Edited: 16.09.2020 - 12:18

Keywords: Collective agreement

Facilities Services Sector - Collective agreement

Facilities services sector

Employers: Real Estate Employers

 
The facility services sector collective agreement
is in force for the period 1.2.2020 – 28.2.2022.


The pay scales are in force for the period 1.4.2020– 28.2.2022. See pay scales here.

 

The facility services sector collective agreement sets the minimum standards to be applied in the sector, such as pay, working time, sick pay, midweek public holiday compensation etc. The conditions are minimum conditions that employers must apply to all their employees.
Work duties in the facility services sector include cleaning and sanitation, building management, technical services, premises services, landscape services, and duties related to these.
Wages, payments and fees for janitors and points-based cleaners are contained in an annex to the collective agreement for workers in the facility services sector.

What is new compared to the previous collective agreement?

The commitment of employees in the facility services sector meant that the collective agreement for the sector could genuinely be negotiated on its terms. That commitment produced the threat of strike action, which resulted in a collective agreement for the sector which does not contain for example any significant changes to working time systems or weekly rest days. In the new agreement employees retain their right to regular weekly rest time and entirely removes the extended working hours of the Sipilä government’s competitiveness pact.

Total pay rises of 3.3% 
An overall pay rise of 3.3 per cent was negotiated for the facility services sector. Significantly, the pay rise is front-loaded, meaning that the larger increase comes first.
Wages in the sector will increase by 2.0% from 1.4.2020.  Wages will increase by a further 1.3% from 1.4.2021.

New payscales from 1.4.2020

Previous payscales (see at the end of the page)

Small increase to evening and night shift bonuses in the sector 

Under the new agreement the evening and evening shift bonus is 0.72 per hour from 1.4.2020 and the night and night shift bonus is 1.33 euros per hour.
Point values, minimum wages and basic hourly fees in the protocol on janitors and points-based cleaners will increase correspondingly on the same dates.

Extended working hours under the competitiveness pact done away with totally in the facility services sector 

PAM’s objective was to do away with the unpaid working hours brought in by the 2016 competitiveness pact. We succeeded in this and the competitiveness pact will be removed from the facility services sector with a 10-month transition period. In similar transition period will apply for example in the retail sector. All extensions to working hours under the competitiveness pact will be removed from the competitiveness pact on 31.12.2020.

Employees get the right to check with their employer whether actual working hours correspond with their employment contract.

PAM was looking for changes that would allow more employees who are currently part-time to get more working hours. We succeeded in this and in future the position of part-time workers will improve both through their right in the agreement to review their hours and by setting up a new working group in this area between PAM and the employers’ federation.

What the agreement says:
•    A part-time employee has the right, on request and within a reasonable time, to check once a year with their employer whether their actual working hours correspond to the working time condition in their employment contract. The above review does not have to take place if there is a corresponding obligation in law.  
•    The associations will set up a working group to monitor possible changes in legislation affecting part-time workers and assess the effect of these on the employment relationships on part-time workers. Having done this, the working group will evaluate possible action required.

Right to weekends off 12 times a year 

The facility services sector is partly moving to 24/7 working time. As part of the reconciliation of working and leisure time it is significant that the number of Saturday-Sunday days off was defined in the agreement. At least 12 Saturday-Sunday combinations of days off per calendar year were agreed in the sector. In the retail sector, for example, there are currently only 9 agreed Saturday-Sunday weekend breaks. 

What the agreement says:
•    In a calendar year an employee is to have at least 12 Saturday-Sunday combinations of days off, unless agreed otherwise with the employee or for a justified reason. The days-off combinations do not apply to employees who mainly only work weekends. Days off within annual holiday are counted as combinations of days off received. If an employee has not worked for the whole year, combinations of days off are given pro rata.

Right of new employee to pay during sick leave due to accident at work 

This provision ensures that new employees get their earnings quicker compared to compensation from an insurance company. The provision is designed to treat employees more equally and ensure that sick leave due to an accident does not become an unreasonable burden for the employee. 

•    In future if an employee’s employment relationship has lasted for less than a month and the employee is prevented from performing their work in accordance with their employment contract due to an accident at work, sick pay will be paid from the start of their employment, if the conditions of section 11 of the collective agreement are met. However, sick pay is then paid for a maximum of 28 calendar days.

Improvement of midweek public holiday compensation to start

PAM’s objective is that in future paid midweek public holidays should apply to all employees in the facility services sector equally. Work in the facility services sector is increasingly being done at all times of day and all year round and therefore it is important that the compensation an employee receives for midweek public holidays corresponds to this change. For the development of the collective agreement, it is important that the parties review the current situation in the working group and evaluate alternative models.

•    A working group will be set up tasked with reviewing and clarifying the provision on compensation for midweek public holidays in the collective agreement. This analysis should take into account any changes in the sector and the needs of customer businesses in expanding their service offerings.
•    The working group will look at alternative models for the midweek public holiday provision in the collective agreement. 
•    The working group will submit an interim report on their work by 31.10.2020. The results of the working group are to be ready for joint evaluation by the parties by 31.10.2021.

