Hiring young people in the construction industry

Young people can get to know the jobs in the construction industry during, for example, an introduction to working life period, a paid get-to-know-the-working-life summer internship period or a paid internship period.

Getting to know working life in the construction industry (TET)

Periods to familiarize yourself with working life are organized in the middle schools of all elementary schools, usually in the 8th and 9th grades. The episodes are focused on autumn and are 1–2 weeks long. The young person is insured on behalf of the school for the period. The young person is not paid for the period. The goal is to support young people in matters related to career choice and further education, and to give the construction industry the opportunity to market itself as a versatile, safe and interesting industry.

Construction industry RT has put together instructions for companies on how to organize a two-week period of familiarization with working life (TET) and what participating in it gives the company.

Get to know working life summer internship

Get to know the working life summer internships can be offered even if the company's own employees are laid off or dismissed. An employment relationship according to the get to know the working life summer internship program lasting two weeks or ten working days can be placed between June 1.6 and August 31.8. in between. The familiarization period can also be three or four weeks long.

Get to know the working life and complete the Tienaa summer internship program for two weeks as a one-time salary of €395, which includes vacation pay accumulated during the familiarization period. Correspondingly, if the familiarization period is three or four weeks, €592,50 or €790 will be paid as a one-time salary.

Paid internship

Young employees can be hired by the company as summer workers. Internship periods related to professional studies play an important and large role in a young professional's development.

Job site trainee

Vocational school students and recent graduates of the construction industry can be hired for an internship that includes employee tasks, even if the company's own employees are laid off or dismissed. Vocational school students can then work on construction sites during their summer vacations, and those who graduated from vocational school in the spring can work until the end of September of the current year. In addition, the condition is that the employer and the shop steward have jointly determined the forms of training and training in use in the company and at the same time clarified that the training is not intended to affect the working relationships of the personnel employed by the company.

Possible layoffs or dismissals also do not prevent the hiring of summer employees and trainees for employee positions, if the total number of such persons is no more than five percent of the workforce in the company's working area. The five percent quota can therefore include, for example, the internship of university of applied sciences or university students in employee positions.

Clerk trainee

Fixed-term employment contracts can be concluded with interns who will be employed as white-collar workers, even if the company's own white-collar workers have been laid off or dismissed, in the following situations:

  • it is a mandatory internship that is necessary to enable the start of studies for a maximum of eight months,
  • it is a degree-related internship during the studies or
  • it is about hiring a graduate of a university or a vocational school/college for a maximum of eight months after graduation for the first actual job.

The employer and shop steward must jointly state that the internship does not affect the employment relationships or working conditions of other employees. Internships are primarily offered to those for whom internship is necessary to continue or complete their studies. A job description is drawn up for each internship program. The intern's task is always under the guidance of a designated employee, who is actually responsible for performing the work.

Occupational safety regulations and orientation apply to young employees

In taking care of the safety of young employees, the most important thing is proper orientation and job guidance, both when starting work and always when circumstances change and when moving from one job to another. The employer must ensure that the young person does not pose a danger to himself or others. The employer must provide teaching, guidance and personal guidance to a young employee who does not have the necessary skills and experience for the job. The orientation must take into account the working conditions of the workplace as well as the employee's age and other personal characteristics.

A lot of work is done on construction sites, which is classified as dangerous for young workers by the government decree. For example, working with a circular saw, chainsaw, bolt gun or personal lifting equipment is classified as such. It is forbidden for people under the age of 16 to do these jobs. If 16–17-year-old employees are used for work classified as dangerous, work safety and adequate guidance and direction must be ensured. In addition, before starting dangerous work, the employer must make a prior notification to the area of ​​responsibility for occupational health and safety of the regional administrative agency of the place of work.

Salary

You can find instructions on paying young people in member letters (note that letters open with member IDs).

You can find the membership letters and instructions of other branches on the branches' own websites.

See also

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