Conciliation proposal for the facilities services sector approved – cuts aimed for by employers not implemented
The Executive Committee of Service Union United PAM approved the conciliation proposal for the facilities services sector made by National Conciliator Minna Helle. The decision means that the strike threats in the sector are cancelled. The approved conciliation proposal means that employees’ pay will increase by 3.2 per cent over the agreement period and the substantial cuts that employers were aiming for will not be implemented.
The conciliation proposal to resolve the labour dispute in the facilities services sector was approved unanimously by PAM’s Executive Committee. The approved conciliation proposal does not include the cuts proposed by the employers during the negotiations, which would have removed almost entirely the working time compensation paid in the sector, lengthened working time and, among other things, increased employers’ right to impose and narrowed employees’ influence.
“The starting point for the collective agreement negotiations was very difficult due to the employers’ methods. The conciliation proposal that has now been approved and the new collective agreement for the sector guarantee employees an agreement period without the fear of deep cuts to pay and a severe deterioration of livelihoods,” PAM President Ann Selin states.
Pay will increase by 1.6 per cent in April and in 2018 and 2019. Evening, night and shift supplements, seniority supplements for group leaders and compensation for shop stewards and health and safety representatives will increase by 3.2 per cent from 1 April 2018.
As well as the pay increases, problems in the pay system were addressed. Workplaces must put in place practices to protect employees and to define the complexity of decent work.
“Employers decide the complexity of work, but there is a clear mention in the agreement text on how disagreements on the pay system are to be resolved. In addition, small workplaces with less than 10 employees will draw up their own pay system,” Selin says.
The conciliation proposal includes special locally agreed compensation to be paid e.g. for cleaning up vomit.
“The excretion supplement will in future be agreed locally. The situation is more positive than before, when this supplement was not recognized as part of working conditions at all. Now we must make sure that agreement is reached on the supplement and that it is paid across the board,” Selin says.
The overall cost impact of the improvements to the pay system and the excretion supplement may be as much as 0.3 per cent.
There are also improvements to the provisions on time equivalent to working time. In future when calculating overtime annual holiday in accordance with the Annual Holidays Act, sick leave in accordance with the collective agreement and absences due to the sudden illness of a child under the age of 10 are counted as time equivalent to working time. In future, midweek public holidays are no longer counted as time equivalent to working time.
“Under the circumstances the conciliation proposal that has now been approved is a more humane option for employees than a prolonged crisis and strike threats,” Selin states.
To see the agreement in more detail, read here.