Keeping records of working time bank receivables. The employer shall keep employee-specific records of working time bank receivables and their accumulation. Separate records are not required if the transactions, their dates and the account balance are indicated in working time records and payroll accounting. The shop xxxxxxx and industrial safety delegate shall be entitled to inspect the working time bank records upon request. TECHNOLOGY INDUSTRIES OF FINLAND APPENDIX 5 TRADE UNION PRO SURVIVAL CLAUSE To safeguard the employer's operations and jobs, the employer and the shop xxxxxxx may, the minimum terms and conditions of the collective agreement notwithstanding, agree locally on the adjustment of terms of employment concerning salaries or other financial benefits, as agreed upon below. Such agreements shall apply to an enterprise or an autonomous part thereof. The salary paid to a salaried employee, however, may not be less than the employee's minimum salary. The parties may agree to pay part of the salary at a later date. In this case, the part paid on the agreed-upon date may be less than the minimum salary. The deferred portion of the wages shall be paid within two months of the original payday. This provision shall not restrict the mutual freedom of contract between the parties to an employment contract or the employer's unilateral right to adjust the terms of employment in line with the law and legal practice. Financial difficulties and their definition, communication with federations, and planning for them Bargaining on the adjustment of the terms and conditions of employment shall be related to a serious financial crisis or sudden production-related crisis faced by the employer, jointly recognised during co-determination negotiations or in another context, whose effects – such as dismissals – can be prevented or limited with this measure. The parties shall be entitled to assistance from the federations' experts during the definition of the employer's financial difficulties or production-related crisis. The shop xxxxxxx and any experts consulted shall maintain the confidentiality of all information concerning the employer's financial position obtained during the negotiations, in accordance with the employer's statement on the confidentiality of the information (cf. Act on Co-operation within Undertakings, section 57). Before any negotiations are launched at the workplace, the parties to the collective agreement shall be notified of the said negotiations. At the start of the negotiations, the employer shall present a plan giving a comprehensive account of the actions taken and planned to revive the enterprise's finances and safeguard its operations. The desired goal is best achieved when it is consistently taken into account in all of the employer's operations. Shared goals and statements of the parties (e.g. refraining from dismissals for the duration of the agreement or potential later compensation for cuts) can also be added to the plan during the local negotiations. During negotiations on an agreement concerning the adjustment of the terms of employment at the workplace, the employer shall openly explain to the other negotiating party the company's financial position and its outlook. Necessary and reasonable aspects of the deterioration of terms of employment in the agreement Adjustments stabilising the employer's finances or production-related crisis and those that affect the terms of employment concerning salary-related or other financial benefits must be deemed necessary, considering the goals of the agreement. In addition, any salary reductions and other equivalent measures shall be in proportion to the benefits obtained with them. The parties shall be obliged to regularly assess the impact of the savings in labour costs on the employer's financial position. Temporary nature of the measures The local agreement shall be drawn up in writing for a fixed period of time during which the employer's financial position is expected to stabilise, but for no more than one year at a time. A fixed- term agreement can be terminated with a two-month period of notice if, in the view of one of the parties, the agreement is no longer justified. If the company is declared bankrupt or enters liquidation or reorganisation proceedings during the validity period of the agreement, this agreement shall automatically expire on that date unless the parties specifically agree to maintain it in force in accordance with the original agreement. In such cases, it is also possible to agree on new measures for safeguarding the employer's operations and jobs. TECHNOLOGY INDUSTRIES OF FINLAND APPENDIX 6 TRADE UNION PRO Appendix, not part of the collective agreement. INSTRUCTIONS ON REMOTE WORK Purpose Technology Industries of Finland and Trade Union Pro have worked in cooperation to prepare these instructions with which the federations aim to create a safe framework for remote work negotiations and guide the use of remote work in a manner benefiting all parties. The federations encourage companies to implement modern working time systems that increase productivity. These systems include working time arrangements that enable remote work, for example. Remote work offers opportunities for improving productivity and quality of working life, balancing work and family life, promoting working ability, more flexible locations for place of work and residence and reduction of commuting expenses and time.
