leugs wrote:Hello,
My employer just started cooperation negociation, because "demand at work has decreased" (the truth underneath is that they want to transfer work to low-cost countries).
They want to change our full-time permanent contracts to "0-160h"
Basically what they offer to us:
option 1: they unilaterally change our contract to part-time. We will be eligible for adjusted earnings-related (or basic) allowance.
option 2: we resign, and we will have to wait 3 months before we get allowance.
They say "we won't give any contract termination or lay-off".
So my questions...
Is it legal in Finland to force employees to change their full-time permanent to hourly based?
Anyone had a similar experience? Any advice?
Thanks!
These matters can be quite complicated in practice, and in addition to the redundancy procedure laws outlined by other posters here, there may also be special rules governing the industry in which your employer operates or the type of work that you do. Evidently your work is something that can be outsourced to a foreign supplier, which suggests that you aren't involved in contact services like teaching, cleaning, catering or health care.
Shop stewards and other employee representatives come in all shapes and sizes, and some are better than others. A bad shop steward or elected representative can be a serious handicap in cases of downsizing, as this person is consulted and may respond officially on your behalf, but will not necessarily keep you in the loop or represent your best interests. You didn't say which trade union you belong to.
I should add that your employer is bound by your contract of employment, which can only be ended by proper termination with notice. Shortage of work is grounds for such termination, but the correct procedure must be applied and you then enjoy a preferential right to be re-engaged if the employer needs new staff within 9 months of the end of the employment. You should not resign unless this is part of a formally agreed compensation package.
Drop me a line privately and let me know what work you do and for which employer, and which union you belong to. I have a bit of experience interceding with trade unions on behalf of foreign employees who cannot communicate with the union through the shop steward or other regular channels.