No abstract available Copyright / Dissertation (LLM)--University of Pretoria, 2012. / Mercantile Law / unrestricted

Does the doctrine of double jeopardy preclude employer intervention or the proverbial 'second bite at the cherry'? The rigid principles of double jeopardy does not form part of our labour law dispensation. The double jeopardy principle, however, is a necessary factor that is taken into account when deciding on the fairness of subjecting an employee to further disciplinary action. Even though the employer has the primary responsibility to discipline an employee, the employer may not deviate from disciplinary procedure and standards set by itself, without justification. The employer's powers must be curtailed to some extent in order to countervail the inequality inherent in the employment relationship. A wide approach in labour disputes should be adopted when deliberating the fairness of deviating in respect of the double jeopardy rule. A disciplinary code, which is a guideline, should not be a stumbling block for fairness to prevail. Deciding against employer intervention, solely based on the absence of a provision in an employer's disciplinary code expressly providing for the right to intervene, is an unwarranted narrow approach that leads to absurd results. The wider approach necessitates consideration of all the relevant facts and circumstances, not only the employer's disciplinary procedure, but including the effect of the employee's conduct on the trust relationship, public interest, the parity principle, reasonableness of the first sanction, appropriateness of the second sanction, reasonableness of the employer's decision to recharge the employee or reconsider the imposed sanction, prejudice to the parties, the time that has lapsed between the first and second disciplinary action and, essentially, the fairness to both the employee and employer. It is evident that an employer may only reconsider a decision of a properly constituted disciplinary tribunal when it is fair to do so. It will be fair to do so in exceptional circumstances. These circumstances will be extremely rare. Even where an employer reserved the right in its disciplinary procedure to 79 intervene with the decision of a disciplinary chairperson, the intervention must nevertheless, be justified. A second bite at the cherry is, therefore, possible. Identifying exceptional circumstances is not an easy task, in view of the test of fairness. Employers should therefore be conscientious in executing the important task to discipline. / Dissertation (LLM)--University of Pretoria, 2013. / Mercantile Law / unrestricted

The Prohibition of Discrimination Based on Disability in the Field of Employment Relationships Abstract The aim of this master's thesis is to evaluate the standard of the protection of people with disabilities from discrimination in the field of employment relationships in the Czech Republic, to identify the reasons of this state and especially to provide de lege ferenda proposals, that could lead to the increase of the standard of the prohibition of discrimination based on disability in the field of employment relationships. The used research methods are mainly analytical and empirical methods. The master's thesis starts with the legislative regulation of the prohibition of discrimination based on disability in the field of employment relationships on the international law level, where the Convention is crucial, and continues toward the level of EU and national law. Czech anti-discrimination law embodied especially in the Antidiscrimination Code and regulating the prohibition of discrimination based on disability in the field of employment relationships, is based on the Framework Directive. Therefore, a significant part of this thesis is devoted to the Framework Directive and the relevant Court of Justice of the EU's decisions, within the CJEU interpreted the Framework Directive and filled many white...

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2008

<p>Due to the wide usage of different databases administrated by the Swedish government to keep control over its citizen’s the issue has arisen concerning if this information is subject for other purposes then originally acknowledged. Executives induced in recruitment for labour has over the years extended their need for information accumulated by these systems. Especially data from the criminal records registry are now being used as a normal step in the employment process among a vastly growing spectrum of enterprises and businesses all over the country. This thesis aims to illuminate the subject by grasp to what extent the described behaviour can be considered legally accepted according to the law or if these actions are inflicting with the foundational juridical principles that has to be ensured by the Swedish government due to our constitutional law.</p><p>A strict jurisprudential method has been applied throughout the entire thesis to ensure the reliability of the results. The diversity of sources has gently been put together to assure the overall quality. Relevant information for the task has been analysed to illustrate how fine the line really is between the employers’ demand for information and personal integrity. Usage of information concerning crime as a measurement to evaluate individuals in the employment process can in general not be supported due to the information presented in this thesis. The overall reason to this statement is based on the assumption that employers misuse their rights with reference to the purposes which originally were predetermined to secure the criminal records registry from external access.</p>

<p>The foundations of the Swedish labour market have shifted due to a number of new circumstances affecting its framework. Employment is no longer a right taken for granted but rather something one should work hard to achieve. Given the new conditions, employers are not only trying to ensure their own businesses survival but also uphold the structures of our society. Competition between enterprises forces management to forge new boundaries to maintain profitability.Concerns have arisen whether or not these so called management strategies are within the limitations of the law. As a result and as a response to the design of the labour laws creativity is peaking to overrun the statutory regulations. This thesis sole ambition is to grasp to what extent the employers can enhance and change terms of employment without breaking the law.Employment agreements concerning temporary employment are at large especially focused upon.</p><p>A strict jurisprudential method has been applied throughout the entire thesis to ensure the reliability of the results. The diversity of sources has been analyzed to assure the overall quality. The legal system at large represents important foundations as well as the historical perspectives. To capture the future foundations and limitations of our labour laws consideration should be acknowledged in comparison to our society’s ever changing demands.The laws and regulations concerning employment agreements can be extensively adjusted without influencing the employees’ rights. That enhances the employers’ power to manage the business in accordance to the shifting market conditions. Some consideration should, in the context, be acknowledged. If the laws are stretched to far the employment agreement will be declared invalid by court along with claims for financial retribution.</p>

