DO YOU KNOW YOUR TERMS OF WORK?

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DO YOU KNOW

YOUR TERMS

OF WORK?

Johannes T erv o

CONTENTS

Metal industry in Finland ...4

Equal treatment ...5

Contract of employment ... 6

COLLECTIVE AGREEMENT OF THE TECHNOLOGY INDUSTRIES 2007 – 2009 ... 13

Wage increases Year 2007 ... 13

Wage increases Year 2008 ... 16

Averaging of regular working hours ... 18

Working in three-shift ... 18

Overtime ... 19

Sick pay ... 20

Pay period ... 20

Care of a sick schild (under 10 years) ... 20

Annual holiday, annnual holiday pay, holiday compensation ... 21

Periods of notice ...24

SAFETY IS A PRIVILEGE AND AN OBLIGATION ...25

Heath and safety organisation ...25

Employer’s responsibility for safety at work ... 26

Employee’s rights and obligations ...27

YOU ARE NOT ALONE IN THE METALWORKERS’ UNION ... 28

UNEMPLOYMENT FUND ... 30

Membership... 30

What to do in case of unemployment or lay-off? ... 30

Recognition of work and insurance periods from another EU/EEA country ... 31

Registration of EU citizens in Finland ... 31

METALWORKERS’ UNION CONTACT INFORMATION ... 32

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METAL INDUSTRY INCLUDES IN FINLAND

technology industries (including e.g. metal manufacturing industry like



metal workshops, shipyards, automobile industry, iron and steel indus-try, electronics and electrical engineering industries)

building and service of telecommunications



car and machine sectors (including car repair shops and sales)



precious metal and jewellery industry



metal sheet and industrial insulations



ore mining



service and repair shops for the forest industry



energy sector



repair shops of the Ministry of Defence.



Everyone who works in these fields can join a local branch of the

Met-alworkers’ Union, except white collar workers and persons in supervis-ing positions who have their own unions. The affiliation form you can get from the shop steward of your workplace, from the regional office and from the membership register office of the union.

As a union member you have certain benefits which are listed later in this leaflet. As a member you can also have advice and support if there are any problems concerning your employment.

EQUAL TREATMENT

According to the Contracts of Employment Act the employer cannot put a foreign employee in a more unfavourable position than a Finnish employee due to his national origin. In addition to the Contracts of Employment Act also the Non-Discrimination Act contains regulations concerning the equal treatment of employees.

Also in the employment of a posted worker Finnish laws and central norms of the collective agreement must be observed. Central regulations of the Working Hours Act, Annual Holidays Act and the Contracts of Employ-ment Act as well as the collective agreeEmploy-ment regulations on annual holi-days, working hours and health and safety must be observed. Also the mini-mum wage is regulated in the collective agreement.

CONTRACT OF EMPLOYMENT

The employee and the employer should agree on employment by signing a contract of employment where the employer commits himself to offer work and the employee commits himself to work under the detailed conditions of the agreement. During the employment there might occur ambiguities about what was agreed upon in the beginning of the employment. There-fore it is beneficial for both the employer and the employee to have a writ-ten contract of employment. This is also a legal right. It is far easier to clar-ify ambiguities when there is a clear written record. In cases of dispute it is difficult to prove the accuracy of a verbal agreement.

The contract of employment form can be downloaded in different lan-guages from the Metalworkers’ website www.metalliliitto.fi or from www.

lomake.fi.

IT IS RECOMMENDED TO STATE THE FOLLOWING IN THE CONTRACT OF EMPLOYMENT:

Employer

 : The official name of the employer. An abbreviation or a product name is not sufficient.

Employer’s home address and business location

 : home address and the

address of the business location so that the employer can be located at a later stage.

Employee and the personal identity code:

 The personal identity code is

needed to identify the employee and to secure the correct handling of pensions, insurances and social security fees.

