DO YOU KNOW YOUR TERMS OF WORK?

Transcription

1 DO YOU KNOW YOUR TERMS OF WORK? Johannes Tervo CONTENTS Metal industry in Finland...4 Equal treatment...5 Contract of employment... 6 COLLECTIVE AGREEMENT OF THE TECHNOLOGY INDUSTRIES Wage increases Year Wage increases Year Averaging of regular working hours...18 Working in three-shift...18 Overtime...19 Sick pay...20 Pay period Care of a sick schild (under 10 years) Annual holiday, annnual holiday pay, holiday compensation Periods of notice...24 SAFETY IS A PRIVILEGE AND AN OBLIGATION...25 Heath and safety organisation...25 Employer s responsibility for safety at work Employee s rights and obligations...27 YOU ARE NOT ALONE IN THE METALWORKERS UNION UNEMPLOYMENT FUND Membership What to do in case of unemployment or lay-off? Recognition of work and insurance periods from another EU/EEA country Registration of EU citizens in Finland METALWORKERS UNION CONTACT INFORMATION LINKS The information of this leaflet is updated in October 2007.

2 METAL INDUSTRY INCLUDES IN FINLAND technology industries (including e.g. metal manufacturing industry like metal workshops, shipyards, automobile industry, iron and steel industry, electronics and electrical engineering industries) building and service of telecommunications car and machine sectors (including car repair shops and sales) precious metal and jewellery industry metal sheet and industrial insulations ore mining service and repair shops for the forest industry energy sector repair shops of the Ministry of Defence. Everyone who works in these fields can join a local branch of the Metalworkers Union, except white collar workers and persons in supervising positions who have their own unions. The affiliation form you can get from the shop steward of your workplace, from the regional office and from the membership register office of the union. As a union member you have certain benefits which are listed later in this leaflet. As a member you can also have advice and support if there are any problems concerning your employment. EQUAL TREATMENT According to the Contracts of Employment Act the employer cannot put a foreign employee in a more unfavourable position than a Finnish employee due to his national origin. In addition to the Contracts of Employment Act also the Non-Discrimination Act contains regulations concerning the equal treatment of employees. Also in the employment of a posted worker Finnish laws and central norms of the collective agreement must be observed. Central regulations of the Working Hours Act, Annual Holidays Act and the Contracts of Employment Act as well as the collective agreement regulations on annual holidays, working hours and health and safety must be observed. Also the minimum wage is regulated in the collective agreement. 4 5 CONTRACT OF EMPLOYMENT Petri Puromies The employee and the employer should agree on employment by signing a contract of employment where the employer commits himself to offer work and the employee commits himself to work under the detailed conditions of the agreement. During the employment there might occur ambiguities about what was agreed upon in the beginning of the employment. Therefore it is beneficial for both the employer and the employee to have a written contract of employment. This is also a legal right. It is far easier to clarify ambiguities when there is a clear written record. In cases of dispute it is difficult to prove the accuracy of a verbal agreement. The contract of employment form can be downloaded in different languages from the Metalworkers website or from www. lomake.fi. IT IS RECOMMENDED TO STATE THE FOLLOWING IN THE CONTRACT OF EMPLOYMENT: Employer: The official name of the employer. An abbreviation or a product name is not sufficient. Employer s home address and business location: home address and the address of the business location so that the employer can be located at a later stage. Employee and the personal identity code: The personal identity code is needed to identify the employee and to secure the correct handling of pensions, insurances and social security fees. Employee s address: The address is needed so that the employer can if necessary keep in contact and send information to the employee. 6 7

