003Cp>The TOVA system assesses the difficulty of the job on the basis of four\ndifferent factors. These are the competence required for the job, the degree of\nchallenge involved in interaction situations, the responsibilities the job\ninvolves, as well as independence and guidance in decision-making situations.\nEach job belongs to the difficulty group whose definition most closely\ncorresponds with the content of the job on the basis of an overall\nassessment.\u003C\u002Fp>\n\n\u003Cp>A job may contain features from more than one level of difficulty; in this\ncase, it is necessary to consider what is significant and relevant in terms of\nthe job and make the assessment accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Difficulty factors:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Competence\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The assessment concerning the competence required for a job accounts solely\nfor such professional skills that are actually used in the job. In other words,\nthe start ing point is not a person’s education, although it often plays an\nindicative role in the assessment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Interaction\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>What is essential in assessing interaction situations is what needs to be\naccomplished by the interaction. Proactiveness, activeness and\ngoal-orientedness in interaction situations increase the difficulty of the\njob.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Responsibility\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Responsibility refers to the authority to act according to certain\nexpectations to achieve the objectives characteristic of the job. All jobs\ninclude responsibility for the quality and implementation of one’s own work\nin accordance with the plans, schedules and instructions given. Responsibility\nis emphasised when the instructions are indicative or the targets are\naggregates guided by operational strategies at the level of a principle. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>\u003Cstrong>Level of difficulty\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>\u003Cstrong>Grouping description\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>• Work that requires short practical experience.\u003C\u002Fp>\n\n        \u003Cp>• The work is carried out under supervision or according to clear\n        instructions.\u003C\u002Fp>\n\n        \u003Cp>• Decision-making situations are similar.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>111\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>• Work that requires professional skills.\u003C\u002Fp>\n\n        \u003Cp>• The work is carried out according to established procedures or\n        instructions.\u003C\u002Fp>\n\n        \u003Cp>• Decision-making situations are usually of the same type.\u003C\u002Fp>\n\n        \u003Cp>•  The information available for decision-making can be obtained\n        from the immediate vicinity of the work environment.\u003C\u002Fp>\n\n        \u003Cp>•  Interaction at the customer interface is based on presenting\n        pre-defined solutions or receiving and communicating information.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>124\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>•  The job requires professional expertise and\n        knowledge of commonly used practices, as well as the independent\n        application of this knowledge and these skills.\u003C\u002Fp>\n\n        \u003Cp>• The work is guided by general assignments or instructions.\u003C\u002Fp>\n\n        \u003Cp>• Interaction takes place in teams or at the customer interface,\n        where the job has a clarifying role.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>154\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>•  The responsibility, expertise or independence\n        involved in the work are emphasised to such an extent that it has\n        become more demanding than the basic definition of the preceding\n        group.\u003C\u002Fp>\n\n        \u003Cp>• The job may also include guiding the work of those performing\n        the actual tasks or manual labour.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>191\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>• The work requires theoretical knowledge and a good\n        command of the work processes.\u003C\u002Fp>\n\n        \u003Cp>•  The work includes the detection and assessment of problems and\n        the generation of solutions (such as planning, investigation or\n        development).\u003C\u002Fp>\n\n        \u003Cp>•  Information for decision-making is obtained from previous\n        cases or by combining new information available in the immediate\n        surroundings.\u003C\u002Fp>\n\n        \u003Cp>• Interaction is characterised by an expert role at the customer\n        interface or the management of work.