Staff handbook 2023

WELCOME TO THE TAPOJÄRVI FAMILY!

A FAMILY BUSINESS IN ITS THIRD GENERATION

Welcome to Tapojärvi! For decades, Tapojärvi has worked in a way that is now commonly referred to as a circular economy. Today, Tapojärvi is a family business focused on industrial circular economy and mining services.

Tapojärvi operates as part of an industrial-scale circular economy that is constantly processing industrial by-products and innovating new solutions for the mining industry.

Our diverse operations in mining and industrial processes offer a wide range of work opportunities for professionals from fields.

We aim to predict our staffing requirements as accurately as possible, which can be challenging due to the temporary nature of our projects, and we must often adjust to changes rapidly.

Tapojärvi has seen very strong growth in recent years. At the moment, we operate in three countries and employ nearly 900 people. Profitability cannot be achieved without adequate and skilled personnel, which is why we have increased the number of our staff along with our operations. I hope that you too have been embraced by your new work community.

- MARI PILVENTÖ, ACTING CEO.

PURPOSE

WE ARE A FORERUNNER IN INDUSTRIAL CIRCULAR ECONOMY, SPECIALISED IN MINING SERVICES

CREATING SOLUTIONS FOR A SUSTAINABLE LIFE

ORGANISATION

Tapojärvi consists of a total of seven companies. The following are group companies: Tapojärvi Oy, Tapojärvi Italia S.r.l, Tapojärvi Sverige Ab and Hannukainen Mining Oy. Tapojärven Kiinteistöt Oy is an affiliated company that builds and manages real property.

Recurso Oy is a fleet management company that works in close cooperation with Tapojärvi Oy. It buys, sells and rents machines for the use of Tapojärvi Oy and its subsidiaries.

Tapojärvi companies are managed and monitored by the Board of Directors. The Board is responsible for Tapojärvi’s strategy, values, vision, goals and indicators as well as the management system. You supervisor will go over the organisation chart of Tapojärvi Oy and introduce you to your co-workers during job orientation.

Tapojärvi’s head office Jopparinkulma is located in Tornio, at the border of Finland and Sweden.

MARI PILVENTÖ

Tapojärvi Oy

Acting CEO

Tapojärvi Sverige Ab CEO

Hannukainen Mining Oy CEO

MARTTI KAIKKONEN

Tapojärvi Oy

Chief Operations Officer

Tapojärvi Sverige Ab Chief Operations Officer

Tapojärvi Italia S.r.l CEO

SUBSIDIARIES

Tapojärvi Sverige Ab

Tapojärvi Italia S.r.l

Hannukainen Mining Oy

AFFILIATED COMPANIES

Tapojärven Kiinteistöt Oy

Recurso Oy

Tapojärvi companies

Chief Administration Officer

ANSSI RYTKÖNEN

Tapojärvi companies

Director of Mining Services

JANNE ALATALO

KEY FIGURES AND CURRENT CUSTOMERS

MINING SERVICES SERVICES IN INDUSTRIAL CIRCULAR ECONOMY

FINLAND

Kemi: Outokumpu Chrome mine in Kemi 1985–

Kittilä: Agnico Eagle mine in Kittilä 2008–2017, 2021–

Sodankylä: Boliden Kevitsa mine 2020–

Siilinjärvi: Yara Siilinjärvi 2020–

SWEDEN

Gällivare: LKAB Malmberg 2017, 2020–

FINLAND

Tornio: Outokumpu steel mill in Tornio 1988–

Raahe: SSAB steel mill in Raahe 1992–

ITALY

Terni: Acciai Speciali Terni 2018–

COST-EFFICIENCY DEVELOPS THROUGH OPERATIONAL EXCELLENCE AND INTRODUCTION OF NEW TECHNOLOGIES

GOAL 1

CUSTOMER ’S CHOICE

WE PRODUCE SUSTAINABLE PRODUCTS AND SERVICES

HR MATTERS – WAY OF WORKING

We have defined principles for carrying out functions concerning our personnel and managing HR matters. The management and supervisors are responsible for the implementation of these principles, but the responsibility for following the rules of conduct lies with the entire work community. The HR department produces, maintains and develops HR processes and services and supports the organisation in the implementation and management of the principles of HR activities. The contents are approved by the Board.

