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The Law Officers Of Parliament

Original Language Title: Laki eduskunnan virkamiehistä

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Law on Public Officials

Katso the copyright notice conditions of use. .

Inusnce with the decision of the Parliament:

Chapter 1

General provisions

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This Act lays down provisions on the officials and officials of the Parliament and the provisions of the terms of employment of officials and the safeguarding of employment.

The employment relationship is a public service relationship where the Parliament is an employer and the official as an employer.

This law does not apply to the Ombudsman or the Deputy Ombudsman.

2nd Section

The aim of the law is to ensure the performance of the tasks of the Parliament and its agencies and the fair position of the official in relation to the employer.

The Offices of Parliament are the Office of the Parliament and the Office of the Ombudsman of the Parliament and the Nationaltarkastust Office of the Parliament and the Research Institute for International Relations and Affairs of the European Union. (25 May 2007/608)

Chapter 2

perustaion, termination, termination and alteration of offices

Section 3

Office of Parliament (Office Committeedecides on the establishment, termination and amending the offices of the Chancellor of Parliament and the Office of the Ombudsman of the Ombudsman of the Parliament, as well as the office of the Director-General of thetarkastust Office of the State Economy and the offices of the Research Institute for International Relations and Affairs of the European Union. The Director-General of the Nationaltarkastust Office shall decide on the establishment, termination and modification of other offices of thetarkastust Office. (25 May 2007/608)

When establishing a position, the name and salary of the office shall be determined. At the same time, it may be decided that the working time or the amount of work to be employed is determined on specific grounds.

Section 4

Offices may be established within the limits of the appropriations available.

The following posts and the corresponding or upper posts shall not be established, äished or amended, unless each office is eri in the budget of the State:

1) offices of the Secretary-General of the Parliament, the Deputy Secretary-General of the Parliament, the Executive Director of the Parliament, the Legisln of the Parliament, the Director of Information and Communications, the Director of the yksit of International Affairs and the Director of Security;

(2) Office of the Ombudsman of the Parliament, offices of the Head of the Office and Director of the Human Rights Centre;

(b) the office of the Director-General of the Statetarkastust Office; and

(4) Office of Director at the Institute for International Relations and European Union Affairs.

February 5, 2011/53.
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The office may be transferred to a unit other than that set up in the same Office and to another office other than that of the State Bu.t. If the office is not open, the office can only be transferred with the consent of the official.

Chapter 3

Appointments and eligibility requirements

Section 6

General criteria are laid down in the Constitution.

The official must be 18 years old. A person who has completed a 15-year educational institution may also be appointed an official if the appointment may be considered appropriate for the proper performance of the official’s nimi.

When deciding on the appointment, no person shall be unfoundedly transferred to another position in synce with the reasons set out in section 16.

Section 7

The appointment of an office is subject to a public application procedure, unless otherwise provided in this Act. The application period is at least 14 calendar days.

The decision to appoint may, for a reasoned reason, decide on the exten. of the application period, the new application procedure or the failure to complete the position. When notifying the new application procedure, it is necessary to indicate whether prior applications are taken into account.

A position that has been publicly so hat may only be appointed by a person who has applied for it in writing before the end of the application period and then meets the eligibility requirements. The application must be accompanied by a statement of the eligibility of the applicant. However, the required language skills may also be demonstrated at the end of the application period if this is not delayed.

In particular, a person who satisfies the eligibility requirements may be appointed to the office without an active application procedure.

8.

An official may be appointed as an official for a fixed period or otherwise for a limited period of time if the nature of the work, the place of the work, the provisional arrangement or training of the exercise of the tasks of an open office requires a fixed term of office. The official is not appointed to the office, but to a fixed term of office.

The office may be appointed for a fixed period or otherwise for a limited period of time if it is required by reason of the nature of the office or the functioning of the agency.

By way of derogation from Article 7(1), the appointment may be terminated without an active application procedure.

9 of (29 June 2006/545)

A fixed-term employment relationship for the purpose of carrying out the tasks eri in the budget of the State may be appointed only by a Finnish citizen. However, the position of the Director of the International Relations and the Research Institute for European Affairs shall be in force, as separately provided.

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Choosing the Secretary-General of Parliament shall be provided for in the Rules of Procedure of Parliament (40)00). . The Chancellor shall appoint a Chancellor’s Office for offices and fixed-term official contracts whose specific eligibility requirements are laid down in the Statute of Parliament. (320/1987). . Other offices and fixed term offices of the Chancellor of the Parliament shall be appointed by the Secretary-General of the Parliament.

2 is repealed with L 25 May 2007/608. .

The Office of the Ombudsman of the Parliament shall be appointed by the Ombudsman of the Parliament.

The Board of Directors of thetarkastust Office of the State Economy. The selection is more precisely regulated by the Parliament’s Rules of Procedure. The term of office of the Director is six years. The term of office of the Executive Director shall continue until the term of office of the Executive Director valited in the next election begins. The valited officer shall be exempted from the exercise of the office of the State or Parliament for the period he is the Director-General.

