Common use of Shop xxxxxxx’x employment relationship Clause in Contracts

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship with their employer as are other employees. Shop stewards are responsible for per- sonally complying with the general terms of employment and working hours, line management’s instructions and the regulations at the workplace. 2. The shop xxxxxxx’x opportunities for development and career advancement must not be weakened due to their position as a shop xxxxxxx. 3. An employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements must not re- xxxx in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x professional qualifications or compe- tence, a departure from this stipulation may be made. If the shop xxxxxxx con- xxxxxx that their employment was terminated or that they were laid off in violation of the provisions set out above, the shop xxxxxxx has the right to demand that the matter be resolved between the labour market organisations. 7. A shop xxxxxxx’x employment contract may not otherwise be terminated based on legal grounds for termination without observing the provision on consent of a majority of employees, as required by the Employment Contracts Act, chapter 7, section 10, subsection 1, which is to be ascertained by Trade Union Pro or Trade Union Unio. 8. The shop xxxxxxx’x employment must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter 3, section 1 the Employment Contracts Act. Nor may the shop xxxxxxx’x employment be termi- nated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- ees. 10. The stipulations of this subsection must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union has in- formed the employer of the person’s nomination in writing. Protection for a can- didate nevertheless begins no earlier than three (3) months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions of this subsection are also applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under the Col- lective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreement, the employer must pay compensation to the shop xxxxxxx, with the minimum amount being the salary for 10 months and the maximum amount the salary for 30 months. The compensation is to be set on the same grounds as provided in chapter 12, section 2, subsection 2 of the Employment Contracts Act. Any violation of the rights under this Agreement must be taken into account as a factor that increases the amount of compensation. If the court considers that the prerequisites for continuing the employment or for reinstating an already terminated employment relationship exist and the employment is not continued irrespective of this, this factor must be taken into account as an especially weighty reason when determining the amount of compensation.

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship relationship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship relation- ship with their employer as are other employees. Shop stewards are responsible respon- sible for per- sonally personally complying with the general terms of employment and working hours, line management’s instructions and the regulations at the workplace. 2. The shop xxxxxxx’x opportunities for development and career advancement must not be weakened due to their position as a shop xxxxxxx. 3. An employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying carrying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements ar- rangements must not re- xxxx result in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-production- related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x professional qualifications or compe- tencecompetence, a departure from this stipulation may be made. If the shop xxxxxxx con- xxxxxx considers that their employment was terminated or that they were laid off in violation of the provisions set out above, the shop xxxxxxx stew- ard has the right to demand that the matter be resolved between the labour market organisations. 7. A shop xxxxxxx’x employment contract may not otherwise be terminated based on legal grounds for termination without observing the provision on consent of a majority of employees, as required by the Employment Contracts Con- tracts Act, chapter 7, section 10, subsection 1, which is to be ascertained by Trade Union Pro or Trade Union UnioPro. 8. The shop xxxxxxx’x employment must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter 3, section sec- tion 1 the Employment Contracts Act. Nor may the shop xxxxxxx’x employment employ- ment be termi- nated terminated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- eesem- ployees. 10. The stipulations of this subsection must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union un- ion has in- formed informed the employer of the person’s nomination in writing. Protection Protec- tion for a can- didate candidate nevertheless begins no earlier than three (3) months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions provi- sions of this subsection are also applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under un- der the Col- lective Collective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form inform the union local concerned or other regional member mem- ber union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreement, the employer must pay compensation to the shop xxxxxxxstew- ard, with the minimum amount being the salary for 10 months and the maximum max- imum amount the salary for 30 months. The compensation is to be set on the same grounds as provided in chapter 12, section 2, subsection 2 of the Employment Contracts Act. Any violation of the rights under this Agreement must be taken into account as a factor that increases the amount of compensationcom- pensation. If the court considers that the prerequisites for continuing the employment em- ployment or for reinstating an already terminated employment relationship exist and the employment is not continued irrespective of this, this factor must be taken into account as an especially weighty reason when determining determin- ing the amount of compensation.

