Ready for working life - a guide for students

Ready for working life A guide for students

Every employee has the right to be treated in a respectful way in their job, to receive appropriate pay for their work and to demonstrate and develop their own abilities. This guide provides key information about your rights as they relate to employment. In the workplace, you can look for support from a personnel representative, such as a shop steward or union representative.Your own union is also ready and willing to provide you with information, training and support for all stages of your career.

A checklist for job seekers The various forms of employment Pay for work Time for work, time for life Work wellness If you become unemployed Involvement in the labour market Akava and your union Publisher: Akava Illustration and graphic design: Samuli Siirala Printing house: PunaMusta ISBN: 978 - 952 - 5628 - 61- 6

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An employment application is your calling card for a job interview. It merely requires a glance at a well-written application to indicate your competence, strengths, qualifications and interests for development. A good employment application targets a specific workplace and states why you, in particular, would be most suitable for the job in question. The application should be short, preferably no longer than one page. It should be apparent from your application, as from your salary request, that you are familiar with the job you are seeking, as well as with the tasks and wage level concerning the field in general. Make sure that your application also looks neat and professional.

Salary request Only present a salary request as part of your employment application if you are asked to do so.You

can obtain information from the relevant union concerning the minimum pay or pay recommendations for your field or position of interest.

Curriculum vitae The curriculum vitae (CV) provides further information about you as the applicant. It is 1–2 pages in length and outlines all the essential information at a quick glance. The CV should contain all the details, such as education and work experience, that might be relevant to the desired workplace.

Remember to also mention any language skills you possess and positions of trust you are holding or have held, as well as any hobbies that relate to the work in some way.

List your education and employment information chronologically from the most recent to the oldest. There should be no breaks of longer than six months in your CV. If you have been unem-

A checklist for job seekers

Employment application

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A checklist for job seekers

ployed or have taken a year off, for instance, before starting your studies, make sure that you tell how you have used that time and developed yourself.

The job interview Be prepared: find out about the employer, practice the interview situation in advance and be prepared to be subjected to an aptitude test. Think in advance of questions you might like to ask the employer during the interview.

Frequently asked interview questions • Tell us something about yourself.

• What are some of your strengths and weaknesses?

• What do you know about us as a company or organisation?

• Why are you interested in applying for this specific position?

• In which type of environment do you work best?

• Do you have any hobbies or what do you do during your free time?

• Do you work well in a team? How about independently?

• How do you react to stress or pressure? Give an example.

• What type of support or training would you need for this position?

• Why should we hire you? What do you bring to this position?

• Puhutko suomea? Talar du svenska? (Be prepared to answer questions in another language.)

• Do you have any questions for us?

Any questions related to, for example, relationships, intentions to have children, sexual orientation, religion and political affiliation are inappropriate or even illegal.You have no obligation to answer such questions.

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A collective agreement is a contract between a union and the employer or the employers’ association representing the employer. Collective agreements in the private sector and for civil servant positions are generally negotiated and agreed upon by labour market organisations representing, on the one hand, employers and, on the other hand, employees.

The collective agreement stipulates the terms and conditions of employment specific to your field. The aim of the collective agreement is to guarantee the minimum working terms and conditions for as many employees as possible so that individual wage earners would not be forced to negotiate on these matters separately.

The terms and conditions of employment for personnel working in the State and municipal sector, as well as those working for the Church are determined by the collective agreements for

civil servant positions. Individual employment contracts cannot have terms and conditions that are less favourable for the employee than those specified by the collective agreement that binds the employer.

The employment contract The employment contract is the basic agreement for working life in which the employee commits to carry out a specific task for the employer at an agreed salary. Please note that the employment contract is binding. The signing of an employment contract is preceded by a mutual negotiation between you and the employer.

An employment contract should always be done in writing. It should clearly specify, at the least, the contractual parties; the starting date, form and duration of the employment relationship; the actual workplace; the work tasks; the

The various forms of employment

Collective agreement

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The various forms of employment 6

An employee has the right to • a salary or wages as specified by the relevant collective agreement • the security and minimum employment conditions stipulated by labour legislation and relevant agreements • equal and impartial treatment • unionisation • a safe working environment

working hours; the salary amount and pay period; a possible trial period; the term of notice; and the applicable collective agreement.

An employment relationship is established once the employee begins to work in accordance with the employment contract. At this point, all of the currently valid labour legislation laws will also become applicable to the work. Within the employment relationship, the employer pays the employee a salary, withholds the advance tax and pays the pension insurance contributions and other social contributions.

