- 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
Matters to be handled in the co-operation procedure
1. In an undertaking employing at least 20 persons on a regular basis the co-operation procedure covers:
- The amount, content and allocation of the co-operation training provided annually to each personnel group, within the limits of the funds earmarked by the employer
- The use and planning of personnel rooms and other similar facilities at the work place, and the arrangement of childcare and catering at work within the limits of the funds earmarked by the employer
- The general principles for the allocation of contributions earmarked by the employer for the hobbies, recreational activities and holiday activities of personnel.
2. In an undertaking employing at least 30 persons on a regular basis the co-operation procedure covers:
- The working rules and rules for suggestion schemes, and any amendments thereto
- Principles to be followed in the allocation of company accommodation, determination of shares by personnel groups and the allocation of other accommodation.
If no agreement has been made in the co-operation procedure on working rules or amendments thereto, the employer does not have the right to enforce them unilaterally.
If no agreement has been made in the co-operation procedure on other matters:
The representatives of personnel groups will make decisions on:
- The content of co-operation procedure training and targeting thereof by the personnel group
- The allocation of company accommodation
- Matters falling within the scope of social activities, and the general principles governing the allocation of contributions.
The employer makes decisions concerning:
- The rules for suggestion schemes complied with within the undertaking and any amendments thereto
- Principles to be followed in the allocation of rental accommodation and their shares, by personnel group.
Changes in business operations that affect personnel
Matters affecting personnel must be covered by co-operation negotiations before the employer makes the related decisions.
Negotiations on the effects on personnel of certain changes/arrangements in business operations:
- The closure of the undertaking or any part thereof, its transfer to another place or the expansion or reduction of its operations
- Acquisitions of machinery and equipment; changes in the production of services or the product range
- Other similar changes in the business operations; organisation of work; or use of external labour.
The following matters affecting personnel fall within the scope of the duty to negotiate:
- Any major changes in duties, working methods, organisation of work and work premises, transfers from one duty to another, organisation of regular working hours and any planned amendments to them, and the effects of the intended changes on the commencement and ending of regular working hours, as well as break and meal times unless otherwise provided for in the collective agreement binding on the employer.
Further information: cooperation ombudsman