A strong will made a professional dream come true

Berivan Suleiman, 28, walks through the parking garage of a shopping center in Helsinki looking for an old couple’s car amongst hundreds of vehicles. During a shopping trip, the couple has forgotten the location of their car. When the car is finally found, the couple is overflowing with gratitude.

– As a security guard and steward, you get to help and advice customers in a variety of situations. Most of our time we are patrolling and answering customers’ questions. An alarm call or an urgent problem is an exceptional situation, says Suleiman, who works for Avarn.

In a shopping center, the reason for the alarm call is often shoplifting or disruptive customer behavior.

When she receives an alarm, Suleiman takes off running. She feels adrenaline rushing through her body and is curious and eager to find out what’s going on.

– Primarily, we solve challenging situations by talking. Only if that doesn’t help, we have to resort to force. Often the mere arrival of the security guard calms down the situation, says Suleiman.

In addition to a shopping centre, she has worked e.g. in the metro, Kela service points and the Immigration Office Migri.

Not a nurse, but a security guard

After coming to Finland as a refugee with her two-year-old daughter in 2015, Suleiman noticed that there were native Finnish women working as guards, but she did not see a single female guard with a migrant background.

– I wanted to show that even we immigrant women can work as security guards. We are strong and able.

She paid attention to this, because she had dreamed of working as a security guard or a police officer for a long time. The young mother who fled the war in Syria through Turkey applied for asylum specifically in Finland, because in Finland a police officer does not need to be of Finnish origin. Even a citizen with a foreign background can work as a police officer.

There was a dark reason for her dreams: Suleiman, who was forced into marriage as a minor, had a violent husband. The violence continued in Finland, even though her husband stayed in Turkey. In the eyes of her relatives who had arrived in Finland earlier, Suleiman had acted shamefully when she divorced from her husband and took their child with her.

– I thought that if I am a security guard or a police officer, I can protect myself and my daughter.

Many people tried to discourage Suleiman from having these dreams. The employee in the employment office said that someone who is born abroad cannot work as a security guard and suggested instead a job as a nurse, cleaner or hairdresser. Suleiman’s relatives were sure that a petite woman such as Suleiman could not be admitted to security guard studies.

However, Suleiman kept her head, and found out that the door to security guard studies was open for her too. A Finnish friend helped her to fill out the application, and Suleiman got to an interview and was admitted to the school. She completed her degree in just one year.

– I feel empowered and confident, says Suleiman, who has worked in the sector for three years now.

Language skills a strength

As a woman with a migrant background, Suleiman is still a rare sight among security guards. Many customers have come to her and said that she is brave, but not everyone has been happy with her career choice.

– Especially when I was working in the metro I often unintentionally ended up on social media videos. Some people think that I go against my culture and that I should stay home and take care of my children. I have also received threats through social media. But I don’t care. I think that the people who are telling me off are not able to do the same as I have done.

She has also received racist treatment from customers as well as some of her colleagues.

– Colleagues may talk negatively about immigrants in general terms. I always tell them that we are not all the same, not all native Finns are the same either.

Her immigrant background has also been a strength for Suleiman in her working life. A security guard who knows Arabic and Kurdish has often been called to help when the language barrier between a Kela or Migri authority and a customer has grown too big.

A professional in the service industry

Suleiman’s working days are often 12–13 hours long. As a counterbalance, there are more days off than usual.

During the long hours, the importance of colleagues is further emphasized.

– The best thing about my work is my colleagues. We often chat a lot during the day. I have also learned a lot from my colleagues. My skills in Finnish are improving every day.

According to Suleiman, a good security guard is calm and friendly. She has kept in mind the advice she got earlier: always meet the customer with a smile. Security guards and stewards are service professionals.

Recently, the security industry has shown itself in a very bad light. The guards have been convicted for assaults and too harsh behavior.

According to Suleiman, there are still problems in the industry, but she emphasizes that all professionals and the entire industry should not be slandered.

Working as a police officer is still a dream for this young woman. However, the lack of Finnish citizenship stands in the way of her dream coming true. Suleiman has been living in Finland for eight years now, but the application is stuck in Migri due to ambiguities regarding her documents.