LAWS AND PRINCIPLES GUIDING OUR OPERATIONS

Our operations are based on the values of Tapojärvi, laws and regulations, collective agreements, industrial safety regulations, and other relevant obligations. We protect the privacy of our staff and job applicants by acting in compliance with the General Data Protection Regulation (GDPR). We also ensure the fair and equal treatment of our staff by applying human resource management policies and principles, which are accessible to all our employees. In the management of personal matters, we always listen to and respect the parties concerned and ensure their privacy. Although we comply with laws, regulations and defined policies, we never forget the human side of things.

EMPLOYEE WELL-BEING

All our employees are treated fairly and equally. Equality means that we judge people by their actions. The way you behave at work and treat other people is important. Providing safe and healthy working conditions and building a functional work community are an integral part of all our operations. Every single employee is entitled to both physical and psychological safety. We value a happy work community and good working atmosphere; we reinforce a culture of cooperation and encourage everyone to share their skills and information. We support our employees’ work and functional ability in accordance with occupational health and safety action plans and the model of early support. Tapojärvi has zero tolerance for any form of discrimination and inappropriate treatment by anyone.

RESPONSIBLE MANAGEMENT

We encourage, motivate and engage our staff by enforcing responsible and exemplary management. Our remuneration policy is fair and based on the level of difficulty of one’s duties and their performance. Regarding matters related to pay and remuneration, we follow relevant legislation, collective agreements and establishment-level agreements.

SYSTEMATIC ORIENTATION AND TRAINING

Successful orientation, constant improvement and competence development are the keys to our success. We trust in the skill and knowledge of our employees and are committed to supporting their development. Our employees have opportunities to influence their work and participate in the development of our company’s working practices. Tapojärvi offers long careers with chances to develop one’s professional skills and advance.

HR VISION

Our HR vision describes our goals regarding staff and HR management. The implementation of the principles of our HR policy and the HR vision is guided by our HR strategy. The HR strategy and its focus areas are reviewed annually to set short-term objectives. Our annual operations review and planning also include the preparation of a work community development plan, the aim of which is to monitor, maintain and promote the professional competence and equality of our employees.

HR VISION:

Tapojärvi is a workplace for the top professionals in our industry. We aim to ensure that our employees stay motivated and are committed to working with us. Safety, customer-friendly service, focus on solutions, productivity and continuous professional development are integral to our operations.

HSEQ POLICY

Tapojärvi’s company culture and way of working are founded on four values: safety, competence, efficiency and profitability.

Our aim is to produce services and products that meet our customers’ needs and maintain sustainable and profitable business activities. We want to provide a safe working environment and minimise the environmental impact of our operations. Our goal is to achieve a zero level of damage.

Responsibility is at the core of all our business activities – we consider human health, safety, environmental aspects and the quality of our products and services in our management and comply with all applicable laws and other binding obligations.

In order to maintain our organisational culture, we have created and implemented an operating system and are committed to the HSEQ principles introduced on the next page.

OUR OPERATING SYSTEM PROMOTES SUSTAINABLE DEVELOPMENT, SOCIAL RESPONSIBILITY AND ECONOMIC DEVELOPMENT.

HSEQ PRINCIPLES:

The management of Tapojärvi is responsible for the operating system’s effectiveness and connection to our business processes as well as for communicating about our goals.

We set HSEQ objectives, measure and evaluate our performance, and actively improve our processes, services and products.

We identify, manage and, if necessary, respond to risks, threats, hazards and possibilities related to the HSEQ functions.

The management is responsible for the operating system’s effectiveness and connection to our business processes as well as communicating about our goals.

