Declining union memberships are a fact in both Sweden and Finland. At the same time, the autonomous labour market parties and the high membership rates are the most significant factors for the two countries compared to Europe and the rest of the world. These two factors have in turn been developed and strengthened since the beginning of the twentieth century. By autonomous labour market parties I refer to the fact that the labour market parties themselves through collective bargaining are agreeing on the labour market conditions, without interference from the government. This paper is therefore taking it's stance in the question of what happens with the autonomous labour market parties when the membership rates are in decline.   With this in mind, this paper describes the judicial development, the collective agreement and labour market structures, the legal consequences of collective agreements and the opportunities of industrial and sympathy action in both Sweden and Finland. The two countries' systems of labour law have caught some negative attention, hence two of the most discussed cases of recent years are given some attention as well.   The collective judicial conditions are very similar in both Sweden and Finland regarding the labour market main actors' collaboration, the collective agreement structures and legal consequences and the opportunities of industrial and sympathy action. The Finnish regulations regarding industrial action are somewhat more unconstrained compared to the Swedish ones. The Swedish opportunities of sympathy action are on the other hand more intricate and contain more exceptions. The Finnish union density is almost as high as in Sweden, although the Finnish employees are more willing to use industrial action. The labour market structures are relatively similar between the countries and so are the effects of the legislation and traditions surrounding them. The differences are found in the larger gender pay gaps present in Finland. While the differences are also present in Sweden, they are smaller. The similarities are found in the effects of the labour market structures and the labour market main actors' collaboration. Both are contributing to strengthening the present conditions. / Gemensamt för Sverige och Finland är att medlemstalen i de fackliga organisationerna minskar. Samtidigt är det den fackliga autonomin och den höga anslutningsgraden som i jämförelse med Europa och resten av världen är utmärkande för de båda länderna. Dessa två faktorer har i de båda länderna utvecklats och befästs sedan början av 1900-talet. Den fackliga autonomin bygger på att de centrala parterna utan inblandning från staten själva kommer överens om arbetsmarknadens villkor. Uppsatsen utgår därför från den övergripande frågan om vad som händer med den fackliga autonomin när medlemstalen minskar.   Med detta i åtanke redogör uppsatsen för Sveriges och Finlands rättsliga utveckling, deras kollektivavtals- och arbetsmarknadsstrukturer, kollektivavtalens bindningsmekanism och rättsverkningar samt möjligheten till strids- och sympatiåtgärder. De båda ländernas arbetsrättsliga system har heller inte undgått kritik, varför två av de mest omtalade rättsfallen på senare tid också ges en redogörelse.   Sveriges och Finlands kollektiva arbetsrättsliga system är mycket lika, både avseende de centrala parternas samrådsförfaranden, kollektivavtalens bindningsmekanism, rättsverkningar och arbetskonfliktsreglering. Den finska regleringen kring stridsåtgärder är dock något friare, medan den svenska innehåller fler intrikata undantag. De finska arbetstagarna är medlemmar i fackliga organisationer i nästan lika hög grad som de svenska. De finska arbetstagarna är dock betydligt mer benägna att ta till arbetsstrid. Arbetsmarknadsstrukturerna i Sverige och Finland är relativt lika och likaså effekterna av dem. Skillnaden ligger i de stora löneskillnader mellan män och kvinnor som föreligger i Finland. Även i Sverige förekommer det skillnader, om än något mindre. Effekterna, som är liknande i de båda länderna, består i att befintliga särfördelningar av löne- och anställningsvillkor befästs genom rådande arbetsrättsliga reglering och huvudavtalsparternas samrådsförfaranden. / Yhteistä Ruotsin ja Suomen ammattiliitoille on jäsenmäärän supistuminen. Samanaikaisesti ammattiliittojen itsenäisyys ja korkea järjestäytymisaste ovat ominaisia molemmille maille verrattuna Eurooppaan ja muuhun maailmaan. Nämä kaksi tekijää ovat molemmissa maissa kehittyneet ja vahvistuneet 1900-luvun alusta alkaen.   