Abstract   The overall aim of this paper is to examine the impact of ideologies and norms on a legal system. Against a background of a description of the hierarchy of norms in Swedish labour law and in European Union law, respectively, the paper aims to specifically demonstrate the problems caused by the different hierarchies of norms when implementing EU directives in Swedish labor law.   The research question examines how the trade unions’ right to industrial action towards an undertaker providing transnational services by posting of workers, is affected by the implementation of the Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services. The paper answers the question under what conditions the Swedish trade unions have the right to take industrial action in situations of posting of workers.   Through the study of sources of law and adhering to traditional jurisprudence, this paper investigates the legislation regarding trade unions’ rights to take industrial action in situations of posting of workers.   In addition to the jurisprudential research, a glance at the history of ideologies is provided. The purpose of this is to explain the role of ideologies in the origins and history of Swedish labour law, as well as their role in the current development of law. With the ideological and historical discussion as a background, this paper investigates Swedish law and EU law using a comparative approach. The purpose is to illustrate how differences in ideological bases are determinant of differences in current legislation and legal practice.   The paper studies the development of law since the 1990s with regards to the right to industrial action in situations of posting of workers. The Swedish labour law has been revised since Sweden joined the European Union. The presentation looks particularly at the following cases in the Swedish Labour Court: AD 1989 No. 120 (the Britannia case) and AD 2005 No. 49 (the Vaxholm case). The paper studies the Posting of Workers Directive and presents an analysis of the European Court of Justice Case C-341/05 Laval un Partneri Ltd (the Laval case). To allow for analysis and a broad discussion on the implementation of the Posting of Workers Directive, an account is made of the different government committee instructions, committee of inquiry reports, and governmental legislative proposals of importance for the implementation of the directive into the Foreign Posting of Employees Act, and for the legislative changes prompted by the Laval case (i.e. the lex Laval).   The main conclusion drawn from the study of the legislative development is that the level of legislation of the Swedish labour market will increase due to the tendency of europeanisation. The study also establishes the importance of ideologies, norms and values for the development of a legal system. This paper does not fully answer whether the set of norms on which Swedish labour law is based is about to change, but the trend is that on the whole no such changes have been observed. The existence of lex Laval has not affected the basic set of norms of Swedish labour law.

Following an actor-centred approach to institutional change, the aim of the study was to explore the process of ‘greenfield organising’ through which unions and collective bargaining structures are established in workplaces where there are none initially. A qualitative theory-oriented single case study, using some principles of the grounded theory, analysed the organising process and negotiations at Foodora in Sweden that resulted in a collective agreement. Besides, a phenomenographic approach was employed to understand participants’ conceptions of an organising success. Riders and union officials of the Transport union were interviewed for both parts of the study. The empirical material of the case study also included a survey conducted by the union, the Transport and Foodora collective agreements, media reports and articles, organisational webpages, social media, and legal acts. The results showed that workforce fragmentation and isolation were obstacles to the riders’ mobilisation but social interactions, through which pre-existing networks were mobilised and new relations were built, were central to the organising process. These bonds facilitated the transformative agency exerted by the riders and the union, which was based on intense involvement, learning and strategy. Thereby, they were able to influence influential factors and to build new social structure through increased union membership and a new collective agreement. These outcomes might be considered emerging components of an organising success, which the participants conceive mainly in terms of high level of union membership, workers’ solidaristic engagement and knowledge of their rights, reaching a collective agreement, working conditions improvement. The main conclusions of the study are, firstly, that a relational approach to social reality is required to understand the mobilisation of actors and the significance of