Appears in 2 contracts
Samples: Collective Agreement for Salaried Employees, Collective Agreement for Salaried Employees
Keeping records of working time bank receivables. The employer shall keep employee-specific records of working time bank receivables and their accumulation. Separate records are not required if the transactions, their dates and the account balance are indicated in working time records and payroll accounting. The shop xxxxxxx and industrial safety delegate shall be entitled to inspect the working time bank records upon request. TECHNOLOGY INDUSTRIES INDUSTRY EMPLOYERS OF FINLAND APPENDIX 5 TRADE UNION PRO SURVIVAL CLAUSE To safeguard the employer's operations and jobs, the employer and the shop xxxxxxx may, the minimum terms and conditions of the collective agreement notwithstanding, agree locally on the adjustment of terms of employment concerning salaries or other financial benefits, as agreed upon below. Such agreements shall apply to an enterprise or an autonomous part thereof. The salary paid to a salaried employee, however, may not be less than the employee's minimum salary. The parties may agree to pay part of the salary at a later date. In this case, the part paid on the agreed-upon date may be less than the minimum salary. The deferred portion of the wages shall be paid within two months of the original payday. This provision shall not restrict the mutual freedom of contract between the parties to an employment contract or the employer's unilateral right to adjust the terms of employment in line with the law and legal practice. Financial difficulties and their definition, communication with federations, and planning for them Bargaining on the adjustment of the terms and conditions of employment shall be related to a serious financial crisis or sudden production-related crisis faced by the employer, jointly recognised during co-determination negotiations or in another context, whose effects – such as dismissals – can be prevented or limited with this measure. The parties shall be entitled to assistance from the federations' experts during the definition of the employer's financial difficulties or production-related crisis. The shop xxxxxxx and any experts consulted shall maintain the confidentiality of all information concerning the employer's financial position obtained during the negotiations, in accordance with the employer's statement on the confidentiality of the information (cf. Act on Co-operation within Undertakings, section 57). Before any negotiations are launched at the workplace, the parties to the collective agreement shall be notified of the said negotiations. At the start of the negotiations, the employer shall present a plan giving a comprehensive account of the actions taken and planned to revive the enterprise's finances and safeguard its operations. The desired goal is best achieved when it is consistently taken into account in all of the employer's operations. Shared goals and statements of the parties (e.g. refraining from dismissals for the duration of the agreement or potential later compensation for cuts) can also be added to the plan during the local negotiations. During negotiations on an agreement concerning the adjustment of the terms of employment at the workplace, the employer shall openly explain to the other negotiating party the company's financial position and its outlook. Necessary and reasonable aspects of the deterioration of terms of employment in the agreement Adjustments stabilising the employer's finances or production-related crisis and those that affect the terms of employment concerning salary-related or other financial benefits must be deemed necessary, considering the goals of the agreement. In addition, any salary reductions and other equivalent measures shall be in proportion to the benefits obtained with them. The parties shall be obliged to regularly assess the impact of the savings in labour costs on the employer's financial position. Temporary nature of the measures The local agreement shall be drawn up in writing for a fixed period of time during which the employer's financial position is expected to stabilise, but for no more than one year at a time. A fixed- term agreement can be terminated with a two-month period of notice if, in the view of one of the parties, the agreement is no longer justified. If the company is declared bankrupt or enters liquidation or reorganisation proceedings during the validity period of the agreement, this agreement shall automatically expire on that date unless the parties specifically agree to maintain it in force in accordance with the original agreement. In such cases, it is also possible to agree on new measures for safeguarding the employer's operations and jobs. TECHNOLOGY INDUSTRIES INDUSTRY EMPLOYERS OF FINLAND APPENDIX 6 TRADE UNION PRO AppendixAPPENDIX, not part NOT PART OF THE COLLECTIVE AGREEMENT. TELECOMMUTING INSTRUCTIONS Purpose of the collective agreement. INSTRUCTIONS ON REMOTE WORK Purpose instructions Technology Industries Industry Employers of Finland and Trade Union Pro have worked in cooperation to prepare drafted these instructions with which the federations aim to create objective of creating a safe framework for remote work negotiations and guide the use telecommuting as a part of remote work in a manner benefiting all partiesmodern working life. The federations encourage companies to implement modern working modern, productivity-improving work time systems that increase productivitypatterns. These systems include working time arrangements that enable remote work, for example. Remote work Telecommuting offers opportunities for improving productivity at work and the quality of working life, balancing work and family life, promoting working work ability, more flexible locations for place of work and residence and reduction of commuting expenses and time.. Definition of telecommuting In this context, telecommuting refers to work performed outside the actual place of work agreed in