We promote the sustainable use of natural resources and minimise the environmental impact of our operations and the amount of waste we generate.

HISTORY

The story of Tapojärvi began in 1955 when Esko Tapojärvi bought a Pobeda and launched his own transport business. In 1972, the entrepreneur began to transport broken rock at the mine of Rautuvaara in Kolari. The contract lasted 16 years and the business grew both its equipment arsenal and personnel. Soon, Tapojärvi began developing other services for the customers.

As the business expanded, Esko’s sons Markku and Pertti joined the company. Esko’s grandchildren had a good vantage point for following the growth of the family business. Today, Tapojärvi is being developed by the third generation of family experts.

The roots of Tapojärvi Oy are in Lapland – the company is registered in Kolari. The company dropped the excavation business after the 1990s to focus on the independent management of mill processes.

At present, Tapojärvi is specialised in solutions of industrial circular economy and production of mining services.

Tapojärvi starts mining service production in the Yara Siilinjärvi mine. It is the first alliance-type service contract in Finland

2020

2021

Circular economy services expand to the paper industry. Refinery completed in Italy.

2019

Tapojärvi’s head office is built in Tornio.

2018

Tapojärvi Italia S.r.l is founded

2015

Construction of a third refinery begins in Terni, Italy.

Internationalisation, Tapojärvi Sverige Ab is founded.

2014

Acquisition of a ferrochromium refinery in Röyttä, Tornio.

2010

Hannukainen Mining Oy is founded.

Acquisition of a mining licence in Kolari.

2004

Stainless steel concentrator plant completed in Röyttä, Tornio.

2000

Merge with the company of Esko’s sons. Start of a limited company.

Change of name to Tapojärvi Oy. Start of expansion.

1995

Return to Kolari and start of work at the Rautuvaara mine.

1980

Name changed to Maansiirtoliike Tapojärvi ky.

1972

1966

1955

Move to Helsinki and launch of a gravel transport business.

Esko Tapojärvi founds the company

VALUES GUIDING OUR OPERATIONS

SAFETYECOMPETENCE FFICIENCY PROFITABILITY

VALUES

GOOD WORK RESULTS IN A GOOD REPUTATION:

• CAREFULLY-PLANNED, PREDICTABLE AND SAFE OPERATIONS. PERFECT AND TIMELY PERFORMANCE. TAPOJÄRVI KEEPS ITS PROMISES.

INNOVATIVENESS IS A CORNERSTONE OF EFFICIENCY. WE IMPROVE OUR COST-EFFICIENCY FASTER THAN COMPETITORS THANKS TO OPERATIONAL EXCELLENCE AND INTRODUCTION OF NEW TECHNOLOGIES.

START OF EMPLOYMENT

An employment contract is a basic agreement in which the employee agrees to perform specific duties for the employer for the agreed pay. The employment contract defines the duration of the employment relationship, the employee’s duties and pay as well as other terms of employment. The employment contract also specifies the applicable collective agreement. Within the framework of law and the employment contract, the employer may give orders regarding work and monitor that the employee follows these orders.

PERSONAL DETAILS EMPLOYMENT CONTRACT

The employment contract is concluded in writing before the start of work. The contract is executed in two (2) identical copies, one copy for the employer and one for the employee.

TAX CARD

The employee must provide their personal details for the management of their pay, pension and health care matters. We observe the General Data Protection Regulation (GDPR) in the processing of personal data.

UPDATE YOUR INFORMATION IN EVILLE

If your contact or personal details change, update them through the eVille system. This is the only

It is no longer necessary to provide the paper tax card. The pay system obtains the tax card information automatically from the tax administration in connection with salary payment.

notification needed. For more information and instructions, contact the payroll department.

WORK EQUIPMENT

PERSONAL ID AND ACCESS BADGE

Every employee is given a personal photo ID and key/access badge (FLEXIM) for the duration of the employment.