Employee’s address

 : The address is needed so that the employer can if

Petri Pur

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Beginning of employment

 : The day when work starts. Is it an employment contract

 until further notice (continuous) or a fixed- term contract of employment? As a rule the contract is valid

un-til further notice. For a justifiable reason a fixed-term contract can be made. If this is the case the reason for a temporary contract of

employ-ment is written down, i.e. the justifiable reason why a temporary

agree-ment is made, e.g. a temporary post or employee’s own request.

The duration of fixed-term contract

 is written in calendar terms. If the end is not known, the reason why the employment ends is written down.

An agreement can be made of a

 trial period during which both parties

can end the employment without giving a reason and without notice. If a trial time is agreed upon, its duration is written in the contract. The duration of the trial period can normally be agreed to be four months. If the employment period is shorter than eight months the trial time cannot be more than half of the duration of the employment.

Place of work or clarification of the principles for working at different



work stations: The location where the employee is mainly working or

from where he works is written down.

Main duties

 : The main tasks or a task description is written down. (If need be the employer can assign other tasks provided he gives proper in-troduction. A temporary reassignment shall not reduce the wage.)

Applicable collective agreement

 : The branch collective agreement which the employer applies is written down. (There are hundreds of collective agreements between the employers’ organisations and the trade unions in different branches.)

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Remuneration and other payment for the work

 : The basis of

remunera-tion is written down; it can be based on time, performance (piecework pay) or other.

Salary at the start of employment

 : The amount of the basic salary or the wage bracket, wage category etc. is written down. (After four months the employer specifies the personal wage element which is normally 3-20 % of the work specific salary.)

Pay period

 : If the basis of time payment is less than a week the salary will be paid at least twice a month, otherwise once a month.

Pay days

 : The salary has to be paid on the last day of the pay period if not agreed otherwise. If the pay is due on a normal Saturday or on cer-tain holidays the payment must be made on the preceding weekday. It is recommended also to write down in the agreement what is the pay day at the end of employment.

Salary will be paid into account

 : The name of the bank and the account number to which the salary is paid are written down.

Hours of work

 : The regular working time is according to the Work-ing Hours Act eight hours per day and 40 hours per week. If the weekly working time agreed upon in the contract of employment is less than the working hours by law or collective agreement, it is considered part-time work.

Annual leave

 : The length of annual leave, holiday pay, holiday compen-sation and other related conditions of the annual leave are determined by the Annual Holidays Act and the collective agreement. If something else is agreed upon in addition to these, it is written down.

Period of notice

 : Both the employer and the employee have to notify in advance when the employment is terminated. The period of notice is determined by law and collective agreement unless agreed otherwise. In the agreement the period of notice for both parties must be written down.

Other terms of contract

 : Also other than above mentioned relevant em-ployment information must be given to the employee by writing them down in the contract of employment.

Accident insurance

 : The employer must by law insure his employees for the case of an accident. At the signing of the contract of employment it is recommended to clarify in which insurance company the insurance is taken.

The information concerning the terms of contract can also be made by ref-erence to the law or collective agreement in question.

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COLLECTIVE AGREEMENT OF THE TECHNOLOGY

INDUSTRIES 2007 – 2009

The collective agreement is an agreement between the Metalworkers’ Un-ion (trade unUn-ion) and the Technology Industries (employers’ organisatUn-ion) to secure minimal terms of employment. The latest collective agreement of the Technology Industries was signed 30.6.2007. It has taken effect on 30.6.2007 and it is terminated on 30.9.2009. The wage increases for 2009 will be negotiated in spring, by the latest 31.5.2009. In addition, the continuation of the 2007 agreement will be discussed for the time after 30.4.2010.

WAGE INCREASES YEAR 2007

SINGLE COMPENSATION

The employers’ and employees’ organisations have negotiated a single com-pensation of 350 €. This comcom-pensation will be paid at the latest 31.8.2007 under the following conditions:

The employment is permanent and has begun at the latest 2.4.2007 and



still continues 31.8.2007.

For part time workers the amount of the single compensation is

de-

fined according to the agreed working time in relation to full time em-ployment.