The Director-General of the Nationaltarkastust Office shall appoint other officials of thetarkastust Office.

The appointment of the official shall be decided on the presentation.

The appointment of the Offices of the International Relations and the Research Institute for European Union Affairs is provided separately. (29 June 2006/545)

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The special qualification required for the task of the official shall ben in addition to the provisions of this Act, in thean of the Office of the Parliament, in the executive functions of the Ombudsman of the Parliament )9)))the rules of procedure of the Office oftartors of the State or the rules of procedure of the Nationaltarkastust Office shall be laid down or laid down.

The qualification requirement of the Director-General of the Nationaltarkastust Office is a post-appropriate higher education degree, a good knowledge of the public finances and government administration, and practically demonstrated leadership and management experience.

The specific eligibility required for the positions of the International Relations and the European Union Research Institute shall be voimassa in the Act on International Relations and on the Research Instioidenions of European Union Affairs. (544))). . (29 June 2006/545)

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An official of the Finnish Parliament who is required to have a higher university degree as a special qualification requirement requires excellent oral and written skills in Finnish or Swedish as well as the satisfactory oral and written skills of another language.

The excellent oral and written skills of Finnish and Swedish languages are required in the position of the principal tasks:

1) translate the documents of the Parliament referred to in section 51 of the Constitution into the Swedish language;

(b) translate documents relating to the activities of Parliament other than those referred to in paragraph 1 to Swedish or Finnish languages;

(3) Prepare for Swedish-speaking answers and criteria; or

4) Interpretation in sessions and meetings of.tees.

The decision of the Committee may provide for derogations from the eligibility requirements for Finnish and Swedish languages laid down in subsections 1 and 2, where the tasks require it or the division of the tasks required by the use of different languages in the Parliament and its agencies allows it or there is another particularly heavy reason for deviation from the requirements. The Committee may also, for special reasons, define the eligibility requirement for the language skills of the individual.

The eligibility requirements for officials other than those referred to in paragraphs 1 and 2 shall be determined by a decision of thekunnantee.

Proof of Finnish and Swedish language skills is provided in the Act on Language Skills Required by Staff of Public Communities (424))) Demonstration of Finnish and Swedish language skills in the Government (481))). .

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When appointing a person to be appointed for a fixed-term employment for the purpose of carrying out the tasks siihen in the budget of the State, shall, prior to the appointment, provide a statement of their business activities, ownership in undertakings and other assets, and of their non-execu. tasks, of their branches referred to in section 23 and of other interests which may be relevant in assessing their conditions for carrying out those tasks. The official shall report the changes in the report without delay and rectify the deficienciesitu and, upon request, provide a new explanation.

Information on the financial status of the person given to the authority is confidential.

More detailed provisions on the issue of the report shall be adopted by a decision of the kantee.

14 of (1 April 2005/193)

The prerequisite for the appointment of an office and a fixed-term employment relationship is that, at the request of the public agency, the person provides the necessary health information for the management of the official relationship and, if necessary, participates in tarkasts and investigations to determine the matter. Applicant for office or fixed-term employment may be required to submit a certificate of privacy protection in the workplace (759::) in the cases referred to as a condition for the appointment of office or employment. The costs incurred by the Tars and investigations shall be borne out of the funds of the Agency.

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The decision may provide that the employment relationship may be terminated during a test period not exceeding six months from the employer and the official. However, the dissolution shall not be granted on the grounds referred to in section 16 or otherwise inappropriate.

The provisions of subparagraph 1 shall not apply to officials eri in the budget of the State.

Chapter 4

General obligations of the employer and official

16 of (30 December 2014/1336)

The employer shall treat the officials in its service equally, unless it is justified, taking into account the functions and status of officials.

Prohibition of equality and discrimination is governed by the Equality Act (1325/2014). . Prohibition of equality and discrimination on grounds of sex is governed by the law on equality between women and men. (6)/1986). .

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The employer shall not prohibit the official from joining or belonging to the association, or pressure him to join any association or refuse to resign.

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The employer must ensure that the official is given the benefits and rightsoikeudetising from the employment relationship as they belong to him.

The employer shall, at the request of the official, promptly issue a pay certificate showing the magnitude of the wages and the reasons for the application.

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The official must perform his or her. properly and without delay. He must comply with the management and supervision rules.

The official must act in the manner necessary for his or her position and functions.

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The official shall not require, accept or take advantage of the recipient or any other interest if it may impair confidence in the official or parliament or its agency.

21.

An official, whose duty is to represent an employer, shall not act in a representative association in a service relationship with the Parliament in such a position as to contradict the function of the association.

22nd Section

The confidentiality of the official is voimassa in the Act on the Act on the Act on the Activities of the Authorities (621/1999), other laws or regulations of the Parliament.

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The official shall not accept or maintain a side structure that requires the use of working hours to perform the tasks of the side action, unless the employer grants him permission from the contract. Page permits may also be issued for a fixed period and limited period. The permit can be cancelled when there is reason to do so.

