The contract may be terminated by dismissal by the employer, either for reasons of lack of work (collective redundancy) or for reasons related to the individual worker (individual dismissal). In both cases, termination is subject to the general condition laid down in Chapter 7(1) that the reason must be objective and material. The content of this condition may vary from case to case, but in any case the reason for dismissal must not be discriminatory or contrary to the employer`s duty of loyalty. Collective agreements are mainly in Finnish. Click here to see everyone. The employment contract between an AME and its employee is generally concluded for each contract. Under a new provision in Chapter 9 of the Employment Contracts Act, workers hired for another employer under his or her guardianship enjoy some basic protection, even if their own employer, such as for example. B an AME is not bound by a collective agreement. In this case, it is generally necessary to respect the minimum working conditions laid down in the collective agreement applicable to the appalling company. The health and safety of temporary agency workers at the workplace is protected by a 1997 government decree transposing COMMUNITY Directive 91/383. The right to family leave is regulated by Chapter 4 of the Employment Contracts Act.
Maternity, paternity and parental leave are granted for the period covered by the corresponding benefit under the Health Insurance Act (1963 as amended). Thus, maternity leave usually begins 30 days of the week before the calculated due date and lasts 105 days per week. Paternity leave is granted for 6 to 12 days per week as part of childbirth and for an additional 6 days at a later date. Maternity leave is followed by parental leave of 158 days per week, which can be used by the mother or father after his or her choice. According to a reform plan that has already been the subject of a political agreement, one month of parental leave would be reserved only for the father. The benefit to be paid to the worker does not exceed 70% of the previous salary. Under the Employment Contracts Act, the employer is not obliged to pay wages for the period of family departure. However, according to some collective agreements, the employee is entitled to full remuneration for the first two or three months of maternity leave.
As a rule, normal working time does not exceed 8 hours per day and 40 hours per week. Over a period of two weeks, working time shall not exceed 80 hours and 120 hours over a period of three weeks. Weekly hours may also be arranged in longer periods during which the average length of the week does not exceed 40 hours. Working hours may be regulated alternately by law or collective agreements, for example. B in two or three weeks. Overtime is subject to the individual consent of the worker for each occasion or for a given shorter period. Overtime is allowed up to 138 hours over a period of four months and up to 250 hours in a calendar year. The annual maximum can be exceeded on the basis of a local agreement with a maximum of 80 hours. The emergency work necessary in the event of an accident or any other unforeseen circumstance may be carried out for a maximum period of two weeks, regardless of other limits set by law or by agreement.
Overtime and emergency work, which go beyond the normal daily working time, are paid for the first two hours with an hour and a half and for any overtime with twice as much time. If the normal weekly working time is exceeded, the hours worked are paid at one and a half hours. The remuneration just explained may be replaced by corresponding paid free time, if agreed. The possibility of a local agreement on the payment of final wages has been completed. . . .