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>236\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>• The responsibility, expertise, independence or key\n        position involved in the work are emphasised to such an extent that it\n        has become more demanding than the basic definition of the preceding\n        group.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>292\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\">\u003Cp>• The work usually involves organisational, planning\n        or resourcing responsibilities.\u003C\u002Fp>\n\n        \u003Cp>•  Interaction is characterised by independent influence in\n        decision-making as a specialist or serving as a leader of a development\n        team.\u003C\u002Fp>\n\n        \u003Cp>• Emphasis is placed on a comprehensive expertise in the processes\n        of the function involved.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Decision-making situations\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Independence in decision-making situations means the freedom to make\ndecisions based on one’s own discre-tion and implement them. The more\nextensive the ef-fects of the decisions are, the more difficult the job is.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.2 Length-of-service component of personal salary (HEKO)\u003C\u002Fh4>\n\n\u003Cp>The second element of the minimum wage system is the \u003Cstrong>personal salary\ncomponent\u003C\u002Fstrong> (HEKO), which is based on the experience acquired in the\nemployment relationship. A personal salary’s length-of-service component is\npart of the minimum wage system and it is calculated from the job-specific\nminimum wage.\u003C\u002Fp>\n\n\u003Cp>The length-of-service component of a personal salary is accumulated when\nworking in the same company and in a job of the same pay grade, so that after\nfive years, the salaried employee’s personal salary must be at least five per\ncent higher than the job-specific minimum wage.\u003C\u002Fp>\n\n\u003Cp>According to the transitional rules of the pay system, the accumulation of\nthe length-of-service component of a personal salary started from the date on\nwhich the company switched to the new pay system, but no later than on 1\nOctober 2008. Whether the personal salaries meet the minimum condition of five\nper cent is reviewed for the first time five years as of the date of the\ntransition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Accumulation of the length-of-service component\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•A person’s transfer to a different position within the same pay grade\ndoes not interrupt the accumulation of the length-of-service component.\u003C\u002Fp>\n\n\u003Cp>•When a person transfers to a job with a higher level of difficulty, the\ncalculation of the time that entitles them to the length-of- service component\nstarts from the beginning.\u003C\u002Fp>\n\n\u003Cp>•If a person moves from a job with a higher level of difficulty to a job\nwith a lower level of difficulty, the accumulation of the length-of- service\ncomponent also takes into account the time that the person has worked in the\njob that is more difficult.\u003C\u002Fp>\n\n\u003Cp>•The accumulation in a new employment relationship starts from the\nbeginning.\u003C\u002Fp>\n\n\u003Cp>•The time entitling a person to the length- of-service component in an\nemployment relationship is also accumulated by some periods comparable to being\nat work, such as pregnancy and parental leave and a period of military\nservice.\u003C\u002Fp>\n\n\u003Cp>A personal salary’s length-of-service component is not valid if an\nalternative system for assessing personal competence (the HEPA system) has been\nagreed on and introduced in the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.3 Assessing a person’s competence and performance (HEPA)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Alternatively, a personal salary component can be determined by a\ncompany-specific personal competence and performance assessment system (HEPA).\nA transition to the HEPA system is subject to local agreement. The structure of\nthe HEPA system, including the competence factors and metrics to be assessed,\nis nevertheless at the discretion of the employer. However, the system, as well\nas any subsequent changes to it, must be negotiated on between the employer and\nthe shop stewards in an effort to reach an agreement.\u003C\u002Fp>\n\n\u003Cp>The collective agreement’s minimum wage system does not contain binding\nprovisions on the HEPA system itself, with the exception of the amount to be\ndistributed in the form of personal salary components.\u003C\u002Fp>\n\n\u003Cp>The personal salary components paid by a company through its HEPA system\nmust amount to at least 8% of the sum of the minimum wages.