3 Beginning of employment: The day when work starts. Is it an employment contract until further notice (continuous) or a fixed- term contract of employment? As a rule the contract is valid until further notice. For a justifiable reason a fixed-term contract can be made. If this is the case the reason for a temporary contract of employment is written down, i.e. the justifiable reason why a temporary agreement is made, e.g. a temporary post or employee s own request. Petri Puromies The duration of fixed-term contract is written in calendar terms. If the end is not known, the reason why the employment ends is written down. An agreement can be made of a trial period during which both parties can end the employment without giving a reason and without notice. If a trial time is agreed upon, its duration is written in the contract. The duration of the trial period can normally be agreed to be four months. If the employment period is shorter than eight months the trial time cannot be more than half of the duration of the employment. Place of work or clarification of the principles for working at different work stations: The location where the employee is mainly working or from where he works is written down. Main duties: The main tasks or a task description is written down. (If need be the employer can assign other tasks provided he gives proper introduction. A temporary reassignment shall not reduce the wage.) Applicable collective agreement: The branch collective agreement which the employer applies is written down. (There are hundreds of collective agreements between the employers organisations and the trade unions in different branches.) 8 9 Remuneration and other payment for the work: The basis of remuneration is written down; it can be based on time, performance (piecework pay) or other. Salary at the start of employment: The amount of the basic salary or the wage bracket, wage category etc. is written down. (After four months the employer specifies the personal wage element which is normally 3-20 % of the work specific salary.) Pay period: If the basis of time payment is less than a week the salary will be paid at least twice a month, otherwise once a month. Pay days: The salary has to be paid on the last day of the pay period if not agreed otherwise. If the pay is due on a normal Saturday or on certain holidays the payment must be made on the preceding weekday. It is recommended also to write down in the agreement what is the pay day at the end of employment. Salary will be paid into account: The name of the bank and the account number to which the salary is paid are written down. Hours of work: The regular working time is according to the Working Hours Act eight hours per day and 40 hours per week. If the weekly working time agreed upon in the contract of employment is less than the working hours by law or collective agreement, it is considered parttime work. Annual leave: The length of annual leave, holiday pay, holiday compensation and other related conditions of the annual leave are determined by the Annual Holidays Act and the collective agreement. If something else is agreed upon in addition to these, it is written down. Period of notice: Both the employer and the employee have to notify in advance when the employment is terminated. The period of notice is determined by law and collective agreement unless agreed otherwise. In the agreement the period of notice for both parties must be written down. Other terms of contract: Also other than above mentioned relevant employment information must be given to the employee by writing them down in the contract of employment. Accident insurance: The employer must by law insure his employees for the case of an accident. At the signing of the contract of employment it is recommended to clarify in which insurance company the insurance is taken. The information concerning the terms of contract can also be made by reference to the law or collective agreement in question

4 Pekka Elomaa COLLECTIVE AGREEMENT OF THE TECHNOLOGY INDUSTRIES The collective agreement is an agreement between the Metalworkers Union (trade union) and the Technology Industries (employers organisation) to secure minimal terms of employment. The latest collective agreement of the Technology Industries was signed It has taken effect on and it is terminated on The wage increases for 2009 will be negotiated in spring, by the latest In addition, the continuation of the 2007 agreement will be discussed for the time after WAGE INCREASES YEAR 2007 SINGLE COMPENSATION The employers and employees organisations have negotiated a single compensation of 350. This compensation will be paid at the latest under the following conditions: The employment is permanent and has begun at the latest and still continues For part time workers the amount of the single compensation is defined according to the agreed working time in relation to full time employment. It is possible to make local agreements about the time of payment or its division in parts. The payment must be made by the end of GENERAL INCRREASE The wages are increased from the beginning of the pay period beginning on or immediately thereafter by a general increase of 30 cents per hour but at least by 3.4 % WORKPLACE-SPECIFIC AMOUNT or from the beginning of the pay period immediately thereafter the increase of the employees