It is possible to make local agreements about the time of payment or its



division in parts. The payment must be made by the end of 2007.

GENERAL INCRREASE

The wages are increased from the beginning of the pay period beginning on 1.10.2007 or immediately thereafter by a general increase of 30 cents per hour but at least by 3.4 %.

Pekka Elomaa

WORKPLACE-SPECIFIC AMOUNT 1.10.2007

1.10.2007 or from the beginning of the pay period immediately thereafter the increase of the employees’ wages will include a workplace-specific or enterprise-specific amount of 0,7 % or 1,0 % of the average amount of the average hourly wage income of the last quarter of 2006 multiplied by the number of the employees in an enterprise or workplace covered by the col-lective agreement.

In case the mode applied to this amount is agreed upon the common instructions of the organizations, the amount is 1,0 %. If there is no agree-ment, the amount is 0,7 %.

The use and distribution of this amount will be negotiated locally and at the same time the shop steward will be informed about the grounds and the size of this amount.

JOB-RELATED HOURLY WAGES

When using nine job requirement categories (TVR) the job-related hourly

wages (cent/hour) will be as follows as of the start of the pay period

begin-ning on 1.10.2007 or immediately thereafter:

Job requirement category (TVR)

cost area 1 cost area 2

1 796 775 2 833 814 3 875 854 4 918 897 5 964 942 6 1012 989 7 1063 1039 8 1116 1091 9 1172 1145 Johannes T erv o

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Job requirement category (TVR)

cost area 1 cost area 2

1 813 794 2 853 834 3 896 875 4 941 919 5 988 965 6 1037 1013 7 1089 1064 8 1144 1117 9 1201 1173

PERSONAL WAGE ELEMENT

No later than four months after the employment begins, a personal wage

el-ement will be determined for each employee. Its amount is at least 3 % and

at the most 20 % of the employee’s job-related wage element. The employee will be informed about the grounds of the definition of this personal wage element. The requirements for jobs are different which means that both de-4manding and less demanding jobs can require different qualifications. The average percentage of the locally determined personal wage elements will vary between 9 and 14 per cent.

SEPARATE BONUSES 2007

As of the pay period beginning on 1.10.2007 or immediately thereafter the

evening shift bonus (e.g. from 14.00 to 22.00) is 103 cent/hour and the night shift bonus (e.g. from 22.00 to 06.00) is 190 cent/hour.

SEPARATE BONUSES 2008

As of the pay period beginning on 1.10.2008 or immediately thereafter the

evening shift bonus (e.g. from 14.00 to 22.00) is 106 cent/hour and the night shift bonus (e.g. from 22.00 to 06.00) is 195 cent/hour.

WAGE INCREASES YEAR 2008

GENERAL INCREASE

The wages will be increased from the pay period beginning 1.10.2008 or im-mediately thereafter by a general increase of 2,5 %.

WORKPLACE-SPECIFIC AMOUNT 1.10.2008

1.10.2008 or from the beginning of the pay period immediately thereafter the increase of the employees’ wages will include a workplace-specific or enterprise-specific amount of 1,0 % or 1,6 % of the average amount of the average hourly wage income of the last quarter of 2007 multiplied by the number of the employees in an enterprise or workplace covered by the col-lective agreement.

In case the mode applied to this amount is agreed upon the common instructions of the organizations, the amount is 1,6 %. If there is no agree-ment, the amount is 1,0 %.

The use and distribution of this amount will be negotiated locally and at the same time the shop steward will be informed about the grounds and the size of this amount.

JOB-RELATED HOURLY WAGES

When using nine job requirement categories (TVR) the job-related hourly

wages (cent/hour) will be as follows as of the start of the pay period

begin-ning on 1.10.2008 or immediately thereafter:

AVERAGING OF REGULAR WORKING HOURS

According to the collective agreement of the Technology Industries the reg-ular working hours in day shift and in two-shift work are 2008 on an

aver-age 36,6 hours per week (1732 hours per year).