SAFETY EQUIPMENT

Tapojärvi provides the employee with appropriate protective clothing and equipment, which are replaced whenever necessary. The personal protective equipment (PPE) must be approved for the task in question. Every user is responsible for the condition of the PPE they use, the use of personal identifiers, and the safety helmet and protective clothing.

PHONE, COMPUTER AND OFFICE SUPPLIES

The employee’s supervisor determines which technological devices (phone, computer) the employee needs to perform their duties. The employee is provided with the necessary login credentials, user interfaces and software. If necessary, the employer can arrange a communications link for email. The supervisor helps with the procurement of the office supplies required.

SUPPORT FROM INFORMATION SYSTEMS

eVILLE is an ERP system used as an everyday tool.

TAVI is an intra-group communication channel.

e-VALVOMO is a tool for managing and controlling production, human and equipment resources.

RESY is a tool for recording shift, weekly, maintenance and operations meetings.

eLOADER is used for recording completed work in vehicles. You can also use it to record observations and working hours.

ZULIP is an instant messaging tool for internal communication.

You can reach the information management at tietohallinto@tapojarvi.fi

JOB ORIENTATION

New employees and employees who have been assigned new duties receive orientation and training before they take up their duties. The responsibility for the success of the orientation and training lies with the employee, their supervisor and the instructor.

The job orientation material is available to the employee throughout their employment relationship.

If necessary, the employee will be provided with support and guidance even after the orientation period.

We use an electronic job orientation checklist that can be found in eVille. The checklist includes points concerning, for example, the employment relationship, occupational safety, equipment maintenance and cleanliness, and vocational competencies.

The duration of the job orientation period is determined on a case-by-case basis.

The orientation ends with a demonstration of skill and performance review.

PATH OF JOB ORIENTATION

IF YOU FEEL UNSURE ABOUT PERFORMING YOUR TASKS OR ANYTHING ELSE WORK-RELATED, ASK FOR MORE INSTRUCTION!

PRE-EMPLOYMENT EXAMINATION

The occupational health services provided for Tapojärvi employees include limited medical care services, i.e. acute care. Statutory occupational health services (pre-employment and periodic examinations) are provided for employees exposed to factors causing a special risk of illness in their work.

These employees include:

• process operators

• drivers

• heavy equipment installers

• construction workers

• work supervisors, depending on the job description

If the employment contract includes a requirement for a pre-employment examination, the employee must get examined during the probation period.

DRUG TESTS

Drug tests required by contract agreements are carried out by occupational health care. The drug test requirement also applies to contractors.

CERTIFICATE

The employee must deliver their health certificate to their supervisor immediately after the health examination.

QUALIFICATION REQUIREMENT

Tapojärvi’s clients may enforce their own qualification requirements, which are also applied by Tapojärvi.

PROBATION

Depending on the employment contract, the probation period lasts no more than four or six months, unless otherwise agreed. During the probation, the contract may be terminated by either party without a notice period.

If the employment relationship lasts less than eight (employees) or twelve (clerical employees) months, the probation will last no longer than half of the currency of the contract.

WAY OF WORKING

WE BEAR THE RESPONSIBILITY FOR OUR ACTIONS AND ARE ACTIVELY IMPROVING OUR PERFORMANCE

OCCUPATIONAL HEALTH AND SAFETY SAFETY GUIDELINES

Every production work site has its own working and safety instructions. You get them from your supervisor. We follow the client’s internal traffic guidelines and safety instructions. The client grants access and work permits to Tapojärvi employees.

CONSTANT OBSERVATION AND MONITORING

Sickness absences, accidents, near misses, occupational diseases, and working conditions are monitored for each site/project with various organisations.

Employees report observations of their working environment in eVille (observation report). Any issues are addressed immediately.

INDUSTRIAL SAFETY ORGANISATION

Tapojärvi Oy’s management is responsible for occupational health and safety activities. The responsibilities are assigned according to the Occupational Health and Safety Act. Every supervisor is responsible for the realisation of occupational health and safety within their own area. Everyone is responsible for the work and safety of their own and other people.