The foundations of the Swedish labour market have shifted due to a number of new circumstances affecting its framework. Employment is no longer a right taken for granted but rather something one should work hard to achieve. Given the new conditions, employers are not only trying to ensure their own businesses survival but also uphold the structures of our society. Competition between enterprises forces management to forge new boundaries to maintain profitability.Concerns have arisen whether or not these so called management strategies are within the limitations of the law. As a result and as a response to the design of the labour laws creativity is peaking to overrun the statutory regulations. This thesis sole ambition is to grasp to what extent the employers can enhance and change terms of employment without breaking the law.Employment agreements concerning temporary employment are at large especially focused upon. A strict jurisprudential method has been applied throughout the entire thesis to ensure the reliability of the results. The diversity of sources has been analyzed to assure the overall quality. The legal system at large represents important foundations as well as the historical perspectives. To capture the future foundations and limitations of our labour laws consideration should be acknowledged in comparison to our society’s ever changing demands.The laws and regulations concerning employment agreements can be extensively adjusted without influencing the employees’ rights. That enhances the employers’ power to manage the business in accordance to the shifting market conditions. Some consideration should, in the context, be acknowledged. If the laws are stretched to far the employment agreement will be declared invalid by court along with claims for financial retribution.

Due to the wide usage of different databases administrated by the Swedish government to keep control over its citizen’s the issue has arisen concerning if this information is subject for other purposes then originally acknowledged. Executives induced in recruitment for labour has over the years extended their need for information accumulated by these systems. Especially data from the criminal records registry are now being used as a normal step in the employment process among a vastly growing spectrum of enterprises and businesses all over the country. This thesis aims to illuminate the subject by grasp to what extent the described behaviour can be considered legally accepted according to the law or if these actions are inflicting with the foundational juridical principles that has to be ensured by the Swedish government due to our constitutional law. A strict jurisprudential method has been applied throughout the entire thesis to ensure the reliability of the results. The diversity of sources has gently been put together to assure the overall quality. Relevant information for the task has been analysed to illustrate how fine the line really is between the employers’ demand for information and personal integrity. Usage of information concerning crime as a measurement to evaluate individuals in the employment process can in general not be supported due to the information presented in this thesis. The overall reason to this statement is based on the assumption that employers misuse their rights with reference to the purposes which originally were predetermined to secure the criminal records registry from external access.

Sammanfattning Syftet med denna uppsats är att utreda rättsläget kring en arbetstagares brottslighet utanför tjänsten, samt ett avtjänande av fängelsestraff, som saklig grund för uppsägning eller laga grund för avsked. För ett avsked krävs ett grovt åsidosättande av åligganden gentemot arbetsgivaren, medan en uppsägning kan bli aktuell vid ringa företeelser.   Jag har använt mig av den traditionella rättsdogmatiska metoden i denna uppsats för att tolka, utreda och fastställa gällande rätt inom mitt ämnesval.   För att slippa göra allt för stora generaliseringar och få fram ett ändamålsenligt resultat som besvarar min frågeställning på bästa möjliga sätt, har jag valt att inrikta mig på brott inom kategorierna våldsbrott, sexualbrott och narkotikabrott.   Brott utanför tjänsten kan utgöra både saklig grund för uppsägning och laga grund för avsked. Det krävs emellertid att vissa faktorer är uppfyllda för att brottet ska kunna läggas som grund för uppsägning eller avsked. Faktorer som arbetstagarens position på företaget, yrket, vem brottet är riktat emot och den fortsatta lämpligheten är faktorer som AD tar hänsyn till vid våldsbrott. Positionen på företaget och yrket är omständigheter som AD ofta tar hänsyn till. Förtroendepositioner på företag samt yrken som kräver allmänhetens förtroende, till exempel präster, har betydligt lägre toleransnivå vid brott utanför tjänsten än andra yrken.   Gällande sexualbrott är det extra allvarligt om brottet är riktat mot någon annan arbetstagare på arbetsplatsen, även om det sker utanför tjänsten. Vad gäller narkotikabrott går det att identifiera att AD tar hänsyn till andra faktorer, såsom arbetstagarens psykiska hälsa, ålder och levnadsförhållanden med mera. Vissa narkotikabrott bli därmed till en viss grad ursäktade med hänsyn till arbetstagarens personliga omständigheter, och ett starkare anställningsskydd vid narkotikabrott gentemot vålds- och sexualbrott kan fastställas.   Även fängelsestraff kan utgöra saklig grund för uppsägning eller laga grund för avsked. Omständigheter som AD tar hänsyn till och utreder är bland annat arbetstagarens person, arbetsuppgifter, hur grovt brottet varit, återfallsrisken för brottsligheten samt arbetsgivarens möjligheter att ersätta dennes tjänst under avtjänandet av fängelsestraffet. / Abstract The purpose of this essay is to investigate the legal situation regarding an employee’s crime outside the service and an imprisonment, as legal grounds for termination or dismissal of the employment contract. For a dismissal it requires a serious breach of the duties, while a termination may be applicable even for minor violations of the employee.   Furthermore, I have used the law of dogmatic approach to identify and investigate my subject, but also to answer my questions asked in this essay in an appropriate way.   To avoid generalizations and to come to conclusions regarding crime outside the service as a termination or dismissal, I have chosen to focus on crimes in the categories of violence, sex and drug-related offenses.   Offences outside the service may constitute both termination and dismissal of the employee. However, it requires that certain circumstances are met for that the offence can be classified as grounds for either termination or dismissal. These factors are the employee’s positions in the company, the employees profession, whom the crime is directed against and the continued suitability of the employee. The position, or the profession the employee has, is something that the labour court often takes into account. Positions of trust or professions that require “public trust”, such as priest, have a lower level of tolerance compared to other professions.   Regarding sex-crimes, it is especially serious if the crime is directed against any other employee in the workplace. As for drug offenses, the labour court takes other factors into account, such as the employee’s mental health, age and living conditions. Therefore, some drug-related crimes are excused and a stronger protection of employee’s that commit a drug related crime can be identified, compared to violence- and sexual crimes.   Imprisonment may constitute legal grounds for both termination and dismissal of the employee. Circumstances that the labour court takes into account are, for instance, the employee’s personal, the job, how serious the offense was, the risk of recidivism, but also the employer’s opportunity to resolve the employee’s absence from work.

