Working time is a constantly discussed topic. In Sweden working time is largely controlled by collective agreements. About 90% of all workers are covered by a collective agreement. For those who are parts of a collective agreement, it is important to consider the regulations in both the Swedish Arbetstidslagen (ATL) and the Working Time Directive (the Directive) when making a collective agreement. The purpose of this thesis is to examine various aspects of working time regulation in the form of directives, law and collective agreements. The thesis intends to contribute to knowledge of how the regulations regarding working hours in Sweden meet the requirements of the Directive by the EU. Further, the purpose is to examine how deviations from ATL can be regulated by collective agreements. The legal dogmatic method has been used in combination with an EU legal method. Directive, law, preparatory acts, case law, doctrine and literature were studied to investigate the legal situation. Collective agreements have been used as a source of law as well as empirical material. When studying implementation of the Directive to Swedish law, certain contradictions can be identified. The Swedish model collides with the Directive and the Swedish legislators as well as the Labour court choose to safeguard the Swedish model. Another contradiction is the purpose of the directive, protection of worker's health and safety, it is important and the Court of Justice of EU returns to it in many cases. A counterpart is lacking in ATL, instead, a connection is made to AML. Furthermore, the definition of working time is an issue where differences can be noticed between the Directive and Swedish law. Interpretations of the Court of Justice of EU and ATL defines different interpretations of call time and a new case may affect the travel time. The Court of Justice of EU calls the member countries to have equivalent definitions of working time and it should originate from the Directive. Regarding deviations through collective agreements the study shows that there are difficulties to interpret 3 § ATL, which is giving contradictory instructions regarding deviations. The paragraph and the EU-lock puts a great responsibility on the parties of the labour market to be familiar with both the Swedish law and the Directive. Some regulations are better for workers in ATL than the Directive at first glance, but this can be settled by collective agreements. Practice shows that there may be errors in the preparation of collective agreements.

The aim of the thesis is analysed a choiced parts of personal work: planning, recruitment and selection of human resources for a possible increase in efficiency of exploitage of human resources. Human resource planning is based on an analysis of labor market conditions and human resources of company, continue with flexibility in the use of employee time and stabilization of the staff. Recruitment and selection process builds on previous work and focuses on identifying sources of labor, defining the requirements for candidates, analysis of strengths and weaknesses of the company to attract suitable candidates and methods of staff selection. On the basis developed theoretical principles of HR planning, recruitment and selection of human resources are analyzed the particular activities, identified potential problem areas and developed proposals for their improvement.