wages will include a workplace-specific or enterprise-specific amount of 0,7 % or 1,0 % of the average amount of the average hourly wage income of the last quarter of 2006 multiplied by the number of the employees in an enterprise or workplace covered by the collective agreement. In case the mode applied to this amount is agreed upon the common instructions of the organizations, the amount is 1,0 %. If there is no agreement, the amount is 0,7 %. The use and distribution of this amount will be negotiated locally and at the same time the shop steward will be informed about the grounds and the size of this amount. Johannes Tervo JOB-RELATED HOURLY WAGES When using nine job requirement categories (TVR) the job-related hourly wages (cent/hour) will be as follows as of the start of the pay period beginning on or immediately thereafter: Job requirement cost area 1 cost area 2 category (TVR)

5 WAGE INCREASES YEAR 2008 GENERAL INCREASE The wages will be increased from the pay period beginning or immediately thereafter by a general increase of 2,5 %. WORKPLACE-SPECIFIC AMOUNT or from the beginning of the pay period immediately thereafter the increase of the employees wages will include a workplace-specific or enterprise-specific amount of 1,0 % or 1,6 % of the average amount of the average hourly wage income of the last quarter of 2007 multiplied by the number of the employees in an enterprise or workplace covered by the collective agreement. In case the mode applied to this amount is agreed upon the common instructions of the organizations, the amount is 1,6 %. If there is no agreement, the amount is 1,0 %. The use and distribution of this amount will be negotiated locally and at the same time the shop steward will be informed about the grounds and the size of this amount. JOB-RELATED HOURLY WAGES When using nine job requirement categories (TVR) the job-related hourly wages (cent/hour) will be as follows as of the start of the pay period beginning on or immediately thereafter: Job requirement cost area 1 cost area 2 category (TVR) PERSONAL WAGE ELEMENT No later than four months after the employment begins, a personal wage element will be determined for each employee. Its amount is at least 3 % and at the most 20 % of the employee s job-related wage element. The employee will be informed about the grounds of the definition of this personal wage element. The requirements for jobs are different which means that both de- 4manding and less demanding jobs can require different qualifications. The average percentage of the locally determined personal wage elements will vary between 9 and 14 per cent. SEPARATE BONUSES 2007 As of the pay period beginning on or immediately thereafter the evening shift bonus (e.g. from to 22.00) is 103 cent/hour and the night shift bonus (e.g. from to 06.00) is 190 cent/hour. SEPARATE BONUSES 2008 As of the pay period beginning on or immediately thereafter the evening shift bonus (e.g. from to 22.00) is 106 cent/hour and the night shift bonus (e.g. from to 06.00) is 195 cent/hour AVERAGING OF REGULAR WORKING HOURS According to the collective agreement of the Technology Industries the regular working hours in day shift and in two-shift work are 2008 on an average 36,6 hours per week (1732 hours per year). According to the agreement on three-shift work the regular hours of work in discontinuous three-shift work is on average 35,8 hours per week (1688 hours per year) and in continuous three-shift work 34,9 hours per week (1645 hours per year). The regular hours of work should be averaged to the average number of weekly hours and the maximum length of an averaging period is a calendar year or 52 weeks. If nothing else is agreed upon at the workplace the averaging of working hours is made by taking time off according to the employer s indication for at least a work shift at a time. The shortening of working hours has been implemented without lowering the level of payment so that an employee in day shift or two-shift work earns for every completed regular working hour in cents a bonus of 6,3 % of the quarterly determined average hourly earnings. (More detailed calculation instructions for the average hourly earnings see collective agreement section 11.) In discontinuous three-shift work it is 11 % and in continuous threeshift work 14,3 %. The hours of working averaging bonus will be paid by month of payment if nothing else is locally agreed upon. The shortening of working time of an employee on a monthly salary will be implemented without lowering his monthly pay. WORKING IN THREE-SHIFT Discontinuous three-shift work denotes work performed in three shifts interrupted over the weekend. Continuous three-shift work denotes work performed in three shifts without interruption over the weekend. For reasons of production and