Common use of Responsibility of the Employee Clause in Contracts

Responsibility of the Employee. If they so wish, the employee gives the occupational health physician permis- sion to discuss replacement work with the supervisor. The employee delivers the doctor's certificate to the supervisor and discusses the possibility of replacement work. The person can also express their willing- ness for replacement work. The employee must contact the occupational health doctor if there are any changes in the ability to work. The employer and employer’s representative must comply with the act set out on privacy protection at the workplace when handling medical certificates and reports concerning the person’s health state in relation to replacement work. According to legislation, an employee’s illness is a private matter, and the de- tails are confidential between the employee and health care, and the employer is only privy to the information in strictly determined exceptions. The employer has the right to obtain information on whether the employee is suitable, suita- ble with limits or unsuitable for the planned work. In this respect, replacement work is not an exception, and the same provisions apply as would in the case of a new employment or that would apply to statu- tory occupational health checks that are carried out during employment. Occu- pational health care does not have the right to communicate information re- lated to illness to the employer even as a means of determining replacement work, but the task of occupational health care is to assess the employee's abil- ity to work with regard to the replacement work proposed. Occupational health care can only provide the employer with information on working capacity or in- capacity for work. In the case of replacement work, the person concerned shall receive the same remuneration as they would have received for carrying out their normal work. Insurance in the event of sickness or accident shall be valid for the duration of replacement work. Replacement work is not sick leave, so the employee is not entitled to sick pay or accident allowance for that period. The replacement work interrupts the payment of the accident and sickness allowance in the event that one of them has already begun. The employer and the employee are obligated to report if Kela or the insurance company has started to pay compensation. With regard to starting sick leave, the possibility of replacement work must be investigated as soon as possible (Kela's deductible period). In some cases, the suspension of replacement work must be prepared for and the relevant insurance company must be contacted in advance.

Responsibility of the Employee. If they so wish, the employee gives the occupational health physician permis- sion to discuss replacement work with the supervisor. The employee delivers the doctor's certificate to the supervisor and discusses the possibility of replacement work. The person can also express their willing- ness for replacement work. The employee must contact the occupational health doctor if there are any changes in the ability to work. The employer and employer’s representative must comply with the act set out on privacy protection at the workplace when handling medical certificates and reports concerning the person’s health state in relation to replacement work. According to legislation, an employee’s illness is a private matter, and the de- tails are confidential between the employee and health care, and the employer is only privy to the information in strictly determined exceptions. The employer has the right to obtain information on whether the employee is suitable, suita- ble with limits or unsuitable for the planned work. In this respect, replacement work is not an exception, and the same provisions apply as would in the case of a new employment or that would apply to statu- tory occupational health checks that are carried out during employment. Occu- pational health care does not have the right to communicate information re- lated to illness to the employer even as a means of determining replacement work, but the task of occupational health care is to assess the employee's abil- ity to work with regard to the replacement work proposed. Occupational health care can only provide the employer with information on working capacity or in- capacity for work. In the case of replacement work, the person concerned shall receive the same remuneration as they would have received for carrying out their normal work. Insurance in the event of sickness or accident shall be valid for the duration of replacement work. Replacement work is not sick leave, so the employee is not entitled to sick pay or accident allowance for that period. The replacement work interrupts the payment of the accident and sickness allowance in the event that one of them has already begun. The employer and the employee are obligated to report if Kela or the insurance company has started to pay compensation. With regard to starting sick leave, the possibility of replacement work must be investigated as soon as possible (Kela▇▇▇▇'s deductible period). In some cases, the suspension of replacement work must be prepared for and the relevant insurance company must be contacted in advance.