The following notices provide the Staff Community with a policy interpretation, guidance and updates on collective agreements, classification, compensation and labour relations, as well as the guidelines of the Joint National Council (JNC). The situation in the service sectors and in society has changed rapidly as a result of the coronavirus epidemic. Pam has agreed with employers` organizations to make temporary changes to collective agreements so that we can overcome this situation. Both employees and businesses suffer from the insecurity caused by the coronavirus outbreak. Both are concerned for health and financial reasons. For the effects of the epidemic to be as short as they are long, the necessary measures must be taken quickly. That is why, on the proposal of the Finnish Government and labour market organisations, Parliament has changed labour law and WFP has negotiated, in collaboration with employers` organisations, temporary changes to collective agreements. The amendments will take effect on March 19, 2020 and have been updated on April 1, 2020. In early June, new decisions were made on whether to continue the amendments.
Some continued, others did not. Flexibility may apply to measures taken during the duration of the contract and during the duration of the change. From July 1, 2020, normal collective bargaining will be respected. All self-reported procedures agreed in the workplace are ongoing and a self-reporting procedure may be agreed on-site in accordance with the collective agreement. Postponement of annual leave (NEW MAY 27! applies only to hotel and restaurant employees and animators, as well as entertainment, theme and adventure park staff) If an employee has been laid off after April 1, 2020 at least 2 weeks or 10 working days, his or her annual leave may be divided into shorter periods if he or she earns more than 12 days off. Summer holidays during this holiday period (May 2-30. September 2020) of more than 12 days can be granted in one or more installments. However, leave must be taken by April 30, 2021. If an employee has only one period of leave that falls after September 30, it must last at least 6 days (if the employee has enough days off not used). If, on the employer`s decision, the leave is postponed after September 30, the employer must pay special attention to the management of the worker. For example, the fact that days earned (V/X) are more often released on consecutive days and weekends than those provided by the collective agreement can be helped. The procedure will be applied until the postponement of all deferred summer holidays.
The agreed amendments will take effect on October 1, 2020 in the theme and experience park area and, if necessary, will continue until August 31, 2021. The amendments are as binding as the current collective agreement in the sector. Where a company has multiple operating sites, the agreement should only be in place on sites that do not meet the requirements to establish a list of normal lengths. During the period from May 1, 2021 to August 31, 2021, there may be a local agreement for staff positions to be announced a week in a row in a week, when the coronavirus pandemic makes demand for services and labour exceptionally difficult to predict. If a company has a store steward, this must be agreed with it. However, if the coronavirus outbreak no longer has a negative or unpredictable effect on the demand for services, lists of normal-duration bearings must be drawn up in accordance with the collective agreement. For the maximum length of work, days off, etc., the provisions of the collective agreement apply. Bargaining Partners: UNIFOR Collective Agreement Airtime: June 30, 2022 Dispute Resolution Mechanism: Arbitration If you have questions about your rights in the workplace, the best person you can talk to is your local administrator or executive.