The thesis deals with selected legal aspects of the process of selection of job seekers. Through the study of professional literature and other sources, legal regulations and also own small research, the author deals mainly with the issue of the principle of equal treatment and the prohibition of discrimination and protection of personal data. The thesis also describes the job position of the job seeker, the pre-contractual liability and the dishonest behavior of the potential employee and the employer, the ways of getting employees and other connections, because the theme of the thesis is more extensive than it might seem at first sight. The possibilites of the defence are also mentioned. The process of selection of job seekers can not be considered as a purely personalist discipline. The thesis works with legislation such as the Labor Code, the Employment Act, the Anti-Discrimination Act on the Personal Data Protection Act. Although the selection of a prospective employee is the employer's responsibility, employers have to observe the legal requirements, for example, they can not discriminate the job seekers or infringe the privacy of the job seeker unwarranted. Therefore, for example, a potential employer can require only information directly related to the conclusion of an employment contract. The...

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The purpose of this study was to examine guidance activities in an employment office and to explain the significance these activities have for the job seekers' way towards an occupation. The method used was literature studies and qualitative interviews with respondents in three categories: a manager, two workingmediators and three job seekers, all at the same employment service office. The results that emerged was that there are different kinds of guidance in the employment service, both in the narrow sense and broad sense. The different categories of respondents describe and define the guidance activities in different ways and have different descriptions of how these activities can help job seekers into employment. The conclusions drawn where that the manager sees everything on the employment service as guidance, workingmediators differ in their roles as advisers and counselors. The job seekers does not see the activities they had access to as guidance. The employees at the employment office considers that the guidance are more helpful in the process towards finding an occupation than job seekers think. / Syftet med studien var att undersöka vägledningsaktiviteter på ett arbetsförmedlingskontor samt att redogöra för vilken betydelse dessa aktiviteter har för de arbetssökandes process mot en sysselsättning. Metoden som använts var litteraturstudier samt kvalitativa intervjuer med intervjupersoner av tre olika kategorier: en chef på arbetsförmedlingen två arbetsförmedlare samt tre arbetssökande, alla vid samma arbetsförmedlingskontor. Resultaten som framkom var att de finns olika slags vägledning inom arbetsförmedling, både i snäv bemärkelse och vid bemärkelse. De olika kategorierna av intervjupersoner beskriver och definierar vägledningsaktiviteterna på olika sätt och de har olika beskrivningar på hur dessa aktiviteter kan hjälpa arbetssökande till sysselsättning. Slutsatser som dragits är att chefen ser allt på arbetsförmedlingen som vägledning, arbetsförmedlarna skiljer på sina roller som arbetsförmedlare och vägledare. De arbetssökande ser inte de aktiviteter de fått ta del av som vägledning. De anställda på arbetsförmedlingen anser att insatserna och aktiviteterna som finns är till större hjälp i processen mot en sysselsättning än vad de arbetssökande tycker.

Protection of Personal Data Prior to Employment Abstract The development of new technologies has completely changed the view on how personal data is being processed in labor relations. Screening job seekers on social networks or using artificial intelligence to analyze a candidate's predispositions are, at first sight, much less intense and conspicuous forms of invasion of privacy than traditional surveillance methods such as the use of security cameras. Employees and job seekers are therefore in a very disadvantageous position, which has not yet been reflected on the level of EU legislation. The legal regulation of personal data protection is very specific in its abstraction. When processing personal data, it is necessary to keep in mind the basic principles of data handling, and each processing should therefore be (among other things) purposefully limited, minimized, transparent and correct. However, these concepts are so abstract that their interpretation is the subject to countless debates even among personal data protection experts. In view of the above, it is understandable that it may be very difficult for many employers to know what specific measures of data protection are to be applied. For this reason, in practice, there is considerable formalism in the application of some institutes which stems...

A Social Services Act was introduced in 2016 to avoid differences concerning assessments between municipalities and to improve legal certainty and equal treatment among applicants. This study is aiming at investigating social security officers’ assessment of applications for income support in order to fulfill the legislator’s aim of the actual act. In more details, the study uncovers criteria for how the social security officers assess whether clients are actively seeking employment or not.   A qualitative approach based on individual semi-structured interviews is conducted with six social security officers from three Swedish municipalities. Interviews are based on a fictional case. Lipsky’s theory of Street-level bureaucrats and Hasenfeld’s Human service organizations theory are applied to analyze collected interviews. The result shows that the amendment in the Social Service Act does not induce major changes in social security officers’ routines. There are various factors influencing these officers’ decision making regarding the clients’ activities to search for jobs. Decision-making is contextually dependent and there is room for discretion concerning the interpretation of the actual Social Service Act. Therefore this act might be improved in order to achieve equal treatment and legal certainty.