Ammattiyhdistysten itsenäisyys rakentuu sille että keskeiset osapuolet ilman valtiovallan sekaantumista sopivat itse työmarkkinoiden ehdoista. Opinnäytteen lähtökohta on mitä tapahtuu ammattiyhdistysten itsenäisyydelle jäsenmäärän supistuessa.   Opinnäyte selvittää Ruotsin ja Suomen yhteiskuntien oikeudellista kehitystä, työehtosopimus- ja työmarkkinarakennetta, työehtosopimusten sitomismekanismia ja oikeudellisia vaikutuksia sekä mahdollisuuksia työtaistelu- ja myötätuntotoimenpiteisiin. Molempien maiden työoikeudellinen järjestelmä ei ole välttynyt arvostelulta, josta syystä aineisto sisältää selostuksen kahdesta viime aikojen puhutuimmasta oikeustapauksesta.   Ruotsin ja Suomen työoikeudellinen järjestelmä on hyvin samankaltainen sekä keskeisten osapuolten kuulemismenettelyn, työehtosopimusten sitomismekanismin, oikeudellisten vaikutusten että työtaistelujen säätelyn osalta. Suomalainen työtaistelusäätely on jonkunverran vapaampi, ruotsalainen sisältää useita monimutkaisia poikkeuksia. Suomalaiset työntekijät ovat ammattiliitojen jäseniä melkein yhtä usein kuin ruotsalaiset. Suomalaiset työntekijät ovat kuitenkin paljon useammin mukana työtaisteluissa Työmarkkinoiden rakenne Ruotsissa ja Suomessa ovat suhteellisen samanlaisia kuten myös niiden vaikutukset. Erot ovat Suomen suurissa palkkaeroissa miesten ja naisten kesken. Myös Ruotsissa on eroja, joskin pienempiä. Vaikutukset jotka ovat samanlaisia molemmissa maissa, koostuvat vallitsevan jaon palkka- ja palkkaamisehtojen vahvistamisesta vallitsevasta työoikeudellisesta sääntelystä ja pääsopijaosapuolten kuulemismenettelystä.

<p>Declining union memberships are a fact in both Sweden and Finland. At the same time, the autonomous labour market parties and the high membership rates are the most significant factors for the two countries compared to Europe and the rest of the world. These two factors have in turn been developed and strengthened since the beginning of the twentieth century. By autonomous labour market parties I refer to the fact that the labour market parties themselves through collective bargaining are agreeing on the labour market conditions, without interference from the government.</p><p>This paper is therefore taking it's stance in the question of what happens with the autonomous labour market parties when the membership rates are in decline.</p><p> </p><p>With this in mind, this paper describes the judicial development, the collective agreement and labour market structures, the legal consequences of collective agreements and the opportunities of industrial and sympathy action in both Sweden and Finland. The two countries' systems of labour law have caught some negative attention, hence two of the most discussed cases of recent years are given some attention as well.</p><p> </p><p>The collective judicial conditions are very similar in both Sweden and Finland regarding the labour market main actors' collaboration, the collective agreement structures and legal consequences and the opportunities of industrial and sympathy action. The Finnish regulations regarding industrial action are somewhat more unconstrained compared to the Swedish ones. The Swedish opportunities of sympathy action are on the other hand more intricate and contain more exceptions. The Finnish union density is almost as high as in Sweden, although the Finnish employees are more willing to use industrial action. The labour market structures are relatively similar between the countries and so are the effects of the legislation and traditions surrounding them. The differences are found in the larger gender pay gaps present in Finland. While the differences are also present in Sweden, they are smaller. The similarities are found in the effects of the labour market structures and the labour market main actors' collaboration. Both are contributing to strengthening the present conditions.</p> / <p>Gemensamt för Sverige och Finland är att medlemstalen i de fackliga organisationerna minskar. Samtidigt är det den fackliga autonomin och den höga anslutningsgraden som i jämförelse med Europa och resten av världen är utmärkande för de båda länderna. Dessa två faktorer har i de båda länderna utvecklats och befästs sedan början av 1900-talet.</p><p>Den fackliga autonomin bygger på att de centrala parterna utan inblandning från staten själva kommer överens om arbetsmarknadens villkor. Uppsatsen utgår därför från den övergripande frågan om vad som händer med den fackliga autonomin när medlemstalen minskar.