Principle of continuous negotiations. If one of the parties to this Collective Agreement wishes to initiate a process of amending or supplementing the Agreement, it shall present to the other party a justified written proposal to which the other party shall respond in the same manner in writing without delay. If the parties reach an agreement on amending or supplementing the Agreement, the amendment may enter into force in a manner agreed on by the parties despite the fact that the period of validity of the Collective Agreement has not expired. In other respects, the negotiation procedure between the parties is subject to the provisions on the order of negotiation laid down in this Agreement. The above provisions do not change the commitment to labour market harmony between the parties in accordance with the Collective Agreements Act. Thus, if negotiations in accordance with the principle of continuous negotiations are inconclusive, it shall not mean that the validity of the Collective Agreement provision which the proposed amendment concerned has expired, nor shall it mean the cancellation of the related commitment to labour market harmony.
Principle of continuous negotiations. 1. If one of the parties to this Collective Agreement wishes to take the initiative to amend or supplement the agreement, it shall submit a reasoned written proposal to the other party, to which the latter shall respond in writing in the same manner without delay.
2. If the parties agree to amend or supplement the agreement, the amendment may be put into effect by agreement between the parties, notwithstanding that the period of validity of the Collective Agreement has not expired.
Principle of continuous negotiations. 1. If one of the parties to this Collective Agreement wishes to initiate a process for amending or supplementing the Agreement, it must present to the other party a justified written proposal to which the other party must respond in the same manner, in writing, without delay.
2. If the parties reach an agreement on amending or supplementing the Agreement, the amendment may enter into force in a manner agreed on by the parties despite the fact that the Collective Agree- ment’s period of validity has not expired.
3. In other respects, the negotiation procedure between the parties is subject to the provisions on the order of negotiations laid down in this Agreement.
4. The above provisions do not change the commitment to labour market harmony between the parties in accordance with the Employment Contracts Act. Thus, if negotiations in accordance with the prin- ciple of continuous negotiations are inconclusive, it does not mean that the validity of the Collective Agreement provision which the proposed amendment concerned has expired, nor does it mean the cancellation of the related commitment to labour market harmony.
Principle of continuous negotiations. During the agreement term, the parties may review the functionality of the agreement, includ- ing the working hours provisions, in line with the principle of continuous negotiations, and make jointly agreed changes to it to ensure its functionality. SERVICE SECTOR EMPLOYERS PALTA Tuomas Aarto Minna Ääri TRADE UNION PRO Xxxxx Xxxxxxx Xxxxx Xxxxxx SERVICE SECTOR EMPLOYERS PALTA TRADE UNION PRO WAGE SYSTEM FOR SALARIED EMPLOYEES The wage system forms the basis of the company’s remuneration policy. It must be designed so as to ensure fair and equal treatment for all employees. It must motivate and guide em- ployees’ behaviour at work in a correct and purposeful direction. The wage system is one of the instruments of sensible, flexible management and leadership. Its success depends on how it is used, maintained and developed. The starting point for a wage system for salaried employees is to measure the demands of jobs fairly and objectively. Job demand evaluations form a part of the wage system and help to ensure fair remuneration. The evaluation system must take into account how work should develop to allow the organisation to progress. The classification is done using the competence classification system created for salaried employees in the ICT sector. The system has two elements: a salary element determined according to the demands and competence level of the tasks; and an individual element based on individual employees’ competence and performance. Local agreements can also be made for different wage systems with similar levels. This wage system does not apply to senior salaried employees. Competence classification is conducted by a specially appointed task force, consisting of rep- resentatives of the employer and the employees (e.g. 1+1 or 2+2). The classification will be reviewed by the task force or, if agreed locally, by the shop xxxxxxx and the employer’s rep- resentative. The evaluation of a set of tasks is based on the job description. In order for the demands (competence level) of tasks to be measured as reliably as possible, job descriptions must be closely linked to the content of the job and indicate the content, responsibilities and relation- ships of the job as clearly as possible. It is important that the managers and employees agree on the tasks included in the job. At the end of the wage system description there is an example of a job description form. The demands of a job are evaluated using a four-part indicator, resulting in a compet...