The occupational health and safety activities between the employer and the staff are coordinated by the industrial safety committee. The industrial safety committee is part of the cooperation committee.

CARD TRAINING COURSES

Employees working on site are required to have a valid occupational safety card. Our staff is also encouraged to complete emergency medical care or EA1 first aid training. Employees performing hot work tasks are required to have a hot work permit.

If a task requires an occupational safety card/hot work permit, the card must be valid prior to the start of employment. If the card is not valid or it will expire within four months of the start of employment, the employee must complete the required course before the start of employment and pay for it themselves.

During the employment relationship, the employee is responsible for the validity of their qualifications (occupational safety card, hot work permit, charger’s certificate etc.) and keeping them up to date. The employer signs the employee up for the courses and covers the costs.

AT

TAPOJÄRVI,

OCCUPATIONAL HEALTH AND SAFETY

MEANS

THE DEVELOPMENT OF WORK SITES, THEIR IMMEDIATE SURROUNDINGS, PHYSICAL WORKING ENVIRONMENT, WORK TASKS AND AUTONOMY AT WORK.

EVERY TAPOJÄRVI SITE HAS ITS OWN SAFETY GUIDELINES. FOLLOW THE GUIDELINES AND USE THE APPROPRIATE EQUIPMENT.

SAFETY IS OUR VALUE

Example on the left is from the Kemi mine and on the right from the Tornio mill.

INTOXICANT-FREE WORK COMMUNITY

Tapojärvi sites are intoxicant-free work communities. Keeping our workplaces intoxicant-free is part of our occupational health and safety work. The objective of eliminating the use of intoxicants is to prevent substance abuse and promote early intervention in abuse problems.

Substance abuse and substance abuse problems refer to the use of illegal drugs as well as excessive or simultaneous use of alcohol and drugs hindering the person’s work performance and productivity and potentially endangering the safety of the person themselves, their co-workers, customers or other service users.

SMOKING

It is prohibited to smoke in the cabs of vehicles (passenger car, van, lorry etc.) and machines (forklift, crane etc.). Electronic cigarettes are now considered equal to regular cigarettes. Smoking is only allowed in the designated smoking areas. Smoking is not allowed in break rooms and production and maintenance facilities.

SMOKING IS ONLY ALLOWED IN THE DESIGNATED SMOKING AREAS. SMOKING IN VEHICLES AND MACHINES IS PROHIBITED.

END OF EMPLOYMENT

The employment contract is terminated in accordance with the Employment Contracts Act and collective agreement.

A fixed-term employment relationship ends on the date specified in the employment contract. The employee may terminate their non-fixed-term employment contract with regard to the period of notice. The employment contract may also be terminated based on the grounds for dismissal with or without regard to the period of notice.

At the end of employment, the employee receives automatically a written certificate of the duration of employment and the nature of their duties. The employee may request the employer to state the reason for the end of employment and evaluate the employee’s performance and conduct in the certificate.

SUPERVISORS AND COWORKERS MUST INTERVENE IN SYMPTOMATIC SUBSTANCE ABUSE. APPEARING INTOXICATED OR USING ALCOHOL OR DRUGS IS PROHIBITED AT TAPOJÄRVI SITES. THESE RULES ALSO APPLY TO SUBCONTRACTORS AND SUPPLIERS.

Sensitivity to scents means physical symptoms, such as rhinitis, headache and nausea, triggered by various scents and smells.

Be considerate and avoid using strong perfumes.

AT THE END OF EMPLOYMENT, MAKE SURE TO RETURN ALL TAPOJÄRVI PROPERTY (EQUIPMENT, KEYS ETC.) TO THE EMPLOYER AND CLIENT. A FEE WILL BE DEDUCTED FROM YOUR PAY FOR UNRETURNED PROPERTY.