the employment contract. Salaried employees can work remotely from locations such as their homes, during travel related to business or training or from other mutually agreed locations. Telecommuting shall take place within the limits of applicable legislation, the collective agreement and corporate regulations. The workload and objectives of telecommuters are the same as those of salaried employees carrying out similar tasks on the employer’s premises. Enabling telecommuting If the enterprise’s salaried employees have the opportunity to work remotely, the general telecommuting principles and practices should be discussed with the employees’ representative. The discussion may cover, for example, matters related to working time arrangements, work methods and communication. The telecommuting instructions and practices to be complied with are explained to salaried employees who work remotely. If a salaried employee works remotely on a regular basis, it would be advisable to conclude a written telecommuting contract. In this case, the agreement should state the duties performed remotely, the terms and conditions of remote work and the duration of remote work. The agreement may be valid for a fixed period or until further notice. The telecommuting agreement is also used to agree on the period of notice for the suspension of remote work by the employer or the employee. When remote work is terminated, the salaried employee returns to the actual place of work, unless otherwise agreed. Other things to consider regarding telecommuting Large-scale telecommuting may impact the functioning of the work community. The federations recommend that, in the case of remote work, measures be taken to ensure adequate flow of information and to prevent remote workers from becoming isolated from the rest of the company’s work community. In addition to normal communication by the company, such measures may include, for example, regular team meetings and active use of online collaboration platforms. It is recommended that working time monitoring be arranged in such a way that the same monitoring system is applied to both remote work and all other salaried employees in the company. While taking into account the prevailing circumstances, the employer should strive to ensure that remote workers and other salaried employees are also otherwise treated equally. Other factors to be assessed regarding telecommuting may include, for example, issues related to the purchase of equipment and tools used in remote work and the insurance cover of telecommuters in case of accidents. If the employer, at its discretion, pays for such benefits concerning telecommuters, the tax treatment of these benefits, among other things, should be clarified in advance. The occupational healthcare plan should also cover occupational health and safety hazards and problems related specifically to telecommuting and the environment where remote work takes place. TECHNOLOGY INDUSTRY EMPLOYERS OF FINLAND APPENDIX 7 TRADE UNION PRO
Appears in 1 contract
Samples: Collective Agreement
Keeping records of working time bank receivables. The employer shall keep employee-specific records of working time bank receivables and their accumulation. Separate records are not required if the transactions, their dates and the account balance are indicated in working time records and payroll accounting. The shop xxxxxxx and industrial safety delegate shall be entitled to inspect the working time bank records upon request. TECHNOLOGY INDUSTRIES INDUSTRY EMPLOYERS OF FINLAND APPENDIX 5 TRADE UNION PRO SURVIVAL CLAUSE To safeguard the employer's operations and jobs, the employer and the shop xxxxxxx may, the minimum terms and conditions of the collective agreement notwithstanding, agree locally on the adjustment of terms of employment concerning salaries or other financial benefits, as agreed upon below. Such agreements shall apply to an enterprise or an autonomous part thereof. The salary paid to a salaried employee, however, may not be less than the employee's minimum salary. The parties may agree to pay part of the salary at a later date. In this case, the part paid on the agreed-upon date may be less than the minimum salary. The deferred portion of the wages shall be paid within two months of the original payday. This provision shall not restrict the mutual freedom of contract between the parties to an employment contract or the employer's unilateral right to adjust the terms of employment in line with the law and legal practice. Financial difficulties and their definition, communication with federations, and planning for them Bargaining on the adjustment of the terms and conditions of employment shall be related to a serious financial crisis or sudden production-related crisis faced by the employer, jointly recognised during co-determination negotiations or in another context, whose effects – such as dismissals – can be prevented or limited with this measure. The parties shall be entitled to assistance from the federations' experts during the definition of the employer's financial difficulties or production-related crisis. The shop xxxxxxx and any experts consulted shall maintain the confidentiality of all information concerning the employer's financial position obtained during the negotiations, in accordance with the employer's statement on the confidentiality of the information (cf. Act on Co-operation within Undertakings, section 5740). Before any negotiations are launched at the workplace, the parties to the collective agreement shall be notified of the said negotiations. At the start of the negotiations, the employer shall present a plan giving a comprehensive account of the actions taken and planned to revive the enterprise's finances and safeguard its operations. The desired goal is best achieved when it is consistently taken into account in all of the employer's operations. Shared goals and statements of the parties (e.g. refraining from dismissals for the duration of the agreement or