– I firmly believe that one day I will be a police officer. It may take five or ten years, it doesn’t really matter, Suleiman says.

Original text: Anu Vallinkoski
Images: Eeva Anundi

A member of PAM can at times be out of the workforce. Notify PAM, because you do not need to pay membership fees during such periods without salary.  

Occupational health and safety in the workplace – cooperation and collaboration

At work, the employer is responsible for the health and safety of their workers. Workers also have their obligations regarding occupational health and safety. Occupational health and safety is part of industrial cooperation.

PAM announced a three-day political strike in trade logistics centres – ”The government is changing the rules of the game in favour of the employers”

PAM’s Executive Committee decided on new political strikes as Orpo-Purra’s government has not heard the workers’ distress.

The government has already weakened the income security of part-time workers on low pay and the unemployed, and is further planning to change Finnish working life drastically by making it easier to dismiss workers, restricting the right to strike, and by making the first day of sick leave unpaid.

In addition, the government also wants to change the Finnish labour market model to be even more employer-friendly by expanding local bargaining to companies that do not belong to a employers’ association.

— As with the government’s cuts in social security, also in local bargaining, the workers who are already in the weakest position are hardest hit by the government’s proposed measures, says PAM’s President Annika Rönni-Sällinen.

Many young people and immigrants work in the service industry, working alone is commonplace, and the turnover is high.

—It makes you wonder who would agree on matters on behalf of others and how equitable it would be when the right to agree on weaker terms would now extend completely to companies outside the support and control of the unions and employers’ associations. It is indeed a strange idea that the government would know better than the social partners what kind of local agreement models work for different industries. The proposed changes may very well only deepen the division in the labour market, says Rönni-Sällinen.

The government’s plans do not enjoy the support of the citizens. According to a survey conducted by Verian (formerly TNS-Kantar) for PAM, 65 percent of the working-age population believe that employers have better opportunities to influence the end result when working conditions are agreed locally.

The government justifies its actions with economic and employment effects, but there is actually no scientific or other credible evidence of the employment effects of local bargaining.

—The balance of bargaining could be improved and the worst excesses mitigated if the preference of interpretation of local agreements was transferred to employees. That would be a true Swedish model, Rönni-Sällinen proposes.

Local bargaining refers to agreeing on the terms of the employment or changes to the terms of the employment at workplace level. Local agreements can always provide better terms for the employee than the law or the collective agreement, but weakening the terms can only be agreed locally if the law and the collective agreement allow it. The government wants to make it possible to agree on weaker terms even for companies that are not part of the employers’ association and without the workers being represented by a union representative trained for the task, even if the collective agreement requires it.

There are several significant risks in the proposed changes: First of all, employers who already treat their employees poorly would be given more opportunities to weaken the workers’ position. Secondly, in competitive domestic market sectors, the expansion of local bargaining tends to increase unfair competition between companies, which ultimately results in an outcome that is worse for everyone. In addition, companies’ incentives to organize weaken, which undermines the very foundation of a model based on universally binding collective agreements. As a whole, there may be less local bargaining, if the possibilities for local bargaining have to be reduced in collective agreements in order to prevent uncontrolled development.

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As a PAM member, you get help with employment issues, can improve your skills through free trainings, and enjoy many benefits both at work and in your free time.

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Employment advice – worth €200 per hour

Problems or questions about your pay or contract? Contact us and get expert help.

Career services and interview simulation – worth €300

Do you want a career change or more confidence in the job search? Personal coaching and review of documents is part of the membership.

Lawyer at your side – worth over €20 000

Legal proceedings in employment disputes can be expensive, but not for PAM members. A lawyer will handle the case in district and appeals court.

Low-cost holidays – save €225 or more

Members can get a weekend at a holiday cabin at up to €225 below normal fee. Organise vacation with your friends and save hundreds. Read about benefits

All-inclusive training – worth €400

Participate in training that includes lodging, meals and training by experts. All this free of charge for PAM members.