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship relationship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship rela- tionship with their employer as are other employees. Shop stewards are responsible for per- sonally personally complying with the general terms of employment and working hours, line management’s instructions and the regulations at the workplace. 2. The shop xxxxxxx’x opportunities for development and career advancement advance- ment must not be weakened due to their position as a shop xxxxxxx. 3. An employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying carrying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements ar- rangements must not re- xxxx result in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-production- related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x professional qualifications or compe- tencecompetence, a departure from this stipulation may be made. If the shop xxxxxxx con- xxxxxx considers that their employment was terminated or that they were laid off in violation of the provisions set out above, the shop xxxxxxx has the right to demand that the matter be resolved between the labour market organisations. 7. A shop xxxxxxx’x employment contract may not otherwise be terminated based on legal grounds for termination without observing the provision on consent of a majority of employees, as required by the Employment Contracts Con- tracts Act, chapter 7, section 10, subsection 1, which is to be ascertained by Trade Union Pro or Trade Union UnioPro. 8. The shop xxxxxxx’x employment must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter 3, section 1 the Employment Contracts Act. Nor may the shop xxxxxxx’x employment xx- ployment be termi- nated terminated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- eesemployees. 10. The stipulations of this subsection must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union has in- formed informed the employer of the person’s nomination in writing. Protection for a can- didate candidate nevertheless begins no earlier than three (3) months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions provi- sions of this subsection are also applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under the Col- lective Collective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form inform the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreement, the employer must pay compensation to the shop xxxxxxxstew- ard, with the minimum amount being the salary for 10 months and the maximum amount the salary for 30 months. The compensation is to be set on the same grounds as provided in chapter 12, section 2, subsection 2 of the Employment Contracts Act. Any violation of the rights under this Agreement Agree- ment must be taken into account as a factor that increases the amount of compensation. If the court considers that the prerequisites for continuing the employment or for reinstating an already terminated employment relationship rela- tionship exist and the employment is not continued irrespective of this, this factor must be taken into account as an especially weighty reason when determining the amount of compensation.

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement Agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship relationship which differ from the terms of employment of other bank employees. In other respects, a shop stewards are xxxxxxx is in the same position in the job relationship with their his/her employer as are other bank employees. Shop stewards are The shop xxxxxxx is responsible for per- sonally complying with the personally observing general terms of employment and working hours, line management’s instructions and the regulations as well as rules of order at the workplace. 2. The shop xxxxxxx’x opportunities for development and career carreer advancement must not be weakened due to their position acting as a shop xxxxxxx. 3. An A bank employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying out exercise of the shop xxxxxxx’x duties, other work must shall be arranged for the shop xxxxxxxhim or her, while taking into account the conditions in of the company or its operating unit and the shop xxxxxxx’x professional skillsskill. Such arrangements An arrangement of this kind must not re- xxxx lead to a lowering in the shop xxxxxxx’x income being reducedincome. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend in income for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x his professional qualifications or compe- tencecompetence, a departure from this stipulation may can be made. If the shop xxxxxxx con- xxxxxx considers that their employment was he/she has been terminated or that they were laid off in violation of against the provisions set out above, the shop xxxxxxx has he shall have the right to demand that the matter be resolved settled between the labour market organisations. 7. A Otherwise a shop xxxxxxx’x employment contract may shall not otherwise be terminated based on under legal grounds for termination without observing the provision on consent of a majority of the bank employees, as required by the Employment Contracts Act, chapter Chapter 7, section Section 10, subsection Subsection 1, which is to be ascertained by Trade Union Pro or Trade Union UnioNousu. 8. The shop xxxxxxx’x employment relationship must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to rules of order set out in chapter 3, section 1 the Employment Contracts Act, Chapter 3, Section 1. Nor may the shop xxxxxxx’x employment be termi- nated terminated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- eesbank employees. 10. The stipulations provisions of this subsection paragraph must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union has in- formed informed the employer of the person’s nomination in writing. Protection for a can- didate candidate nevertheless begins shall begin no earlier than three (3) 3 months before the start of the term of office of the chief shop xxxxxxx who is to be elected and endsend, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions of this subsection are paragraph shall also be applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their his or her employment no later than one at least a month before the commencement of the period of notice under according to the Col- lective Collective Agreement. The reason for the termination must be stated entered in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must shall also in- form inform the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreementthe present Agreement, the employer must shall pay compensation to the shop xxxxxxx, with the xxxxxxx to a minimum amount being the salary for of 10 months and the a maximum amount the salary for of 30 monthsmonths of salary. The compensation is to be set on the same grounds as provided are prescribed in chapter 12, section 2, subsection 2 of the Employment Contracts Act, Chapter 12, Section 2, Subsection 2. Any violation Violation of the rights under this Agreement must shall be taken into account as a factor that increases the amount of compensation. If the court considers that the prerequisites for continuing the employment or for reinstating an already terminated employment relationship exist and the employment is not continued irrespective of this, this factor must shall be taken into account as an especially weighty reason when determining in setting the amount of compensation.