\u003C\u002Fp>\n\n\u003Cp>If the company introduces an alternative HEPA system, the salaried employees\nmust be informed of the factors measured, how they are measured, who measures\nthem and how the results affect their wages. The employer must also explain to\nthe shop stewards how the minimum condition of 8% concerning personal salaries\nis fulfilled in connection with pay increases pursuant to collective\nagreements, and in any case at least once a year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Maintenance of pay system\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The maintenance of the pay system requires the creation of ground rules for\nthe maintenance of job descriptions and the review of difficulty assessments,\nand the determination of the people in charge of the maintenance.\u003C\u002Fp>\n\n\u003Cp>Up-to-date job descriptions facilitate the maintenance of the pay system.\nThe associations recommend that the content of jobs be reviewed regularly in\nconnection to performance reviews, for example. The employee performing a job\nand their supervisor are the experts in the content of each job.\u003C\u002Fp>\n\n\u003Cp>Organisational changes in the workplace, for example, can significantly\naffect the content of jobs, due to which it may be necessary to review the\ndifficulty ratings. The maintenance of the pay system is handled in accordance\nwith the negotiating procedure, unless the com-pany has a separate rating\ncommittee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 1\u003C\u002Fh2>\n\n\u003Ch2>JOB DESCRIPTION FORM \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"273\">\u003Cp>\u003Cstrong>Job title\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"330\">\u003Cp>\u003Cstrong>Unit\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"273\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"330\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"603\">\u003Cp>\u003Cstrong>Purpose of job\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Describe why the job exists.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Main tasks\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">What are the main tasks and their objectives, in other\n        words, what should they achieve?\n\n        \u003Cp>Rather than a detailed list of tasks, focus on the big picture.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Basic requirements for the job’s\n        performance\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>A) Areas of competence\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Indicate the competence requirements key for the job.\n\n        \u003Cp>Describe the scope and\u002For versatility of the competence and the kind\n        of theoretical and practical competence required.\u003C\u002Fp>\n\n        \u003Cp>What kind of experience does the job require?\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>B) Special requirements\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Indicate the special skills required for performing the\n        job.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Communication related to the job\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>A) Internal contacts\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Describe internal interaction situations (teamwork,\n        negotiations, reporting, etc.)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>B) External contacts and their\n      objectives\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Describe external interaction situations and what their\n        objective is.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>Role in decision-making situations\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Describe what kind of responsibility, independence and\n        practical authority the job has in relation to the consequences of the\n        activities.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Jobs to be substituted for\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Date\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Salaried employee’s signature\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Supervisor’s signature\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Names in block letters\u003C\u002Fstrong>\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\u003Ch4>Assessment of personal competence and performance\u003C\u002Fh4>\n\n\u003Cp>The assessment of work performance and competence is part of goal-oriented\nand systematic management. It involves constructive feedback on the work done\nand motivation for better work performance in line with the company’s goals.\nPerformance assessment enables the identification of top performances and\nsupport for career development, while on the other hand, highlighting\nunderachievers’ need for support and training. The HEPA system is part of\nrewarding, and enables a fair pay policy.\u003C\u002Fp>\n\n\u003Cp>In a good HEPA system, performance targets are clear, measurable and\nreliably assessable. Employees have the opportunity to improve their\nperformance, and improved performance is linked to wages. The experience of\nfairness guarantees commitment to the system.