Body waste bonus

The provision agreed in the 2018 mediation proposal was now entered in a separate section in the collective agreement. During the previous agreement period working local agreements were made in many companies for payment of a body waste bonus. PAM offers shop stewards training on local agreement at the workplace.

What the agreement says:
•    Payment of a body waste bonus, i.e. for cleaning faeces, vomit or blood indoors, is to be agreed locally.

 

Other key changes 

 

Trial period

An employer and an employee can agree on a trial period in accordance with the Employment Contracts Act. A trial period is not to exceed six months, subject to the Employment Contracts Act. In a fixed-term contract, the trial period with extensions may not exceed half of the duration of the contract, but no longer than six months.

Rotating shift work

In addition to the provisions of the Employment Contracts Act, rotating shift work may be used in areas agreed in the collective agreement and agreed locally. 


What the agreement says:
•    Working time may be organised as rotating shift work in accordance with section 7 of the Employment Contracts Act.
•    Regular working time in rotating shift work is not to exceed 112.5 or 120 hours in three weeks or a maximum of 75 or 80 hours in two weeks. If working time is 120 or 80 hours, the provisions on the reduction of annual working time in the protocol on the reduction of working time are to be applied.
•    If regular working time in rotating shift work is a maximum of 114 hours in 3 weeks or 76 hours in 2 weeks, the provisions on the extension of annual working time in the protocol on the extension of working time are to be applied. Provision in force until 31.12.2020.

Instead of unpaid hours, employers will in future be able to use 8 hours of training, induction or meeting time a year. These will be paid at the basic rate of pay.
Under the new agreement, for example meetings and training after the working day are to be paid working time with possible working time bonuses and Sunday payments. A maximum of 8 such hours may be accumulated per year without supplements for extra hours or overtime. The provision comes into force on 1.1.2021.

What the agreement says:
•    In addition to regular annual working time, an employer may assign an employee a maximum of 8 hours per calendar year of training, induction and meeting time necessary for the performance of their work. This time is to be remunerated at the regular working time rate with possible working time bonuses and Sunday work payments.
•    The above training, induction or meeting may be held such that a working shift is extended by the duration of the training, induction or meeting up to a maximum of two hours a day. The above training, induction or meeting may also take up a whole day. The above training, induction or meeting may not be held on a midweek public holiday, unless agreed otherwise. Training shall moreover comply with the provisions of the training agreement between the associations.

Daily rest in line with the new Working Hours Act 

The changes brought about by the Working Hours Act were made to the entries on daily rest.
What the agreement says:
•    Daily rest may temporarily be reduced or temporary exceptions may be made to it in accordance with section 25 of the Working Hours Act.

Consent to extra hours and overtime in line with the new Working Hours Act

 The numerical changes in the section of the Working Hours Act were made to the entry.

What the agreement says:
An employee’s consent to extra hours and overtime is as set out in section 17 of the Working Hours Act.
 

Sunday work

The numerical changes in the section of the Working Hours Act were made to the entry. Wages paid for Sundays remain as before.
What the agreement says: 
Wages increased by 100% are paid for work done on a Sunday or a religious holiday in accordance with section 20 of the Working Hours Act.

Wage provisions

An entry is to be made in the collective agreement on an alternative remuneration system for small companies.

Payment of final wages 

An addition was made on the possibility of local agreement on the payment of final wages. Local agreement requires agreement between the shop steward and the employer.

What the agreement says:
At the end of an employment relationship, final wages are to be paid on the 10th calendar day from the end of the employment relationship, if the employee has provided all the details required for the payment of wages. An employer and a shop steward may reach a different local agreement on the date for payment of final wages in accordance with section 18 of the collective agreement.

Shop steward system

Payments to shop stewards and occupational safety and health representatives will rise pro rata to wages in the sector. The possibility of training for shop stewards on coping and wellbeing was also added.

What the agreement says:
•    Payments to shop stewards and occupational safety and health representatives will increase by 2% from 1.4.2020 and by 1.3% from 1.4.2021.
•    The wellbeing and coping of the shop steward at the workplace are considered important. When deciding on employer-supported trade union training, the possibility of participating in a wellbeing course is to be considered. One new training unit of three days’ duration is eligible for support by an employer. This training increases training provision by one training unit.

Protocol on janitors and points-based cleaners 

For a long time the parties have shared the view that the provisions on janitors’ work and points-based cleaners should be removed from the collective agreement. They have also shared the view that termination of the protocol should not lead to a drop in earnings for workers covered by the protocol.

What the agreement says:
•    The associations will set up a working group on janitors’ work and points-based cleaners. The working group will go through the provisions of the protocol on janitors’ work and points-based cleaners and prepare the necessary actions and collective agreement provisions to replace the protocol with the collective agreement for workers in the facility services sector. Model descriptions of duties for janitors’ work will also be prepared for the facility services sector pay system. The above actions are to be ready by 31.5.2021.
•    After the work of the working group, the collective agreement for workers in the facility services sector shall apply directly to janitors and workers working as points-based cleaners as referred to in the protocol. The earnings of workers covered by the protocol at the time of the change shall not decrease.

 

Collective agreements in a nutshell -  different languages

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In Estonian language

In Russian

In Swedish

In Arabic


 

Here you can read the National Conciliator's proposal in Finnish, which was accepted on 28.2.2018.

 

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