If no employment contract is written up and the employment relationship is a regular openended employment or a temporary employment lasting more than a month, the employer is still

An employee has the obligation to • carry out his/her work in a conscientious fashion • comply with the instructions of his/her supervisors/management • refrain from undertaking activities that compete with those of his/her employer • refrain from disclosing any of the employer’s professional or trade secrets

obliged to provide the employee with a written document containing the key terms and conditions of the job position.

The State, municipalities and Church congregations also have civil servant positions. Within these institutions, a person is appointed to a position by a decision on appointment.

As its name implies, a personal employment contract is always one that is agreed upon jointly by the individual employee and employer. Your union can provide you with any assistance you may need in this process.

A trial period Generally, the employee and employer can agree on a trial period that lasts a maximum of four

Permanent position A permanent or open-ended employment relationship is the most common type of employment. This type of employment is also usually full-time. This usually equates to workdays of 7.5 or 8 hours and work weeks of 37.5 or 40 hours.

Self-employment You can also be employed as a self-employed person. The key difference from an employment relationship is that a self-employed person commits to working independently for compensation without the leadership or supervision of the commissioning party. A self-employed person pays his/her own salary, and independently handles his or her own pension and social security contributions and other insurances.

A self-employed person can work as an independent professional or through a company.

Grant funds A grant recipient is not in an employment relationship, so the labour legislation and regulations concerning working hours and holidays are not applicable to him or her. A grant recipient pays his/her pension and other insurance contributions him/herself. A grant recipient is obliged to take pension insurance from the Farmers’ Social Insurance Institution (Mela) if he or she has been awarded a grant in Finland that secures his or her work for a minimum of four months. Further information: www.mela.fi.

Temporary agency work You can also work through a temporary agency.

This means that you would be employed by the temporary agency, but you would perform the actual work duties under the leadership and supervision of the commissioning company. The terms and conditions of employment are, thus, determined by the collective agreement of the temporary agency, or if the agency is not bound by any such agreement, the collective agreement of the commissioning company in question.

Part-time work Work can also be done on a part-time basis. This generally means that an employee works less than 30 hours per week. Part-time workers receive wages in accordance with their realised working

The various forms of employment

months for the purpose of determining the employee’s suitability for the position in question.

The trial period for a temporary employment can be no longer than half of the duration of the employment, with consideration, however, for the maximum limit of four months. During the trial period, either party can terminate the employment contract without notice. The trial period cannot be terminated, however, without the proper grounds.

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The various forms of employment 8

hours. The annual holiday and other benefits are accrued in accordance with the realised working hours and wages.

Temporary or fixed-term employment For a justified reason, an employment relationship may be established on a temporary or fixedterm basis. Examples of justified reasons include temporary substitutions, work during busy or peak seasons, the nature of the job itself or other similar reason. If the employment agreement is made, by the initiative of the employer, for a fixed term without a justified reason, the employment is then considered a regular open-ended employment relationship, and the same is true for making successive or repeated fixed-term agreements without a justified reason. It is the employer’s obligation to ensure that the employment contract contains the reason for the fixed-term status of employment and the date on which the term ends. An employee may request a temporary employment arrangement without the need to provide any justified reason.

If you have a fixed-term employment contract, the employment cannot be terminated prior to the end of the term, nor can you change jobs prior to the end of the term without agreeing on such an arrangement with your employer. The employer is obliged to treat all employees equally regardless of their employment status.

The same regulations as are applicable to temporary employments are also applicable to work carried out as a so-called short-term assignment.

It is wise to make a written employment contract for short-term assignments, no matter how brief the duration of employment might be.

Working abroad As an EU citizen, you can apply for work in any of the countries belonging to the European Union.

If you are considering working abroad, ask the relevant union for advice before you sign any employment contract. When working in any EU country, you are bound by the labour legislation of that country.

A company operating in Finland can also send you abroad to work for a set period of time.

While on assignment abroad, you remain for a set time within the scope of the Finnish social security system, and Finnish labour legislation also applies to you.

Make a written agreement with your employer in which you state, at least, the work tasks, working hours, wages and overtime compensation, annual holiday, travel expenses and daily allowance, living expenses, as well as the work and living arrangements once you return from your post abroad.

Pay for work

Pay is compensation for work done. The pay is determined primarily by the demands of the job and the performance of the person in question. Wages or salary, in other words, financial compensation for work, are a prerequisite for the establishment of an employment relationship. Therefore, the Employment Contracts Act (TyĂśsopimuslaki 55/2001) is not applicable to unsalaried work, such as on-the-job training, in which an agreement has been made with an educational institution rather than with an individual worker.

