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The salaries of experts and managers are based on the salary system defined in collective agreements and are agreed upon in the employment contract before the commencement of work. The salary system consists of an assessment of the complexity of the work as well as a personal pay component and possible workplace-specific items. The collective agreement also defines other bonuses related to working hours and overtime, for example. The pay can be monthly or hourly. The employer must comply with the pay provisions of the collective agreement that binds the employer.

Your salary must be paid on the last day of the pay period, unless otherwise agreed. As a rule, the payment date is included in your employment contract or the collective agreement. If your pay is due on a Sunday or a public holiday, it will be paid on the previous business day. The pay must be paid regularly on the dates determined in the contracts. If there is no agreed payday, it will be paid once a month. As an exception, if the period of pay is less than one week, it can be paid twice a month.

On the regular payday, the pay for the work period in question will be paid. However, in several collective agreements, non-regular bonuses, such as overtime and shift differentials, can be paid in connection with the next payment of wages following the working month. If a portion of your pay is determined as a share of the profits, commission or on other similar grounds, the payment period for this portion can be longer, but not longer than 12 months.

The salary will be paid to the account you provided and must be available to you on the due date. When paying the salary, the employer must provide you with a calculation showing the amount of pay and the criteria for determining it. Check that the employer has withheld taxes and other statutory payments from the pay. You should also save your payslip. If your salary is paid in cash, the employer must have a receipt or other proof of payment signed by you.

As the employment end, so does the period of pay. Payment is delayed if the salary is not paid by the payday agreed in the employment contract. If there is no agreement concerning salary payment at the end of employment, the salary must be available in your account on the termination date of employment. In case of late payment of salary, you are entitled to receive the interest for late payment as well as full pay for the lay days, but for no longer than six calendar days.

The employer is liable to pay your full pay if, in accordance with the employment contract, you have been at the employer’s disposal without being able to work for a reason attributable to the employer, unless otherwise agreed.

If you are prevented from doing your job on account of a fire, exceptional natural disaster or any other reason independent of you or the employer, you are entitled to receive your salary for the period in question, but for a period of no longer than 14 days. However, if you are prevented from working because of industrial action by other workers, which is not dependent on your working terms or conditions, you are entitled to a maximum of seven days’ pay.

If the salary due is not paid, demand that the employer pays the delayed salary immediately. If you do not receive a response to the non-payment of salary within a reasonable period of time or if the salary has not been paid within two weeks of its due date including the salary of the lay days and interest on arrears, submit a wage security application. The wage security system guarantees that the employee’s claims due to their employment are paid in the event of the employer’s insolvency. The wage security application must be submitted to the ELY Centre no later than three (3) months after the due date of the claim.

Pay matters can be clarified by talking to the shop steward of the workplace or by contacting the contractual representative of the nearest Pro regional office

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