1. COOPERATION WITHIN UNDERTAKINGS

2. SCOPE OF APPLICATION Companies employing regularly at least 20 people
Applied only partly in companies employing under 30 people
Co-operating parties: the employer and the personnel
The personnel can be represented by the shop steward or another representative
The purpose is to collectively develop operations of the undertaking and to strenghten co-operation between the employer and the employees

3. EMPLOYER’S DUTY TO GIVE INFORMATION ON…
Undertaking’s financial situation
Financial statements
Comprehensive report on the company’s financial situation
Comprehensive report on changes in the company’s financial situation
Salaries paid
On request of the personnel groups
The number of employees
The number of subcontracted labour
Merger and aquisition of the company

4. NEGOTIATIONS (1) Issues concerning the company policy
Recruitment principles
Personnel yearly training plan
Principles of the company’s information policy
Principles of the use of temporary agency
Company’s plan on equality between men and women
Action plan on alcohol and drugs
The purpose, implementation and methods used in camera surveillance, access control etc.
Technical employee monitoring
Negotiations initiated by the employer
Must provide employees’ representatives with relevant information
Employer makes the decision after the negotiations

5. NEGOTIATIONS (2) Issues to be agreed on f. ex.
the amount, content and allocation of the co-operation training annually to each personnel group within the limits of the funds earmarked by the employe
Working rules complied by the company
Rules for suggestion schemes
Principles to be followed in the allocation of company accommodation
Company’s contributions for recreational and holiday activities of the personnel
Negotiations on the initiative of either party
If no agreement, decision making power with one of the parties, depending on the issue
Agreement in writing
Period of notice 6 mths
Employer must inform on the contents of the agreement

6. NEGOTIATIONS (3)
Changes in business operations affecting the personnel and arrangement of work
Closure of the company or part of it
Transfer of the company or part of it to another place
Yritystoiminnan laajentaminen tai supistaminen tai muu muuttaminen
Acquisitions of machinery and equipment
Changes in the production of services or product range
Other similar changes in the business operations
Arrangement of work
Use of external labour
Co-operation negotiations on the initiative of the employer before making the decision
Duty to provide information to the employees

7. NEGOTIATIONS (4) Reducing the use of personnel
Termination, lay –off or reducing an employment contract to a part time contract for economic and production related reasons
Co-operation negotiations on the initiative of the employer before decision making
Written proposal for commencement of the co-operation negotiations to the representatives of the personnel groups and to the manpower office
If over 10 employees are concerned, detailed proposal and action plan
Minimum negotiation time 2/6 weeks, unless agreement made
General report of the negotiations must be presented to the representatives of the personnel

8. SANCTIONS FOR VIOLATING THE ACT
Employer reducing the number of employees without following the co-operation procedure
Maximum indemnification amount of € / employee
Employer neglecting the duty to provide information
By court order obliged to provide, a fine
Employer failing to fulfil obligations intentionally or by neglect
Fines
Breach of confidentiality by either party