Collective Agreement

The collective agreement covers you against arbitrary dismissals and dismissals, because the contracts define the rules to be respected in the event of termination, i.e. the so-called termination procedures. Contrary to these restrictions, the law also defines certain mandatory elements that must be contained in a collective agreement (Article 23,1): the identity of the signatory parties, the scope and scope of the agreement and the date of its signature. In addition, the remuneration scales indicated must indicate the explicit levels of remuneration for all professions and categories (Article 23(2)). A collective agreement (TES) is a contract between a trade union and an employers` union on the terms and conditions of employment in this area. For example, if your company is a member of an employers` organization that has a collective agreement with a workers` association/union. Collective agreements are used to supplement legislation or negotiate specific contracts. The main principle is that collective agreements must not contain conditions that are inferior to the conditions laid down by law. There are provisions that are stipulated in collective agreements that are not governed by legislation.

These issues are, for example, travel expenses, vacation pay, additional days of leave (called “pekkasvapaat”) or sickness or maternity benefits. Read also: Collective agreement means significant benefits If you`re starting your new job, always check which collective agreement follows your job. Information on the benefits and rights guaranteed by the collective agreement is often valuable. The form, registration and publication of collective agreements must be in writing; Otherwise, they are null and void (Article 4(1) of the Law on Collective Labour). They must also be registered and published with the Ministry of Employment and Social Security. Registration shall take effect fifteen days after this filing, unless the Ministry has notified the parties of its formal refusal, which is permitted only on the grounds set out in the law. There is therefore a form of administrative control of certain requirements relating to the creation and content of collective agreements, which works by refusing registration. However, since the law does not give administrative authorities discretionary powers with regard to compliance with legal requirements, these are purely formal systems. The review of the legality of collective agreements is subject to the courts (Article 43). After registration, the agreements must be published within fifteen days at the Boletim de Trabalho e Emprego (Article 26). Such publication is essential at the beginning of its validity. Agreements are usually field-specific.

They include the conditions of employment of office workers working for example in the field of financing, information technology services, construction, metallurgy or data reporting. Collective agreements most often apply for a period of two years, sometimes three and sometimes one. Before the agreement expires, the union and the employer will enter into negotiations for an extension agreement. . . .