In the wake of the municipal sector’s agreement, the negotiations on Avainta’s collective agreement AVAINTES are now complete. The agreement includes, say, pay raises for the first two years, the changes required by the family leave reform, and a long-awaited change to annual holiday tables as line B is removed from use. Read about what the agreement includes.
The collective agreement’s signatory organisations (JHL, Jyty, JUKO, OAJ, KTN and employers’ association Avaintyönantajat Avainta ry) have reached an agreement on the new terms and conditions of employment. The agreement includes the first two years’ pay raises that were agreed on. It also includes a goal that took many years to reach – removal of annual holiday tables’ line B.
These are the main points of the AVAINTES agreement solution:
The AVAINTES agreement period is 1 May 2022–30 April 2025. The parties will negotiate on third year pay reviews by 15 March 2024.
If no agreement is reached on the pay reviews, the agreement can be terminated to end as of 1 May 2024.
The employee’s basic pay, or comparable monthly pay, is raised by a general raise as of 1 May 2022. The raise is EUR 46, albeit no less than 2%.
The employee’s basic pay, or comparable monthly pay, will be raised by a general raise as of 1 June 2023. The raise is 1.5%.
The minimum basic wages in the pay grouping appendix are raised on 1 May 2022 and 1 June 2023 correspondingly to general raises.
According to AVAINTES appendix 1, section 2, subsection 1, the minimum basic wage as of 1 May 2022 is €1691.22 and as of 1 June 2023 €1716.59.
Local arrangement instalment and centralised development instalment
Two local arrangement instalments and two centralised development instalments have been agreed for the agreement period’s first two years.
The local arrangement instalment on 1 November 2022 will be 0.5% of the member community’s pay amount concerning the basic wages of employees that this collective agreement applies to.
The local arrangement instalment on 1 June 2023 will be 0.4% of the member community’s pay amount concerning the basic wages of employees that this collective agreement applies to.
Centralised negotiations on a union level have been conducted on the use of development instalments on 1 June 2023 and 1 February 2024. The negotiations will be continued until the agreed due dates.
The development instalment will be 1.2% on 1 June 2023. Out of the instalment, 1.5% have been used for textual changes, and the rest (0.7%) will be negotiated on by 31 March 2023.
The development instalment will be 0.4% on 1 February 2024. Its use will be negotiated on by 31 December 2023.
Line B in annual holiday tables
The goal that we have been trying to reach for many years, and surely our most awaited reform, is the removal of line B from the collective agreement’s annual holiday tables. This will finally happen on 1 April 2023. After that, the provision in question is no longer complied with. Line B in annual holiday tables has meant, for example, that if the employee has not been at work at all during the holiday year’s holiday period (2 May–30 September), the number of annual holiday days has been determined in accordance with line B. The number of holiday days earned during a full holiday credit year has decreased according to, say, table 1, from 38 days to 30.
The other parent’s family leave will be extended
The family leave reform will enter into force on 1 August 2022. In AVAINTES, the other parent’s paid parental leave will be extended to 32 weekdays instead of the previous nine paid days. If the child’s calculated date of birth is 4 September 2022 or later, or if an adopted child’s date of placement is 31 July 2022 or later, the other parent is entitled to a longer paid family leave.
The remunerations of personnel representatives are raised as of 1 May 2022.
This is a first step towards stipulation concerning occupational safety and health representatives’ time use. An occupational safety and health representative works full time if they represent at least 600 people.
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