Shop xxxxxxx’x employment relationship. 1. As Unless otherwise provided in this agreement, the position of a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related xxxxxxx in relation to the employer is no different from that of any other employee. A shop xxxxxxx’x employment rela- tionship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship with their employer as are other employees. Shop stewards are responsible for per- sonally complying xxxxxxx is personally obliged to comply with the general terms and conditions of employment and employment, working hours, line management’s the instructions given by the management and the regulations at of the workplace. 2. The A shop xxxxxxx’x opportunities for development to develop and career advancement advance in his or her profession must not be weakened due to their position undermined because of his or her role as a shop xxxxxxx. The earnings development of a shop xxxxxxx and chief shop xxxxxxx must be in line with the overall earnings development in the company. During retroactive protection, a shop xxxxxxx is offered further or supplementary training alongside his or her work to enable him or her to return to his or her previous duties or a post of equivalent importance. 3. An employee acting as a shop xxxxxxx must may not, whilst exercising these in the course of his or her duties or because of themfor that reason, be transferred without their consent to more poorly a lower-paid work or without an especially weighty reason to another job than the one they he or she held at when elected as a shop xxxxxxx. Nor may he or she be transferred to a job of lesser value if the time of being elected shop xxxxxxx and they must employer can offer him or her other work that matches his or her skills. He or she may not be coerced or dismissed because of their his or her position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements must not re- xxxx in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force workforce is cut reduced or laid off for economic or production-related production reasons, the arrangements observed order must be such that the shop xxxxxxx is the last person to be affected by such a measure. If the a shop xxxxxxx cannot be offered work a job corresponding to the shop xxxxxxx’x professional qualifications his or compe- tenceher profession or qualifications, a departure from this stipulation provision may be madewaived. If the a shop xxxxxxx con- xxxxxx considers that their employment was terminated he or that they were she has been dismissed or laid off in violation breach of the provisions set out aboveabove provisions, the shop xxxxxxx he or she has the right to demand that the matter be resolved settled between the labour market organisationsparties to the collective agreement. 75. A shop xxxxxxx’x The employment contract of a shop xxxxxxx may not otherwise be terminated based on legal grounds for termination reasons attributable to the shop xxxxxxx without observing the provision on consent of a majority of the employees, as required by Chapter 7, Section 10(1) of the Employment Contracts Act, chapter 7, section 10, subsection 1, which is shall be checked by the parties to be ascertained by Trade Union Pro or Trade Union Uniothe collective agreement. 86. The shop xxxxxxx’x employment must may not be terminated cancelled pursuant to Chapter 8, Section 1(1) of the Employment Contracts Act on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter administrative provisions of Chapter 3, section 1 Section 1, of the Employment Contracts Act. Nor may the shop xxxxxxx’x employment be termi- nated on the grounds of sickness without observing the full period of notice for terminating employment. 97. In When assessing the grounds for terminating cancelling the employment contractof a shop xxxxxxx, the shop xxxxxxx must not be placed in at a weaker position disadvantage compared with to other employ- eesemployees. 108. The stipulations of this subsection must above provisions on job security also be applied apply to a candidate for chief shop xxxxxxx candidate, who has been nominated communicated to the employer in writing by the union, whereby workplace chapter or the union has in- formed employees’ organisation which is a party to the employer of collective agreement (candidate protection). Candidate protection begins at the person’s nomination in writing. Protection for a can- didate nevertheless begins no earlier than three (3) earliest two months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, ends for any candidate other than non-elected persons after the shop xxxxxxx elected in a ballot, when the union election result has established the result of the ballotbeen declared. 119. In respect of The job security provisions apply to an employee who has acted served as a chief shop xxxxxxx, the provisions of this subsection are also applied xxxxxxx or company shop xxxxxxx for six (6) months after the end of their his or her term of office as chief a shop xxxxxxx (retroactive protection). 