Vee Tirinen, serving as a Summer Job Advisor for the second summer in a row, reminds employers that young people are not yet necessarily familiar with all the rules of working life. Help and support are available, however, if one has the courage to reach out.
Different types of agreements cause confusion
The aim of the Summer Job Helpline, provided jointly by the Central Organisation of Finnish Trade Unions (SAK), Akava and the Finnish Confederation of Professionals (STTK), is to advise young people on issues and problems related to summer work and to increase their working life knowledge. Many of those who reached out were still unclear about some of the fundamentals of working life.
This past summer, many questions arose again about variable working hour arrangements, such as the so-called zero-hour contracts.
‘Many of those who contacted the Helpline were surprised to hear that, with this type of contract, the employer is not obliged to offer working hours and the employee is not obliged to accept a shift. In some cases, the summer worker had been assigned more hours than expected, because they had unknowingly agreed to additional work in their employment contract. These types of undesirable clauses may end up in an employment contract if the young person is unfamiliar with the fundamentals of working life.’
According to Tirinen, the Summer Job Helpline was also contacted with regard to contracts for gig work, which specified that the employee would only be called in to work when needed.
‘It was unclear to many callers that a signed contract for gig work is not the same as an employment contract, since it only covers the terms and conditions for short fixed-term periods of employment. Sick pay is not assured in gig work, for example, since the employment relationship is not valid between shifts.’
Most ambiguities can be resolved through co-operation
Tirinen tells that, instead of an employment contract, some summer workers were asked to sign contracts as light entrepreneurs, under which they are viewed as being self-employed. Young people don’t always know exactly what they are signing and why the type of contract is so important.
‘Light entrepreneurship is poorly suited to traditional summer work, for example, work in an ice cream kiosk. A true entrepreneur should be able, for example, to price the products themselves and set their own working hours.’
Towards the end of the summer, a heightened number of inquiries came up regarding unpaid wages.
‘It’s a real shame if a young person is forced to inquire after their own wages in connection with their first summer job.’
Tirinen emphasises that young workers must be given sufficient support, also when it comes to basic matters, especially in their first contact with working life. No one should be left alone wondering how to solve issues and problem situations. In addition to young people, their parents and employers may also contact our Helpline.
‘The assumption should never be that employees, particularly those with less experience, automatically understand all the basics of working life. Young people are smart and responsible. When they are given sufficient information on their rights, this often gives them the courage to address issues with their employer. Most of the ambiguities and challenges can be resolved in good spirits through co-operation with the employer.’
End of the summer tips for summer workers
Autumn is approaching, and for many summer workers, their work has already ended or is coming to an end. After a summer job, it is important to take care of a few practical issues that can help you with your job search in the future and safeguard your rights. Here are a few tips to make sure your summer job ends well.
Certificate of employment
A certificate of employment is an important document that provides proof of an employment relationship. When looking for a new job, previous work experience can be very beneficial. When the end of summer work is approaching, ask your employer clearly for either a brief or extended certificate of employment. A brief certificate of employment contains information on the duration of the employment relationship and job duties, while an extensive work certificate contains information on the duration of the employment relationship, description of the job duties and an evaluation of the employee’s working skills and conduct. The employee must personally ask for the certificate of employment, and the employer is obliged to provide it at the end of the employment relationship. If you do not receive a certificate of employment despite your requests, contact an occupational safety and health representative: they are authorised to oblige the employer to provide you with a certificate at the risk of a fine. You should ask for your certificate of employment in writing so that, if necessary, you can prove afterwards that you have requested it.
Wage review
Have you checked every pay slip to make sure that your wages have been paid correctly? When you do any work that entitles you to a bonus, this should be visible in the pay. Were the basic salary and any shift differential or overtime compensations specified in the collective agreement paid as required? You can find information about the applicable collective agreement in your employment contract. If the information is missing, you can ask your employer. The appropriate collective agreement can also sometimes be deduced based on the employer’s industry and the type of work. In order to verify that your wages are correct, it is a good idea to keep your own record of your hours, for example, in a calendar or booklet. Employees are obligated to provide their employees with an itemised pay slip, and nowadays, they are generally available in your online bank.
Holiday compensation
Summer workers often work all summer without any holiday. At the end of the employment relationship, such work is remunerated with holiday compensation. Summer workers should, therefore, ensure that their last pay slip includes the holiday compensation for any holiday time that was earned. Did you know that you are almost always entitled to a holiday compensation? If you earn any time towards an annual holiday, you will be paid a corresponding holiday compensation. Annual holiday time is accrued if you have worked at least 35 hours or 14 days a month. Any time annual holiday time is not accrued, the employee then has the right to take paid leave. Compensation is paid at a rate of 9% of the total salary from the employment relationship. If you have been in an employment relationship for more than a year, you may be entitled to an increased holiday compensation of 11.5%. Did you not receive your holiday compensation? Ask your employer in writing to correct the wage.
Request a recommendation
During the job search process, applicants are often asked to provide recommendations from references. A reference is someone who has experience working with you and can describe what you are like as an employee. After a successful summer job, you should be able to drum up the courage to ask if, for example, your immediate supervisor would be willing to act as a reference and provide a recommendation for you when you are applying for future jobs. If you have a LinkedIn account, you could also ask this person if you can include them as a contact under your account. It is always a good idea to ask permission from any person you are using as a reference before mentioning them in job applications.
In problem situations, you can ask for help from the shop steward for your workplace or your trade union.
Kesäduunari-info on kesätyöntekijöille suunnattu maksuton palvelu, josta saa neuvontaa työsuhteeseen liittyvissä kysymyksissä. Palvelun tarjoavat palkansaajien keskusjärjestöt SAK, Akava ja STTK. Kesäduunari-infon käyttö ei edellytä ammattiliiton jäsenyyttä. Info oli auki toukokuun alusta elokuun loppuun.