Pay is based on minimum wage stipulations determined by the relevant collective agreement. The pay amount may not fall below these limits. You may, however, be paid a higher salary or wages. Note that the employment legislation does not stipulate a minimum wage limit, only the

right to reasonable compensation for work done under an employer’s leadership and supervision.

If your field has no contractual minimum wage limits, you should request information from the relevant union concerning the average pay in your intended field. You are also entitled to receive pay during sick leaves and the annual holiday.

Along with your pay, you will receive a pay slip that specifies the amount of the pay, the principles for its calculation, any possible bonuses, tax-free compensations (such as daily allowances), the amount of withheld advance taxand other contributions. If you are receiving financial aid for studies at the same time you are working, make sure that you do not exceed the income limits for such support.

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Time for work, time for life 10

Working hours In accordance with the Working Hours Act (TyÜaikalaki 605/1996), regular working hours shall not exceed 8 hours a day or 40 hours a week. Working hours may be flexible, but only within the framework allowed by law and the collective agreement. Employees with a wage earner’s status, not including those in managerial positions, fall within the sphere of the Working Hours Act Exceptions to this rule include, for example, pastors, cantors, civil servants working for the defence forces, fishermen and some forest labourers.

Time used for work travel is not, according to law, considered working hours, if it occurs outside of the regular working hours. Find out more about the salary system/compensation for travel time from the relevant collective or union.

Overtime work You are considered to be working overtime if your working hours exceed the maximum amount of regular working hours. Overtime must be agreed upon in advance, and each instance must be negotiated separately. An employee has the right to refuse overtime work, but sometimes, for particularly pressing reasons, a public-sector civil servant or of-

ficial cannot refuse overtime work.You can work a maximum of 138 hours of overtime over a four-month period and no more than 250 hours during a calendar year. According to the Working Hours Act (TyĂśaikalaki 605/1996), a compensation of 50 per cent is paid for the first two hours of work in excess of regular daily working hours and of 100 per cent is payable for any subsequent hours of work. The regular wage plus 50 per cent is payable for hours exceeding the regular weekly working hours.

The pay for overtime work can be converted, upon agreement, either entirely or partially into a corresponding amount of time off. Remember to document your own working hours! Also ensure that your overtime compensation is handled correctly, whether it is paid as salary or extra free time.

Annual holiday The annual holiday is earned on the basis of the length of the employment relationship and the number of full holiday credit months accumulated during the holiday credit year. Full holiday credit months are calendar months during which the employee has worked a minimum of 14 days or 35 hours. If you have been in an employment relationship for less than one year, you will earn two days of holiday time for each holiday credit month. If you have been at the same job for

Time for work, time for life

The employer is obliged to keep a record of your working hours, but it is recommended that you keep a record for yourself as well. An employee has the right to 35 hours of uninterrupted leisure time, or weekly free time, each week. The working hours can be agreed upon locally at one’s workplace as long as they comply with law and the relevant agreements.

Work carried out between 11 p.m. and 6 a.m. is considered by virtue of the Working Hours Act to be a night shift. A separate compensation payable for night shifts is determined on the basis of the relevant laws and collective agreements.

Flexible working hours means that the employee may choose, within set limits, the starting and ending time of the daily working hours.

In certain fields, the working hours can be organised according to a period-based arrangement in which the working hours total a maximum of 120 hours over a three-week period, or 80 hours over a two-week period.

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Time for work, time for life 12

more than one year, you will earn 2.5 days for each holiday credit month.

Your next annual holiday is earned during the holiday credit year (1 April – 31 March). You must take your summer holiday during the holiday season, which is from the beginning of May to the end of September. During the annual holiday, you will receive your normal full salary plus any fringe benefits included in your salary. The remainder of any annual holiday that is not taken will be paid in cash as a holiday compensation at the end of the employment relationship.

Sick leave An employee has the right to receive pay for the work shifts that were agreed upon prior to the sick leave. The employee is obliged

to notify the employer, without delay, of any absence due to illness or an accident, and to present a doctor’s certificate concerning work disability if the employer should so request.

Anyone in an employment relationship has the right to time off from work for the duration of the maternity, special maternity, paternity and parental allowance period. If you have the intention to take such a leave, you must notify your employer no later than two months prior to the starting date of the leave in question.