All this and much more is part of PAM membership

Savings, support and security in working life. PAM’s experts, lawyers and coaches are with you at all stages of working life. And you also get many other member benefits.

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You get security and advocacy in working life.

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STOP now! demonstration on 1 February in Helsinki – come along!

The trade unions have stressed the severe human impact of the many changes in legislation that cut unemployment and social security, restrict the right to strike and weaken terms of employment. The SAK and trade unions are worried about the consequences for individuals and the labour market. But the government has not taken these concerns seriously and has not agreed to true dialogue with workers and the trade union movement.

Therefore, SAK and STTK are accordingly calling on all individuals and civil society organisations who are concerned about this government policy to join the demonstration. The common message from the unions and their allies to a government seeking cuts in working conditions and public wellbeing is to suspend these preparations at once. 

—The first cuts affecting the unemployed have already taken effect and the government is already preparing further measures. Weaker job security, unpaid sick leave and restrictions on the right to strike are just around the corner. The attack on employee rights will enable a massive increase of social inequality in Finland,” says SAK President Jarkko Eloranta. 

PAM President Annika Rönni-Sällinen encourages everyone to take part in the demonstration.

—No previous government has ignored workers as this government does in its policies. Now it’s time to show that we won’t accept it.

Bus transport from provincial centres will be arranged for demonstrators attending from other parts of Finland. Food and programme events will also be arranged at Helsinki Senate Square. Several civil society organisations have already declared their intention to join the demonstration. 

Read more about the demonstration

Using chairs at work

Employers are responsible for their workers’ health and safety, including appropriate seats. Employers may not forbid the use of chairs at work without a good work-related cause and hearing the workers.

Standing together in times of uncertainty

For Atma Trade Oy, whose operations and business relied mainly on cross-border trade with Russia, the border closure caused an immediate and severe disruption. Supply chains collapsed, contracts were lost, and revenue plummeted as trade ground to a halt.

With no viable alternative markets ready to replace the cross-border Russian trade, the company faced critical financial strain, forcing it to make difficult workforce reductions.

For many workers at Atma Trade Oy, layoffs were an all-too-familiar hardship. The economic strain caused by Finland’s border closure with Russia marked yet another wave of uncertainty, coming not long after the difficult workforce reductions of the COVID-19 pandemic. The anxiety wasn’t new, but the impact was just as real.

As a PAM representative at Atma Trade Oy, I saw firsthand how fatigue, frustration, and concern weighed on employees. Some had already rebuilt after previous layoffs, only to find themselves facing unemployment again. My role was clear: to stand with my colleagues, provide guidance, and ensure they had the support they needed.

When Layoffs Become a Recurring Reality

Unlike the suddenness of the pandemic workforce cuts, this new round of layoffs carried a different kind of weight. Employees had seen it before, and the emotional toll of facing the same uncertainty again was undeniable. Questions arose, not just about severance and reemployment, but about stability, resilience, and the long-term prospects for workers in industries affected by border policies.

Throughout this process, Juha Lokko, Organizational Officer at the Kouvola PAM office, was instrumental in providing much-needed support and guidance. He kept both employees, and the company informed about labor laws, ensuring that every step taken was fair and transparent. His advice helped workers understand their rights, navigate severance negotiations, and explore their options for reemployment.

Juha’s expertise wasn’t just appreciated by the employees, it was recognized by the company as well. His clear and professional approach contributed to a smoother, more constructive dialogue between workers and management during a tense period. His ability to provide clarity and reassurance played a significant role in helping employees move forward with confidence.

Looking back, I’m proud of how we handled the crisis together and moved on!

The Importance of Workplace Solidarity

One of the hardest parts of this experience was watching valued colleagues, some of whom had already overcome COVID-era job losses, face yet another setback. It reinforced an unfortunate truth: economic shifts often place workers in vulnerable positions, and too many employees are left navigating these crises alone.

In these moments, workplace solidarity became more than just a concept, it became a necessity. Supporting each other went beyond formal discussions; it was about simple acts of encouragement, sharing job leads, reviewing contracts, and ensuring that no one felt abandoned in the process.