</p><p> </p><p>Med detta i åtanke redogör uppsatsen för Sveriges och Finlands rättsliga utveckling, deras kollektivavtals- och arbetsmarknadsstrukturer, kollektivavtalens bindningsmekanism och rättsverkningar samt möjligheten till strids- och sympatiåtgärder. De båda ländernas arbetsrättsliga system har heller inte undgått kritik, varför två av de mest omtalade rättsfallen på senare tid också ges en redogörelse.</p><p> </p><p>Sveriges och Finlands kollektiva arbetsrättsliga system är mycket lika, både avseende de centrala parternas samrådsförfaranden, kollektivavtalens bindningsmekanism, rättsverkningar och arbetskonfliktsreglering. Den finska regleringen kring stridsåtgärder är dock något friare, medan den svenska innehåller fler intrikata undantag. De finska arbetstagarna är medlemmar i fackliga organisationer i nästan lika hög grad som de svenska. De finska arbetstagarna är dock betydligt mer benägna att ta till arbetsstrid. Arbetsmarknadsstrukturerna i Sverige och Finland är relativt lika och likaså effekterna av dem. Skillnaden ligger i de stora löneskillnader mellan män och kvinnor som föreligger i Finland. Även i Sverige förekommer det skillnader, om än något mindre. Effekterna, som är liknande i de båda länderna, består i att befintliga särfördelningar av löne- och anställningsvillkor befästs genom rådande arbetsrättsliga reglering och huvudavtalsparternas samrådsförfaranden.</p> / <p>Yhteistä Ruotsin ja Suomen ammattiliitoille on jäsenmäärän supistuminen. Samanaikaisesti ammattiliittojen itsenäisyys ja korkea järjestäytymisaste ovat ominaisia molemmille maille verrattuna Eurooppaan ja muuhun maailmaan. Nämä kaksi tekijää ovat molemmissa maissa kehittyneet ja vahvistuneet 1900-luvun alusta alkaen.</p><p> </p><p>Ammattiyhdistysten itsenäisyys rakentuu sille että keskeiset osapuolet ilman valtiovallan sekaantumista sopivat itse työmarkkinoiden ehdoista. Opinnäytteen lähtökohta on mitä tapahtuu ammattiyhdistysten itsenäisyydelle jäsenmäärän supistuessa.</p><p> </p><p>Opinnäyte selvittää Ruotsin ja Suomen yhteiskuntien oikeudellista kehitystä, työehtosopimus- ja työmarkkinarakennetta, työehtosopimusten sitomismekanismia ja oikeudellisia vaikutuksia sekä mahdollisuuksia työtaistelu- ja myötätuntotoimenpiteisiin. Molempien maiden työoikeudellinen järjestelmä ei ole välttynyt arvostelulta, josta syystä aineisto sisältää selostuksen kahdesta viime aikojen puhutuimmasta oikeustapauksesta.</p><p> </p><p>Ruotsin ja Suomen työoikeudellinen järjestelmä on hyvin samankaltainen sekä keskeisten osapuolten kuulemismenettelyn, työehtosopimusten sitomismekanismin, oikeudellisten vaikutusten että työtaistelujen säätelyn osalta. Suomalainen työtaistelusäätely on jonkunverran vapaampi, ruotsalainen sisältää useita monimutkaisia poikkeuksia. Suomalaiset työntekijät ovat ammattiliitojen jäseniä melkein yhtä usein kuin ruotsalaiset. Suomalaiset työntekijät ovat kuitenkin paljon useammin mukana työtaisteluissa Työmarkkinoiden rakenne Ruotsissa ja Suomessa ovat suhteellisen samanlaisia kuten myös niiden vaikutukset. Erot ovat Suomen suurissa palkkaeroissa miesten ja naisten kesken. Myös Ruotsissa on eroja, joskin pienempiä. Vaikutukset jotka ovat samanlaisia molemmissa maissa, koostuvat vallitsevan jaon palkka- ja palkkaamisehtojen vahvistamisesta vallitsevasta työoikeudellisesta sääntelystä ja pääsopijaosapuolten kuulemismenettelystä.</p>

A study of silences: as a metaphysics of the law, juridification silences the text of the law in order to enable an allegorical reading of the law. This silencing of the legal text can only be avoided through a non-metaphysical archaeological reading. Similarly, the programme of comparative labour law is silent at its most pivotal points, leaving some concerns of the programme indeterminate and indeterminable. As context, the dominant discourses of the labour law systems of the Federal Republic of Germany (Tarifautonomie), Great Britain (collective laizzesfaire) and South Africa (fairness) are identified and the agents of the jurisprudence (the courts) are briefly outlined. The silence operating within the phenomenology of the labour judiciary and the concept of a 'court' is also examined. The study then proceeds to read, in an archaeological manner, the industrial action jurisprudence in Germany, Great Britain and South Africa, such readings again yielding silences within the discourse of the law. The silences occurring throughout (and the resulting normative breaches in the rationality of the legal discourse) are the prerequisites for juridification, a process in terms of which the metajuridical standard is imported into the legal normative system and thereby rendered part of the archival discourse of the law. / LL.D.

