Resolving disputes

What to do when there are problems in the employment relationship?

Collective agreements have agreed on a negotiation procedure that applies to disagreements arising from the employment relationship. According to this, the employee and employer must seek reconciliation through negotiation. The employee must therefore first try to resolve the matter themselves. Negotiations must begin as soon as possible and no later than one week after the negotiation proposal is made. Negotiations must be conducted without unnecessary delay.

If the matter cannot be resolved at the workplace, it can be referred to the union and the empolyer association (in the case of an organized employer) for resolution. In this case, the union representative and the employer must accurately record the dispute and the position of both parties in a disagreement memorandum. AKT ry’s advocacy team will assist union representatives in negotiations and in drafting the disagreement memorandum, if necessary.

If a dispute arising from an employment relationship is not resolved through negotiations between the union and the empolyer association, the dispute can be brought to the attention of the collective bargaining committee for legal aid and, depending on the situation, challenged either in a lower court or in a labour court.

If a dispute arising from an employment relationship is not resolved through negotiations between the union and the empolyer association, the dispute can be brought to the attention of the collective bargaining committee for legal aid and, depending on the situation, challenged either in a lower court or in a labour court.

To prevent disputes, it is important that a union representative has been selected at work who is familiar with the laws and agreements, and negotiates with the employer even before the dispute arises.

The most typical disputes include wage claims and unjustified termination of the employment relationship.

The employee must keep his or her own working time records with start and end times, i.e., shift lists, pay slips and other necessary documents.

Who should you contact?

Any ambiguities in the employment relationship should primarily be resolved between the employer and the employee. In unclear situations, it is advisable to ask the union representative at work and the union’s employment relations advice for advice and background support in clarifying the matter, tel. 09 6131 1222.

Union representative helps to clarify the matter

A union representative represents AKT-affiliated employees and negotiates with the employer on workplace matters and monitors the implementation of the collective agreement and labour legislation at the workplace.

• If a dispute between the employer and employee cannot be resolved through direct discussion, the employee should contact the union representative the workplace.
• The union representative is familiar with the collective agreement, workplace practices and local agreements, and is therefore the primary person to turn to in order to settle the disagreement with the employer.
• For those working for an organized employer, the collective agreement requires that disputes are primarily handled locally between the union representative and the employer.
• The union representative has access to union’s background support and counselling services to clarify the matter.
• ​​If local negotiations do not lead to a solution, a memorandum of disagreement will be drawn up on the matter.

If there is no union representative at the workplace

If there is no union representative at the workplace or the member doesn’t know one, the member can also contact the union’s employment advice service, tel. 09 6131 1222.

In employment matters, you can get advice from the employment advice hotline at 09 6131 1222 (Mon-Fri 9 am-3 pm).

In matters related to the working environment, occupational safety and social security, tel. 09 6131 1226 (Mon-Fri 9 am-3 pm).

In sector-specific questions concerning the interpretation of a specific collective agreement, union representatives can turn directly to the agreement expert responsible for the branch in question.