of custom and practice, the hours of work in weeks including a weekday public holiday will vary according to whether the work is interrupted or not on the said weekday public holiday. OVERTIME Overtime means that work is performed in addition to the agreed regular daily or weekly working hours, and an overtime bonus is paid for this work. According to the collective agreement the employee is paid in addition to the regular wage an overtime bonus as follows: for daily overtime for the first two hours 50 % and the subsequent overtime hours 100% overtime bonus according to the average hourly earnings, provided that one extra overtime per cent is not locally agreed upon. for weekly overtime for the first eight overtime hours 50% and the subsequent overtime hours 100 % overtime bonus according to the average hourly earnings provided that one extra overtime per cent is not locally agreed upon. Work performed on Sundays or other church holidays in addition to regular wages and possible overtime bonuses a statutory increase for Sunday work is paid for each working hour amounting to 100 % of the average hourly earnings. When the employee has not been granted a statutory weekly time off, it has to be agreed upon whether the lost time off will be compensated by granting a comparable time off period or by paying a money amount which will be in addition to the regular wages and possible overtime bonuses and Sunday increases 100 % of the average hourly earnings for the working hours during which the weekly time off rule has been violated

6 SICK PAY The employee is obliged to notify the employer without delay of his illness. The employer pays to the employee who is incapacitated to work due to illness or accident, after an account approved by the employer, a sick pay at the rate of average hourly earnings. In employment of less than six months there is one waiting day (a day for which wages are not paid). In case of accident at work there is no waiting day. Conditions governing payment of sick pay are that the employment has lasted at least for one month; the employee was prevented from working due to incapacity due to illness or accident; an account of the incapacity approved by the employer is presented; the grounds of payment of sick pay and the amount thereof have been acceptably determined. PAY PERIOD Continuous employment before incapacity Length of calendar period at least 1 month but under 3 years 28 days 3 years but under 5 years 35 days 5 years but under 10 years 42 days 10 years or longer 56 days CARE OF A SICK SCHILD (UNDER 10 YEARS) New rules concerning the care of a sick child have been agreed upon in the collective agreement. Please contact your shop steward, the regional office or the interest department s (edunvalvonta) service number for further information. Although the employment has lasted for less than a month the employee has a limited right to sick pay as determined in the collective agreement. ANNUAL HOLIDAY, ANNNUAL HOLIDAY PAY, HOLIDAY COMPENSATION The employee shall receive annual holiday according to the Annual Holidays Act. Leave-earning year denotes the time between Leave is earned according to the length of employment: employment under one year in the leave-earning year 2 days/month employment over one year in leave-earning year 2,5 days/month CONDITIONS FOR LEAVE-EARNING: at least 14 working days and/or comparable days at work per month according to agreement working at least 35 hours per month. The annual holiday is allocated as a summer holiday period ( ). The part exceeding 24 days can also be allocated as winter holiday period ( ). According to the collective agreement the basis of calculating the annual holiday pay and the holiday compensation for an employee on an hourly wage is the average hourly earnings. (In the leave-earning year the wage paid or to be paid for performed working time, excluding the increase in addition to the basic wage for urgent work or work performed according to law or agreement, divided by the number of respective working hours). For employees on monthly pay the annual holiday pay is calculated by dividing the monthly pay by 25 and multiplying it by the number of annual holiday days. The employee is paid holiday compensation which is 50 % of his annual holiday pay. The regulations for the annual holiday accumulation pay and compensation can be described as follows: Pekka Elomaa 22 23

