Questions and answers on the ban on overtime and shift rescheduling
1. Why have industrial action been taken?
The purchasing power of employees has weakened significantly in recent years. Although inflation has slowed down, the actual increase in prices and the increase in the cost of living are unavoidable facts. Employees have fallen into a wage gap that must now be filled.
The employer does not seem to understand the situation of employees. The employer’s unwillingness to make a reasonable solution to achieve a collective agreement has created a situation in which the Finnish Industrial Federation must accelerate negotiations with industrial action to achieve a solution.
2. Who is affected by the overtime ban?
The overtime ban from January 13 to March 2 applies to those working in the contract sectors of the technology industry, the basic chemical industry, the plastic products industry and the chemical products industry, as well as the oil, natural gas and petrochemical industries. The overtime ban applies to all employees, regardless of whether they belong to a trade union or not.
In addition, an overtime ban has been declared for selected workplaces in the mechanical forest industry for the period January 13 – February 9. The overtime ban applies to the following companies: UPM Kymmene Oyj, UPM Plywood Oy.
3. When does the overtime ban begin and end?
The overtime ban begins on Monday January 13 at 00:00 and ends on Sunday March 2 at 24:00.
In the mechanical forest industry, the overtime ban begins on Monday January 13 at 00:00 and ends on Sunday February 9 at 24:00. The overtime ban applies to the following companies: UPM Kymmene Oyj, UPM Plywood Oy.
4. Is the overtime ban legal?
Yes, it is. An overtime ban declared by the union is always a legal industrial action.
5. Can an employer order an employee to work overtime?
No. During the overtime ban declared by the union, the employee does not work overtime.
6. Can the employer dismiss an employee for not complying with the overtime ban?
No. An overtime ban declared by the union is always a legal industrial action. The employee always has the right to refuse to work overtime.
In addition, when the industrial action is carried out by a trade union, the employer does not have the right to dismiss or terminate the employment contract for participating in the industrial action. The Industrial Union is a trade union. The form of the industrial action does not matter.
7. Where can I get more information about the overtime ban?
You can get more information about matters related to the overtime ban from your shop steward and the union’s regional offices and the employment advice service.
The employment advice service’s telephone number is 020 690 447 and the service is open on weekdays from 8:30 a.m. to 3 p.m. Monday through Friday.
8. What does the shift change ban mean in practice?
During the ban on shift changes, the confirmed work shift list is followed. The ban on shift changes applies to shift changes proposed by the employer. Changes may be made if the employees can agree on them among themselves according to established practice.