We got the white-collar contracts in the package during May Day and the collective agreements for employees approved this week. The negotiations for the employee contracts were sticky, and we were in a state of no contract for more than two months. Labor disturbances were avoided, but in the final stages, negotiations with the Construction Union were also held at the National Mediator's office.
The negotiation round was undeniably difficult. This was due primarily to the historically poor economic situation in construction and the parties' differing views on what kind of labor market solutions should now support and strengthen the turnaround in growth. An additional challenge was the known and partly still assumed future effects of changes in labor legislation, which are of concern to trade unions.
The general wage increases are now too high for many companies in the construction industry. The agreed postponements to the dates of the increases will hopefully at least slightly ease the position of the companies that are suffering the most from the economic downturn and help them to overcome the difficulties.
We could not reach an agreement with the trade unions on company-specific crisis clauses. Together with the white-collar employees, we opened the door to utilizing local items in companies, which is an important step forward in our bargaining culture.
Changes to family leave and gender-neutral job titles promote equality and diversity
In the development of collective agreements, we succeeded in resolving the equality issue related to parental leave. The changes will extend the paid parental leave period for non-birth parents. We were also able to update the job titles of the sectors to be gender-neutral, which will help increase the attractiveness of construction professions. These are essential basic issues for companies to prepare for growing skills needs.
The sectors also agreed on some important individual issues that had been under long-term negotiation, which our sectors will communicate to their member companies in more detail. Employee agreements were concluded in the eight contract sectors of the construction industry.
However, the development of productivity-promoting content in collective agreements remained scarce in this round of negotiations, which is something we cannot be satisfied with. A stone that stands still quickly becomes mossy.
Productivity-enhancing and flexible solutions, for example in terms of working time and work methods, benefit both employees and employers. In addition, issues affecting companies' recruitment thresholds, for example, could also be examined from the perspectives of both employment and employment opportunities. Movement is also vital in the world of collective agreements and local agreements.
Jukka Sarhimaa
Labor market director
jukka.sarhimaa@rt.fi + 358 40 184 1004Confederation of Finnish Construction Industries (CFCI)
“Changes to family leave and gender-neutral job titles promote equality and diversity”
This spring was probably the last Mother's Day. Next spring it will be "the day of those who gave birth."
And in the fall, we celebrate "No Childbirth Day".