Sammanfattning Syftet med denna uppsats är att jämföra svensk och dansk turordning vid uppsägning på grund av arbetsbrist. I första hand kartlägger jag hur länderna reglerar turordning. Därefter undersöker jag vilken funktion reglerna kring turordning fyller för arbetstagare i Sverige respektive Danmark. Vidare undersöker jag i vilken utsträckning reglerna kring turordningen fyller samma funktion i Danmark som i Sverige? Vilket skydd ger det arbetstagaren?   Jag har använt mig av rättsdogmatisk metod för att kartlägga ländernas regler för turordning. Komparativ metod har sedan använts vid jämförandet mellan länderna. Vidare har jag använt mig av Anna Christensens teori om det normativa grundmönstret för att lättare förstå och kunna dra slutsatser av vilken funktion regler om turordning i Sverige och Danmark fyller för arbetstagaren.   I Sverige styrs reglerna om turordning till stor del av det normativa grundmönstret, skydd för etablerad position. Genom arbetsgivarens ledningsrätt att själv avgöra när och var det råder arbetsbrist samt vissa inskränkningar i turordningsreglerna dras de svenska turordningsreglerna även något åt det normativa grundmönstret, det marknadsfunktionella mönstret. I Danmark styrs reglerna för turordning i störst utsträckning av det marknadsfunktionella mönstret.   Turordningsreglerna i Sverige ger skydd för arbetstagare med lång anställningstid i relation till arbetstagare med kortare anställningstid. I Danmark får turordningsreglerna ingen funktion för arbetstagarna förrän de uppnår en lång anciennitet (anställningstid). Innan dess har arbetsgivaren ledningsrätten att avgöra när och var det råder arbetsbrist. Denne får då avgöra vilken eller vilka arbetstagare som ska bli uppsagda, utan någon större hänsyn till objektiva kriterier som anciennitet. / Abstract The purpose of this essay is to compare Swedish and Danish rotation system in the event of termination due to redundancy. First, I identify how the countries regulate rotation. Then I study what purpose the rules around the rotation serve for the workers in Sweden and Denmark. Furthermore, I go over to what extent the rules of the rotation system serve the same purpose in Denmark as in Sweden? Which protection are the workers receiving? I have used law of dogmatic approach to identify the countries' rules for the rotation. Comparative method is then used for a comparison between the countries. Furthermore, I have used Anna Christensen's theory on the normative basis pattern to better understand and be able to draw conclusions of what purpose the rules of rotation in Sweden and Denmark serve for the workers.   In Sweden are the rules of rotation governed much by the normative base pattern, the protection of established position. The employer's rights to decide when and where there is redundancy and some restrictions on the rotation rules, brings the Swedish rotation rules towards the normative basis pattern, the market functional pattern. In Denmark are the rules of rotation governed mostly by the market functional pattern.   The rules of rotation in Sweden provide protection for workers with long service in relation to workers with shorter service. In Denmark have the rules of rotation no function for the workers until they reach a long seniority. Before that, the employer has the management right to determine when and where there is redundancy. The employer may then determine which one of the workers who will become redundant, with little regard to objective criteria such as seniority.