Part-time work is relatively rare in Finland, as full-time employment is traditionally the norm in the country. In particular, women`s full-time work is more common than in many other Member States, due to measures such as free education and subsidised day care for children. However, the unequal distribution of on-call duties is the main reason why women work part-time more often than men. In addition, part-time work is more common in sectors dominated by women, such as retail trade. The remuneration of the leave is payable at the end of the employment relationship or, if agreed, in addition to each month`s salary. Under many collective agreements, the worker is also entitled to additional vacation pay, which is usually equal to half of the leave`s salary. The Finnish system of collective bargaining is characterised by a principle of general applicability which has been in force since the 1970s. According to this principle, employers who do not participate in collective bargaining or who have not signed a collective agreement must respect the national sectoral collective agreement, which is considered representative in their sector. The so-called procedure for the confirmation of universal collective agreements entered into force in 2001. A special committee of the Ministry of Social Affairs and Health confirms the general applicability of the agreements. A sectoral agreement is generally applicable if it can be considered representative of the sector concerned. In recent years, employers have encouraged the dilution of general goodness.