1 augusti 2011 upphävdes Arbetsmiljöverkets dispens för uttag av extra mertid och extra övertid. Istället är det nu upp till arbetsgivaren att bedöma ifall det finns särskilda skäl för uttag av extra övertid och extra mertid samt att bedöma att situationen inte går att lösa på annat rimligt sätt. Skyddsombuden får nu som ett led i regleringen möjlighet att göra framställningar till arbetsgivaren om det behövs för att säkerställa att arbetstidslagen följs. Syftet med uppsatsen har varit att ta reda på vilka omständigheter och situationer, som krävs för att en arbetsgivare ska kunna ta ut extra övertid och extra mertid. Uppsatsen beskriver den gällande rätten för uttag av extra övertid och extra mertid. Syftet har också varit att redogöra för hur skyddsombudens befogenheter har påverkats av de nya reglerna kring uttag av extra övertid och extra mertid. Uppsatsen har baserats på en rättsdogmatisk metod, vilket innebär att den har haft sin utgångspunkt utifrån olika befintliga rättskällor. Uppsatsen har varit avgränsad till att endast beröra den ändring som skett i arbetstidslagen och berör inte nödfallsövertid, studerande skyddsombud eller elevskyddsombud. Slutsatser som har dragits är att särskilda skäl för att göra uttag av extra övertid och extra mertid, kan vara tillfälliga arbetsanhopningar som varit omöjliga att förutse, oförutsedda sjukdomsfall eller förlust av spetskompetens som inte gått att ersätta omedelbart. Bedömningen att situationen inte går att lösa på annat rimligt sätt, ska göras i varje enskilt fall. Arbetsgivaren ska se över möjligheter som att rekrytera personal, hyra in personal eller utföra organisatoriska åtgärder för att lösa situationen. Skyddsombuden har sedan tidigare möjlighet att kontrollera arbetstidsfrågor, men endast rätt att agera, då det innebär en risk ur ett arbetsmiljöperspektiv. Nu har det rätt att agera vid minsta övertramp av extra övertid och extra mertid samt möjlighet att begära att arbetsgivaren ska vidta åtgärder.  Ändringen i arbetstidslagen ger skyddsombuden en begränsad rätt att agera, eftersom regeln kan avtalas bort genom kollektivavtal. Den nya regleringen i arbetstidslagen innebär en mindre ökning av skyddsombudens befogenheter. / On August 1, 2011 the Swedish Work Environment Authority repealed their exemption for the take out of extra overtime and extra additional time. It is now up to the employer to determine if there are special reasons for the employee to take out extra overtime and extra additional time and to decide whether the situation has not been able to be solved in any other reasonable way. Currently the safety representatives of the company get the possibility to make suggestions to the employer if needed, to ensure that the Act regulating the working time is enforced. The main purpose of this paper was to determine the circumstances and situations that require an employer to be able to charge extra overtime and extra additional time. The paper describes the established law for the collection of extra overtime and extra additional time. The purpose has also been to explain how the safety representatives’ authority has been affected by the new regulations around the extra overtime and extra additional time. The paper is based on the law of dogmatic approach, which means that it is based on various existing sources of law. The paper has been limited to only concern the change that has occurred in the Act regulating the working time and shall not affect emergency overtime and student safety representatives. The conclusions that has been drawn, is that the special reasons for taking out extra overtime and extra additional time, may be temporary situations of higher workload that were impossible to predict, unforeseen illness or loss of front edge competence that is not possible to replace immediately. In each specific case, an assessment shall been made, to determine that the situation hasn’t been able to be resolved in any other reasonable way. The employer shall review the possibility of recruiting new employees, hire employees from a temporary work agency or implementing organizational arrangements to resolve the situation. The safety representatives already have the authority to control issues regarding working time, but only the authority to act when the working time has developed in to a working environment problem. Now they have the right to act at the slightest infractions of extra overtime and extra additional overtime and the possibility to ask the employer to take action. The amendment to the Act, regulating the working time, provides the safety representatives with a limited right to act, because the rules can be negotiated through collective labor agreements. The new regulations in the Act, regulating the working time, results in a small increase of the safety representatives’ authority.

International commercial harbor is being in international, liberal and global conflict. It is facing the pressure of domestic and overseas market¡¦s competition. The enterprises need to reform the organization urgently. Harbor organization is researching to change from the enterprising organization of transportation into administrative legal person. The characteristics have the autonomy of personnel matters and utilize human resource flexibly. It is realized by way of implementing functional flexibility, numerical flexibility, temporal or working-time flexibility, wage or financial flexibility. The object is to serve for shipping company and increases employees ¡¦organizational adaptability, job efficiency, employees¡¦ productivity, service quality, personnel cost reduction and achieving budget target. At the same time, the organization utilizes flexible strategy have to consider the employees who have realized the change of job conditions. BY adjusting employees¡¦ work attitude which including job satisfaction, job involvement and organizational commitment etc. And then, it will increase organizational performance really. The study surveys the case organization which is the employees of the Kaohsiung Harbor Bureau (KHB). It utilizes employees¡¦ questionnaires to survey the influences of organization performance during the period of the strategy of implementing organization reform. The study finds the following results: 1. The perception of employees has significantly influences on organizational performance. 2. The functional flexibility has significantly influences on organizational performance. 3. The numerical flexibility has significantly influences on organizational performance. 4. The temporal or working-time flexibility has significantly influences on organizational performance. 5. The wage or financial flexibility has significantly influences on organizational performance. 6. The employees ¡¦different point of view on human resource utilization strategy will produce some differences due to different characteristics. According to the research result, implementing human resource flexible utilization which has significantly influences on organizational performance mostly. But different point of view on the strategy of human resource utilizing still have differences due to different characteristics. The KHB needs various kinds of improvable action to integrate employees¡¦ different point of view by communicating and coordinating with employees. Let employees understand the organizational reform is very important. It is in favor of organizational performance and increasing competitive power.