According to the agreement on three-shift work the regular hours of work in discontinuous three-shift work is on average 35,8 hours per week (1688 hours per year) and in continuous three-shift work 34,9 hours per

week (1645 hours per year).

The regular hours of work should be averaged to the average number of weekly hours and the maximum length of an averaging period is a calendar

year or 52 weeks. If nothing else is agreed upon at the workplace the

aver-aging of working hours is made by taking time off according to the employ-er’s indication for at least a work shift at a time.

The shortening of working hours has been implemented without

lower-ing the level of payment so that an employee in day shift or two-shift work

earns for every completed regular working hour in cents a bonus of 6,3 % of the quarterly determined average hourly earnings. (More detailed calcu-lation instructions for the average hourly earnings see collective agreement section 11.)

In discontinuous shift work it is 11 % and in continuous three-shift work 14,3 %. The hours of working averaging bonus will be paid by month of payment if nothing else is locally agreed upon.

The shortening of working time of an employee on a monthly salary will be implemented without lowering his monthly pay.

WORKING IN THREE-SHIFT

Discontinuous three-shift work denotes work performed in three shifts

in-terrupted over the weekend.

Continuous three-shift work denotes work performed in three shifts

without interruption over the weekend.

For reasons of production and of custom and practice, the hours of work in weeks including a weekday public holiday will vary according to whether the work is interrupted or not on the said weekday public holiday.

OVERTIME

Overtime means that work is performed in addition to the agreed regular

daily or weekly working hours, and an overtime bonus is paid for this work.

According to the collective agreement the employee is paid in addition to the regular wage an overtime bonus as follows:

for daily overtime for the

 first two hours 50 % and the subsequent over-time hours 100% overover-time bonus according to the average hourly

earn-ings, provided that one extra overtime per cent is not locally agreed upon.

for weekly overtime for the

 first eight overtime hours 50% and the sub-sequent overtime hours 100 % overtime bonus according to the average

hourly earnings provided that one extra overtime per cent is not locally agreed upon.

Work performed on Sundays or other church holidays in addition to regular wages and possible overtime bonuses a statutory increase for Sunday work is paid for each working hour amounting to 100 % of the average hourly earnings.

When the employee has not been granted a statutory weekly time off, it has to be agreed upon whether the lost time off will be compensated by granting a comparable time off period or by paying a money amount which will be in addition to the regular wages and possible overtime bonuses and Sunday increases 100 % of the average hourly earnings for the working hours during which the weekly time off rule has been violated.

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SICK PAY

The employee is obliged to notify the employer without delay of his illness. The employer pays to the employee who is incapacitated to work due to ill-ness or accident, after an account approved by the employer, a sick pay at

the rate of average hourly earnings. In employment of less than six months

there is one waiting day (a day for which wages are not paid). In case of ac-cident at work there is no waiting day.

Conditions governing payment of sick pay are that the employment has lasted at least for one month;



the employee was prevented from working due to incapacity due to

ill-

ness or accident;

an account of the incapacity approved by the employer is presented;



the grounds of payment of sick pay and the amount thereof have been



acceptably determined.

PAY PERIOD

Continuous employment before incapacity Length of calendar period

at least 1 month but under 3 years 28 days 3 years but under 5 years 35 days 5 years but under 10 years 42 days

10 years or longer 56 days

CARE OF A SICK SCHILD (UNDER 10 YEARS)

New rules concerning the care of a sick child have been agreed upon in the collective agreement. Please contact your shop steward, the regional office or the interest department‘s (edunvalvonta) service number for further in-formation.

Although the employment has lasted for less than a month the employ-ee has a limited right to sick pay as determined in the collective agremploy-eement.

ANNUAL HOLIDAY, ANNNUAL HOLIDAY PAY, HOLIDAY COMPENSATION

The employee shall receive annual holiday according to the Annual Holidays Act. Leave-earning year denotes the time between 1.4.–31.3.

Leave is earned according to the length of employment:

employment under one year in the leave-earning year 2 days/month employment over one year in leave-earning year 2,5 days/month

CONDITIONS FOR LEAVE-EARNING:

at least 14 working days and/or comparable days at work per month



according to agreement working at least 35 hours per month.