When considering granting a branch licence, it should be taken into account that, due to a side action, the official must not become obstacles in his or her task. The Side Action shall not compromise confidence in the performance of the task or otherwise impede the proper performance of the task or, as a competing activity, apparently harm the employer.

The official must notify the employer of a side event where the performance of tasks does not require the use of working hours. The employer may prohibit the receipt and retention of such a side measure on the grounds provided for in subsection 2.

Side action refers to a position and employed work and a task for which the official has the right to refuse, as well as a profes., a business and a business.

The information presented in connection with a notice or application for authorisation for the conduct of a Side Action is confidential.

24 of (1 April 2005/193)

The official is obliged, at the request of the employer, to provide health information necessary for the performance of the employment relationship. The official may also be prescribed for tarkasts and investigations to be carried out to establish his or her health if necessary to determine the conditions for the performance of the task. The right to obligate the official to submit a certificate on the drug test is voimassa in säädetäännce with Article 8 of the Act on the Protection of Privacy in the Working Life. The costs of tarkasts and investigations imposed by the employer shall be borne out of the funds of the Office.

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An official may, for a period of time, be delegated to work for an employer other than the Parliament if the transfer improves the conditions of the official for the performance of the official's virka or promotes the continued employment of the official or the employment of the official and if the employer and the official have given their consent to the transfer. The official shall be in the office of the Parliament where he is transferred.

Chapter 5

Freedom of office

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The official may susnd the work if the application is granted official freedom or is directly exempt from office under the law. Any other grounds for sus perusten of work are voimassa, which is specifically regulated or prescribed. Freedom of office may also be granted without exception if the official has not been able to apply for freedom of office before the sus.. of the work or if there has been a sufficient explanation for the reasons of the inter ketion.

The official shall be exempt from office for the period he is a member of the Parliament, a member of the Council of State or a representative of the European Parliament valited from Finland or performing the service as an armed force or a voluntary military service responsible for the military service. Otherwise, the granting of freedom of office shall be considered by the authority, unless otherwise separately provided or agreed.

Freedom of office can also be defined as partial. In addition, an official exempted from office may, on the basis of his consent, be ordered to perform certain official functions.

Chapter 6

Warning

Section 27

An official who acts contrary to his or her. or omissions may be given a written warning.

Chapter 7

Loss of official relationship

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The term of office may be terminated on both sides after a certain period of termination or, if so agreed, without termination.

The employer shall not terminate the employment relationship for reasons virkaising from the official, unless this cause is particularly heavy. This is not the reason at least:

1) the illness, defect or disability of the official, unless it has resulted in the essential and permanent impairment of the official’s occupation and the official has the right to disability pension;

(b) the participation of an official on the basis of the decision of the Civil Service Association in the labour struggle carried out by the Association; and

(3) the political, religious or other opinions of the official or his involvement in social or association activities.

Dismissal shall be made on the basis of this section within a reasonable period of time after the reasons for dismissal have become known to the employer.

In addition, the employer’s right of withdrawal may be restricted by means of a restriction on the grounds mentioned in the contract.

The employer is not allowed to leave the officer because of pregnancy. If an employer terminates a pregnant official, the termination shall be deemed to be due to pregnancy, unless the employer has other grounds. The employer shall not terminate the official during special maternity leave, maternity leave, paternity leave or parental leave or medical leave, nor shall it be known that the official is pregnant or exercises his or her right to terminate the employment relationship in the event of or during the said holiday or care leave.

The term of officer’s term of office shall terminate without termination after the deadline has expired, unless the term of office has been terminated before.

29 of February 5, 2011/53.

In addition to the grounds for termination, the following officials may be terminated when, taking into account the nature of the employment relationship, they have an acceptable and justified reason:

1) the Secretary-General of the Parliament, Deputy Secretary-General of the Parliament, Director-General of the Parliament, Legislkunnan of the Parliament, Director of Information and Communications, Director and Director of the;t of International Affairs;

(b) the Office of the Ombudsman of the Parliament and the Director of the Human Rights Centre; and

3) Director of the International Relations and the European Union.

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The employer has the right to terminate the employee if:

(a) the agency or the entity in which the official works ceases; or

(b) the officer’s virka or the employer’s ability to provide the official with tasks to be performed materially and other than temporarily decreasing.

The grounds for termination referred to in paragraph 2 shall not be deemed to be at least where:

1) the termination has been preceded or followed by the admission of a new person to similar tasks and there have been no changes in the operating conditions of the employer during the corresponding period;

(b) the restructuring of the tasks notified as the cause of dismissal does not actually reduce the functions or other quality of the tasks available;

(c) machinery or equipment acquisidens have been discontinued for termination, but the official could have been trained or trained by the employer for the use of such machinery and equipment; or

(4) The cost savings resulting from the reduction of personnel have been discontinued, but this saving is so limited that it cannot be considered, taking into account the circumstances of the employer and the official, the real cause of the termination.

However, the employer does not have the right to terminate the official for the reasons laid down in subsection 1 if the official is reasonably able to relocate or train in new tasks in relation to his or her skills and abilities in the same office, or if the office is transferred to another agency under section 5.