7 agreed working time holiday pay/ holiday compensation accumulation > 14 days/month holiday pay agreement 2 / 2,5 days/month < 14 days/month, but > 35 h/month < 14 days/month < 35 h/month PERIODS OF NOTICE 9 % if employment < 1 year 11,5 % if employment > 1 year 9 % if employment < 1 year 11,5 % if employment > 1 year 2 / 2,5 days/month right to time off, Annual Holidays Act 8 2 days/month When terminating an employment contract the employer must observe the following periods of notice: Length of continuous employment Period of notice no more than one year 2 weeks more than one year but no more than 4 years 1 month more than 4 years but no more than 8 years 2 months more than 8 years but no more than 12 years 4 months over 12 years 6 months When terminating an employment contract the employee must observe the following periods of notice: Length of continuous employment Period of notice no more than 5 years 2 weeks over 5 years 1 month SAFETY IS A PRIVILEGE AND AN OBLIGATION The employee can jeopardize his health due to an accident at work at a workplace with many risk factors. They should not be underestimated. Health cannot be bought or restored by compensations. Therefore safety at work is important to each and everyone at the workplace. Every employee has the right to work safely. To maintain safety implies that every employee is aware of the risk factors and keeps a keen eye on his work environment. Observed shortages and dangerous situations shall be reported to the nearest superior and the labour protection delegate for them to be corrected. All employees are also obliged to work safely. Nobody shall risk their health or the health of other colleagues. The health and safety regulations have to be observed at the workplace. Other colleagues, their work and property have to be respected at the workplace. Mischief and harassment do not belong to the workplace. HEALTH AND SAFETY ORGANISATION The employees elect among themselves a labour protection delegate and a labour protection agent as their representatives to co-operate in health and safety matters with the employer. In larger enterprises the employer appoints a head of labour protection to be in practice in charge for safety at the workplace. If there are at least 20 employees, a labour protection commission is elected or the co-operation is agreed upon in some other way. The labour protection commission prepares an annual action plan taking in consideration the health and safety action programme to which the employer is legally obliged If observed shortages are not corrected at the workplace the labour protection district office has the obligation to intervene. The labour protection district office is a regional authority working under the Ministry of Social Affairs and Health responsible for the compliance with health and safety regulations and support of labour protection measures at the workplace. EMPLOYER S RESPONSIBILITY FOR SAFETY AT WORK The employer or his representative is according to the Labour Protection Act responsible for the compliance with given regulations at the workplace. The employer is e.g. responsible for guidance, introduction and sufficient professional skills of his employees. Likewise the employer must inform each employee about eventual risks and impediments that can be caused to others by one individual s work. The management gives the general implementation regulations for health and safety at the workplace. The employer likewise prepares and publishes the more detailed health and safety instructions and organizes the health and safety supervision and gives health and safety information at the workplace. Acquisition of safe machines and appliances and their continuous control are part of management. The management must ensure safe working conditions at the workplace. It is the duty of the employer to provide and maintain the necessary personal safety equipment for the employees. The management is obliged to appoint qualified and safety conscious supervisors to the workplace. The supervisors monitor the compliance with health and safety regulations. The company must also inform their own suppliers of matters related to health and safety. EMPLOYEE S RIGHTS AND OBLIGATIONS All employees are obliged to observe the given safety instructions and use the necessary safety equipments. Everybody shall eliminate according to their possibilities the observed risk situations and report these to their supervisors to avoid their reoccurrence. If the employee cannot himself eliminate the danger he shall definitely report this to others. Safety equipment shall not without a specific reason be switched off at the workplace. Instructions and warnings are not to be removed or covered. The employee has the right to refuse work if it implies a serious danger to his own or other people s life and health. The refusal shall be reported to the own supervisor as soon as possible. The refusal shall not restrict the work in a wider sense but only when necessary for health and safety