The annual holiday is allocated as a summer holiday period (2.5. – 30.9.). The part exceeding 24 days can also be allocated as winter holiday period (1.10. – 30.4.).

According to the collective agreement the basis of calculating the

annu-al holiday pay and the holiday compensation for an employee on an

hour-ly wage is the average hourhour-ly earnings. (In the leave-earning year the wage paid or to be paid for performed working time, excluding the increase in addition to the basic wage for urgent work or work performed according to law or agreement, divided by the number of respective working hours).

For employees on monthly pay the annual holiday pay is calculated by dividing the monthly pay by 25 and multiplying it by the number of annual holiday days.

The employee is paid holiday compensation which is 50 % of his annual holiday pay.

The regulations for the annual holiday accumulation pay and compen-sation can be described as follows:

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agreed working time holiday pay/ holiday compensation accumulation

> 14 days/month holiday pay agreement 2 / 2,5 days/month < 14 days/month, but > 35 h/month 9 % if employment < 1 year 11,5 % if employment > 1 year 2 / 2,5 days/month < 14 days/month < 35 h/month 9 % if employment < 1 year 11,5 % if employment > 1 year

right to time off, An-nual Holidays Act 8 § 2 days/month

PERIODS OF NOTICE

When terminating an employment contract the employer must observe the following periods of notice:

Length of continuous employment Period of notice

no more than one year 2 weeks

more than one year but no more than 4 years 1 month more than 4 years but no more than 8 years 2 months more than 8 years but no more than 12 years 4 months

over 12 years 6 months

When terminating an employment contract the employee must observe the following periods of notice:

Length of continuous employment Period of notice

no more than 5 years 2 weeks

over 5 years 1 month

SAFETY IS A PRIVILEGE AND AN OBLIGATION

The employee can jeopardize his health due to an accident at work at a workplace with many risk factors. They should not be underestimated. Health cannot be bought or restored by compensations. Therefore safety at work is important to each and everyone at the workplace. Every employee has the right to work safely.

To maintain safety implies that every employee is aware of the risk fac-tors and keeps a keen eye on his work environment. Observed shortages

and dangerous situations shall be reported to the nearest superior and the labour protection delegate for them to be corrected.

All employees are also obliged to work safely. Nobody shall risk their

health or the health of other colleagues. The health and safety regulations

have to be observed at the workplace.

Other colleagues, their work and property have to be respected at the workplace. Mischief and harassment do not belong to the workplace.

HEALTH AND SAFETY ORGANISATION

The employees elect among themselves a labour protection delegate and a

labour protection agent as their representatives to co-operate in health and

safety matters with the employer. In larger enterprises the employer ap-points a head of labour protection to be in practice in charge for safety at the workplace. If there are at least 20 employees, a labour protection

com-mission is elected or the co-operation is agreed upon in some other way.

The labour protection commission prepares an annual action plan tak-ing in consideration the health and safety action programme to which the employer is legally obliged.

If observed shortages are not corrected at the workplace the labour

pro-tection district office has the obligation to intervene. The labour propro-tection

district office is a regional authority working under the Ministry of Social Affairs and Health responsible for the compliance with health and safety regulations and support of labour protection measures at the workplace.

EMPLOYER’S RESPONSIBILITY FOR SAFETY AT WORK

The employer or his representative is according to the Labour Protection

Act responsible for the compliance with given regulations at the workplace. The employer is e.g. responsible for guidance, introduction and

suf-ficient professional skills of his employees. Likewise the employer must inform each employee about eventual risks and impediments that can be

caused to others by one individual’s work.

The management gives the general implementation regulations for health and safety at the workplace. The employer likewise prepares and publishes the more detailed health and safety instructions and organizes the

health and safety supervision and gives health and safety information at the

workplace.

Acquisition of safe machines and appliances and their continuous

con-trol are part of management. The management must ensure safe working

conditions at the workplace.