A study of silences: as a metaphysics of the law, juridification silences the text of the law in order to enable an allegorical reading of the law. This silencing of the legal text can only be avoided through a non-metaphysical archaeological reading. Similarly, the programme of comparative labour law is silent at its most pivotal points, leaving some concerns of the programme indeterminate and indeterminable. As context, the dominant discourses of the labour law systems of the Federal Republic of Germany (Tarifautonomie), Great Britain (collective laizzesfaire) and South Africa (fairness) are identified and the agents of the jurisprudence (the courts) are briefly outlined. The silence operating within the phenomenology of the labour judiciary and the concept of a 'court' is also examined. The study then proceeds to read, in an archaeological manner, the industrial action jurisprudence in Germany, Great Britain and South Africa, such readings again yielding silences within the discourse of the law. The silences occurring throughout (and the resulting normative breaches in the rationality of the legal discourse) are the prerequisites for juridification, a process in terms of which the metajuridical standard is imported into the legal normative system and thereby rendered part of the archival discourse of the law. / LL.D.

Trade unions have been in existence for many years. Although their introduction was generally met with resistance, since their establishment trade unions have been important agents of social change worldwide. Over the years, trade unions have been involved in politics and other societal activities. In South Africa, trade unions for many years not only fought for worker’s rights within the workplace but also beyond the workplace. Trade unions started as friendly societies aimed at assisting their members with various matters, including offering financial help for education purposes and also in cases of illnesses. Although the main purpose of trade unions is to regulate relations between employees and their employers, trade unions perform other functions in society which can be broadly referred to as their social responsibility role. Unlike corporate social responsibility, which is recognised and formalised, trade union social responsibility is not, with the role and importance of social responsibility for trade unions having been largely ignored. This thesis aims at changing this by investigating their core responsibilities and their social responsibilities and subsequently making recommendations on how trade unions could recognise and accommodate their social responsibilities in their activities. It also considers factors that could assist trade unions in fulfilling their social responsibilities. Trade unions generally obtain legislative support for their core responsibilities, but not their social responsibilities; however this should not obstruct trade unions in such endeavours. As modern organisations it is high time that trade unions make a contribution towards sustainable development through their social responsibility role. / Private Law / LLD

Trade unions have been in existence for many years. Although their introduction was generally met with resistance, since their establishment trade unions have been important agents of social change worldwide. Over the years, trade unions have been involved in politics and other societal activities. In South Africa, trade unions for many years not only fought for worker’s rights within the workplace but also beyond the workplace. Trade unions started as friendly societies aimed at assisting their members with various matters, including offering financial help for education purposes and also in cases of illnesses. Although the main purpose of trade unions is to regulate relations between employees and their employers, trade unions perform other functions in society which can be broadly referred to as their social responsibility role. Unlike corporate social responsibility, which is recognised and formalised, trade union social responsibility is not, with the role and importance of social responsibility for trade unions having been largely ignored. This thesis aims at changing this by investigating their core responsibilities and their social responsibilities and subsequently making recommendations on how trade unions could recognise and accommodate their social responsibilities in their activities. It also considers factors that could assist trade unions in fulfilling their social responsibilities. Trade unions generally obtain legislative support for their core responsibilities, but not their social responsibilities; however this should not obstruct trade unions in such endeavours. As modern organisations it is high time that trade unions make a contribution towards sustainable development through their social responsibility role. / Private Law / LLD