\u003C\u002Fp>\n\n\u003Cp>The construction and maintenance of the system requires work and\ngoal-oriented management. The system’s benefits must outweigh its costs. A\nsystematic and goal-oriented pay policy increases the productivity of work. In\naddition to the structure of the HEPA system, it is important to pay attention\nto its application: interpretations, assessment situations, decision-making\nprocesses and communication. Supervisors play an important role in setting\ngoals, providing feedback and providing an experience of fairness.\u003C\u002Fp>\n\n\u003Cp>The assessment of work performance and competence takes a stand on how the\nemployee performs in relation to the requirements of their own job. A\nperson’s competence does not depend on the job’s difficulty; different\nlevels of performance may occur at all levels of difficulty.\u003C\u002Fp>\n\n\u003Cp>The assessment of personal competence and performance focuses on activities\nand performance in accordance with the selected criteria. In other words,\nevaluate activities and achievements, not personality traits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Good work performance = Clarity of role and objectives x Competence x\n        Motivation\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIGURE\u003C\u002Fp>\n\n\u003Cp>Good work performance is the sum of many things\u003C\u002Fp>\n\n\u003Cp>Good work performance is an amalgam of clear tasks and goals, competence and\nmotivation. If one of these factors is not at a sufficient level, it is\nreflected in the work performance (Figure 1). For example, it is difficult to\napply one’s competence if one lacks motivation or if the goals are\nunclear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The following are examples of the competence factors in\nuse:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•work results and achievements\u003C\u002Fp>\n\n\u003Cp>•ability to develop at work, willingness to learn to work with new tools\nand according to new procedures\u003C\u002Fp>\n\n\u003Cp>•being multi-skilled, a person’s use value in multiple tasks,\nversatility\u003C\u002Fp>\n\n\u003Cp>•expertise\u003C\u002Fp>\n\n\u003Cp>•flexibility, ability to work under pressure\u003C\u002Fp>\n\n\u003Cp>•interpersonal skills, which refer to the ability to create a positive\nworking atmosphere in one’s own work environment and the ability to level out\nconflicts within the workplace community\u003C\u002Fp>\n\n\u003Cp>•ability to communicate when a person seeks to present their views in a\nteam, in negotiations, in a teaching situation, or through reports and\naccounts\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The above list of competence factors is not exhaustive. The competence\nfactors to be assessed and their mutual weighting are selected in the company\naccording to the company’s needs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Requirements set for competence factors:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•the factors must be based on the work done\u003C\u002Fp>\n\n\u003Cp>•a person must be able to influence the outcome of the assessment through\ntheir own actions\u003C\u002Fp>\n\n\u003Cp>•personality traits (attitudes, memory, intelligence, etc.) should not be\nused as factors\u003C\u002Fp>\n\n\u003Cp>•the factors must be observable and assessable, and there must be\nvariation within them\u003C\u002Fp>\n\n\u003Cp>•different factors may not measure the same thing\u003C\u002Fp>\n\n\u003Cp>•the factors must cover the job to be assessed to a sufficient extent\u003C\u002Fp>\n\n\u003Cp>•the factors may have a different meaning and weight in different jobs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The collaborative development of the HEPA system and regular performance\nmonitoring ensures a good result – it engages, improves quality and increases\nthe sense of fairness. Transparency and openness guarantee trust in the\nsystem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Employees should know at least the following about the HEPA\nsystem:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•which factors are used\u003C\u002Fp>\n\n\u003Cp>•how performances are assessed\u003C\u002Fp>\n\n\u003Cp>•by whom and when the assessment will be carried out\u003C\u002Fp>\n\n\u003Cp>•how and when their supervisor provides feedback \u003C\u002Fp>\n\n\u003Cp>• how individuals are helped to improve performance\u003C\u002Fp>\n\n\u003Cp>• how good performances are rewarded\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Checklist\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•communicate to the staff\u003C\u002Fp>\n\n\u003Cp>•the starting point are the jobs and their content\u003C\u002Fp>\n\n\u003Cp>•identify the factors required for successful performance of jobs\u003C\u002Fp>\n\n\u003Cp>•draw up the assessment system (factors, rating scale, weightings,\netc.)