Posti pursues flexible terms of employment that are similar to those of its competitors in the sorting operations of the Parcel & eCommerce business group, in which the personnel will transfer to Posti Palvelut Oy as old employees. The recipient company complies with the Industrial Union’s Distribution collective agreement. The change concerns approximately 700 employers who will adopt the new collective agreement on November 1, 2019. With this change, the sorting operations will better respond to the rapid changes in business environment and customer needs. There is no need for personnel reductions in connection with the change. The current rearrangement does not require any action from the customer and has no effect on Posti’s current services.
– It is very unfortunate that we have to make changes that affect the personnel’s terms of employment. However, this change is necessary if we wish to secure jobs while also creating new types of jobs. Consumer behavior has changed significantly, and customers expect speed, agility and competitive prices from services. The current change helps us respond to the rapidly changing needs of our customers and improves our competitiveness. I believe that by working together and investing in quality and customership, we also have an opportunity to create new kinds of business and jobs in Finland, says Turkka Kuusisto, the Senior Vice President of Posti’s Parcel & eCommerce business group.
Personnel to receive transition period support According to Kuusisto, the aim is to minimize the immediate effects that the amended terms of employment have on personnel income in two ways. The personnel will receive transition period support: if the quality of work remains level with the objectives, the overall income level will not change until the end of March 2020. After the transition period, employees can use compensation models to affect their own income with the efficiency and quality of their work.
– We understand that many will find the collective agreement difficult. Therefore we will invest in minimizing the immediate impacts this has on remuneration. The planned compensation models reward employees for good quality and customer satisfaction and therefore make it possible for the transferred employees to receive even higher compensations than before the transfer, Kuusisto adds.