It is the duty of the employer to provide and maintain the necessary

personal safety equipment for the employees.

The management is obliged to appoint qualified and safety conscious

supervisors to the workplace. The supervisors monitor the compliance with

health and safety regulations.

The company must also inform their own suppliers of matters related to health and safety.

EMPLOYEE’S RIGHTS AND OBLIGATIONS

All employees are obliged to observe the given safety instructions and use the necessary safety equipments.

Everybody shall eliminate according to their possibilities the observed risk situations and report these to their supervisors to avoid their reoccur-rence. If the employee cannot himself eliminate the danger he shall defi-nitely report this to others.

Safety equipment shall not without a specific reason be switched off at

the workplace. Instructions and warnings are not to be removed or covered. The employee has the right to refuse work if it implies a serious danger to his own or other people’s life and health. The refusal shall be reported to the own supervisor as soon as possible.

The refusal shall not restrict the work in a wider sense but only when necessary for health and safety.

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YOU ARE NOT ALONE

IN THE METALWORKERS’ UNION

The Metalworkers’ Union is an interest group of the metalworkers. It is the strongest trade union in Finland with about 170 000 profes-sionals, i.e. about 90 % of the workforce in the sector. If you are a union member, you certainly are not alone.

The Metalworkers’ Union represents you also in difficult situations. There are several benefits in being a union member:

The union negotiates a

 collective agreement for the sector.

The

 shop steward represents the employees’ interests at the workplace.

The organized Metalworkers’ Union members can elect a shop steward among them. You can consult him in any given problem that has to do with your employment. The shop steward is allowed free working time only to settle the matters and represent the interests of the employees. In workplaces with more than 400 employees there is a full-time shop steward.

Health and safety protection

 is an integral part of the representation of the workers’ interest in the Metalworkers’ Union. In workplaces with more than 10 employees a labour protection delegate is elected by law among the employees. Also other work places have the right to elect a delegate.

If a dispute concerning employment is not solved by negotiations the



union provides legal aid when necessary.

Training

 : The Metalworkers’ Union has a training centre, Murikka, in Terälahti near Tampere. It offers all union members the possibility to free training, e.g. in matters of representation of interests, organisation, languages, information technology and labour law. The courses with ac-commodation and meals are free for union members. More information is to be found in www.murikka-opisto.fi

Also the regions and local branches offer various training possibilities.



The union membership card is at the same time an

 insurance card in

free time and when travelling.

The union owns in Pyhätunturi, the mountain hotel Metallikero and



a camping site in Loviisa, Metalliranta. The union also offers various types of vacations. The local branches also have their own free time fa-cilities.

The membership card entitles you to various

 membership benefits. You

can e.g. get price reductions for fuel and travels and under certain con-ditions even for banking services.

The union

 membership magazine Ahjo is issued 24 times a year and

mailed directly to all members. Other benefits are the union

 calendar and a discount for the subscrip-tion of a labour movement newspaper.

Solidarity

 : we also help those who are weaker. This is one of the most important principles of the trade union movement.

According to a

 solidarity pact the member organisations of the

Europe-an Trade Union Association ETUC provide help to all members of the affiliated unions irrespective of in which EU country they are working. Union membership implies also duties. The representation cannot be done without cost. Therefore all members pay a membership fee which is de-cided upon yearly. 2006 the membership fee is 1,6 % of the taxable income. The membership fee is deductible from the taxable income.

With the membership in the Metalworkers’ Union the employee also becomes a member in the Metalworkers’ Unemployment Fund. This is of help if the employer lays you off or terminates the employment contract.

UNEMPLOYMENT FUND

MEMBERSHIP

Any person who works in Finland and is covered by the Unemployment

Safety Act and who is under 68 years of age and who works in a profession

or in a branch that is covered by the fund can be a member in an employees’ unemployment fund.

A foreign person working in Finland can join an unemployment fund although the person is not considered to live in Finland. A person who is coming to Finland from abroad as a posted employee cannot join the unem-ployment fund since he is covered by the social security system of the post-ing country.