\u003C\u002Fp>\n\n\u003Cp>•draw up the procedures\u003C\u002Fp>\n\n\u003Cp>• train the supervisors\u003C\u002Fp>\n\n\u003Cp>• monitor measurements and results and, if necessary, review\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The implementation of a successful HEPA system requires the consideration of\nmany factors. In addition to assessment forms, practices for carrying out the\nassessments should be established and linked to the organisation’s other\nmanagement policies. The process should be given time. Supervisors play an\nimportant role and the significance of interaction must not be forgotten. A\nwell-functioning system is good for the entire organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>MONITORING\n        EFFECTIVENESS\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Impact on activities\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tasks &objectives \u003C\u002Ftd>\n      \u003Ctd>Person’s contribution:\n\n        \u003Cp>• competence\u003C\u002Fp>\n\n        \u003Cp>• way of working\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Performance & results\u003C\u002Ftd>\n      \u003Ctd>Performance assessment\u003C\u002Ftd>\n      \u003Ctd>Impact on pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Feedback, performance reviews\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIGURE\u003C\u002Fp>\n\n\u003Cp>“Develop, monitor and improve - better performance through rewarding”\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\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\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\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\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\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\n",{"cbadate_start_date":42,"CBA_MEMEMPL_txt":46,"coveroccup3":50,"contracttrial":54,"hourspday":58,"hourspweek":62,"NOCTPREM_trigger":64,"bankholidays1":67,"hoursovertimemax":70,"OVERTIME_trigger":74,"SUNDAY_trigger":78,"CONSIGN_trigger":81,"schedulesrestpw":84,"WAGES_trigger":88,"PAYSCALES_trigger":92,"SENIOR_trigger":95,"apprenticeships":99,"ONCERISE_trigger":102,"incidentalbonusperc1":105,"PAIDLEAV_trigger":108,"holidaysdays":111,"hivpolicy":115,"sicknessmaxdaysnr":118,"maxsicknesspayperc":121,"paidmaternityleave":123,"childcare":126,"deathrelatives":129,"marriage":132,"direct_participation_hrs":136,"TRAINING_trigger":139,"healthandsafetypolicy":142,"jobclassifaction1":146},{"bindId":43,"name":44,"text":45},"cbadate_start_date","The agreement period begins on 1 March 2","The agreement period begins on 1 March 2023 and lasts until 28 February\n2025.",{"bindId":47,"name":48,"text":49},"CBA_MEMEMPL_txt","Riitta Koskinen Tuija Pircklén Sari Ojal","Riitta Koskinen \n\n        Tuija Pircklén\n\n        Sari Ojala\n      \n      Industrial Union \n\n        Grafinet\n\n        Grafinet\n      \n      Elina Nissi \n\n        Maria Krans-Bredenberg\n\n        Minna Elo\n      \n      Finnmedia \n\n        Finnmedia\n\n        Finnmedia, secretary",{"bindId":51,"name":52,"text":53},"coveroccup3","3.However, the agreement does not apply ","3.However, the agreement does not apply to persons who belong to a\ncompany’s management or who represent the employer in determining the\nsalaried personnel’s salary and terms of employment, nor to persons who have\nan independent position and administrative, financial or operational\nresponsibility in the company or a substantial part of it, or persons in\ncomparable positions.",{"bindId":55,"name":56,"text":57},"contracttrial","3.The employer and the employee may agre","3.The employer and the employee may agree on a trial period of a maximum of\nsix months which starts when the employee begins to work. If an employee has\nbeen absent during the trial period because of incapacity for work or on family\nleave, the employer is entitled to extend the trial period by one month for\nevery 30 calendar days of incapacity for work or family leave. The employer\nmust notify the employee of the trial period extension before the end of the\ntrial period (see Chapter 1, section 4, subsection 1 of the Employment\nContracts Act).",{"bindId":59,"name":60,"text":61},"hourspday","1.A salaried employee’s regular working ","1.A salaried employee’s regular working hours may not exceed 7.5 hours per\nday and 37.5 hours per week, excluding those tasks or jobs where 8-hour daily\nand 40-hour weekly working hours have been observed con-tinuously or where it\nhas been locally agreed that the maximum working time per week is 40 hours.",{"bindId":63,"name":60,"text":61},"hourspweek",{"bindId":65,"name":66,"text":66},"NOCTPREM_trigger","3.3 EVENING AND NIGHT PAY",{"bindId":68,"name":69,"text":69},"bankholidays1","3.5 MIDWEEK HOLIDAYS",{"bindId":71,"name":72,"text":73},"hoursovertimemax","3.According to the Working Hours Act, a ","3.According to the Working Hours Act, a salaried