If you make mistakes or break the rules, the employer may give you a warning verbally or in writing

If you make a mistake at work, leave a task uncompleted, or otherwise break the rules of your workplace, your employer may give you a warning verbally or in writing. This means that your employer tells you what you have done wrong and what you should have done instead. If you do not understand what mistake you have made, ask your supervisor to explain the matter in more detail.

If you have neglected your tasks, your employer may give you a warning. Such neglect may be, for example, if you have failed to comply with your working hours. Warnings are often given in writing, and the employer will ask you to sign the written warning. It is important that you understand the reason for the warning, and what you did wrong. If you feel that the warning is unnecessary, you can contest it. If necessary, you can ask for help from your shop steward or trade union.

If you repeatedly fail to comply with your employer’s instructions and receive several warnings, the employer may have the right to terminate your employment. If the mistake is serious, the employer can terminate your employment due to the single mistake. If this happens to you, and you think the employer has acted incorrectly, ask your shop steward or trade union for advice.

Obligations of employees

Perform your work well and follow your employer’s advice and instructions. You and your employer both have rights as well as obligations.

Work at a good pace but carefully; try to be quick, but do not be careless.
Behave politely and appropriately towards everyone you meet at work.
Follow your working hours; do not be late. Only leave work when your working hours are done. You cannot go home without permission, even if you get the work done before your working hours end.
Tell your employer if you notice any issues that increase the risks at work, such as broken tools or missing protective equipment.

Do not share your employer’s secret information with others

You must not disclose business and trade secrets to others. This means that you are not allowed to tell secret information concerning your employer to outsiders. Secret information is information that could harm your employer financially. If you do not know which information is secret, ask your employer.

However, if you suspect that your employer is acting in violation of legislation or otherwise incorrectly, you can talk about it to a shop steward.

Do not work for another company during your employment if it affects your employer

You are subject to a ban on competing activity. This means that during your employment relationship, you must not work for a competing company if it causes harm to your employer.

If you have a zero-hour employment contract and your employer does not give you enough hours of work, you have the right to have more than one job.

Work carefully and safely

The employer has the main responsibility for workplace safety, but employees also have safety obligations. Follow the safety instructions issued by your employer. Wear clothing that does not cause a risk of accidents, and use the protective equipment required for your work. Also take care of the orderliness and cleanliness of your workplace. Treat other employees respectfully and do not subject them to harassment.

If you notice any defects in the conditions, structures, machines, equipment, or protective equipment at your workplace, report them to your employer. Report it even if there was no injury, since close calls can also provide valuable information and can be used to make changes before an accident happens.

If a task causes serious danger to your life or your health, or the life or health of other employees, you have the right to refuse to perform the task.

Your employer has the right to manage and supervise your work

Your employer has the right to manage your work, i.e. the right to direct. The right to direct refers to the statutory right of employers to supervise and direct work.

The employer’s interpretation of legislation also takes precedence. This means that the employer has the temporary power to interpret what unclear parts of labour legislation, a collective agreement or an employment agreement mean.

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