To be entitled to an unemployment benefit it is required that the per-son lives in Finland. The Social Security Institution decides whether or not a person is considered to be living in Finland.

It is recommended that you clarify with the Social Insurance Institu-tion (KELA) your resident status in Finland since being a resident in Fin-land is a prerequisite for getting unemployment benefits.

WHAT TO DO IN CASE OF UNEMPLOYMENT OR LAY-OFF?

If a person becomes unemployed or is laid off he must immediately report

at the employment office as an unemployed job seeker. The lay-off attesta-tion or employment reference shall be brought along to the employment

of-fice. The Metalworkers’ Unemployment Fund provides information on how to apply for the daily unemployment benefit and what appendices are re-quired for the application.

To be entitled to an earnings-related unemployment benefit is required

son must also fulfil the working condition. The working condition is ful-filled when the person has been working before unemployment at least 43

calendar weeks during the 28 months reviewing period, provided the

work-ing time has been at least 18 hours in a calendar week and the wages

accord-ing to the collective agreement.

RECOGNITION OF WORK AND INSURANCE PERIODS FROM

ANOTHER EU/EEA COUNTRY

If the benefit requires certain unemployment insurance or working periods, even unemployment insurance and working periods in another EU/EEA

country are recognized. The requirement for the recognition of periods in

another EU/EEA country is generally that the person has worked for a cer-tain period of time in the country in which he applies for the unemploy-ment benefit.

In Finland it is required that for the unemployment benefit to be grant-ed the applicant has workgrant-ed in Finland at least for four weeks in a job that fulfils the conditions for working.

When a person moves from one EU/EEA country to Finland, he must be-come a member of an unemployment fund within one month from the date when his unemployment insurance in the EU/EEA country’s unemployment security system expires to be able to have his EU/EEA work history recognized. Between the Nordic countries the transition period is eight weeks. The form E 301 must always be presented for work performed in an EU/EEA country.

REGISTRATION OF EU CITIZENS IN FINLAND

The citizens of the EU, Iceland, Liechtenstein, Norway and Switzerland must register after three months of stay in Finland. The registration takes place in the local police station except for Nordic citizens who register at

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VARSINAIS-SUOMI

AND SATAKUNTA

HELSINKI AND UUSIMAA

HÄME AND

PIRKANMAA

KYMI AND

SAVO-KARJALA

VAASA AND

KESKI-SUOMI

OULU AND LAPPI

METALWORKERS’ UNION AND ITS SHOP STEWARDS

HELP TO IMPLEMENT THE AGREED TERMS OF WORK

Find out whether there is an elected shop steward at the workplace. He helps when necessary in negotiations with the employer.

Find out whether there is an elected labour protection delegate at the workplace. To him you shall report hazardous situations at the workplace. You can contact the Metalworkers’ Union at the nearest local branch, the regional office or the union headquarters.

SERVICE IN LAPPEENRANTA ON EVEN WEDNESDAYS Tel. (05) 451 3254 Fax (05) 419 0775 Liisankatu 6, 53900 Lappeenranta 9.00 – 12.00 (workplace visits 12.00 – 16.00)