SCENT-FREE WORK COMMUNITY

WORK ABILITY

Work ability consists of health, functional ability, competence, and motivation to work. Everyone can influence their own functional ability.

Tapojärvi supports its staff in maintaining their work and functional ability through, for example, various sports and fitness services. Training is provided to support employee well-being and maintenance of professional skills. Occupational health services support the activities maintaining our employees’ work ability.

OCCUPATIONAL HEALTH SERVICES

The purpose of occupational health services is to promote employees’ health and work ability as well as the healthiness and safety of workplaces. Measures to maintain work ability at the workplace are coordinated with occupational health services.

Tapojärvi Oy has an occupational health care contract with Suomen Terveystalo Oyj (Terveystalo). In addition to preventive and statutory occupational health services, the contract covers limited medical care services, i.e. acute care within the scope of the contract.

BOOKING AN APPOINTMENT AT TERVEYSTALO

Tel: 030 6000

(nationwide service) 24/7 booking service

In acute situations, contact your local Terveystalo.

CANCELLING AN APPOINTMENT

If you are prevented from attending your scheduled appointment, you must cancel the appointment yourself according to Terveystalo’s instructions. The cost of an uncancelled no-show appointment is deducted from your pay.

• Appointments must be cancelled no later than 24 hours before the scheduled time.

• The cost of appointments cancelled later or uncancelled appointments is deducted from your pay. You can reschedule or cancel an appointment by calling 030 6000.

Cancelling an appointment online

You can only use the online and mobile booking service to cancel appointments booked through the online and mobile booking service. You need the appointment booking code to cancel your appointment.

You can also reschedule and cancel appointments without the booking code via the Oma Terveys service at www.terveystalo.com.

FITNESS AND WELL-BEING SERVICES

To support employee well-being, Tapojärvi offers the SmartumPlus benefit for fitness and massage services. In addition, our work sites organise sports and fitness events independently.

Permanent employees and employees with a fixed-term contract that lasts at least six months receive a link to the SmartumPlus service early in the year, if they have entered their email address in eVille.

The link is personal and can only be used once. Employee well-being benefit in a nutshell:

• January EUR 100, deductible EUR 50

• July EUR 100, deductible EUR 50

TAPOJÄRVI COOPER

Tapojärvi organises a Cooper test annually. Participation in the event is optional. Employees participating in the test are eligible for a fitness bonus, the amount of which is tied to the test result.

Any remaining balance is not added to the next year’s benefit.

The deductible is paid using the SmartumPay application, allowing the employee to maintain the balance according to their needs.

Learn more: www.smartum.fi/en/users

INSURANCE COVERAGE AS A BENEFIT

WORK ABILITY INSURANCE

Work ability insurance is an added benefit for permanent full-time employees after probation.

LEISURE TIME ACCIDENT INSURANCE

Tapojärvi has taken out a leisure time accident insurance policy for its employees. The policy is valid 24/7.

EMPLOYMENT MATTERS AND SALARY PAYMENT

THE FINNISH CONSTRUCTION TRADE UNION AND INFRA RY ARE NEGOTIATING A GENERALLY BINDING COLLECTIVE AGREEMENT FOR CONSTRUCTION INDUSTRIES, APPLICABLE ALL CONSTRUCTION WORK.

TAPOJÄRVI OY APPLIES THE COLLECTIVE AGREEMENT FOR THE INFRASTRUCTURE INDUSTRY TO WORKERS AND THE COLLECTIVE AGREEMENT FOR SALARIED EMPLOYEES IN THE CONSTRUCTION SECTOR TO OFFICE WORKERS.

Payslips are send electronically to the employee’s online bank. The electronic payslip service can be accessed behind the SD Worx link.

ABSENCES

If you fall ill, notify your direct supervisor by calling them as soon as possible but no later than before the start of your next shift. You need a medical certificate issued by the company’s occupational health physician or other medical certificate accepted by the employer.

