Interruption of layoff. The employer may secure temporary work after the layoff has already begun. The employer and the salaried employee shall agree on any interruption of the lay off if the intention is to continue the lay off immediately after the work has been performed with no new lay off notice. Any such agreement should be concluded before the work begins. At the same time the estimated duration of the temporary work must be clarified.
Interruption of layoff. The employer may secure temporary work after a layoff has already begun. Any interruption of a layoff that is intended to continue immediately after said work has been completed without issuing a new layoff notice shall be based on an agreement between the employer and the salaried employee. Such an agreement should be concluded before the work begins. The es- timated duration of the temporary work should be investigated at this time. The foregoing only applies to the relationship between the employer and the salaried employee and constitutes no statement concerning the laws governing unemployment benefits. III MISCELLANEOUS PROVISIONS
Interruption of layoff. The employer may secure temporary work after a layoff has already begun. Any interruption of a layoff that is intended to continue immediately after said work has been completed without issuing a new layoff notice shall be based on an agreement between the employer and the salaried employee. Such an agreement should be concluded before the work begins. The es- timated duration of the temporary work should be investigated at this time. The foregoing only applies to the relationship between the employer and the salaried employee and constitutes no statement concerning the laws governing unemployment benefits. III MISCELLANEOUS PROVISIONS Section 19 Calculation of the negotiation period under the Act on Co-operation within Under- takings If the need arises to give notice of termination to employees, lay off or place them on part-time employment due to reasons attributable to the reorganisation of the employer's operations, an employer belonging within the scope of application of the Act on Co-operation within Under- takings (1333/2021) must, however, abide by the provisions of the Act on Co-operation within Undertakings with the exceptions agreed in this section. The Act on Co-operation within Un- dertakings is not part of the collective agreement. The provisions in this section supplement the Act and substitutes the corresponding sections in the Act. When an employer belonging to the scope of application of the Act on Co-operation within Undertakings is considering giving notice of termination to the employee, laying off or placing them on part-time employment due to financial or production-related reasons or reasons re- sulting from the reorganisation of the employer's operations, the cooperation obligations are deemed, in deviation from the regulations on the proposal for negotiations under section 19 and on the fulfilment of the duty to negotiate under section 23 to been met if negotiations have been held after a written proposal for negotiations as required in the Act on Cooperation within Undertakings and on the basis of information given in advance during a negotiation period set out in section 23 of the Act on Cooperation within Undertakings, unless other negotiation period has been agreed by law. Entry on record: The entry above abolishes the obligation in the Act on Co-operation within Un- dertakings to give a written negotiations proposal no fewer than five calendar days before the start of the negotiations. Before starting the change negotiations,...
