Edited: 09.01.2019 - 15:16
Keywords: Collective agreement
Facilities Services Sector - Collective agreement
Facilities services sector
Employers: Real Estate Employers
Agreement period: 1.2.2018 – 31.1.2020
PAM negotiates collective agreements for Facilities Services Sector. Collective agreement specifies the minimum terms and conditions of employment such as wages, working time, sick leave, annual leave, wages for the holiday period and holiday bonuses. For example wages should not fall below the minimum wages negotiated by PAM in the collective agreement. It is good to keep in mind that you cannot conclude an individual employment contract on weaker terms and conditions than those agreed upon in the collective agreement.
The new agreement will be updated as soon as possible. Pay scales 1.2.2018–31.1.2020.
Here you can read the National Conciliator's proposal in Finnish, which was accepted on 28.2.
What is new compared to the previous collective agreement?
The cuts proposed by the employers’ federation Real Estate Employers e.g. to working time supplements and working day length did not go through.
Pay will increase by an across-the-board increase of 1.6% from 1 April 2018 1.6% from 1 April 2019. Evening, night and shift supplements, on-call compensation, the seniority supplement and compensation for shop stewards and health and safety representatives will increase by 3.2% from 1 April 2018.
An important objective in the collective agreement negotiations was improvements to the provisions on time equivalent to working time. Under the new collective agreement, when calculating overtime annual holiday in accordance with the Annual Holidays Act, sick leave in accordance with the collective agreement and absences due to the sudden illness of a child under the age of 10 are counted as time equivalent to working time. Midweek public holidays are not treated as time equivalent to working time, however.
In terms of the job complexity element in the pay system, employers still decide the job complexity, but any disagreements are to be resolved according to a negotiating procedure. In cases of disagreement, the matter is negotiated by the trade unions and in extreme circumstances it can be decided by the Labour Court.
For small workplaces with less than 10 employees, a more approximate pay system may be drawn up.
An entry was added to the collective agreement that payment of excretion supplements is to be agreed locally.
The pay working group will develop the pay system during the agreement period.
How did the objectives set by PAM work out?
Wellbeing at work during working time
As regards increases to basic pay, additional time, overtime, Sundays, holiday eves and Saturdays taken as time off must be taken within a year instead of the previous 6 months.
In future the working time compensation period may be a maximum of 8 weeks instead of the current 4.
Local agreement that respects employees
A working group will be set up to examine what changes are needed to the provisions on shop stewards.
Trial periods remain 4 months, but a trial period may be extended due to disability and family leave in accordance with the Employment Contracts Act. The Employment Contracts Act allows a trial period to be extended to 6 months.
If a parent does not live in the same household as their child, they are entitled to look after a sick child and be paid for 1-3 days, even when the parent living permanently with the child is participating in measures under the unemployment security active model and is therefore unable to look after the child or arrange for care.
Final payoff to be made on the 10th day of the month following the end of employment.
An on-call agreement of indefinite duration and lasting over 2 months must be in writing.
For night work, transport for workers performing night work in accordance with the current government decision remains in place.
The joint activities agreement PT SAK 3.12.1997 (10.5.2001) becomes part of the collective agreement.