Under the Working Time Act, working time includes the amount of time worked actually performed and the time during which the worker is required to make himself available to the Demodes. The normal maximum working time is eight hours per day and 40 hours per week. However, the weekly limit may be exceeded by an employer-set schedule, which provides for an average maximum working time of 40 per week over a 52-week period. The law also provides for a number of other ways to organize normal working time within certain limits. This is possible in the branches listed in paragraph 7 of the Act, where periodic work is permitted, and generally where the agreement is entered into individually or, if necessary, by a national collective agreement. The organization of working time on the basis of collective agreements, which in turn allow local exemptions, is quite common. Night work, shift work, Sunday work and rest periods are governed by rules and conditions that essentially follow the regulation of the Working Time Directive. When a worker`s employment relationship has lasted less than a month in the future and the worker is prevented from exercising his employment contract due to an accident at work, sickness pay is paid at the beginning of the work if the conditions set out in Section 11 of the collective agreement are met. However, sickness benefits are then paid for a maximum of 28 calendar days. In Finland, the amount of remuneration is not directly set by law. Compensation is generally set by collective agreements or between parties to individual employment contracts. The provisions of the Employment Contract Act regulate only the time, place and manner of remuneration and related issues. However, the law also provides for the general applicability of collective agreements and thus provides a legal basis for the regulation of the minimum wage and other minimum working conditions.
Within this system, uns organized employers also comply with the minimum provisions of a collective agreement that has been declared universal in this area. In the absence of a collective agreement and a wage provision in the employment contract, the employment contract law provides for the payment of a “usual and reasonable salary” (2:10). To date, there is no experience in this area and the application of the new provision appears to be of only minor importance in practice. One would expect that the criteria of a decent wage. B are defined in a collective agreement that regulates similar types of work. In the event of a dispute, the case is brought before an ordinary court to be tried in the normal order. Beginning in 1968, most collective agreements contain clauses for the collection of trade union rights by registration. On the written permission of the worker, the employer deducts union dues from wages and pays the sums thus deducted to the union concerned. The system is generally applied and plays an important role in the stability of the trade union economy.
A source mentioned in the list, despite its hierarchical status, can generally be set aside by an agreement reached in favour of the worker. Directly effective EU law can also repeal the contrary national provisions. 3) standards in a collective agreement that is mandatory under the Collective Agreement Act; The collective bargaining mechanism in Finland can be crudely described in three levels: the labour tribunal is a single special tribunal that has been set up to deal with disputes related to collective agreements.