potential later compensation for cuts) can also be added to the plan during the local negotiations. During negotiations on an agreement concerning the adjustment of the terms of employment at the workplace, the employer shall openly explain to the other negotiating party the company's financial position and its outlook. Necessary and reasonable aspects of the deterioration of terms of employment in the agreement Adjustments stabilising the employer's finances or production-related crisis and those that affect the terms of employment concerning salary-related or other financial benefits must be deemed necessary, considering the goals of the agreement. In addition, any salary reductions and other equivalent measures shall be in proportion to the benefits obtained with them. The parties shall be obliged to regularly assess the impact of the savings in labour costs on the employer's financial position. Temporary nature of the measures The local agreement shall be drawn up in writing for a fixed period of time during which the employer's financial position is expected to stabilise, but for no more than one year at a time. A fixed- fixed-term agreement can be terminated with a two-month period of notice if, in the view of one of the parties, the agreement is no longer justified. If the company is declared bankrupt or enters liquidation or reorganisation proceedings during the validity period of the agreement, this agreement shall automatically expire on that date unless the parties specifically agree to maintain it in force in accordance with the original agreement. In such cases, it is also possible to agree on new measures for safeguarding the employer's operations and jobs. TECHNOLOGY INDUSTRIES INDUSTRY EMPLOYERS OF FINLAND APPENDIX 6 TRADE UNION PRO AppendixAPPENDIX, not part NOT PART OF THE COLLECTIVE AGREEMENT. TELECOMMUTING INSTRUCTIONS Purpose of the collective agreement. INSTRUCTIONS ON REMOTE WORK Purpose instructions Technology Industries Industry Employers of Finland and Trade Union Pro have worked in cooperation to prepare drafted these instructions with which the federations aim to create objective of creating a safe framework for remote work negotiations and guide the use telecommuting as a part of remote work in a manner benefiting all partiesmodern working life. The federations encourage companies to implement modern working modern, productivity-improving work time systems that increase productivitypatterns. These systems include working time arrangements that enable remote work, for example. Remote work Telecommuting offers opportunities for improving productivity at work and the quality of working life, balancing work and family life, promoting working work ability, more flexible locations for place of work and residence and reduction of commuting expenses and time.. Definition of telecommuting In this context, telecommuting refers to work performed outside the actual place of work agreed in the employment contract. Salaried employees can work remotely from locations such as their homes, during travel related to business or training or from other mutually agreed locations. Telecommuting shall take place within the limits of applicable legislation, the collective agreement and corporate regulations. The workload and objectives of telecommuters are the same as those of salaried employees carrying out similar tasks on the employer’s premises. Enabling telecommuting If the enterprise’s salaried employees have the opportunity to work remotely, the general telecommuting principles and practices should be discussed with the employees’ representative. The discussion may cover, for example, matters related to working time arrangements, work methods and communication. The telecommuting instructions and practices to be complied with are explained to salaried employees who work remotely. If a salaried employee works remotely on a regular basis, it would be advisable to conclude a written telecommuting contract. In this case, the agreement should state the duties performed remotely, the terms and conditions of remote work and the duration of remote work. The agreement may be valid for a fixed period or until further notice. The telecommuting agreement is also used to agree on the period of notice for the suspension of remote work by the employer or the employee. When remote work is terminated, the salaried employee returns to the actual place of work, unless otherwise agreed. Other things to consider regarding telecommuting Large-scale telecommuting may impact the functioning of the work community. The federations recommend that, in the case of remote work, measures be taken to ensure adequate flow of information and to prevent remote workers from becoming isolated from the rest of the company’s work community. In addition to normal communication by the company, such measures may include, for example, regular team meetings and active use of online collaboration platforms. It is recommended that working time monitoring be arranged in such a way that the same monitoring system is applied to both remote work and all other salaried employees in the company. While taking into account the prevailing circumstances, the employer should strive to ensure that remote workers and other salaried employees are also otherwise treated equally. Other factors to be assessed regarding telecommuting may include, for example, issues related to the purchase of equipment and tools used in remote work and the insurance cover of telecommuters in case of accidents. If the employer, at its discretion, pays for such benefits concerning telecommuters, the tax treatment of these benefits, among other things, should be clarified in advance. The occupational healthcare plan should also cover occupational health and safety hazards and problems related specifically to telecommuting and the environment where remote work takes place. TECHNOLOGY INDUSTRY EMPLOYERS OF FINLAND APPENDIX 7 TRADE UNION PRO
Appears in 1 contract
Samples: Collective Agreement