10. Notice of termination of employment shall be given to the shop xxxxxxx at least one month before the start of the notice period provided for in the collective agreement. The notice of termination of employment given to the shop xxxxxxx shall state the reason for the termination. In such a situation, the employer shall inform the deputy shop xxxxxxx or, where there is no deputy, the workplace chapter or, where there is no workplace chapter, both signatory employee organisations, of the termination of the position of shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under the Col- lective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 1311. If the a shop xxxxxxx’x employment contract has been is terminated in violation of this agreement, the employer must pay compensation to shall compensate the shop xxxxxxx, xxxxxxx with the a minimum amount being the of 6 months’ salary for 10 months and the a maximum amount the salary for of 30 months’ salary. The compensation is to shall be set determined on the same grounds basis as provided for in chapter Chapter 12, section 2, subsection Section 2 of the Employment Contracts Act. Any violation of the The fact that a shop xxxxxxx’x rights under this Agreement must contract have been infringed shall be taken into account as a factor that increases the amount an additional element of compensation. If the court considers that the prerequisites conditions for continuing the employment relationship or for reinstating an already terminated employment relationship that has already ended exist and the employment relationship is nevertheless not continued irrespective of thiscontinued, this factor must be taken into account as an especially weighty reason a particularly serious factor when determining the amount of compensation. 12. In the event of a dispute concerning the termination of the employment of a shop xxxxxxx within the meaning of this agreement, local negotiations and negotiations between the parties to the collective agreement shall be initiated and conducted without delay after the ground for termination has been contested. 13. A shop xxxxxxx may not be pressured or dismissed for performing his or her duties. 14. The provisions on the job security of a shop xxxxxxx also apply to a deputy shop xxxxxxx.

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship relationship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship with their employer as are other employees. Shop stewards are responsible for per- sonally personally complying with the general terms of employment and working hours, line management’s instructions and the regulations at the workplace. 2. The shop xxxxxxx’x opportunities for development and career advancement must not be weakened due to their position as a shop xxxxxxx. 3. An employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying carrying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements must not re- xxxx result in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x professional qualifications or compe- tencecompetence, a departure from this stipulation may be made. If the shop xxxxxxx con- xxxxxx considers that their employment was terminated or that they were laid off in violation of the provisions set out above, the shop xxxxxxx has the right to demand that the matter be resolved between the labour market organisations. 7. A shop xxxxxxx’x employment contract may not otherwise be terminated based on legal grounds for termination without observing the provision on consent of a majority of employees, as required by the Employment Contracts Act, chapter 7, section 10, subsection 1, which is to be ascertained by Trade Union Pro or Trade Union Unio. 8. The shop xxxxxxx’x employment must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter 3, section 1 the Employment Contracts Act. Nor may the shop xxxxxxx’x employment be termi- nated terminated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- eesemployees. 10. The stipulations of this subsection must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union has in- formed informed the employer of the person’s nomination in writing. Protection for a can- didate candidate nevertheless begins no earlier than three (3) months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions of this subsection are also applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under the Col- lective Collective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form inform the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreement, the employer must pay compensation to the shop xxxxxxx, with the minimum amount being the salary for 10 months and the maximum amount the salary for 30 months. The compensation is to be set on the same grounds as provided in chapter 12, section 2, subsection 2 of the Employment Contracts Act. Any violation of the rights under this Agreement must be taken into account as a factor that increases the amount of compensation. If the court considers that the prerequisites for continuing the employment or for reinstating an already terminated employment relationship exist and the employment is not continued irrespective of this, this factor must be taken into account as an especially weighty reason when determining the amount of compensation.