Paragraphs 4 and 5 of section 28 shall also apply to the limitation of the right of withdrawal, except where the Office of Parliament is terminated.

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The employer and the official may agree to terminate the employment relationship immediately. However, at the end of the employment relationship, the official has the right to compensation corresponding to the remuneration period if the employer has terminated the official.

Before the expiry of the term of termination, the employer may cancel the termination if the official gives his consent. The official may cancel his termination before the expiry of the term of termination if the employer gives his consent.

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Removed officials have, irrea. of the term of termination otherwisetettava in the official relationship, the right to terminate the employment relationship at any time during the lay-off period, however, if the expiry date of the lay-off is already known, within the next week before the end of the lay-off.

If the employer, before the end of the lay-off, terminates the official, the official shall also be entitled during the lay-off period to receive the salary of the termination period, however, if the termination has been repealed due to appeal.

When the lay-off has entered into force without having to take advantage of the termination period for termination of the employment relationship and, so far, the loma lay-off has taken at least 200 calendar days on a continuous basis, the lay-off official has the right to receive compensation for the loss of the term of term of termination in the same manner as when the employer terminates the employment relationship, unless the employer, within a week from the date of the dismissal of the employment, to the official.

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The withdrawal period may be agreed for a maximum period of six months. If a longer period is agreed, the term of termination shall be respected instead.

The term of dismissal may, in principle, be imposed on the employer for a longer period to belled by the official when terminating the employment relationship.

If no other agreement has been reached, the employer may terminate the official’s employment relationship at the nliest:

1) within two months if the employment relationship has continued unintersted to the Parliament or the State for a maximum of five years;

2) after four months, if the employment relationship has continued unintersted to the Parliament or the State for more than five years, but not more than 12 years;

3) within six months if the employment relationship has continued uninter.ted to the Parliament or the State for more than 12 years.

In the event of termination, the termination period of one month shall be respected. However, if the employment relationship with Parliament or the State has continued uninteratedly for a maximum period of one year, the termination period of 14 days shall be respected and if the employment relationship with Parliament or State has continued uninter yhteensätedly for more than ten years, the term of termination of two months.

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The employer may change the employment relationship part-time from the end of the term of term of termination, including on the grounds on which the employment relationship may be terminated under section 30(1).

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When an official has been terminated for reasons other than an official, and the agency of the Parliament, whose office the official was dismissed, within 24 months of the end of the term of termination, shall be asked by the local labour authority, whether the en parliamentary officials are seeking the work of that authority, and in the latter case, shall provide the task or office, in the first place, to those enforceable officials. This will allow the office to be filled without proclamation.

An officer who deliberately or negligently omits the fulfilment of the obligation referred to in subsection 1 shall be compensated to the official for the damage caused by it.

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The official’s employment relationship may be terminated immediately if the official violates or ne.cts his or her virka.

by 37

The right of dissolution expires if the reason has not previously lost its meaning, two weeks after the employer was informed of the subject matter of dissolution or, if the cause is constant, when it was discovered that it was discontinued. If the breakdown meets a este obstacle, dismantling can be delivered within two weeks of the end of the barrier.

If the dissolution has been sus,ded due to a preliminary investigation or any other proceeding, the dissolution may be submitted within two weeks after the submission of the preliminary investigation or the finding has been acquired, but not later than six months after the issue was discontinued.

38 of (21 December 2004/1190)

The term of officer’s withdrawal is 68 years.

The term of office of the official terminates without termination or any other action for termination of the employment relationship at the end of the month during which the official admits his resignation.

Chapter 8

Vacationing

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If, under section 30(1), the employer could terminate the official, the official may, innnce with the 14-day notice period, be laid off so that the officer’s office and salary payment are susnded for a period of time or, so far, remain in force.

An official may be laid off for a maximum period of 90 days if the official’s virka or the employer’s chance to perform the tasks are temporarily reduced and the employer cannot reasonably arrange other tasks or training appropriate to the employer’s needs in the same agency. An official agreement cannot be agreed upon to extend the maximum period of the resort referred to above.

In the event of an employment relationship, an employer or public official may agree on the resignation of an official. The collective agreement referred to in Article 59 may be agreed on the lay-off as provided for in paragraphs 1 and 2.

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Retirement does not prevent an official from taking another job during the holiday.

The official reserves the right to reside at his disposal at the place of employment. If necessary, the employer may give the official whose office is sus.ded due to the lay-off to use another suitable apartment. The costs of migration are reim.sed from the employer’s assets.

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After the need for a holiday has come to the attention of the employer, this must be given to the employer immediately and, if possible, no later than three months before the start of the lay-off, a preliminary notification to the relevant trustees and official associations and, where the lay-off is carried out, to at least ten officials including the labour force authority. The preliminary notice shall include the reason for the lay-off, the estimated time and duration of the lay-off and the estimated number of the laying officials by trade.

§.