The maternity allowance is provided for a total of 105 working days (including Saturdays).

Once this period ends, Kela will pay a parental allowance to the child’s mother or father for a continued period of 158 working days. Check with your local family clinic, Kela and the relevant union for more information about your familyrelated rights.

Child care leave An employee has the right to take a child care leave in order to care for a child until he or she reaches the age of three. The child care leave can be taken as one or two periods lasting a minimum of one month, unless the employee and employer agree otherwise.

Only one parent at a time may take a child care leave. During the leave, Kela will pay that parent a child home care allowance.

The child care leave can also be taken as a parttime leave (reduced working hours). The parents

can be simultaneously on a partial care leave while working part-time, but they must take turns at home caring for their child.

Temporary child care leave An employee is also entitled to take a temporary child care leave for a maximum of four working days at a time in order to care for or arrange care for a sick child under the age of 10. Both parents may not, however, take a temporary child care leave at the same time.

Absence for compelling family circumstances An employee is entitled to a temporary, unsalaried leave of absence from work, if his/her family is faced with an unexpected illness, accident or other compelling reason. No salary or wages are paid during this type of absence, unless otherwise agreed in the collective agreement or your personal employment contract.

Study leave You are entitled to request a study leave once your full-time employment for the same employer has continued for a minimum of one year. No salary or wages are paid during the study leave. An employee on study leave is protected against arbitrary dismissal.

Time for work, time for life

Family leave

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Time for work, time for life 14

Job alternation leave

Earnings-related social benefits

You have the right to a job alternation leave once you have been working for a minimum of ten years and in an uninterrupted employment relationship with the same employer for a minimum of 13 months. Employees on job alternation leave are entitled to an earnings-related compensation and have the right to return to their employment position once the leave ends.

If you are employed in an employment relationship or civil service position, you are eligible to receive a sickness allowance, maternity, paternity and parental allowances and other social benefits the amount of which is related to your earned income. If you work as a self-employed person, your sickness and maternity allowances are calculated in relation to the amount of the statutory selfemployed persons’ pension contribution you pay for yourself.

Labour protection

Your employer may only record and process personal information that is directly relevant to your employment. No exceptions are made to this principle, even with your consent. The employer must primarily gather information about you directly from you or from other sources with your consent. The employer is not entitled to open any messages addressed to your e-mail address, unless otherwise agreed on with you.

The aim of labour protection is to ensure the health and safety of the employees in the workplace. The employer is obliged to appoint a labour protection manager for each workplace. Employees and officials are represented by a labour protection delegate in workplaces that employ a minimum of 10 employees.

Occupational safety You are entitled to a safe and healthy working environment. The employer is responsible for ensuring occupational health and safety. If your work compromises your physical or mental health, or you feel you have been harassed or inappropriately treated, your employer is obliged to take measures to remedy such grievances.You can also contact your occupational health care for an evaluation of the health risks and strain related to your work.

Work wellness

Data protection and privacy at work

Occupational health care The employer must provide you with access to occupational health care as a proactive measure to safeguard against any health risks related to your job. Preventive occupational health care is intended for all employees regardless of the nature of their employment relationship. Occupational health care can also include medical treatments. If you work as a self-employed person, be sure and set up an occupational health care system for yourself.

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If you become unemployed 16

Lay-offs If the work temporarily decreases for productive or economic reasons, you may find yourself laid off. A lay-off refers to a temporary suspension of work and wage payment.You will receive, however, unemployment benefits during the lay-off period.

The employer can lay off an employee in a fixed-term employment relationship, if the employee is working as a full-time substitute for a permanent employee whom the employer could lay off on the same grounds.

Termination of employment Based on the Employment Contracts Act (Työsopimuslaki 55/2001), the employer is only entitled to terminate an employment contract for weighty or substantial reasons. The most common reasons for dismissal are weakened profitability or the reorganisation of work tasks. In companies of more than 20 employees, the employer cannot initiate terminations of employment contracts without

first entering into co-operative negotiations with the company’s shop steward or other personnel representative.

The employer must comply with the following terms of notice: • 14 days, if the employment relationship has continued for less than one year • 1 month, if the employment relationship has continued for 1 – 4 years • 2 months, if the employment relationship has continued for 4 – 8 years • 4 months, if the employment relationship has continued for 8 –12 years • 6 months, if the employment relationship has continued for more than 12 years If you want to resign, and your employment relationship has continued for less than five years,

the duration of the employment relationship and work tasks involved in the job.You may also request that the certificate states the reason for the termination of the employment relationship and an assessment of your work abilities and conduct.