HOURLY PAY MONTHLY PAY

The pay is paid twice a month: on the 7th and 22nd of the month. The pay from days 1 to 15 is paid on the 22nd of the same month and from the 16th to the last day of the month on the 7th of the following month.

The pay is paid once a month on the 23rd of the month.

IF THE PAYDAY FALLS ON A HOLIDAY OR WEEKEND, THE PAYMENT IS MADE ON THE PREVIOUS WORKING DAY.

WORKING HOURS

The start and finish times as well as breaks are determined by the nature of the work.

The employer monitors the working hours.

If you are absent for no longer than three days, notifying the employer of your absence is enough (establishment-level agreement).

This rule only applies to absences of no more than three days. For longer sickness absences, you are required to provide a sickness certificate. You must notify your supervisor separately for each day of absence by calling them before the start of your shift. You must explain the reason for your absence. You can be absent from work on your own notice 3 times/rolling 12 months.

The employer’s occupational health services must be used primarily. The sickness certificate must be delivered to the supervisor or payroll department immediately. If no certificate is received, the sick leave is considered to be a regular absence, i.e. unpaid leave. You must also notify the employer of any known upcoming sick leave in advance.

SICKNESS ABSENCES SICK PAY

The sick pay will be paid in accordance with the collective agreement, taking into account the duration of the employment relationship. If you have been employed for less than one month, no sick pay will be paid.

If you have been employed for less than six months, no sick pay will be paid for the first day of sick leave. For longer sick leaves, you will receive a request for clarification from KELA by post. Fill in and submit the form to KELA within the time limit. Otherwise, the employer may deduct the sick pay paid to you.

SICK CHILD

In the event of a child under 10 falling ill, only one parent is entitled to sick pay for a short, temporary absence. The conditions for receiving the compensation are that both parents must have a paid job and the employer must be provided with an appropriate clarification entitling the employee to sick pay for their absence (medical certificate) and a statement of their spouse’s employment. The notice policy also applies in this situation.

IF YOU ARE PREVENTED FROM COMING TO WORK, YOU MUST CALL YOUR DIRECT SUPERVISOR IMMEDIATELY. YOU ARE REQUIRED TO EXPLAIN THE REASON FOR YOUR ABSENCE.

AGREEMENT ON LIGHT-DUTY WORK

Light-duty work refers to a situation where an employee who has fallen ill is no longer able to perform their regular duties but can do lighter work. Instead of taking sick leave, the employee can be assigned new, lighter duties or participate in training. Light-duty work can be suggested by either the employee or the employer. If necessary, a physician or occupational health care will ensure that the light-duty work does not worsen the employee’s condition or hinder their recovery. The assignment of light-duty work may be considered if the employee wishes to work during their sick leave. The statutory accident insurance policy shall apply to light-duty work.

EARLY INTERVENTION

Tapojärvi has prepared guidelines for monitoring sickness absences in relation to work ability management and early intervention. Supervisors have the right and duty to intervene if they detect signs of a deteriorating work ability in their employees. An appropriate and timely intervention enables the initiation of measures to recover one’s functional ability and reduce the number of sickness absences. There are thresholds for intervention in the event of long or prolonged sickness absences or repeated short absences. When the set number of absences is exceeded, the situation will be discussed with the employee according to the early intervention model. If necessary, occupational health services may be consulted. Occupational health services focus on the early prevention of symptoms and diseases, support of work ability, and detection of signs of a deteriorating work ability.

ANNUAL LEAVE

The holiday credit year is from 1 April to 31 March. For an employment relationship that has lasted less than a year on 31 March, the employee is entitled to two weekdays of holiday for each full holiday credit month. If the employment relationship that has continued for at least a year, the employee is entitled to two and a half days of holiday.

Hourly-paid employees are paid their holiday pay according to the holiday list in connection with their last pay before the start of their holiday. The holiday bonus (50% of holiday pay) is paid on the first regular payday following the employee’s return to work.