SAVO-KARJALA REGIONAL OFFICE

Kauppakatu 48, 2. floor 78200 Varkaus

Tel: 020 77 414102, Fax: 020 77 41406

MIDDLE FINLAND REGIONAL OFFICE

Jyväskylä Järjestöjen talo, 3. floor Kalevankatu 4

40100 Jyväskylä

Tel: 020 77 41412, Fax: 020 77 41415

VAASA REGIONAL OFFICE

Vaasanpuistikko 15 B 28 65100 Vaasa

Tel: 020 77 41422, Fax: 020 77 41424

SERVICE IN KOKKOLA IN EVEN WEEKS

Tel. (06) 822 3516

Pitkänsillankatu 23, 67100 Kokkola Wednesdays 11.00 – 13.00

SERVICE IN SEINÄJOKI IN UNEVEN WEEKS

Tel. (06) 414 3833 Fax (06) 414 3832

Puistopolku 10 L 3, 60100 Seinäjoki Wednesdays 11.00 – 15.00

SERVICE IN PIETARSAARI IN EVEN WEEKS

Tel. (06) 723 2018 Tehtaankatu 13, 68600 Pietarsaari Wednesdays 14.00—16.00

HELSINKI AND UUSIMAA REGIONAL OFFICE

Hakaniemenranta 1 C, 2. floor, 00530 Helsinki

Tel: 020 77 41305 Fax: 020 77 41309

VARSINAIS-SUOMI REGIONAL OFFICE

Humalistonkatu 6, 3. floor, 20100 Turku

Tel: 020 77 41323 Fax : 020 77 41330

SATAKUNTA REGIONAL OFFICE

Isolinnankatu 24, 3. floor 28100 Pori Tel: 020 77 41340 Fax: 020 77 41343 SERVICE: RAUMA Wednesdays 8.30 – 14.00 Aittakarinkatu 18, 26100 Rauma (02) 822 0901

HÄME REGIONAL OFFICE

Kasarmikatu 7 B, 2. floor 13100 Hämeenlinna Tel: 020 77 41362 Fax: 020 77 41364

PIRKANMAA REGIONAL OFFICE

Rautatienkatu 10, 7. floor 33100 Tampere

Tel: 020 77 41372 Fax: 020 77 41380

KYMI REGIONAL OFFICE

Matkakuja 6, 2. floor 48600 Karhula Tel: 020 77 41392 Fax: 020 77 41396

SERVICE IN IMATRA ON EVEN WEDNESDAYS

Tel. (05) 476 1315 Fax (05) 476 1315 Einonkatu 3, 55100 Imatra 9.00 – 12.00

(workplace visits 12.00 – 16.00)

OULU REGIONAL OFFICE

SAK Trade Union Centre Mäkelininkatu 31, 4. floor 90100 Oulu Tel: 020 77 41433 Fax: 020 77 41438 SERVICE IN KAJAANI Tel. (08) 625 227 Ratakatu 29 B 15, 87100 Kajaani Wednesdays 14.00 – 18.00

LAPLAND REGIONAL OFFICE

Länsiranta 7 B 13 95400 Tornio Tel: 020 77 41441 Fax: 020 77 41444 SERVICE IN ROVANIEMI Tel. (016) 345 257 Rovakatu 26 A 8, 96200 Rovaniemi Wednesdays 9.00 – 14.00 METALWORKERS’ UNION Hakaniemenranta 1 POB 107, 00531 Helsinki Tel: 020 77 4001 (switchboard) Office hours 8.20-16.00 (Saturdays closed) E-mail: metalli.posti@metalliliitto.fi

SERVICE NUMBER OF SUPERVISION OF INTERESTS 020 77 41100

MEMBERSHIP SERVICE 020 77 41180 Fax 020 77 41050

METALWORKERS’ UNEMPLOYMENT FUND

Postal address POB 116, 00531 Helsinki

Tel: 020 77 4001 (switchboard)

SERVICE NUMBER OF THE UNEMPLOYMENT FUND

020 77 41260 (weekdays 9.00–15.00) Fax 020 77 41270

LINKS

www.metalliliitto.fi – an address for a lot more information

www.sak.fi – the website of the Central Organisation of Trade Unions SAK

with more information in several languages

www.infopankki.fi – important basic information for immigrants on the

functioning of the Finnish society and possibilities in Finland in 12 lan-guages

www.mol.fi – website of the Ministry of Labour with information for

immi-grants in Russian, Estonian and English under the heading Immigration (maahanmuutto) and the magazine for immigrants under the heading Jul-kaisut > Monitori (Finnish, Swedish, Russian and English)

www.kela.fi – website of Finnish Social Insurance Institution (Kela) with

in-formation on social security in Finland (Finnish, Swedish and English)

Johannes T

erv

Figure

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References