- Labour legislation
- Employment contract and employment relationship
- Working hours and annual holiday
- Improving and maintaining employees’ competence
- Non-discrimination and equality in working life
- Protection of privacy at work and working with children
- Co-operation procedure and other personnel representation systems
- Key points of the Co-operation Act
- Negotiation obligation
- Content and timing of negotiation obligation
- Duty to inform representatives of personnel groups
- Undertaking’s general plans, principles and objectives
- Personnel and training plan
- Matters to be handled in the co-operation procedure
- Co-operation procedure when the use of personnel is reduced
- Confidentiality and sanctions
- Co-operation within a Finnish group of undertakings
- Co-operation within a community-wide group of undertakings and an undertaking
- Employee Involvement in European Companies (SE) and European Cooperative Societies (SCE)
- Personnel funds
- Key points of the Co-operation Act
- Collective agreements and mediation in labour disputes
- Contractor’s obligations and liability
- Employee’s position if employer becomes insolvent
- Working life development
- Integration of immigrants
- Employment
- Support and compensations
- Employment Bulletin and Employment Service Statistics
Content and timing of negotiation obligation
The negotiations are to be held before the employer makes a decision on the matter subject to the negotiations.
The negotiations must cover the following for the planned change:
- reasons
- impact and
- alternatives.
The business decision does not need to be a topic of negotiation, the impact on personnel does, however. Therefore, the negotiation obligation does not mean that the decision needs to be made together with the representatives of the personnel groups or personnel. The decision-making authority remains with the employer, but before a decision is made, negotiations must take place subject to the provisions in the Act on Co-operation Within Undertakings.
It carries no relevance if the change is considered to improve or diminish the position of the employee.
Further Information: cooperation ombudsman