*NEW at 25/11* What is the impact of people resigning before the lay-offs? After summer 2019 we have lost 4 colleagues and one is going to retire at the end of this year.
Whilst Arnold Donald’s recent message indicates positive developments, after the delivery of Mardi Gras the operational workload in CTS Oy will reduce for some time and therefore there is a need to propose a lay-off period. Although some ships are slowly being brought back into operation, revenue is still minimal and the return is taking longer than hoped. We must continue to support cash conservation efforts whilst minimising the impact on the operation, hence the recent resignations and reduced headcount does not mitigate our proposal for the lay-off.
*NEW at 25/11* Is it so that first we are on lay-off for three weeks and after that two weeks?
We are proposing that the initial phase of the layoff period would take place after the delivery of Mardi Gras and at a similar time as the Christmas shutdown period for the shipyard. Following this initial phase, the proposal is then for the final phases to be completed at slightly different times. As a result of this approach, we believe the layoff period will have minimal impact on the day to day operations within Turku.
*NEW at 25/11* Who decides when we are taking the lay-off?
Our proposal is that if layoffs are implemented, everyone at CTS Oy completes a five week lay-off period in total. We are proposing that the initial phase of the lay-off period would take place after the delivery of Mardi Gras and at a similar time as the Christmas shutdown period for the shipyard. Following this initial phase, the proposal is then for the final phases to be completed at slightly different times. As a result of this approach, we believe the lay-off period will have minimal impact on the day to day operations within Turku. Please speak to your employee representative if you have any further questions you wish to raise on this topic.
*NEW at 25/11* Can we still use occupational healthcare during the lay-off?
Yes you would still have access to occupational healthcare during the proposed lay-off period
*NEW at 25/11* If someone has symptoms of Covid-19, can we use our occupational healthcare to test it during the lay off?
Yes, please continue to utilise occupational health for Covid-19 testing during the proposed lay-off period. Should you have any symptoms or test positive during the proposed lay-off period please report this to Lucy Davis Lucy.davis@carnivalshipbuilding.com
*UPDATED at 25/11* We still have a lot of people with unused holiday for this year. Are they able to carry this over into next year?
In order to minimise the carryover of annual leave, anyone with more than 20 days will need to take one week of annual leave from 14 December. In line with the Annual Holiday Act employees can carry forward one week and with consent two weeks to be spent anytime. Those with outstanding leave that exceeds this limit will be able to carry this over to next year and we would ask that this is used by 31 May 2021. The agreement to carry over leave in excess of one week must be in writing, with the employee sending an email to their line manager stating the amount of days they would like to carry over. The line manager will need to respond to this email with their answer. This email conversation must then be forwarded to Lucy Davis, Senior HR Advisor.
*NEW at 17/11* What happens if the ship delivery is delayed? Will the layoff period be pushed back?
We will continue to monitor the progress of Mardi Gras through to delivery and will look at the suggested proposal again should we need to in light of a potential later delivery date. However, at this point in time, the delivery is on track for 10 December 2020.
*NEW at 17/11* Can we still use our mobile phones whilst on a lay-off period for personal and work use?
Yes you can still use your mobile phone whilst on a lay-off period for personal use, as this is your employee benefit.We would request that whilst on a lay-off period employees do not use their mobile phones for work related matters, for example responding to work email and calls however tempting this may be. If you feel there is something urgent then please direct this to Martin Vos. You can of course continue to communicate and socialise with your colleagues about non-work related matters if you wish.
*NEW at 17/11* We need the shipyard to confirm when the vessel will be departing the shipyard following its completion. They said that this could be the 20th of December or maybe even Jan 2021. Does this mean that we will still need people to be there?
The exact date for the ship to leave the Turku shipyard, following delivery, is still under discussion between Carnival and the shipyard. However, it is not currently considered necessary to have Corporate Shipbuilding employees on board following delivery.
How will you choose who will follow which layoff pattern, if layoffs are implemented?
Our proposal is that if layoffs are implemented, everyone at Carnival Technical Services Oy completes a five week lay-off period in total. We are proposing that the initial phase of the layoff period would take place after the delivery of Mardi Gras and at a similar time as the Christmas shutdown period for the shipyard. Following this initial phase, the proposal is then for the final phases to be completed at slightly different times. As a result of this approach, we believe the layoff period will have minimal impact on the day to day operations within Turku.
What happens if I do not agree to the potential layoff period?
The consultation process is a chance for you to ask questions about the proposed layoff and we hope to come to an agreement with you through this process. Please ensure you propose any questions to your Employee Representative (Salla) throughout the process – click here to see a flow chart of how questions will be answered.
Can the layoff period be spread out over a greater amount of months?
The proposal for Carnival Technical Services Oy colleagues is that if layoffs are implemented, the layoff runs from 21 December 2020 through to 20 March 2021. If this timeframe was to expand, it would prolong the uncertain period unnecessarily. However, options can be discussed in the consultation process.