Magistro baigiamajame darbe išanalizuoti Lietuvos ir užsienio autorių lankstaus darbo laiko organizavimo teoriniai aspektai, siekiant atskleisti lankstaus darbo laiko organizavimo motyvacinę reikšmę organizacijų darbuotojams. Remiantis mokslinės literatūros analize, atlikta teorinėje dalyje, įvykdytas įvairių organizacijų darbuotojų požiūrio į lankstų darbo laiką motyvacijos aspektu tyrimas, kurio metu nustatyti motyvaciniai darbuotojų veiksniai bei lankstaus darbo laiko poveikis respondentų motyvacijai lyginant su kitų motyvacinių veiksnių poveikiu. Anketinės apklausos būdu surinkti empirinio tyrimo duomenys leido nustatyti, kad lankstus darbo laikas labiau motyvuoja tik atskirus darbuotojus, pagal individualius jų poreikius ir nėra svarbiausias darbuotojų motyvacinis veiksnys. / This master’s final paper analyzed the Lithuanian and foreign authors of flexible working time arrangements theoretical aspects, in order to reveal flexible working time arrangements motivational significance of workers organizations. Based on literature review, carried out the theoretical part, employees of various organizations committed approach to flexible working time of the motivation aspect of investigation, during which the motivating factors for workers and flexible working time on the motivation of the respondents in relation to other motivational factors. The questionnaires collected by means of the empirical survey data revealed that more flexible working hours only motivates individual employees, according to their individual needs and not the primary motivating factor for employees.

In this study, we consider the Operational Fixed Job Scheduling Problem on identical parallel machines. The problem is to select a subset of jobs for processing among a set of available jobs with fixed arrival times and deadlines, so as to maximize the total weight. We analyze the problem under three environments: Working time constraints, Spread time constraints, and Machine dependent job weights. We show that machine eligibility constraints appear as a special case of the last environment. We settle the complexity status of all problems, and show that they are NP-hard in the strong sense and have several polynomially solvable special structures. For all problems, we propose branch and bound algorithms that employ powerful reduction mechanisms and efficient lower and upper bounds. The results of our computational runs reveal that, the algorithms return optimal solutions for problem instances with up to 100 jobs in reasonable solution times.

Last decade of society development brought numerous essential changes, which are reflected in the forming of working time. This work tries to give comprehensive view on the progress of working time forming and development (its division and separation, working hours length variation) with the emphasis on unconventional (flexible) methods of working time planning and their usage in contemporary society, that is now more often and required. In final chapter there is brought closer the development of legislative conception of working time in Czechoslovak and Czech legislation.

The goal of the thesis was to identify the overall life situation of men on parental leave, decisive factors that led them to take the parental leave and at the same time identification of protective and limiting factors influencing mastering the care for the child from the point of view of men on parental leave. The Introduction states reasons that led me to select the topic and describe the issue and direction of my work more closely. The Theoretical Part is comprised of six chapters describing the issue of family, fatherhood and family policy in general, the current situation of men on parental leave in the Czech Republic and in other European countries and legislative problems connected with it. The Research Part comprises eight case studies focused on the research areas set in advance. The Discussion is then comparison of specialist literature speaking on the subject and of results I collected in the Research Part. The Conclusion sums up the whole work and formulates my opinions about results of my studies. Here, I also mention my findings for potential further research. The basic methods used in my qualitative research were half-structured dialogue and open participant observation. The collected data were elaborated in eight case studies. The research sample of eight men was selected by random systematic selection. The men came from Prague and its surroundings and they were between 32 and 55 years old. The research lasted from June 2008 to April 2009. Results of my work can help to make the decision-making in family more objective in view of real benefit of one of the parents taking the parental leave. Further, the work could help overcome common taboos and find at least partial answers to questions that are new to many men.

