Periods of notice. and operating model for re-employment and Change Security Unless agreed otherwise, the periods of notice which the employer must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 1 year 1 month >1 to 4 years 2 months >4 to 8 years 4 months >8 to 12 years 6 months over 12 years Unless agreed otherwise, the periods of notice which the salaried employee must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 5 year 1 month over 5 years A derogation from the re-recruitment obligation pursuant to the Employment Contracts Act, Chapter 6, paragraph 6 can be made by an agreement between the employer and the senior salaried employee. In a situation of resignation or termination of the employment contract, a separate agreement shall be made in writing and it shall address activities taken to promote re- employment of the senior salaried employee. OPERATING MODEL FOR RE-EMPLOYMENT AND CHANGE SECURITY The aim of the new operating model between the employer, the employee and the employment authorities is to promote cooperation and to accelerate the reemployment of an employee. Cooperation and dismissal procedure The employer shall, at the start of cooperation negotiations that involve at least 10 employees, provide the employees with an action plan. The contents of this plan shall be negotiated in cooperation with the personnel’s representatives. The action plan must specify the applicable negotiation procedures and methods, the planned timetable, and the planned operating principles to be applied during the period of notice with regard to job-seeking, retraining and using public employment services. The plan shall take into account the existing norms on procedures for reducing the workforce. If the cooperation negotiations apply to fewer than 10 employees, the employer must present the operating principles for supporting the employers during the period of notice with respect to job-seeking, training and using public employment services. The restriction according to which the alternative to dismissal procedure in cooperation negotiations in large dismissals can be started at the earliest 7 days after the grounds and effects of the procedure have been handled shall not prevent negotiations regarding the contents of the action plan. Any changes in personnel plan shall also be handled in conjunction with the cooperation procedure concerning the planned reduction in workforce. After the start of the cooperation procedure, or in small companies the dismissal procedure, the employer shall, without delay and in collaboration with the employment authorities, survey the public employment services that support employment. The employer, in cooperation with the employment authorities, shall agree upon the quality of the services and their implementation schedule and also upon the cooperation for their implementation. Representatives of the personnel shall be involved in the cooperation. Employment programme and its implementation during the period of notice The employer has an obligation to provide information about the right to the employment programme and the employment programme supplement. The employer shall notify the employment authorities about dismissals made on the grounds of finance or production, if the dismissed employee has a working history of at least three years. The duty to provide information also applies to termination of a fixed-term employment relationship that comprised one or more uninterrupted fixed-term employment contracts or those with only short-term interruptions which have jointly continued for a minimum of three years under the same employer. With the employee’s consent, the employer is obliged to provide the employment authorities with information about the employee’s education, work experience and tasks immediately after the dismissal has taken place. The employer shall participate in preparing the employment programme in other ways if separately such agreed. The employee is entitled to participate in preparing the employment programme. The employment programme can be supplemented later. Unless otherwise agreed after the dismissal has taken place, the employee shall be entitled to leave of absence on full salary for the purpose of participating, during his/her period of notice, in an employment programme, in voluntary or officially sponsored jobseeking and job interviews, in employment policy adult education, traineeship and on-the-job training or redeployment training according to his/her employment programme. The length of leave shall be determined by the length of the employment relationship in the following manner:
Appears in 3 contracts
Samples: Collective Bargaining Agreement, teknologiateollisuus.fi, ytn.fi
Periods of notice. and operating model for re-employment re-‐employment and Change Security Unless agreed otherwise, the periods of notice which the employer must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 1 year 1 month >1 to 4 years 2 months >4 to 8 years 4 months >8 to 12 years 6 months over 12 years Unless agreed otherwise, the periods of notice which the salaried employee must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 5 year 1 month over 5 years A derogation from the re-recruitment re-‐recruitment obligation pursuant to the Employment Contracts Act, Chapter 6, paragraph 6 can be made by an agreement between the employer and the senior salaried employee. In a situation of resignation or termination of the employment contract, a separate agreement shall be made in writing and it shall address activities taken to promote re- re-‐ employment of the senior salaried employee. OPERATING MODEL FOR RE-EMPLOYMENT RE-‐EMPLOYMENT AND CHANGE SECURITY The aim of the new operating model between the employer, the employee and the employment authorities is to promote cooperation and to accelerate the reemployment of an employee. Cooperation and dismissal procedure The employer shall, at the start of cooperation negotiations that involve at least 10 employees, provide the employees with an action plan. The contents of this plan shall be negotiated in cooperation with the personnel’s representatives. The action plan must specify the applicable negotiation procedures and methods, the planned timetable, and the planned operating principles to be applied during the period of notice with regard to job-seekingjob-‐seeking, retraining and using public employment services. The plan shall take into account the existing norms on procedures for reducing the workforce. If the cooperation negotiations apply to fewer than 10 employees, the employer must present the operating principles for supporting the employers during the period of notice with respect to job-seekingjob-‐seeking, training and using public employment services. The restriction according to which the alternative to dismissal procedure in cooperation negotiations in large dismissals can be started at the earliest 7 days after the grounds and effects of the procedure have been handled shall not prevent negotiations regarding the contents of the action plan. Any changes in personnel plan shall also be handled in conjunction with the cooperation procedure concerning the planned