Transfer of business

You are entitled to change security if your employment is terminated on productive or economic grounds and you have been employed by your employer for a minimum of three years.

Change security means that you can take time off, without losing any earnings, in order to participate in drawing up an employment plan, to search for a job independently or assisted by the relevant authorities, to attend a job interview, training, on-the-job training or labour market training.

The transfer of business refers to a situation in which a business or part of a business is sold to another enterprise, or a public sector entity, such as a government agency, or a part thereof is converted into a state enterprise or company. In such cases, your employment relationship continues under the same terms and conditions.

Cancellation of employment An employment relationship can only be cancelled without notice for especially compelling grounds.

Such grounds may be, for example, an extended absence from work without a valid reason. Fixedterm employments can also be cancelled if there is a breach of contract or act of negligence by either the employee or employer.

Certificate of employment When an employment relationship ends, you are entitled to receive, upon request, a written certificate of employment from your employer specifying

Change security

Unemployment security You can join the unemployment fund for your field already as a student. This ensures that, should you become unemployed in the future, you will be entitled to an unemployment allowance in proportion to your earnings for a maximum of 500 days. In order to qualify for the earnings-related unemployment security, you must have been gainfully employed for at least 34 calendar weeks of the 28-month review period

If you become unemployed

you must work for a minimum of 14 days upon submitting your notice.

For employment relationships of more than five years, the mandatory term of notice is one month.

It is also possible to agree otherwise on the applicable terms of notice in the collective agreements or individual employment contracts.

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If you become unemployed 18

immediately before you become unemployed. It is further required that the pay for your work has been in accordance with the collective agreement and your working hours have totalled at least 18 hours per week.

As a student, you can accrue the time qualifying toward the employment history condition for the entire period during which you are enrolled as a full-time student (for a maximum of 7 years).

In this case, the 28-month review period is not valid, but rather, you can accumulate your employment history by working in shorter periods, for example, one week at a time.

The earnings-related allowance will be paid five days per week for a maximum of 500 days. The amount of the allowance is equal to 50 – 70 per cent of your earnings, depending on the size of your salary and the number of children you have.

The personal liability period, during which no earnings-related allowance will be paid, is seven days.

An unemployed person, who fulfils the employment history condition, but has not been a member of the unemployment fund for the required 34 weeks, is eligible to receive the basic unemployment allowance from Kela. The personal liability period for the basic unemployment allowance is seven days. An unemployed part-time employee can receive an adjusted allowance.

The labour market subsidy is available, under

certain conditions, to those job seekers who are entering the labour market for the first time and who are not entitled to the basic or earningsrelated unemployment allowance.

Remember to register with the local employment office as a job seeker in order to ensure that you will receive your unemployment benefits.

Students should register immediately as unemployed job seekers the day after graduation if they do not have a job already lined up.

Pension security Pension security is earned in accordance with your employment career.You earn pension on any work done between the ages of 18 and 68. The amount of the earned pension depends on the number of working years and your earned income. The pension insurance of employees is arranged by the employer. A self-employed person must take responsibility for his/her own self-employed persons’ pension insurance.

As a trade union confederation, Akava endeavours to oversee the interests of its members. It actively participates in the preparation of laws concerning working life, the development of social security and university level education and promotes the employment of its members. This all is often carried out through a tripartite approach, as co-operation between the wage earners, the employers and the Finnish Government.

One important part of Akava’s interest supervisory work is the negotiation of collective agreements. The collective agreements of Akava are negotiated and agreed upon by separate negotiation organisations. For those working within the public sector, the collective agreements are negotiated by the Negotiation Organisation for Public Sector Professionals (JUKO).

Correspondingly, agreements for those in the private sector are negotiated by the Federation of Professional and Managerial Staff (YTN). Additionally, Akava works in co-operation with Tekniikka ja Terveys KTN, a negotiation

Involvement in the labour market

Akava oversees the interests of highly educated professionals

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Involvement in the labour market 20

organisation operating within the municipal sector. Many Akava affiliates also negotiate their own collective agreements.

If you make an agreement concerning your salary and the terms and conditions of employment at your workplace, remember that the agreement must always comply with the valid laws and regulations set by national agreements. An Akava representative or contact person will support you in any workplace negotiations. You can always ask for assistance from the relevant union!

Issues of concern for wage earners, such as working hours, labour protection and temporary agency work are also stipulated at the EU level.