8 YOU ARE NOT ALONE IN THE METALWORKERS UNION The Metalworkers Union is an interest group of the metalworkers. It is the strongest trade union in Finland with about professionals, i.e. about 90 % of the workforce in the sector. If you are a union member, you certainly are not alone. The Metalworkers Union represents you also in difficult situations. There are several benefits in being a union member: The union negotiates a collective agreement for the sector. The shop steward represents the employees interests at the workplace. The organized Metalworkers Union members can elect a shop steward among them. You can consult him in any given problem that has to do with your employment. The shop steward is allowed free working time only to settle the matters and represent the interests of the employees. In workplaces with more than 400 employees there is a full-time shop steward. Health and safety protection is an integral part of the representation of the workers interest in the Metalworkers Union. In workplaces with more than 10 employees a labour protection delegate is elected by law among the employees. Also other work places have the right to elect a delegate. If a dispute concerning employment is not solved by negotiations the union provides legal aid when necessary. Training: The Metalworkers Union has a training centre, Murikka, in Terälahti near Tampere. It offers all union members the possibility to free training, e.g. in matters of representation of interests, organisation, languages, information technology and labour law. The courses with accommodation and meals are free for union members. More information is to be found in Also the regions and local branches offer various training possibilities. The union membership card is at the same time an insurance card in free time and when travelling. The union owns in Pyhätunturi, the mountain hotel Metallikero and a camping site in Loviisa, Metalliranta. The union also offers various types of vacations. The local branches also have their own free time facilities. The membership card entitles you to various membership benefits. You can e.g. get price reductions for fuel and travels and under certain conditions even for banking services. The union membership magazine Ahjo is issued 24 times a year and mailed directly to all members. Other benefits are the union calendar and a discount for the subscription of a labour movement newspaper. Solidarity: we also help those who are weaker. This is one of the most important principles of the trade union movement. According to a solidarity pact the member organisations of the European Trade Union Association ETUC provide help to all members of the affiliated unions irrespective of in which EU country they are working. Union membership implies also duties. The representation cannot be done without cost. Therefore all members pay a membership fee which is decided upon yearly the membership fee is 1,6 % of the taxable income. The membership fee is deductible from the taxable income. With the membership in the Metalworkers Union the employee also becomes a member in the Metalworkers Unemployment Fund. This is of help if the employer lays you off or terminates the employment contract UNEMPLOYMENT FUND MEMBERSHIP If a person becomes unemployed or is laid off he must immediately report at the employment office as an unemployed job seeker. The lay-off attestation or employment reference shall be brought along to the employment office. The Metalworkers Unemployment Fund provides information on how to apply for the daily unemployment benefit and what appendices are required for the application. To be entitled to an earnings-related unemployment benefit is required that a person has been a member of the unemployment fund at least for ten months immediately before unemployment. During the membership a person must also fulfil the working condition. The working condition is fulfilled when the person has been working before unemployment at least 43 calendar weeks during the 28 months reviewing period, provided the working time has been at least 18 hours in a calendar week and the wages according to the collective agreement. Any person who works in Finland and is covered by the Unemployment Safety Act and who is under 68 years of age and who works in a profession or in a branch that is covered by the fund can be a member in an employees unemployment fund. A foreign person working in Finland can join an unemployment fund although the person is not considered to live in Finland. A person who is coming to Finland from abroad as a posted employee cannot join the unemployment fund since he is covered by the social security system of the posting country. To be entitled to an unemployment benefit it is required that the person lives in Finland. The Social Security Institution decides whether or not a person is considered to be living in Finland. It is recommended that you clarify with the Social Insurance Institution (KELA) your