The notice referred to in section 39(1) above shall be given to the official personally and to the relevant official association. The notification shall include the reason for the lay-off, the time of its start and the duration of the temporary lay-off and the estimated duration of the lay-off so far. At the request of the official, the employer shall issue a written certificate of the holiday. The notification of the holiday must also be communicated to the relevant trustee and, if the layoff is carried out, to at least ten officials also to the labour force.

However, the obligation to notify referred to in subsection 1 does not apply where the employer has no obligation to pay the salary due to reasons other than the lay-off.

The employer may, with the consent of the official, change the start or end of the lay-off or cancel the lay-off. If the official has been laid off so far, the work must be notified at least one week before the start of the work.

Chapter 9

Detention of office

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The officer may be arrested in office:

(a) for the duration of a criminal offence and for the investigations it undertakes, where they may have an effect on the conditions of the official to carry out their virka;

(b) if the official refuses to carry out the tarkasts or investigations referred to in section 24, or if he refuses to provide health information in terveydennce with the said section;

(b) if the official has a disease that significantly affects the management of the office; and

(4) immediately after the termination, if the act or omission on the grounds of dismissal indicates that the official is insufficient to the extent that the postal service cannot be continued or if the termination period can jeopardise safety.

However, in the event of a detention of office under paragraph 1(4), the official is entitled to the salary of the term of termination.

The detained person shall monitor the grounds for detention and, if necessary, if circumstances change, make a new decision. Continuation of detention of office must be resolved immediately upon request by the official.

Chapter 10

Terms of employment

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The terms of employment of officials are on, as provided by the contracts. The terms of the employment relationship are not the basics of the consolidation of the Parliament and its agencies or any other organisation of the official apparatus, the establishment or termination of office, the tasks of the Parliament and its agencies or the internal division of labour, the management of work, the methods of employment, or the establishment of an employment relationship or the termination of it, except for the period of termination and the grounds for termination.

The contract cannot:

(a) the eligibility criteria, the appointment criteria and the obligations of the official;

(istäi) pensions, family pensions or other benefits comparable to them, the amount of rentsu in public residences or the use of any other property of the Parliament and its agencies, with the exception of the workspaces and means of working between the Parliament or its agencies and its officials; and

(.i) matters not agreed upon by collective agreements with respect to workers.

A matter which does not have an official contract is voimassa for what is specifically regulated or prescribed or agreed with an official. The provisions of the collective agreement, which are contrary to paragraph 1 or 2, shall be void.

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An official agreement may be concluded on the clarification of the existing employment contract (Clarifying Certificate Agreement). A separate agreement may be concluded on the negotiation procedure and on the safeguarding of peace of work or other procedures (The main contract). Similarly, a separate agreement may be concluded on the procedures for the management of civil servant affairs (Convention).

The Convention referred to in paragraph 1 shall not derogate from the procedures laid down elsewhere by law. Otherwise, the contracts referred to in subsection 1 shall be voimassa as provided for in the Constitutional Agreement.

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The negotiating and contracting parties are:

1) the Office; and

(b) a registered association on the side of officials whose actual purposes include the supervision of the interests of the officials of the Parliament in the official courts;Public official association(b) and with whom the kantee considers appropriate consultations and the conclusion of the collective agreement.

The Katee may separately determine who represents the employer in the negotiations referred to in this chapter or in the event of a labour struggle or whose tasks are otherwise to act as an employer’s representative. The terms of employment of officials representing the employer are determined by the Office Committee.

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An office agreement must be made in writing. The Agreement may also be concluded in such a way that the contents of the Agreement are entered in a protocol drawn up in the negotiation between the parties to the negotiation, which is found to be justified by mutual agreement.

The agreement is necessary:

1) the Office and the Offices of the Parliament;

(b) those official associations which have concluded a collective agreement or, with the consent of the previous parties, have concluded in writing;

(b) those officials who are or have been members of the Con.ing Party.

In cases other than those referred to in section 46(2) and section 49, the Chancellorship Committee shall not impose or agree on the terms of employment of an official who performs the employment referred to in the contract of employment outside the contract of employment to be contrary to the contract of employment.

The provisions of paragraphs 2 and 3 shall apply only insofar as the Office of the Office or the Office of the Parliament, the association or official is not bound by an employment contract concluded otherwise than before, or if the collective agreement itself is not limited to its sitoding sito.

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An official agreement, which has not been concluded for a period of time, may be terminated by the party involved in the contract, if not otherwise agreed upon, to terminate after three months. For a period longer than four years, the term of office agreement shall be voimassa in four years, as if the term of office is not.. As mentioned above, the termination period is six months.

The termination of the contract must be in writing.

Although the contract of employment has ceased to exist, the terms of employment laid down in it shall continue to be complied with until the new contract has been concluded and entered into force, unless otherwise agreed or subject to Section 44(3).

