If it were only a matter of streamlining existing operations, things would be completely different. Now it turns out that the wellbeing services counties need to save 1.2 billion euros – an enormous amount.
Many counties have already held several cooperation negotiations. These are conducted either across the entire county or within specific sectors. Moreover, a county can have multiple ongoing negotiations simultaneously.
The employer cannot make changes simply by deciding on them, as they are bound by the Co-operation Act. The employer must negotiate the changes with the employees' representatives before decisions can be made. The negotiations take place through the cooperation procedure (YT) (link in Finnish). The aim is to work together with the employee representatives to find solutions. Employers should listen carefully to the messages from their staff. As the saying goes, the employees know the work best.
Unfortunately, it has now become clear that despite years of staff shortages in the social and health care sector, employees are currently being laid off and furloughed. Many wellbeing services counties have also frozen recruitment and are not hiring fixed-term workers. In addition, savings are being sought through measures such as cuts to continuing education and by transferring tasks to other professional groups.
How can a Tehy member keep up with all this turmoil? How does it affect our ability to cope at work? Can we even talk about wellbeing at work in the social and health care sector anymore?
Accurate information can help ease uncertainty, at least a little. Tehy members should read their local branch's notifications about cooperation negotiations. A union representative of Tehy is always available. It is particularly important to turn to the union representative if the employer offers new tasks, a new work location or other changes and asks the employee to sign a new employment contract.
A Tehy member can always (really, always!) bring a union representative along if the employer requests a meeting to discuss employment-related matters. You should never sign a new employment contract immediately. You can always (really, always!) ask for time to think, and a union representative can support you with this as well.
Another important support person at the workplace is the occupational safety and health delegate (link in Finnish). It is a good idea to turn to them whenever you notice anything at work that threatens safety or strains wellbeing at work and the employer has not responded or taken action to fix the issue. The occupational safety and health delegate represents the employees and is chosen based on the Occupational Safety and Health Act. It is important that the occupational safety and health delegate can also pass on employees’ messages to the employer. The current turbulent situation is placing a heavy burden on employees.
And finally, a humble question to the government, which has decided on the funding limits for the wellbeing services counties: what is the point of rushing to make savings at such a breakneck pace? Would it not be better to carefully conduct the necessary reviews and take a bit more time to consider new ways of working? If we lose invaluable health care staff to the private sector or entirely different fields because of rapid cuts, it will not be easy to get them back to save the public social and health care services.
