Summer job checklist

Do you have a summer job in the private service sector, for example as a cashier, waiter, kiosk worker, security guard, cleaner, janitor, ride operator at an amusement park or a fast-food worker? Then PAM is the trade union for you.

We wish you a pleasant summer and a nice time at your summer job! We’ve complied a list of what’s good to know about employment and working life, and hope you find it useful.

Remember, that as a PAM member you get support also during summer jobs and have the right to member benefits.

1. Are you going to an interview? – guidance for jobseekers

The interview is used to find out what the applicant is like as a person, what interpersonal skills they have and whether they are genuinely interested in the job they are applying for. More on preparing for a job interview.

2. When you start working

When your employment starts, you have the right to pay and other terms of employment as agreed in the collective agreement for the sector, to organise by joining a union, and to a safe work environment.

• Make the employment contract in writing: Remember to sign a written employment contract with your employer, and to get a copy. In the contract you agree on the job and the terms and conditions for working.  A employment contract can never have worse terms than what is agreed in the collective agreement for the sector.  Read more about  employment contracts and what should be stated in them (length of employment, pay, working hours, job description)
   
• Collective agreement: Check that your pay is in line with the collective agreement. You can find the collective agreements here.
   
• Work shifts: You should get the roster/work schedule well in advance. It is not allowed to change or cancel shifts without the worker’s - your - consent. If there are changes to the roster, it’s best to make the agreement in writing.  You should also write down the shifts you do. It is easier to check your wages, supplements, overtime and holiday compensation when you keep track of your shifts.
  • Note! Rainy weather is not a valid reason to change a scheduled shift without mutual agreement. Once the shift list has been announced to the employee, the working hours marked on it. The employer does not have the right to change the shift schedule on their own, for example is a rainy day makes the guests vanish from the ice cream kiosks or terraces are quiet. A shift marked in the shift roster is a proper shift for which a worker has to always be paid. If the employer cancels the shift, they must still pay for the cancelled shift.
     
• Orientation: You have a right to get orientation training to your work tasks, so make sure you get enough guidance to be able to do the work safely. Employers are obliged to provide guidance to all workers, for example on workplace conditions, operational procedures for machinery or equipment and occupational safety. Read more about orientation. 
   
• Tax card: Make sure your employer gets your tax card!  The tax card is needed about two weeks before pay day. You can get or update your tax card at MyTax.
   
• Become a member of PAM: As a member you get the help and services of the union and the shop steward, if you have then you will be sure of the services of the shop steward at your workplace and of the union, if questions arise in your employment relationship or if you need help. You also build up your employment condition for earnings-related benefits in case you become unemployed. You build up your employment condition for every working week in which you have worked at least 18 hours. Join here or call 030 100 630.

3. When you are at work

• Wages: When you work, you should get the right pay for your work. Check that you get the right pay on your account on pay day. Read more here.
   
• Shift roster: You should get the shift roster in writing, at least a week before the beginning of the period. Scheduled shifts on the roster cannot be changed without the consent of both the worker and the employer.
  Shift rosters in the retail sector
  Shift rosters in the hospitality sector
   
• Illness: If you are not able to work because of illness or an accident, you have a right to sick leave. Falling ill is not a reason to end the employment relationship. You are entitled to paid sick leave, as agreed in the collective agreement for your sector. Read more on sick pay Illness - www.pam.fi
   
• Extra hours: If a part-timer works more hours or shifts than in the employment contract for the same employer it is called extra hours.  The employer has a obligation to first offer extra hours to part-time workers, before hiring on more workers. Part-time workers and extra hours - www.pam.fi
   
• Occupational safety and breaks: Safe and healthy working conditions belong to all workers. Summer workers have a right to take breaks during the workday. Especially when working in hot or exceptional circumstances, it is important to take care of your own coping. When working in hot temperatures you have the right to extra breaks. Read more on breaks.
  • Extra breaks when working in heat: It is the employer’s obligation to ensure that the temperature remains below 28 °C when the outside temperature is over 25 °C. Failing that, extra breaks must be provided. If the temperature is below 33 °C, work is done for 50 min, followed by a 10 min break. If the temperature is above 33 °C, work is done for 45 min, followed by a break of 15 min.

4. If there is a problem at work

Sometimes everything doesn’t go according to plan, and there can be problems in your employment or at the workplace. An atmosphere of fear or unfair treatment is not ok.

Is you suspect that at your summer job:

• Collective agreement or labour law is not followed
• too small wages are paid
• there is confusion with work shifts
• breaks are not held
• working conditions are not safe or
• your or your colleagues are not treated fairly

Don’t  be alone with the problems but raise the issues at your workplace. Membership in PAM gives your security. We at PAM want to help and support summer workers. As a member you easily get help at our service channels, and if there is a shop steward at our workplace, they are there for you. In workplace safety issues you can always turn to the occupational safety representative.

4. When your job ends

• Testimonial: The employee is entitled to receive a written employment certificate for their job. Under the law, employers must provide a testimonial for up to ten years after the end of employment.
   
• Annual holiday or compensation for annual holiday: Summer workers are also entitled to annual holiday or compensation for annual holiday. Compensation for annual holiday is paid if you do not or cannot take holiday. Remember to check your holiday pay on your pay slip.
   
• Check your pay slips: if you suspect that your wages have not been paid correctly or supplements have not been paid at all, you can check your pay in the collective agreement. As a member you can also contact PAM’s employment advice service on tel. 030 100 620. 

6. Other useful information

Guide Ready to work 
In some service sectors there are "Earn as you learn" (in Finnish "Tutustu ja tienaa") summer placement programmes for school pupils.