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The Chancellor of the Office of the Parliament and the Ombudsman of the Parliament of the Office of the Office of the Office of the Office of the Office of the Office of the Office of the Ombudsman of the Parliament and the Deputy of the Office for International Relations and the Director-General of the Research Institute for European Union Affairs and the Director-General of thetarkastust Office of the State of the Economy on the terms of the written contract. With the official of the Statetarkastust Office, such an agreement may be concluded by the Director General. No agreement shall be reached on a matter not agreed under section 44. The Agreement shall also not agree on the terms of employment agreed in the Consuhtee of Civil Service Agreement on worse conditions. (25 May 2007/608)

The termination of the official or termination of the employment relationship shall be deemed to be the termination of the contract.

Chapter 11

Work Peace and Labor Disputes

by 50

No other employment contract with respect to a voimassa employment relationship other than employment orulike shall be entered.

Employment measures referred to in subsection 1 shall also be prohibited if they are intended to affect matters other than those covered by section 44, or if the law is so separately regulated. The prohibition applies to non-connual matters, even where, under section 45, the main contract or convention may be concluded.

by work the Executive Committee and llaike (b) a declaration of employment against the Parliament of the Civil Service Association or its agencies aimed at pushing the opponent in a labour dispute by sus.ding the performance of all the officials covered by the latter’s seizure.

The official shall not participate in thekkoike except on the basis of the decision of the Civil Service Association. The officials referred to in paragraph 2 of section 46 shall not take any action.

51.

In the event of the term of office, the person who is bound by the collective agreement shall not take any measures to resolve a disputeyydestäising out of theteity, voimassaity or correct order of the contract or a contractual requirement, to amend the existing contract or to conclude a new contract. This obligation may be extended in the employment contract. The termination of the Convention, the Convention or any other Convention on Spsific Issues shall not preclude the adoption of labour measures in order to reach an agreement on other matters, unless otherwise agreed.

§.

The Association of Officials is obliged to supervise that the officials involved in it refrain from taking any measures prohibited by section 50.

The Association is obliged to ensure that officials affected by the contract do not violate the obligation of employment under section 51 or the provisions of the contract.

The duty of the Association under paragraphs 1 and 2 shall also include not supporting or assisting prohibited workfighting activities or otherwise contribute to such measures, but shall be obliged to seek to improve them.

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An official shall not be obliged to perform any tasks under the blockade of contractual matters. An official who is not covered by an employment struggle must fulfill his or her ordinary office, and he is obliged to perform protection work. The provisions of Section 50(2) shall not prevent an employee from performing protection work.

Protective work is defined as a work that is necessary to protect property which is particularly endangered by the struggle.

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The official of the central office,sihteeritee secretariat and administrative department of the Office of the Parliament shall not have the right to participate in the employment contract. Employers are also not allowed to target the worker.

Chapter 12

Penalties for violation of the provisions of Chapters 10 and 11

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A person who knowingly infringes or should have known that he is in breach of the provisions of the contract may be convicted of paying a ref..

If the employer acts in breach of sections 50 or 51, or if the official association infringes or fails to comply with the provisions of sections 50 to n, the employer or the official association, unless otherwise provided for in the contract of employment, shall pay a ref. instead of compensation.

The amount of the ref. shall not exceed EUR 12 000 for the employer or, for the association, not exceed EUR 5 000 and for the official, not exceed EUR 100.

56.

When convicting a reflle, all the factors esid must be taken into account, such as the magnitude of the injury, the amount of guilt, the subject which may have been committed by the other party and the size of the association. For special reasons, the ref. can be ignored.

The ref. shall be convicted of paying, unless otherwise provided for in the collective agreement, the person suffering the injury or, if the injury has not occurred, the party to whom the judgment has been issued. Where there are several parties entitled to compensation, the judgment shall be determined, taking into account the amount of damage suffered by each party and its members and representatives, how the amount convicted shall be distri.ed among the parties.

§.

If the provisions of the collective bargaining agreement have been so substantially violated that no reasonable request for the resumption of the contractual relationship may be made by the labour court immediately. Once the contract has been declared terminated due to an action against an official association, the agreement may be terminated within two weeks.

If the agreement has been declared dissolved from the action of the association, any other association involved in the crime shall have the right to terminate the contract within two weeks.

The terminated contract ceases to exist immediately.

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The participation of the official on the basis of the decision of the Civil Service Association shall not be regarded as an official offence or as a ground for termination of the employment relationship referred to in section 54.

Chapter 13

Collaboration systems

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For the purpose of applying the agreements referred to in sections 44 and 45, appropriate, fair and quick set,ment of the disputes between the parties, the proper management of the matters relating to the maintenance of employment peace and the protection of work, it may be agreed between the parties on the trusteeship system, the occupational safety organisation and other cooperative procedures.

Chapter 14

Different provisions on contracts

60 of

The official shall not, without a very compelling reason, be prevented from participating in the consultations referred to in Chapters 10 and 11.

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No wages and other financial interests shall be paid to the official covered by the labour struggle for the period in which the work has been prevented due to the employment situation targeted at the Parliament or its agency. They are also not carried out by the employer’s executive officer. However, the official has the right to use the office during the work.