Thanks to the guidance of PAM representatives, employees had a stronger foundation to weather these challenges.

Strength Through Experience

If these repeated workforce reductions have taught us anything, it’s that resilience is built together. The strength of a workplace isn’t just measured in productivity; it’s reflected in how employees support one another in difficult times.

While uncertainty remains, what’s clear is that fairness, transparency, and worker advocacy matter now more than ever. Employees deserve stability, and no worker should face these challenges alone.

I’m grateful to PAM for the tools, advice, and strength they provided during that time and even more grateful to be part of a union that doesn’t just speak for workers, but stands with them, especially when it matters most.

Why Every Worker Should Join PAM

After seeing colleagues face layoffs twice in such a short period, I’ve come to appreciate just how important it is to have a strong support system. PAM provides workers with guidance, advocacy, and collective strength, ensuring that employees aren’t left to navigate uncertainty alone.

The support of PAM professionals has made a tangible difference, showing the true value of union representation. Whether it’s securing fair treatment, negotiating better conditions, or simply knowing that you have someone in your corner, PAM stands with workers every step of the way. If you’re not yet a member, now is the time to join.

This blog post is written by Alain Christian Nsengiyumva, Shop steward at Atma Trade Oy

PAM stands up for its members: Court victory means over €40,000 in compensation to employee and a large bill for the employer

Being a member of Service Union United PAM has its advantages. This was proven by a case where a union member working in the security sector received help after being unfairly dismissed.

The dispute, which was handled by the Helsinki Court of Appeal, ended favourably for the member, with the employer being ordered to pay over €40,000 in compensation. Additionally, the employer was required to cover over €11,000 in legal and other costs.

Dismissed for being a few minutes late

With PAM’s support, the employee sought compensation in court for wrongful dismissal. The dismissal occurred after the employer claimed the employee had neglected their duties, including being a few minutes late to work.

However, PAM believed that the true reason behind the dismissal was the employer’s desire to get rid of the employee, which is an illegal motive under the law. PAM also suspected that the employee’s health condition played a role, which would constitute discriminatory grounds.

According to PAM, the employer had acted wrongly by not addressing the lateness and other alleged issues within a reasonable time, as required by the Employment Contracts Act. For example, one instance of lateness cited by the employer occurred five months before the hearing that led to the dismissal. Furthermore, some instances of lateness used in the employer’s arguments dated back several years.

—If an employee is neglecting their duties or making mistakes, the employer must bring these issues to the employee’s attention soon after they happen, so the employee has a chance to correct them. After a long time has passed, it’s not always possible to rely on these issues as grounds, explains Arja Pohjola, Legal Affairs Manager at PAM.

Pohjola stresses that when an employee is dismissed, the grounds for the dismissal must be valid, and the reasons must always be proper and weighty.

—In addition, if an employee’s health condition prevents them from performing the duties agreed upon in the employment contract, the employer is required to first adjust the duties or explore the possibility of offering the employee another role before proceeding with dismissal. This did not happen in this case.

Court of Appeal increased compensation due to the employer’s conduct in the dismissal

The employee had already won the dispute with PAM’s help in the District Court, where the employer was ordered to pay compensation. However, the employer was not satisfied with the decision and appealed to the Court of Appeal.

The Court of Appeal amended the ruling and increased the compensation to the employee for the unlawful termination. One reason for the increase was that the employer’s actions during the dismissal were deemed improper and insulting to the employee. Additionally, the court found that the employer had not explored the possibility of transferring the employee to another position, as required by law.

Text: Minna Räsänen

Protection in working life – PAM’s legal aid is an invaluable member benefit

PAM members have access to legal aid for disputes related to employment or working conditions. With this legal support, union members do not have to worry about covering court costs. PAM’s legal aid is excellent, as there is no deductible or upper limit for the costs.

The Service Union United PAM is needed. In 2023, the union’s service lines responded to over 100,000 phone calls or messages from members. Nearly 700 employment disputes were resolved, either through the union’s handling of the case or by providing legal aid. In 2022, PAM secured approximately €2.5 million in unpaid wages and compensation for workers, including cases of unlawful dismissal.