resident status in Finland since being a resident in Finland is a prerequisite for getting unemployment benefits. WHAT TO DO IN CASE OF UNEMPLOYMENT OR LAY-OFF? RECOGNITION OF WORK AND INSURANCE PERIODS FROM ANOTHER EU/EEA COUNTRY If the benefit requires certain unemployment insurance or working periods, even unemployment insurance and working periods in another EU/EEA country are recognized. The requirement for the recognition of periods in another EU/EEA country is generally that the person has worked for a certain period of time in the country in which he applies for the unemployment benefit. In Finland it is required that for the unemployment benefit to be granted the applicant has worked in Finland at least for four weeks in a job that fulfils the conditions for working. When a person moves from one EU/EEA country to Finland, he must become a member of an unemployment fund within one month from the date when his unemployment insurance in the EU/EEA country s unemployment security system expires to be able to have his EU/EEA work history recognized. Between the Nordic countries the transition period is eight weeks. The form E 301 must always be presented for work performed in an EU/EEA country. REGISTRATION OF EU CITIZENS IN FINLAND The citizens of the EU, Iceland, Liechtenstein, Norway and Switzerland must register after three months of stay in Finland. The registration takes place in the local police station except for Nordic citizens who register at the magistrate with a Nordic removal certificate. A written attestation will be issued on the registration

9 METALWORKERS UNION AND ITS SHOP STEWARDS HELP TO IMPLEMENT THE AGREED TERMS OF WORK Find out whether there is an elected shop steward at the workplace. He helps when necessary in negotiations with the employer. Find out whether there is an elected labour protection delegate at the workplace. To him you shall report hazardous situations at the workplace. You can contact the Metalworkers Union at the nearest local branch, the regional office or the union headquarters. HELSINKI AND UUSIMAA REGIONAL OFFICE Hakaniemenranta 1 C, 2. floor, Helsinki Tel: Fax: VARSINAIS-SUOMI REGIONAL OFFICE Humalistonkatu 6, 3. floor, Turku Tel: Fax : SATAKUNTA REGIONAL OFFICE Isolinnankatu 24, 3. floor Pori Tel: Fax: SERVICE: RAUMA Wednesdays Aittakarinkatu 18, Rauma (02) HÄME REGIONAL OFFICE Kasarmikatu 7 B, 2. floor Hämeenlinna Tel: Fax: PIRKANMAA REGIONAL OFFICE Rautatienkatu 10, 7. floor Tampere Tel: Fax: KYMI REGIONAL OFFICE Matkakuja 6, 2. floor Karhula Tel: Fax: SERVICE IN IMATRA ON EVEN WEDNESDAYS Tel. (05) Fax (05) Einonkatu 3, Imatra (workplace visits ) SERVICE IN LAPPEENRANTA ON EVEN WEDNESDAYS Tel. (05) Fax (05) Liisankatu 6, Lappeenranta (workplace visits ) SAVO-KARJALA REGIONAL OFFICE Kauppakatu 48, 2. floor Varkaus Tel: , Fax: MIDDLE FINLAND REGIONAL OFFICE Jyväskylä Järjestöjen talo, 3. floor Kalevankatu Jyväskylä Tel: , Fax: VAASA REGIONAL OFFICE Vaasanpuistikko 15 B Vaasa Tel: , Fax: SERVICE IN KOKKOLA IN EVEN WEEKS Tel. (06) Pitkänsillankatu 23, Kokkola Wednesdays SERVICE IN SEINÄJOKI IN UNEVEN WEEKS Tel. (06) Fax (06) Puistopolku 10 L 3, Seinäjoki Wednesdays SERVICE IN PIETARSAARI IN EVEN WEEKS Tel. (06) Tehtaankatu 13, Pietarsaari Wednesdays VARSINAIS-SUOMI AND SATAKUNTA VAASA AND KESKI-SUOMI OULU AND LAPPI HÄME AND PIRKANMAA HELSINKI AND UUSIMAA KYMI AND SAVO-KARJALA OULU REGIONAL OFFICE SAK Trade Union Centre Mäkelininkatu 31, 4. floor Oulu Tel: Fax: SERVICE IN KAJAANI Tel. (08) Ratakatu 29 B 15, Kajaani Wednesdays LAPLAND REGIONAL OFFICE Länsiranta 7 B Tornio Tel: Fax: SERVICE IN ROVANIEMI Tel. (016) Rovakatu 26 A 8, Rovaniemi Wednesdays LINKS METALWORKERS UNION Hakaniemenranta 1 POB 107, Helsinki Tel: (switchboard) Office hours (Saturdays closed) metalli.posti@metalliliitto.fi SERVICE NUMBER OF SUPERVISION OF INTERESTS MEMBERSHIP SERVICE Fax METALWORKERS UNEMPLOYMENT FUND Postal address POB 116, Helsinki Tel: (switchboard) SERVICE NUMBER OF THE UNEMPLOYMENT FUND (weekdays ) Fax an address for a lot more information the website of the Central Organisation of Trade Unions SAK with more information in several languages important basic information for immigrants on the functioning of the Finnish society and possibilities in Finland in 12 languages website of the Ministry of Labour with information for immigrants in Russian, Estonian and English under the heading Immigration (maahanmuutto) and the magazine for immigrants under the heading Julkaisut > Monitori (Finnish, Swedish, Russian and English) website of Finnish Social Insurance Institution (Kela) with information on social security in Finland (Finnish, Swedish and English) website of the Central Organisation of Unemployment Funds with information on unemployment security (Finnish, Swedish and English) Johannes Tervo