Salaried employees are paid their holiday pay for the current month’s holiday in connection with salary payment and the holiday bonus with the salary for the month preceding the holiday. For example, if your holiday begins on 28 June, the holiday bonus will be paid on 23 June.

1/10–30/4

TRAVEL

Overall economic efficiency must always be considered when travelling for work. Bookings must be done immediately when the trip has been confirmed and approved by the supervisor. Daily allowances and kilometre allowances will be paid according to the Tax Administration’s decision on tax-exempt allowances.

Hourly-paid employees create their travel expense reports via eVille. The salaried employees’ travel expense report system can be found at https://hr.aditro.com/ Up-to-date travel and expense report instructions can be found in TaVi under ‘Työntekijälle’.

SECONDARY OCCUPATIONS AND POSITIONS OF TRUST

You need your supervisor’s permission and a signed permit for secondary occupation in order to have a secondary occupation and position of trust outside the company.

EMPLOYEES ARE NOT ALLOWED TO TAKE ADVANTAGE OF OR DISCLOSE BUSINESS OR TRADE SECRETS.

COMMUNICATION

PARTICIPATION IN TRAINING

You need your supervisor’s permission to participate in training. In the case of a longer training module, the permission is granted by the Chief Administration Officer.

Participation in training organised by the employer (e.g. occupational safety card, first aid training) is considered working time. The basic principle is that if an hourly-paid employee participates in internal training or permit/ card courses, they must record their absence from work as “other training (leave)” or “other training (working time)” (morning shift, 8 hours). Salaried employees who participate in training on their days off are paid daily allowance and compensation for travel expenses.

CONFIDENTIALITY OBLIGATION

Employees agree to refrain from disclosing and using confidential information as long as it may be economically significant. The confidentiality obligation remains valid for at least one year beyond the termination of the contract. The confidentiality obligation also applies to interns.

Active communication is encouraged among Tapojärvi employees. Their duty is to observe situations and report their observations. We use multiple communication channels. Information is also shared through job orientation, for example.

Your private persona is often mixed with your professional identity on social media. Please remember that your social media posts may be connected to your employer. Your posts can impact people’s idea of Tapojärvi as a company. When wearing clothes bearing the Tapojärvi logo, you are expected to represent the values of our company.

PHOTOGRAPHY AT WORK SITES IS STRICTLY PROHIBITED. ON SPECIAL OCCASIONS, THE PRODUCTION MANAGER AGREES ON PERMITTING PHOTOGRAPHY WITH THE CLIENT AND COMMUNICATION TEAM.

USING OWN DEVICES

DURING WORKING TIME

Browsing social media during working hours is prohibited. The use of a mobile phone must not compromise safety or disrupt production. The employer may intervene if the use of a mobile phone affects the work performance. Bringing your personal computer or tablet to work is prohibited.

CONTACT

TAPOJÄRVI OY

Tullipuistonkatu 2, office suite 1

FI-95400 Tornio

tapojarvioy@tapojarvi.fi

www.tapojarvi.fi

etunimi.sukunimi@tapojarvi.fi

EXCHANGE 016 4588 600

INVOICING ADDRESSES:

E-invoice address: TE003709102599

Operator: Tieto Oyj

EDI identifier: 003701011385

Invoices submitted to the scanning service by email: tieto_pl1467@xbs-salo.com

Invoices by post: Tapojärvi Oy

PO Box 1467

02066 DOCUSCAN

FINANCIAL ADMINISTRATION

Messages relating to purchase and sales invoices, accounting etc. are sent to taloushallinto@tapojarvi.fi.

SALARY CALCULATION

Messages relating to calculation of salaries, e.g. sick leave, tax cards, annual leave etc. are sent to palkanlaskenta@tapojarvi.fi

tel. 040 1719 510

HR hr@tapojarvi.fi

HSEQ

hseq@tapojarvi.fi

INFORMATION MANAGEMENT

tietohallinto@tapojarvi.fi

COMMUNICATIONS

viestinta@tapojarvi.fi

645, FI-94600

FI-99670