The new collective bargaining agreement concerning the fur farming industry has been approved

Kiky extra hours have been eliminated, hourly wages increase by 0.15 euro / hour

The new collective agreement for the fur farming industry has been approved for the period between 1.2.2020 and 31.1.2022.

In addition to wage increases, the new agreement contains numerous amendments to the contract. Here are a few highlights for your information.

The collective agreement will be published in full on the union webpage as soon as possible.

The collective agreement will also be translated into Swedish, English and Russian.

Wage increases

Wages will be increased by 0.15 euro/hour on 1.2.2020, or at the start of a subsequent pay period closest to this date, as well as, by an additional 0.15 euro/hour on 1.2.2021, or at the start of a subsequent pay period closest to this date.

Bonuses and allowances specified in the collective agreement will be increased by a one-off increase of 3% starting from 1.2.2020.

Kiky-hours (Extra hours mandated by the competitiveness pact)

In the collective agreement concerning allied rural industries, the extra hours mandated by the competitiveness pact only applied to employees with a regular working time of 40 hours per week. Kiky extra hours mandated by the competitiveness pact, cut so-called “accrued days off”.

According to the new agreement, Kiky extra hours are eliminated, and unpaid leave in exchange for working longer hours will be by gradually reimplemented during the agreement period:

  • 8 hours of unpaid leave in exchange for working longer hours are first reimplemented on 1.2.2020, the next 8 hours in early 2021, and the final 8 hours in early 2022 at the end of the agreement period

Bonuses paid instead of unpaid leave in exchange for working longer hours, are also gradually restored during the agreement period:

  • 6% will be paid starting from 1.2.2020, 5.0% starting from early 2021, and 5.5%, the bonus preceding the competitiveness pact, starting from early 2022

Other changes relating to working time

The provision on on-call duties prepared during the previous agreement period has now been added to the collective agreement.  The agreement on on-call duties shall be made in writing in advance. The minimum compensation for being on call is EUR 21/day rounded up to the next full day. It may also be locally agreed that on-call hours are compensated for as time off in lieu. The work performed during on-call hours is paid according to the hours worked.

In the future, employees with a fixed-term contract of under six months are entitled to working time banking arrangements. However, participation in a working time banking scheme is always voluntary to employees.

A maximum amount of overtime is no longer imposed. Instead, the maximum working time, which includes all the hours worked, will be observed in accordance with the new Working Hours Act. Work hours, including overtime, performed by an employee shall not exceed an average of 48 hours per week over a six-month period.

The possibility to work more hours must be agreed with the workplace steward or union representative

Workplaces may now locally agree on the possibility of working additional 172 hours without overtime rates. For part-time employees, hours can be agreed in relation to working time.

A local agreement governing this matter can only be prepared by a workplace steward. If the workplace has no workplace steward, the agreement must always be approved by the Industrial Union and Federation of Agricultural Employers.

Separate guidelines for allocating additional work to employees will be drawn up.

Absence due to sickness

The policy to self-report sickness absences, is now a permanent provision in the collective agreement.

If an employee falls ill, they can be absent from work for no more than 2 days, or a maximum of 6 days a year based on self-reporting. However, on reasonable grounds, the employer may request a doctor’s certificate. Reasonable grounds can be recurrent absences due to sickness, suspected substance abuse, or other abuse affecting the employee’s ability to work.

In the future, if a child under the age of 10 falls ill, in addition to the guardian, they may also be looked after by another adult living permanently in the same household, who will be paid sick leave for a maximum of four days. A doctor’s certificate is still required for absences in case of a child’s illness.

Employees have the right to be absent, for taking care of or arranging the necessary treatment for an elderly parent during a sudden illness or demobilisation situation. However, no sick leave pay is paid for this period.

Mid-week holiday compensation

Clarifying amendments were made to the section in the collective agreement concerning mid-week holiday compensation.

In the future, animal farming work done on a mid-week holiday will be compensated as Sunday pay, with no separate mid-week holiday compensation. However, for Christmas Day both Sunday pay and a mid-week holiday compensation will be paid. This is also the case when Christmas Day falls on Saturday or Sunday.

Employment contract and wage slip

In the future, the employment contract must always be made in writing.

If the employment contract has been previously concluded orally or the information is not contained in a written contract, the employer shall provide the employee with a written document of the main conditions of employment, no later than by the end of the first payment period.

In all cases, the employee shall be given a wage slip at least once a month as specified by contract law. The calculation shall indicate the number of hours and amount of earnings, as well grounds for the determination of the wage, including specified increments.

Other provisions

The employee has the right to receive paid leave according to previous collective agreements, and also on their 70th anniversary and for the cremation day of a family member.

For employees working in cold environments, personal liability for acquiring thermal clothing is waived. In the future, it will be paid entirely by the employer. In addition, an amendment was made to the agreement, whereby the employer will provide the necessary protective gloves and clothing also for temporary contract workers. However, this is only for the duration of the employment.

The collective agreement contains new amendments concerning employees that are designated mentors and workplace instructors. Both tasks increase the determination of job requirement level for the employee.

Additional information:
Contract Specialist Riikka Vasama