Can the loss of salary be spread out over a greater amount of months?
We have explored this option however, it is not possible and could have implications on eligibility for Kela Government support and compensation from your union.
Do you anticipate making redundancies following the potential layoff period?
The level of uncertainty worldwide right now means there is no guarantee that the business will recover as planned; whilst we hope that things will improve, we may be faced with a need to reassess our organisation if they haven’t. We will consult with you as required if that’s the case.
Would I continue to accrue annual leave during the potential layoff period?
Yes – you will continue to accrue your annual leave as normal throughout this period, if layoffs are implemented.
Would my pension contributions still be made during the potential layoff period?
As no salary would be paid, pension would not accrue on the basis of the salary during the potential layoff. Some pension would accrue on the basis of the earnings-based daily allowance paid by the unemployment fund.
Where can I access financial support during the potential layoff period?
You would be able to contact your own union/employment fund (or Kela / www.kela.fi ) to apply for the unemployment benefit. Information about employment funds can be found here: https://www.tyj.fi/en/join-a-fund/funds-contact-information/?profession=
If necessary, use the following link for information on how to register with the TE-office and how to apply the unemployment benefit: http://www.te-palvelut.fi/te/en/jobseekers/if_unemployed/what_to_do/index.html
Can I use my annual leave for some or all of the layoff period, if layoffs are implemented?
You would be unable to use your annual leave during your possible layoff period. If you have any annual leave booked in on the dates of your possible layoff period, this would need to be cancelled centrally through the Time and Attendance System.
If I am sick during the potential layoff period, would I be entitled to sick pay?
If you have fallen sick before receiving your individual lay-off notification and continue to be sick when your possible layoff would begin, you would be entitled to sick pay in accordance with normal rules. If you have fallen sick after receiving your individual lay-off notification and continue to be sick when your possible layoff would begin, the lay-off would take priority and you would not be entitled to sick pay.
Can I work during the potential layoff period?
No. During the layoff period you will not be entitled to work and will not be able to take part in any work based activity.
Would I need to stay in regular contact with my Manager during the potential layoff period?
We are recommending that Managers have wellbeing check-ins with their direct reports during the potential layoff period, and that the regularity and format of these should be agreed in advance. These conversations would be informal chats about your general wellbeing and for you to discuss any concerns you may have.
When will you inform the other shipyards, brands and OpCos of this plan?
We plan to share a wider communication regarding the possible layoff period once the consultation period has closed and decisions have been made.
Why can’t we have a similar approach to our other Corporate Shipbuilding locations?
The Government specific schemes utilised in the UK, Germany and Italy are not available to individuals within Finland as they are determined by each Government, in line with local policy and legislation.
What is a layoff period?
Laying off means that when certain conditions specified in the Employment Contracts Act are fulfilled, the employer may suspend work and payment of wages and the employee may discontinue work, but the employment relationship is not terminated. The procedures and time limits to be observed in laying off are provided for in accordance with the temporary amendments to the Finnish Act on Cooperation within Undertakings, the Employment Contracts Act and in collective agreements.
We are still building ships in Turku, why are you proposing this layoff period now?
Although, unlike a large proportion of Carnival Corporation, Corporate Shipbuilding has not necessarily been so far severely impacted by the COVID-19 pandemic, the general need for the organisation to decrease their annual costs remains applicable to our business and results in a need to consider reducing the use of workforce temporarily. As you are aware, the pause in cruising operations has meant that the organisation as a whole has lost a considerable amount of income and, as a result, we are required to make changes in order to preserve the sustainability of our organisation for the future.
Why is no other part of Corporate Shipbuilding doing a layoff period?
As you are aware, Corporate Shipbuilding has employees from several locations, all of which are subject to different Government responses to the COVID-19 pandemic, as well as different legislation. In the UK, Germany and Italy, the local Government schemes have been utilised in order to save compensation costs across our business.
On 8 June 2020, we entered into a period of Collective Consultation in the UK. As a result of this consultation period 10 employees were made redundant and two employees took voluntary redundancy. In addition to this, all Corporate Shipbuilding employees in the UK have taken a 20% reduction in pay through to the end of 2020.
What will the consultation process involve?
Please find outlined below, our intended approach to the consultation process:
9 November – Notification of intent sent to Employee Representative
16 November – Consultation will begin. First meeting with the Employee Representative / management representatives
18 November – Minutes from the first meeting will be shared
16-24 November – Employees raise questions with the Employee Representative based on information from first meeting.
24 November – Second meeting with the Employee Representative
24-30 November – Employees raise questions with the Employee Representative based on information from second meeting.
25 November – Minutes from the second meeting will be shared
26 November – Third meeting with the Employee Representative if required
30 November – Close of consultation period