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The official shall not, by appealing a complaint in the case referred to in section 44 or bring it to the court of rectification if he or the official association have the right to bring the case before the court.

Chapter 15

Appeal for Relationships

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An official who considers that the employer has not given him an economic benefit due to the employment relationship as it should have been performed may require a rectification in writing from the employer who must make a decision. The rectification procedure shall be made within 14 days from the date of notification of the decision. A decision to appeal must not be appealed by appeal. The Court of Appeal shall not be made in a case falling within the competence of the Rules of Procedure, unless the Labour Court has (646/1974) Section 1 nojallasequently, under paragraph 2, you have decided not to resolve the issue.

The decision by which the employer has issued a warning, laid off or terminated the official, terminated the employment relationship or retained the official in his or her office or resolved the matter relating to the branch of the official, as well as the decision on the application for rectification referred to in paragraph 1 may be appealed to the Supreme Administrative Court as provided in the Administrative Procedure Act. (586/1996) regulated. This must be addressed in the Supreme Administrative Court.

The decision cannot be appealed by appeal.

A decision on the resignation of an official or the arrest of an official in the course of office shall be complied with de huolimatta the complaint, unless the Supreme Administrative Court decides otherwise.

The official’s employment relationship shall be deemed to have continued without inter jostion if the termination or termination of the official’s term of office has taken place invoimance with the final decision without the grounds laid down in this Act.

Chapter 16

Different provisions on employment

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An official who, without the grounds referred to in section 8, has been appointed for a fixed period or who, without ate reason, has been repeatedly consecu määräly appointed for a fixed period, has the right, at the end of the employment relationship, to no longer be appointed as an official of the Parliament, to receive compensation corresponding to the employer’s salary for at least six and not more than 24 months.

Compensation must be filed within six months of termination of the employment relationship. The application for an administrative dispute shall be submitted to the Helsinki Administrative Court.

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The amount of unpaid wages or other economic benefits resulting from the employment relationship may also be recovered in such a way as to reduce the salary of an official if he remains in the service of themaksu.

The wages to be paid on the basis of subsection 1 shall not be charged more than the wages to be paid by law. When starting the recovery, it shall be based and the amount to be collected shall be notified to the official.

66.

The recovery of the unpaid salary or other economic benefit resulting from the employment relationship shall be innated in the manner laid down in section 65 or insti järjestyed in another order within three years of the end of the calendar year during which the amount of undue wages or other economic benefits has been paid. If the recovery is not indeated or insti.ed within the prescribed period, the right to recovery shall be lost.

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If the official fails to comply with the provisions of the Health Instenance Act (364/1963) According to the employer for the purposes of applying for a daily or maternity allowance or any other legal benefit, the salary paid to him or her during the term of office may be recovered in connection with the next or future salary payments.

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Compensation for damages resulting from the employment relationship is voimassa, which is specifically regulated.

The official shall not pay the employer or the employer shall pay the official compensation for damages resulting from the susss of work resulting from the labour struggle, unless the act of employment is contrary to the provisions of Chapters 10 or 11 or the provisions of the collective bargaining agreement and if there is no significant damage to the sus... In addition, the official is not obliged to pay the employer compensation for damages resulting from the suss jo of work resulting from the labour struggle tasks if, on the basis of the decision of the Civil Service Association, he or she has participated in the employment contract implemented by the Association, even if the action against the provisions and regulations referred to above is in breach of the provisions.

However, the provisions on limiting the liability of an official in subsection 2 shall not apply to an official who has entered into an employment contract prohibited by section 54.

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The official of the House of Representatives shall be deemed to have resigned from the previous post from the date on which he has been appointed to another office of Parliament or appointed by the State Civil Service Act. (750/1994) State office, unless otherwise provided by law.

Notwithkka the provisions of subparagraph 1, the employer may grant the freedom of office to the official of the Parliament appointed for a fixed period or trial period to the State office referred to in the State Officials Act or for a trial period to another office of the Parliament.

If appointed for a fixed term or fixed-term term of office of the Parliament has already been appointed to the office of the Parliament, he shall be exempt from office for the duration of his or her first term of office or fixed term of office.

Section 70

The termination and termination of the employment relationship must be done in writing.

Before an official is detained or terminated tai to sections 28 or 29, an official’s relationship will be terminated or a warning will be given to the official.

The official association and the trustee shall be consulted before a decision is taken on the resignation, termination or detention of the official or the termination of the official relationship.

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The transfer of an office within the Office, the transfer of an official nojalla to section 25, amending the employment relationship to a part-time, giving a written warning, resigning an official, detaining officers, terminating an official and terminating the employment relationship decides on the presentation:

(1) In the Chancellor’s Office, the Office Committee for the Officials appointed by the Office and the Secretary-General of Parliament for other officials;

Section 2 is repealed with L. 25 May 2007/608. .

3) the Ombudsman of the Parliament; (29 June 2006/545)

the Director-General of the Statetarkastust Office; and (29 June 2006/545)

(5) The Government of the Research Institute for International Relations and European Union Affairs. (29 June 2006/545)

The granting of freedom of office shall be voimassa, subject to the provisions of subparagraph 1.

