Problems at work?
A shop steward represents employees, who are members of Trade Union Pro, in a given workplace and monitors that the law and agreements are followed. A shop steward is chosen by the unionized employees and represents them in different negotiations.
All union members at the workplace must be allowed to know who is their shop steward.
Occupational safety delegate is an expert of health and safety at the workplace. As a representative of personnel, they monitor that the Occupational Safety and Health Act is followed at work. Occupational safety delegate is aware of all matters related to health and safety at work and takes part in safety inspections at the workplace.
* We compensate the cost of legal proceedings for our members without excess and limit even though they would amount tens of thousands of Euros and the legal proceeding would continue in higher instances. The legal aid includes legal counselling, settlement negotiations and litigation. The decision on bringing a matter to court is made by Trade Union Pro's Head of Legal Affairs. Legal aid requires that membership in Pro has been in force for at least three months prior to the incident the legal aid is applied for and that Pro's membership fees have been paid according to Trade Union Pro's rules. Litigation in court requires that the member's complaint is based on law or agreements and that the information member has provided indicates that they have most probably not been treated according to the law and agreements.
The employment contract must determine all the key issues. These include at least the following:
Määräaikainen sopimus voidaan tehdä vain, jos siihen on perusteltu syy. Tällainen syy voi olla esimerkiksi toisen työntekijän poissaolosta aiheutuva sijaisuus.
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
You have the right to postpone your annual leave from the first day of sickness if you are incapable for work at the beginning or during your annual leave due to an illness, accident or childbirth.
If you fall ill during your holiday, ask your employer to postpone the holiday immediately. Provide the employer with a proper clarification of the illness or accident, such as a medical certificate. You should also check your collective agreement’s provisions related to illnesses.
The law protects you, so your employer has the right to dismiss you only for serious reasons. Such a reason could be that the available work is reduced or comes to an end, for example. The employer also has grounds for dismissal if you violate your obligations as an employee. However, you must be given an opportunity to correct your behaviour by law.
You cannot be dismissed for reasons such as an illness, disability, trade union activity or ideological reasons. If the dismissal takes place without justified and acceptable reason, the employer is obliged to compensate you for the unlawful dismissal.
Upon your request, the employer must promptly provide you with the reasons for dismissal in writing and the date of your employment’s termination.
As an employee, you can resign simply by notifying your employer in writing or orally. You have no obligation to justify your resignation.
The final pay refers to the normal pay for the period of notice, including all normal fringe benefits for the period of notice. Unused holidays, accrued balances and overtime will also be compensated in it. The final pay must be paid into the employee’s account on the last workday, unless otherwise agreed in the employment contract.