Clearance before decision of temporary layoff | Trade Union Pro
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The clearance procedure should include

● Grounds for temporary layoff.
● Estimated extent.
● Manner of implementation.
● Start date.
● Duration or estimated duration.
● The employees or their representatives should also have the chance to be heard concerning the clearance.

Temporary layoff of at least ten employees for more than 90 days

● The company must undergo cooperation negotiations in accordance with the Act on Co-operation within Undertakings.
● Written grounds for procedures and an estimate of the number of employees facing the procedures should be attached to the negotiation proposal.
● An advance clearance is not required (Finnish Employment Contracts Act section 5 paragraph 3).
● However, an employee should always be personally notified of temporary layoff and the employer should inform the shop steward of the issue as well (Finnish Employment Contracts Act section 5 paragraph 4).

Cooperation negotiations before decision of temporary layoff

● When the temporary layoff continues for less than 90 days, the cooperation negotiations should last at least 14 days, i.e. two weeks.
● When a temporary layoff valid until further notice concerns fewer than ten employees and the grounds for the temporary layoff would also suffice as grounds for dismissal, the minimum duration of cooperation negotiations is still two weeks.
● When a temporary layoff valid until further notice concerns ten or more employees, the minimum duration of negotiations is six weeks.
● Cooperation negotiations should be carried out simultaneously for all staff groups if the grounds for temporary layoff are the same in all cases.
● The employer violates the Act on Co-operation within Undertakings when breaking the cooperation negotiations into sections to shorten the negotiation period.