Common use of COOPERATION IN WORKPLACES Clause in Contracts

COOPERATION IN WORKPLACES. Development activity In accordance with the principles of this agreement, employees and their representatives shall be able to take part in developing and implementing any change in work organisations, tech- nology, working conditions and duties at work. The enhancement process in industry and any associated application of new technology at work must seek more meaningful, varied and progressive employee duties and improved productivity. This will facilitate the personal development of employees at work and improve their ability to undertake new duties. The measures adopted must not result in an increase in overall employee burden that jeop- ardises the health and safety of the employee. Progress in productivity and production and staff development shall be monitored at the work- place through cooperation at regular intervals. The necessary monitoring systems and key figures shall be agreed locally. Implementation of cooperation Cooperation between the employer and the employees may be arranged through a committee of permanent character, through task forces established for the purpose of implementing im- provement projects or through negotiations between the employer and the staff. The enterprise and its employees shall be evenly represented on any task force that is convened for the pur- pose of implementing an improvement project. The employees shall nominate their own rep- resentatives, who shall primarily be employees at the improvement site in question. Unless otherwise agreed, the committee referred to in the Finnish Act on Cooperation Within Undertakings shall be established for any enterprise or part thereof with a staff of more than 200 persons if all of the staff groups so desire. A cooperation body may be set up by local agreement to consider matters arising from the implementation of development activities. This cooperation body may replace separate coop- eration and labour protection commissions and other corresponding committees. To the extent locally agreed, the same cooperation body may also be responsible for activities and plans under the Finnish Act on Cooperation Within Undertakings, the Finnish Act on Occupational Safety and Health Enforcement and Cooperation on Occupational Safety and Health at Work- places, the Finnish Occupational Health Care Act (no. 1383 of 2001) and the Finnish Act on Equality Between Women and Men (no. 609 of 1986). In the event that the employer uses the services of an external consultant in enterprise devel- opment activities, the employer shall be responsible for ensuring that the activities of the con- sultant enterprise are consistent with this agreement. It is important for the planning and practical implementation of development activities to be closely linked to the human resources policy of the enterprise, and particularly to staff recruit- ment, promotion of gender equality, internal transfers, training, communications, labour pro- tection, maintenance of working capacity and workplace health care. Working capacity activities Activities maintaining working capacity at workplaces take the form of cooperation between line management, human resources administration, occupational health care and the labour protection organisation. The principles of activities maintaining the working capacity and cop- ing skills of workers shall be included in the action programme for labour protection or for occupational health care. Where so agreed, the foregoing principles may also be included in plans for development activities and corresponding measures prepared at the workplace. It shall be the duty of the head of labour protection and the labour protection delegate to partici- xxxx in preparing, implementing and monitoring such plans.