A Job Seeker and the Labour Office of the Czech Republic Abstract The PhD thesis focuses primarily on the legal regulation of the Employment Act affecting the issue of job seekers within the activities of the Labour office, especially in the process of employment intermediation and in receiving unemployment benefits. The introductory theoretical interpretation of the fundamental social right guaranteed by the Charter of Fundamental Rights and Freedoms, i.e. the right to work, is followed by a treatise on unemployment and its development. A compact overview of this issue is given by a summary of the concept of employment policy in the Czech Republic and within the European Union and its state management within the Czech Republic. The main part of the thesis presents an analysis of individual provisions of the Employment Act from the practical point of view of the job seeker. It defines his rights and obligations starting by submitting an application for mediation of suitable employment to the Labor office register. These are discussed in detail in relation to the main instruments that the job seeker may encounter during registration, such as "appropriate employment", "serious reasons", "temporary incapacity to work", "non- conflicting employment", "illegal work", etc. The thesis contains a detailed analysis...

This master’s thesis deals with the problem of unemployment and its development in the district of Trebic in years 2009 – 2013. The work is focused of finding the causes of unemployment through labor market analysis, especially structure of job seeker. Some solutions that can help to reduce unemployment rate in the district of Trebic result from the conducted analysis. These are presented in the conclusion of the thesis.

Violation of the Employment Act Abstract The purpose and aim of this dissertation work was compactly and coherently to describe the individual types of violations of legal regulations in relation to their consequences for individual entities against whom the negative impacts are directed. The work, based on the current legal regulation of employment, divides the violations of obligations into individual areas, which can be further broken down by entities violating obligations and (by) the seriousness of individual violations. The issue of violation of the Employment Act includes two fundamental areas. The first area, which forms an inherent part of most substantive regulations, is the area of administrative offenses, responding primarily to violations of obligations imposed upon employers. Especially the third, fhe fifth and the sixth chapter focus on this field. The second area of the Employment Act, which is vital for the topic at hand, regulates and sets obligations for individuals, persons interested in the job and especially job seekers who, through the Labour Office, exercise their basic social rights guaranteed by the Charter of Fundamental Rights and Freedoms, i.e. the right to work. The second and partly the fourth and the sixth chapter deal with this topic. In the light of the potential impacts...

Early communication of organizational values helps job seekers self-select out of the recruitment process and make proper career decisions. Recruitment websites are the major tools for learning organizational values and filtering suitable job opportunities but they often fail to provide real and comprehensive values-related information. To satisfy the information needs of job seekers and facilitate values-based job-seeking, this paper conducted design-oriented research, aiming to understand job seekers’ attitudes towards values-based recruitment websites and core considerations for facilitating values-based job-seeking when designing such websites. A clickable prototype of a values-based recruitment website for technical developers to find employers based on shared values was developed with a user-centered and iterative design process and evaluated by 10 users using qualitative methods. The findings revealed that participants’ attitudes toward the website varied among individuals. Core considerations were, for example, organizational trust, person-job fit evaluation, and values-based filter design. Furthermore, specific features to address these considerations are proposed to inspire future designs. / Tidig kommunikation av organisatoriska värderingar hjälper arbetssökande att själv välja ut ur rekryteringsprocessen och fatta korrekta karriärbeslut. Rekryteringswebbplatser är de viktigaste verktygen för att lära sig organisatoriska värderingar och filtrera ut lämpliga jobbmöjligheter, men de misslyckas ofta med att tillhandahålla verklig och heltäckande värderelaterad information. För att tillgodose informationsbehovet av värderingar och underlätta värderingsbaserat jobbsökande, genomförde denna artikel designorienterad forskning, som syftade till att förstå arbetssökandes attityder till värderingsbaserade rekryteringswebbplatser och centrala överväganden för att underlätta värderingsbaserat arbetssökande vid utformning sådana webbplatser. En klickbar prototyp av en värderingsbaserad rekryteringswebbplats för tekniska utvecklare för att hitta arbetsgivare baserad på gemensamma värderingar utvecklades med en användarcentrerad och iterativ designprocess och utvärderades av 10 användare med hjälp av kvalitativa metoder. Resultaten visade att deltagarnas attityder till webbplatsen varierade mellan individer. Kärnöverväganden var till exempel organisatoriskt förtroende, utvärdering av passform mellan person och jobb och värderingsbaserad filterdesign. Dessutom föreslås specifika funktioner för att hantera dessa överväganden för att inspirera framtida design.