The aim of this paper is to explain and compare non-compliance of two EU-directives, “the quality of bathing water” and “the working time directive”. This study answers the questions: Why didn’t Sweden implement the directive on bathing water quality and the working time directive correctly? Are the reasons for non-compliance the same or different in the two cases? The paper is designed as a case study and with an explanatory attempt we explain why the two directives weren’t implemented correctly in Sweden. The theoretical approach is based on both general- and EU-specific implementation theories. The reason why the directive on quality of bathing water wasn’t implemented correctly was firstly because of the differences between the Swedish political contents and the EU-directive’s, secondly the vague formulation that caused problems with understanding how to implement the directive. Third and lastly the implementation suffered from the lack of administrative resources. The working time directive had problems with the political contents and the resistance from the trade union and government, which caused delays with the implementation of the directive. By studying these two cases this paper concludes that there is only one point of similarity between the cases, i.e. the political contents.

Submitted by Geandra Rodrigues (geandrar@gmail.com) on 2018-08-31T18:33:37Z No. of bitstreams: 1 adrianaimaculadafernandes.pdf: 2411597 bytes, checksum: 77f70913e0e79136685e12e153175234 (MD5) / Rejected by Adriana Oliveira (adriana.oliveira@ufjf.edu.br), reason: Geandra, favor verificar: o acesso está embargado mas o arquivo encontra-se disponível na íntegra on 2018-09-03T16:38:44Z (GMT) / Submitted by Geandra Rodrigues (geandrar@gmail.com) on 2018-09-03T17:13:32Z No. of bitstreams: 0 / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2018-09-04T13:15:05Z (GMT) No. of bitstreams: 0 / Made available in DSpace on 2018-09-04T13:15:05Z (GMT). No. of bitstreams: 0 Previous issue date: 2018-08-07 / O presente estudo tem por objetivo contribuir para o debate e análise crítica acerca das relações de trabalho, principalmente no âmbito do setor público, buscando apresentar a relação entre a redução da jornada de trabalho, exercício do tempo livre e condições de vida e de trabalho dos servidores da UFJF. Para isso, foram entrevistados sete trabalhadores técnico-administrativos em educação, dentre eles um representante sindical, a fim de analisar as percepções desses trabalhadores acerca do processo de regulamentação da jornada de trabalho reduzida, e sua repercussão em suas atividades de trabalho e em sua vida fora do trabalho. Os entrevistados foram unânimes em afirmar a jornada de trabalho de seis horas diárias como um fator importante no equilíbrio entre tempo de trabalho e tempo livre: pela ótica do trabalho na UFJF, a importância da ampliação do horário de funcionamento dos setores para atendimento aos usuários; para os servidores, a possibilidade de dedicação do tempo livre a atividades consideradas prazerosas, como viagens e passeios em família, e também na busca por informação e conhecimento. / This study aims to contribute to the debate and critical analysis about labor relations, especially in the public sector, seeking to present the relationship between the reduction of working hours, the exercise of free time, living and working conditions of the workers servers of the UFJF. To that end, seven technical-administrative workers in education were interviewed, among them a union representative, in order to analyze the perceptions of these workers about the process of regulation of the reduced working day, and the repercussion in their work activities and in their life off work. Interviewees were unanimous in affirming the six-hour workday as an important factor in the balance between working time and free time: from the perspective of work in the UFJF, the importance of expanding the hours of operation of the sectors to serve users; for the servers, the possibility of dedicating free time to activities considered pleasurable, such as trips and family outings, as well as the search for information and knowledge.