The transfer of the office to another parliamentary agency shall be decided by the kantee.

The Parliament shall decide on the termination of the Secretary-General of the Parliament and the Director-General of the Statetaloudent Office and on the termination of the official relationship and on the granting of the civil liberty, on the transfer of the official under section 25, on the part-time modification of the official relationship, on the provision of a warning, on the resignation of the official and on the detention of officers. Before making decisions, the kantee shall make its opinion on the matter of termination and termination of the employment relationship.

Section 72

The official has the right, upon request, to obtain a certificate from the employer of the duration of the employment relationship and the quality of the tasks (Work certificate). In addition, if the official so requests, the reason for the termination of the employment relationship shall be stated in the certificate of employment and the value of the employee’s work, diligence and behaviour. After the death of the officer, he is entitled to a work certificate.

If a work certificate is requested later than 10 years after the termination of the employment relationship, the employer is obliged to issue the work certificate only if it does not cause undue harm. At the same time, a new certificate shall be issued to replace a lost or cor.t work certificate upon request.

The certificate of work shall not be labelled or issued in a form intended to provide the official with information other than the wording of the work certificate.

Section 73

Unless negotiation with respect to the interpretation of the terms of employment has been required, or if no other requirement has been made for the performance of the public benefit due to the employment relationship within three years of the end of the calendar year during which the performance should have been made, the right to benefit has been lost.

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The right of the official to the pension and the family pension after him is provided separately.

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After the death of the official of the Parliament shall be paid to his relatives by State funds as a benefit corresponding to group life insurance, in.nce with the provisions of the present Parliament’s collective agreement.

The aid shall be granted and paid by the State Treaksy Court, where applicable, after the death of the person employed by the State, the provisions and regulations in force for the granting and payment of the financial aid in force.

Section 76

The Board of Directors may issue more detailed provisions:

1) the application procedure relating to the employment relationship;

(b) the procedure for the appointment of office;

( ratkaisei) set virkament of the administrator’s case;

(4) the decision-making power and procedure in the issue of an age supplement or other regular service allowance; and

(5) costs incurred under the controls referred to in sections 14 and 24.

Chapter 17

entry into force

Section 77

This Act shall enter into force on 1 January 2004.

This Act repes the Act of 22 December 1994 on Civil servants (1373/1994) with subsequent changes.

Prior to the entry into force of the law, measures necessary for its implementation may be taken.

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Decisions of the kantee before the entry into force of this Act on the terms of employment of the officials of the Parliament and other terms of employment of parliamentary officials to be complied with shall apply until the provisions of the Constitutional Agreement.

§.

Prior to the entry into force of this Act, officials appointed for offices referred to in section 4(2) or similar fixed-term official contracts shall provide the notification referred to in section 13 within six months of the entry into force of this Act.

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The language proficiency demonstrated inance with the provisions in force before the entry into force of this Act complies with the corresponding language proficiency requirement under section 12.

Upon entry into force of this Act, the person appointed for the post or fixed term employment shall, without prejudice to the requirements of section 12, continue to be eligible for that or equivalent office or fixed term employment.

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Notwithn the provisions of section 75(1), after the death of the official of the Parliament shall be carried out on behalf of his relatives of the State in respect of the State's assets in respect of the group life insurance, innnce with the conditions laid down in the present State's collective agreement, until the provisions of the Parliament's collective agreement are otherwise provided.

PNE 1,,, HaVM 10, , EK 41

Entry and application of amendments:

21 December 2004/1189:

This Act enters into force on 1 January 2005.

PNE 1,,, HaVM 15,,, EC 20,,

21 December 2004/1190:

This Act enters into force on 1 January 2005.

LA 71 , HaVM 17 , EC 22

January 1, 2005/193:

This Act enters into force on 15 April 2005.

LA 133 , HaVM 2, , EC 4

29 June 2006/545:

This Act enters into force on 1 January 2007.

Prior to the entry into force of the law, measures necessary for its implementation may be taken.

LA 28 , UaVM 5, , EC 15

25 May 2007/608:

This Act enters into force on 1 July 2007.

Upon entry into force of this Act, the staff employed by the Office of Statetartors will be transferred to the Office of the Parliament. However, the transferring personnel shall be available until the end of the term of office of the auditors for the tasks they impose.

The working hours of transferred persons shall be respected by the Parliament's agencies for 7 hours 15 minutes a day. The contract of office concluded by the transferring person for the transfer of the extended working time and for compensation corresponding to the exten. of working hours shall remain in force for compensation.

The 71 PNE 2 , PeVM 10 , EV 202 , LJL 2 , PeVM 1, , EC 9

20 May 2011/537:

This Act shall enter into force on 1 January 2012.

Prior to the entry into force of the law, measures necessary for its implementation may be taken.

by 205E10PevM 12 10, EV 352 10

30 December 2014/1336:

The entry into force of this law is governed by law.

The 19/2014, 111/2014TyVM 11/2014, EV 223/2014