Collective agreement negotiation goals

JHL’s goal for the collective agreement negotiations are real increases in pay, removal of the extended working hours resulting from the Competitiveness Pact and the improvement of well-being at work. JHL’s Council has decided on the general guidelines for the negotiation goals covering all of the agreement sectors. JHL will negotiate new collective agreements in January-March 2020.

Most of the collective agreements negotiated by JHL will expire at the end of March 2020. Already in May, the union began to prepare for the upcoming round of negotiations. This page contains information on how the preparations are going and will also include the outcome of the negotiations in due course.

The collective agreements negotiated by JHL will, for the most part, expire at the end of January or March 2020. The collective agreements for personal assistants and railway traffic will end in January. The general collective agreement for municipal personnel (KVTES), the state’s and church’s collective agreements and the private social services sector and private teaching sector collective agreements, among others, will expire in March.

JHL has decided on the general goals for the agreement negotiations. The sector-specific goals will be detailed at a later date. The general goals apply to pay hikes, the Competitiveness Pact’s extended working hours and well-being at work. These are divided into four parts:

More euros for professionals

  • A two-year agreement period
  • Focal areas during the agreement period
    • Pay hikes that strengthen purchasing power
    • Promoting equal pay for equal work
    • Emphasis on general increases
    • Pay hikes in euros

The development of the pay systems and their comprehensive adoption across sectors will also be examined.

Doing away with the Competitiveness Pact

  • The 24-hour extension in working hours included in the Competitiveness Pact must be discarded.
    Alternative solutions:

    • Returning to the working hours in force before the Competitiveness Pact.
    • Monetary compensation for the extension.
  • The possibilities offered by the renewed Working Hours Act should be reflected on the different sectors’ working hours regulations in a way that benefits employees
  • The rules for varying working hours must be established at the collective agreement level
  • Working hour practices that promote good health must be made part of the collective agreements
  • Autonomous working hours planning
  • Ergonomic working hours
  • One shift per day as the main rule

Support from the workplace when circumstances change

  • Flexible work takes into account and adapts to life’s upheavals
    • Including students in the work community
    • Enabling studies and training
    • Developing family leave
    • Making it possible to care for one’s elderly parents
    • Involving persons with partial work ability in working life
    • Ensuring the coping of older employees at the workplace
  • Improved trust
    • Developing practices related to self-reported sick leave and temporary childcare leave

Genuine equality at the workplace

  • Personnel representatives’ participation in the workplace’s equality work must be ensured
  • A comprehensive pay survey of the agreement sectors
  • An assessment of gender consequences must be carried out for each agreement sector during the agreement period