Akava is a member of the European Trade Union Confederation (ETUC). Akava is represented in the European Economic and Social Committee.

Check out the labour market confederations’ website Guide to working in Finland. The website contains information about the essential regulations and agreements concerning employment, as well as about the rights and obligations of employees and employers. The website is in Finnish, Swedish and English. Visit the website at www.guidetoworkinginfinland.fi/cms/

Akava and your union

Nearly 75 per cent of Finnish wage earners are registered as members of a trade union, which is an especially high figure by international standards. The recruitment services of your union and the local employment office offer a diverse range of expertise when you are looking for a job. Many of the Akava affiliate unions also offer career guidance. The local employment offices can also provide information about international training and work opportunities in other EU countries.

As the Confederation of Unions for Professional and Managerial Staff in Finland, Akava defends the position of highly educated professionals in working life and society at large. The confederation consists of 35 affiliate unions representing more than 570,000 professionals. Already 108,000 students have joined the ranks of Akava affiliates.

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Akava and your union

Akava affiliates Academic Engineers and Architects in Finland TEK www.tek.fi

Akava Special Branches www.akavanerityisalat.fi

Akava’s General Group www.akavanyleinenryhma.fi

Association of Finnish Lawyers www.lakimiesliitto.fi

Finnish Association of Academic Agronomists www.agronomiliitto.fi

Finnish Association of Architects SAFA www.safa.fi

Finnish Association of Business School Graduates SEFE www.sefe.fi

Finnish Association of Occupational Health Nurses www.stthl.net

Finnish Dental Association www.hammaslaakariliitto.fi

Finnish Medical Association www.laakariliitto.fi

Finnish Officers Union www.upseeriliitto.fi

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Finnish Pharmacists’ Association www.farmasialiitto.fi

Finnish Psychological Association www.psyli.fi

Finnish Union of Church Youth Workers www.knt.fi

Finnish Union of Environmental Professionals www.ykl.fi

Finnish Union of Experts in Science www.luonnontieteilijat.fi

Finnish Union of Public Health Nurses www.terveydenhoitajaliitto.fi

Finnish Union of University Professors www.professoriliitto.fi

Finnish Union of University Researchers and Teachers www.tieteentekijoidenliitto.fi

Finnish Veterinary Association www.sell.fi

Health Science Academic Leaders and Experts www.taja.fi

Institute Officers Union of the Finnish Defence Forces and the Border Guard

Union of Professional Business Graduates in Finland TRAL

www.paallystoliitto.fi

www.tradenomiliitto.fi

Managers and Specialists in the Private Sector YTY & Professional Coaches of Finland

Union of Professional Engineers in Finland UIL

www.yty.fi

Union of Professional Social Workers Talentia

Sales and Marketing Professionals SMKJ www.smkj.fi

Social Science Professionals www.yhteiskunta-ala.fi

Society for Finnish Professional Foresters www.metsanhoitajat.fi

Trade Union of Education in Finland www.oaj.fi

Union of Church Professionals AKI www.akiliitot.fi

Union of Finnish Speech Therapists www.puheterapeuttiliitto.fi

Union of Diaconal Workers in Finland www.dtl.fi

www.uil.fi

www.talentia.fi

Union of Swedish-speaking Engineers in Finland www.diff.fi

Union of Technical Professionals, KTK www.ktk-ry.fi

Akava’s negotiation organisations Federation of Professional and Managerial Staff YTN www.ytn.fi

Negotiation Organisation for the Public Sector Professionals JUKO www.juko.fi

Tekniikka ja Terveys KTN www.ktn-ry.fi

Union benefits • Field-specific supervision of interests • Employment security – a shop steward in the workplace, an attorney in your union • Legal assistance and advice in dispute situations concerning e.g. wages or salaries, employment contracts, overtime work, fixed-term employment conditions or termination of employment • Unemployment security – as a member of the unemployment fund, all your employment relationships will be included in the period of employment that determines the amount of earnings-based daily allowance • Professional guidance related to education, practical training and actual business activities in one’s own field • Useful professional publications, courses, seminars, training opportunities, and networking • The opportunity to get involved and influence your future working life • Bonuses and discounts: insurance policies, fuel discounts, holiday destinations… and much more The unions’ student membership fee is usually 0 – 30 euro per year. Some unions calculate the membership fee as a percentage of the salary amount if the employment history condition has been met.

Find your own union at www.akavalaisetammatit.fi

Trade unions at your service

www.akava.fi

Working together for success and security