reduction in workforce. After the start of the cooperation procedure, or in small companies the dismissal procedure, the employer shall, without delay and in collaboration with the employment authorities, survey the public employment services that support employment. The employer, in cooperation with the employment authorities, shall agree upon the quality of the services and their implementation schedule and also upon the cooperation for their implementation. Representatives of the personnel shall be involved in the cooperation. Employment programme and its implementation during the period of notice The employer has an obligation to provide information about the right to the employment programme and the employment programme supplement. The employer shall notify the employment authorities about dismissals made on the grounds of finance or production, if the dismissed employee has a working history of at least three years. The duty to provide information also applies to termination of a fixed-term fixed-‐term employment relationship that comprised one or more uninterrupted fixed-term fixed-‐term employment contracts or those with only short-term short-‐term interruptions which have jointly continued for a minimum of three years under the same employer. With the employee’s consent, the employer is obliged to provide the employment authorities with information about the employee’s education, work experience and tasks immediately after the dismissal has taken place. The employer shall participate in preparing the employment programme in other ways if separately such agreed. The employee is entitled to participate in preparing the employment programme. The employment programme can be supplemented later. Unless otherwise agreed after the dismissal has taken place, the employee shall be entitled to leave of absence on full salary for the purpose of participating, during his/her period of notice, in an employment programme, in voluntary or officially sponsored jobseeking and job interviews, in employment policy adult education, traineeship and on-the-job on-‐the-‐job training or redeployment training according to his/her employment programme. The length of leave shall be determined by the length of the employment relationship in the following manner:
Appears in 1 contract
Samples: teknologiateollisuus.fi
Periods of notice. and operating model for re-employment and Change Security Unless agreed otherwise, the periods of notice which the employer must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 1 year 1 month >1 to 4 years 2 months >4 to 8 years 4 months >8 to 12 years 6 months over 12 years Unless agreed otherwise, the periods of notice which the salaried employee must observe when the employment relationship has continued without interruption are: Period of notice duration of employment 14 days maximum of 5 year 1 month over 5 years A derogation from the re-recruitment re---recruitment obligation pursuant to the Employment Contracts Act, Chapter 6, paragraph 6 can be made by an agreement between the employer and the senior salaried employee. In a situation of resignation or termination of the employment contract, a separate agreement shall be made in writing and it shall address activities taken to promote re- re--- employment of the senior salaried employee. OPERATING MODEL FOR RE-EMPLOYMENT RE---EMPLOYMENT AND CHANGE SECURITY The aim of the new operating model between the employer, the employee and the employment authorities is to promote cooperation and to accelerate the reemployment of an employee. Cooperation and dismissal procedure The employer shall, at the start of cooperation negotiations that involve at least 10 employees, provide the employees with an action plan. The contents of this plan shall be negotiated in cooperation with the personnel’s representatives. The action plan must specify the applicable negotiation procedures and methods, the planned timetable, and the planned operating principles to be applied during the period of notice with regard to job-seekingjob---seeking, retraining and using public employment services. The plan shall take into account the existing norms on procedures for reducing the workforce. If the cooperation negotiations apply to fewer than 10 employees, the employer must present the operating principles for supporting the employers during the period of notice with respect to job-seekingjob---seeking, training and using public employment services. The restriction according to which the alternative to dismissal procedure in cooperation negotiations in large dismissals can be started at the earliest 7 days after the grounds and effects of the procedure have been handled shall not prevent negotiations regarding the contents of the action plan. Any changes in personnel plan shall also be handled in conjunction with the cooperation procedure concerning the planned reduction in workforce. After the start of the cooperation procedure, or in small companies the dismissal procedure, the employer shall, without delay and in collaboration with the employment authorities, survey the public employment services that support employment. The employer, in cooperation with the employment authorities, shall agree upon the quality of the services and their implementation schedule and also upon the cooperation for their implementation. Representatives of the personnel shall be involved in the cooperation. Employment programme and its implementation during the period of notice The employer has an obligation to provide information about the right to the employment programme and the employment programme supplement. The employer shall notify the employment authorities about dismissals made on the grounds of finance or production, if the dismissed employee has a working history of at least three years. The duty to provide information also applies to termination of a fixed-term fixed---term employment relationship that comprised one or more uninterrupted fixed-term fixed---term employment contracts or those with only short-term short---term interruptions which have jointly continued for a minimum of three years under the same employer. With the employee’s consent, the employer is obliged to provide the employment authorities with information about the employee’s education, work experience and tasks immediately after the dismissal has taken place. The employer shall participate in preparing the employment programme in other ways if separately such agreed. The employee is entitled to participate in preparing the employment programme. The employment programme can be supplemented later. Unless otherwise agreed after the dismissal has taken place, the employee shall be entitled to leave of absence on full salary for the purpose of participating, during his/her period of notice, in an employment programme, in voluntary or officially sponsored jobseeking and job interviews, in employment policy adult education, traineeship and on-the-job on---the---job training or redeployment training according to his/her employment programme. The length of leave shall be determined by the length of the employment relationship in the following manner:
Appears in 1 contract
Samples: ytn.fi
