Interruption of lay-off. The employer may secure temporary work after the lay-off has already begun. The employer and the salaried employee shall agree on any interruption of the lay-off if the intention is to continue the lay-off immediately after the work has been performed with no new lay-off notice. Any such agreement should be concluded before the work begins. At the same time the estimated duration of the temporary work must be investigated.
Interruption of lay-off. The employer may secure temporary work after the lay-off has already begun. Interruption of lay-off – if the lay-off is intended to continue without a new notification immediately after the temporary work has been done – must be based on an agreement between the employer and the employee. Any such agreement should be concluded before the work begins. At the same time the estimated duration of the temporary work must be examined. The above only concerns the relationship between the employer and the employee and has no bearing on any of the provisions of legislation concerning unemployment security. Lay-off and shortened working hours The provisions concerning the lay-off procedure concern both the actual lay-off (complete interruption of working) and changing to shortened working hours collectively. Hence, the provisions of the agreement concerning advance explanation and lay-off notification period will also be observed when changing to a shortened working week, unless otherwise agreed. Industry-specific collective agreements feature provisions on changing the schedule of working hours. These cases often concern working time arrangements within the working hours complied with in the industry or the company, and are not comparable with a change to shortened working hours. If the industry-specific collective agreement provides for a notification procedure concerning a change to shortened working hours, such provisions will take precedence over the provisions of this agreement. Notification of work recommencement If the lay-off has been effected indefinitely, the employer must notify the employee of work recommencement at least seven days in advance, unless otherwise agreed. The employee will then be entitled to terminate an employment contract made with another employer regardless of its duration, following a notification period of five days. A notification complying with the above provision need not be made when the employee has been laid off for a fixed term. Other work during the lay-off period According to the agreement, a laid-off employee may accept other work during the lay-off. If the employee has accepted other work for the lay-off period after the lay-off notification was issued but before the employee was informed of a cancellation or deferment of the lay-off, the employee will not be liable to compensate any damage caused to the employer as a result. In this case, the employer is responsible to return to work as soon as possible. Accommodation du...