employee’s working time,\nincluding overtime, may not exceed 48 hours per week on average. The calendar\nyear is used as the review period for the maximum amount of working time. A\nperiod of one year can be agreed locally to serve as the review period instead\nof a calendar year. The review period begins from the pay period for which the\nsalary is paid immediately following the change of the calendar year.",{"bindId":75,"name":76,"text":77},"OVERTIME_trigger","6.When calculating the overtime incremen","6.When calculating the overtime increment, the basic salary must be\ncalculated in such a way that the monthly salary is divided by",{"bindId":79,"name":80,"text":80},"SUNDAY_trigger","3.7 SUNDAY WORK",{"bindId":82,"name":83,"text":83},"CONSIGN_trigger","3.8 STANDBY DUTY",{"bindId":85,"name":86,"text":87},"schedulesrestpw","3.Weekly rest period (section 27 of the ","3.Weekly rest period (section 27 of the Working Hours Act)",{"bindId":89,"name":90,"text":91},"WAGES_trigger","CHAPTER 4 WAGES AND PAYMENT OF WAGES - T","CHAPTER 4 WAGES AND PAYMENT OF WAGES - TOVA (entered into force on 1\nOctober 2008)",{"bindId":93,"name":94,"text":94},"PAYSCALES_trigger","4.3 MINIMUM WAGES",{"bindId":96,"name":97,"text":98},"SENIOR_trigger","The minimum wages with a 5% length-of-se","The minimum wages with a 5% length-of-service bonus are as follows:",{"bindId":100,"name":101,"text":101},"apprenticeships","4.6 TRAINEES AND SUMMER EMPLOYEES",{"bindId":103,"name":104,"text":104},"ONCERISE_trigger","4.13 CHRISTMAS BONUS",{"bindId":106,"name":107,"text":107},"incidentalbonusperc1","II Amount of Christmas bonus",{"bindId":109,"name":110,"text":110},"PAIDLEAV_trigger","Provisions concerning annual holidays:",{"bindId":112,"name":113,"text":114},"holidaysdays","2.A salaried employee receives two days ","2.A salaried employee receives two days of annual holiday as referred to in\nthe Annual Holidays Act for a full holiday credit month. If the employment\nrelationship has lasted for one year by the end of the holiday credit year, the\nsalaried employee receives 2.5 days of annual holiday for a full holiday credit\nmonth (section 5 of the Annual Holidays Act).",{"bindId":116,"name":117,"text":117},"hivpolicy","Statutory medical examinations",{"bindId":119,"name":120,"text":120},"sicknessmaxdaysnr","6.3 SICK LEAVE PAY",{"bindId":122,"name":120,"text":120},"maxsicknesspayperc",{"bindId":124,"name":125,"text":125},"paidmaternityleave","6.5 PREGNANCY AND PARENTAL LEAVE",{"bindId":127,"name":128,"text":128},"childcare","6.7 CARING FOR A SICK CHILD",{"bindId":130,"name":131,"text":131},"deathrelatives","6.8 SHORT TEMPORARY LEAVE",{"bindId":133,"name":134,"text":135},"marriage","2.The provisions of this paragraph shall","2.The provisions of this paragraph shall also apply in respect of one day in\nthe following cases: the salaried employee’s own 50th and 60th birthdays, the\ndate of their wedding and an examination prior to military service. ",{"bindId":137,"name":138,"text":138},"direct_participation_hrs","8.1 ASSEMBLY AT THE WORKPLACE",{"bindId":140,"name":141,"text":141},"TRAINING_trigger","CHAPTER 12 TRAINING AGREEMENT",{"bindId":143,"name":144,"text":145},"healthandsafetypolicy","OCCUPATIONAL SAFETY AND HEALTH AGREEMENT","OCCUPATIONAL SAFETY AND HEALTH AGREEMENT - GENERAL SECTION",{"bindId":147,"name":148,"text":148},"jobclassifaction1","JOBS’ DIFFICULTY GROUPING","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FIN Medialiitto Finnmedia Finnish Media Federation - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Aloituspäivämäärä: → 2023-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lopetuspäivämäärä: → 2025-02-28\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: → Kustantaminen, painaminen, media\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Julkinen\u002Fyksityinen sektori: → Yksityisellä sektorilla\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Saattanut päätökseen:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Yhdistysten nimet: → Medialiitto Finnmedia\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Ammattiyhdistysten nimet: → \n\n                \n                    \n                    \u003Cspan>\n                        Teollisuusliitto ry, Grafinet ry\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">KOULUTUS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Koulutusohjelmat: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Harjoittelut: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Työnantaja on osallisena työntekijöiden koulutusrahastoon: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SAIRAUS JA TYÖKYVYTTÖMYYS\u003C\u002Fh3>\n\n            \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: → 105 päivää\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Ehdot pitkäaikaussairauden jälkeisessä työhön palaamisessa, esim. syövän hoito: → Ei\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Palkallinen kuukautisvapaa: → Ei\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Palkka työtapaturman aiheuttaman vamman sattuessa: → Ei\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVEYS, TURVALLISUUS JA TYÖTERVEYDENHUOLTO\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Työterveydenhuollosta sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Työterveydenhuollosta perheelle sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Osallistuminen sairausvakuutukseen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sairausvakuudesta perheelle sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Terveys- ja turvallisuuskäytännöistä sovittu: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Terveys- ja turvallisuuskoulutuksesta sovittu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Suojavaatetus tarjottu: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Säännölliset tai vuosittaiset lääkärintarkastukset, jotka työnantaja kustantaa: → Kyllä\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Työergonomian tarkkailu, ammattitaudit ja\u002Ftai työn ja terveyden välinen suhde: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Hautausapu: → Ei\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">TYÖ JA PERHE JÄRJESTELYT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Palkallinen äitiysloma: → 12 viikkoa\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Palkallinen äitiysloma rajoittuu 100 % perustulosta\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Työturvallisuus äitiysloman jälkeen: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Kieltolaki syrjintään äitiyteen liittyvissä asioissa: → Ei\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Kielto velvoittaa raskaana oleva tai imettävä työntekijä suorittamaan vaarallisia tai raskaita töitä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Arvio työpaikan turvallisuudesta ja raskaana olevan tai imettävän naisen terveydestä: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Muiden työntekijöiden saatavuus vaarallisiin tai epäterveellisiin töihin raskaana olevan tai imettävän työntekijän sijaan: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Raskauden aikaisten tutkimusten takia otettavat vapaat: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Kielto raskauden seulontaan ennen työntekijöiden vakiinnuttamista: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Kielto raskauden seulontaan ennen ylennystä: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Laitokset imettäville äideille: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Työnantajan tarjoamat päiväkodit: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Työnantajan tukemat päiväkodit: → Ei\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Lukukausimaksu\u002Fvaltionapu lapsen koulutukseen: → Ei\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Vuoden aikana pidettävät vapaat läheistä hoidettaessa: → 4 päivää\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vapaan määrä päivinä läheisen kuollessa: → No provision päivää\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">TYÖSOPIMUKSET\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Koeajan kesto: → 180 päivää\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Osa-aikaiset työntekijät suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Aputyöntekijöiden ehdot: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Harjoittelijat suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pätkätyöt suljetaan pois ehdoista: → Ei\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TYÖAJAT, AIKATAULUT JA LOMAT\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Työaika päivässä: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Tyäaika viikossa: → 37.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksimi ylityötunnit: → 10.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Palkallinen vuosiloma: → 24.0 päivää\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Palkallinen vuosiloma: → 5.0 viikkoa\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Palkalliset pyhäpäivät: → Uudenvuodenpäivä, Vappu, Juhannusaatto, Joulupäivä, Jouluaatto, New Year's Eve \u002F Day of Solidarity of World Azerbaijanis (31st December), Easter Monday \u002F Sham el-Nessim \u002F lundi de Pâques (day after Easter)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Lepopäivä ainakin yhtenä päivänä viikossa: → Kyllä\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksmimäärä sunnuntaita \u002F pyhäpäiviä, joina voidaan tehdä töitä vuodessa: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ehdot joustavista työajoista: → Kyllä\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Palkat määräytyvät palkka-asteikon mukaisesti: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elintasoindeksiin mukautuminen: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Kertaluontoinen lisäpalkka\u003C\u002Fh4>\n                \u003Cdiv 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