Shop xxxxxxx’x employment relationship. 1. As a condition for carrying out the shop xxxxxxx’x duties successfully, this agreement sets out the factors related to the shop xxxxxxx’x employment rela- tionship relationship which differ from the terms of employment of other employees. In other respects, shop stewards are in the same position in the job relationship with their employer as are other employees. Shop stewards are responsible for per- sonally personally complying with the general terms of employment and working hours, line management’s instructions and the regulations at the workplace. 2. The shop xxxxxxx’x opportunities for development and career advancement must not be weakened due to their position as a shop xxxxxxx. 3. An employee acting as a shop xxxxxxx must not, whilst exercising these duties or because of them, be transferred without their consent to more poorly paid work or without an especially weighty reason to another job than the one they held at the time of being elected shop xxxxxxx and they must not be coerced or dismissed because of their position as a shop xxxxxxx. 4. If the ordinary work of a person elected as shop xxxxxxx interferes with the car- rying carrying out of the shop xxxxxxx’x duties, other work must be arranged for the shop xxxxxxx, while taking into account the conditions in the company or its operating unit and the shop xxxxxxx’x professional skills. Such arrangements must not re- xxxx result in the shop xxxxxxx’x income being reduced. 5. The trend in the shop xxxxxxx’x income must be in line with the earnings trend for the given level of performance in the entire financial sector. 6. If the company’s labour force is cut or laid off for economic or production-production- related reasons, the arrangements observed must be such that the shop xxxxxxx is the last to be affected by such a measure. If the shop xxxxxxx cannot be offered work corresponding to the shop xxxxxxx’x professional qualifications or compe- tencecompetence, a departure from this stipulation may be made. If the shop xxxxxxx con- xxxxxx considers that their employment was terminated or that they were laid off in violation of the provisions set out above, the shop xxxxxxx has the right to demand that the matter be resolved between the labour market organisations. 7. A shop xxxxxxx’x employment contract may not otherwise be terminated based on legal grounds for termination without observing the provision on consent of a majority of employees, as required by the Employment Contracts Act, chapter 7, section 10, subsection 1, which is to be ascertained by Trade Union Pro or Trade Union UnioPro. 8. The shop xxxxxxx’x employment must not be terminated on the grounds that the shop xxxxxxx has violated the instructions referred to in chapter 3, section 1 the Employment Contracts Act. Nor may the shop xxxxxxx’x employment be termi- nated terminated on the grounds of sickness without observing the full period of notice for terminating employment. 9. In assessing the grounds for terminating the employment contract, the shop xxxxxxx must not be placed in a weaker position compared with other employ- eesemployees. 10. The stipulations of this subsection must also be applied to a candidate for chief shop xxxxxxx who has been nominated by the union, whereby the union has in- formed informed the employer of the person’s nomination in writing. Protection for a can- didate candidate nevertheless begins no earlier than three (3) months before the start of the term of office of the chief shop xxxxxxx who is to be elected and ends, for any candidate other than the shop xxxxxxx elected in a ballot, when the union has established the result of the ballot. 11. In respect of an employee who has acted as chief shop xxxxxxx, the provisions of this subsection are also applied for six (6) months after the end of their term as chief shop xxxxxxx. 12. A shop xxxxxxx must be informed of the termination of their employment no later than one month before the commencement of the period of notice under the Col- lective Collective Agreement. The reason for the termination must be stated in the notice of redundancy or dismissal given to the shop xxxxxxx. The employer must also in- form inform the union local concerned or other regional member union of the notice given to the shop xxxxxxx. 13. If the shop xxxxxxx’x employment contract has been terminated in violation of this agreement, the employer must pay compensation to the shop xxxxxxx, with the minimum amount being the salary for 10 months and the maximum amount the salary for 30 months. The compensation is to be set on the same grounds as provided in chapter 12, section 2, subsection 2 of the Employment Contracts Act. Any violation of the rights under this Agreement must be taken into account as a factor that increases the amount of compensation. If the court considers that the prerequisites for continuing the employment or for reinstating an already terminated employment relationship exist and the employment is not continued irrespective of this, this factor must be taken into account as an especially weighty reason when determining the amount of compensation.