Social welfare and health care sector agreement (SOTE agreement)

Practical nurses and registered nurses, JHL is the #SOTEunion for you! We conclude the SOTE agreement which determines your pay, holidays and other terms and conditions of your employment.

Employees whose work involves social welfare or health care duties, and who work for municipalities or joint municipal authorities, are covered by the agreement. Employees and local government officers will be covered by the new agreement instead of their current agreement KVTES. The current terms and conditions of employment will remain the same, but there will be two supplements to the provisions related to period-based working time. One supplement concerns the daily rest period, the other concerns the timing of days off.

If you will be covered by the SOTE agreement starting from the beginning of September, remember to update your collective agreement information in myJHL. Read more about how to update below.

JHL is involved in developing the SOTE agreement in all steps of the way. The union protects its members’ interests, regardless of occupational title.

Social welfare and health care sector professional, become a JHL member – click here!

The SOTE agreement’s purpose is to further develop the terms and conditions of employment in the social welfare and health care sector in municipalities and joint municipal authorities. The goal is that the agreement will better consider the special characteristics and development needs of the sector’s work compared to the general collective agreement for the municipal sector (KVTES).

Those covered by Avainta’s collective agreement or the collective agreement for the private social sector will not be covered by the SOTE agreement even if their work involves social welfare and health care duties.

Who will be covered by the SOTE agreement?

On 1 September 2021, the following personnel groups previously covered by KVTES will be covered by the SOTE agreement:

    • personnel mentioned in KVTES appendix 3 (in Finnish) (mainly those who do nursing work in health care settings, and health care professionals who supervise aforementioned work)
    • personnel mentioned in KVTES appendix 4 (in Finnish) (social services personnel, basic social welfare and health care services personnel, and personnel working within the supply of medicines)
    • groups in aforementioned appendices 3 and 4 not included in wage determination, such as psychologists, speech and nutritional therapists, research personnel in hospitals, nursing instructors and personnel working in the social welfare and health care sector with the word “service” at the beginning of their occupational title, such as service coordinators
    • social welfare and health care supervisors not included in wage determination, such as department heads and social services planners
    • hospital caretakers and institutional cleaners at hospitals, subject to the KVTES appendix 4 or 8
    • care assistants covered by KVTES.

Who else will be covered by the SOTE agreement?

Persons who comply with provisions in other KVTES appendices will be covered by the SOTE agreement if over 50% of their work involves social welfare and health care duties.

Example: A person works as a paramedic and in rescue duties.
The person works within two collective agreements (KVTES and TS). If over 50% of the person’s work duties are social welfare and health care duties, the job is included in the SOTE agreement.

Example: A person has double duties as a catering worker in hospital catering services and as an industrial cleaner.
The person works in catering services Monday to Thursday from 8 am to 11 am, and as an industrial cleaner Monday to Thursday from 11.30 am to 4.30 pm and the entire working day on Fridays. The person works over 50% of their working hours as an institutional cleaner and will be covered by the SOTE agreement.

Who will not be covered by the SOTE agreement?

If your work involves office or administrative duties within social welfare and health care, your job is not included in the SOTE agreement. These jobs are either included in KVTES or in the technical sector collective agreement (TS).

Only those whose work involves social welfare and health care duties will be covered by the SOTE agreement.

Those covered by Avainta’s collective agreement or the collective agreement for the private social services sector will not be covered by the SOTE agreement.

The employees who will be covered by the SOTE agreement will not get a new employer in September!

The SOTE agreement has no connection with the realisation of the social welfare and health care reform. The SOTE agreement also has no connection with the limitations of the field of duties.

What will happen to the terms and conditions of employment?

The terms and conditions of employment for workers who will be covered by the SOTE agreement will otherwise remain the same, but two supplements concerning period-based working time will be added to the the working hour provisions.

  • In terms of pay, the salary provisions of current KVTES salary appendices are complied with.

The SOTE agreement has two salary appendices:

– Appendix 1: Salary appendix for health care workers (corresponds to KVTES appendix 3)

–  Appendix 2: Salary appendix for social services personnel, basic social welfare and health care services personnel and personnel working within the supply of medicines (corresponds to KVTES appendix 4).

  • In the working hour provisions, the supplements have to do with the daily rest period during period-based working time, and the timing of days off. Otherwise, the provisions will remain the same. The daily rest period can be shortened to 9 hours with local agreement. Even more extensive exceptions to the daily rest period are possible by agreement. However, the employee also needs to always give their consent to applying the provisions.

In terms of days off, shifts are always planned in such a way that the employee will get at least two successive days off per week. If the working hours have been designed to be averaged out over a longer period than a week, the successive days off must be given during three weeks.

  • No changes will be made to annual leaves.

Employees who will be covered by the SOTE agreement must update their membership information

The collective agreement sector of those who will be covered by the new agreement will change from KVTES to the SOTE agreement. This means that the persons in question must update their membership information in JHL’s member register. You can do that by using the myJHL service.

You should update your membership information through myJHL only after your employer has notified you of the collective agreement sector change.

To change your collective agreement in myJHL, go to MEMBER INFORMATION -> EMPLOYMENTS. At the same time, you should check that your other information is up to date as well, for example your contact information which you can find under PERSONAL INFORMATION.

It is important that the information in our member register is correct and up to date. This enables JHL to continue to send important collective agreement sector messages to members covered by the new agreement.

If you have never logged into myJHL, read the instructions first.

What will happen to locally concluded agreements after 1 September 2021?

Local agreements will remain valid despite the agreement change.

Who will act as shop stewards and occupational safety and health representatives after 1 September 2021?

The current employee shop steward and employee OSH representative will continue in their positions.

SOTE agreement’s period of validity

The first SOTE agreement will be valid from 1 September 2021 to 28 February 2022.

Possible changes to pay and terms and conditions of employment will be negotiated on during the agreement negotiations in spring 2022, in connection with negotiations that concern the entire municipal sector.

Which parties negotiate on the SOTE agreement’s content?

The following contracting organisations negotiate on the SOTE agreement’s content: JAU (JHL and Jyty), JUKO and Sote ry (Tehy and Super), and Local Government Employers.

Several working groups will start to develop the agreement immediately at the beginning of September 2021. Results can be expected at the earliest in spring 2022, in connection with agreement negotiations.

After all the negotiation parties’ boards have approved the detailed content of the SOTE agreement, more information about the agreement will be published on this page.