institutional contradictions for them. Secondly, resources mobilisation and strategic capabilities were key dimensions of the agency exerted by actors. Finally, this agency, albeit embedded in constraining structural conditions, was able to some extent to achieve institutional change. / Syftet med studien var att via ett aktörsinriktat tillvägagångssätt utforska så kallad "greenfield-organisering"- det vill säga institutionella förändringar inom vilka fackföreningar och förhandlingsstrukturer etableras på arbetsplatser där det till en början saknas sådana. Inspirerad av grundad teori genomfördes en kvalitativ teoriorienterad single case-studie för att analysera organiseringsprocessen och de fackliga förhandlingarna med Foodora i Sverige och som sedan resulterade i ett kollektivavtal. Därtill användes även fenomenografisk metod för att förstå deltagarnas uppfattningar om en framgångsrik organisering. Cykelbud och Transports fackliga tjänstemän intervjuades för båda delarna av studien. Ytterligare empiriskt material som utforskades i case-studien, var en facklig undersökning, Transports och Foodoras kollektivavtal, mediarapporter och artiklar, organisatoriska webbsidor, sociala medier, samt lagstiftning. Resultaten visade att fragmentering och isolering av arbetsstyrkan var ett hinder för cykelbudens mobilisering, men att sociala interaktioner, genom vilka redan existerande nätverk mobiliserades och nya relationer byggdes, var centrala i organiseringsprocessen. Dessa band underlättade transformativ handling – "agency" – för cykelbuden och facket, som baserades på intensivt engagemang, lärande och strategiskt handlande. Därigenom kunde de påverka viktiga faktorer och bygga upp en ny social struktur genom ökat fackligt medlemskap och ett nytt kollektivavtal. Resultatet kan betraktas som komponenter av en framgångsrik organisering på en arbetsplats, som deltagarna främst tänker på i form av hög facklig anslutning, solidariskt engagemang från arbetare och kunskap om sina rättigheter, vikten av att ha ett kollektivavtal och förbättrade arbetsvillkor. Studiens huvudsakliga slutsatser är, för det första, att det krävs ett relationellt förhållningssätt till den sociala verkligheten för att förstå aktörernas mobilisering och institutionella motsättningar. Den andra slutsatsen är att resursmobilisering och strategiska förmågor var viktiga dimensioner av aktörers handlingar - "agency." Trots att det var inbäddade i begränsande strukturella förhållanden kunde dessa handlingar slutligen i viss utsträckning uppnå institutionell förändring. / Suivant une approche du changement institutionnel centrée sur l'acteur, l'objectif de cette étude était d'explorer le processus d’implantation syndicale à travers lequel des syndicats et structures de négociation collective sont mis en place sur des lieux de travail qui en sont initialement dépourvus. Une étude de cas, qualitative et à finalité théorique, reprenant certains principes de la “grounded theory” - “théorie ancrée”, a eu pour objet d’analyser le processus d'organisation et de négociations à Foodora en Suède ayant abouti à un accord collectif. En outre, une étude phénoménographique a été menée afin de comprendre les conceptions qu’avaient les participant/e/s d'une implantation syndicale réussie. Des entretiens ont été conduits avec des livreurs/se de Foodora et des responsables du syndicat Transport pour les deux volets de l'étude. Le matériau empirique comprend également, pour l'étude de cas, les résultats d’une étude menée par le syndicat, les accords collectifs sectoriel et conclu avec Foodora, des articles et reportages dans les médias, les sites Internet et réseaux sociaux des organisations, ainsi que des textes législatifs. Les résultats de l’étude ont montré que la fragmentation du collectif de travail et l’isolement des livreurs/ses ont été des obstacles à leur mobilisation; a contrario, les interactions sociales, à travers lesquelles des réseaux préexistants ont été mobilisés et de nouvelles relations ont été construites, ont été au cœur du processus d'organisation. Ces liens ont facilité l’action transformatrice des livreurs/ses et du syndicat, basée sur un engagement intense, l’apprentissage et une approche stratégique. Ils ont pu ainsi, d’une part, influencer des facteurs influents dans leur contexte, et d’autre part, mettre en place de nouvelles structures sociales à travers l’élargissement de la base syndicale et la négociation d'un nouvel accord collectif. Ces résultats peuvent être considérés comme des composantes émergentes d'une implantation syndicale réussie, que les participant/e/s conçoivent principalement en termes de niveau élevé de syndicalisation, d’engagement solidaire des travailleurs/ses, de connaissance par celles/ceux-ci de leurs droits, de mise en place d’un accord collectif, et d'amélioration des conditions de travail. L'étude conclut principalement, d'une part, qu'une approche relationnelle de la réalité sociale est nécessaire pour comprendre la mobilisation des acteurs/rices et la signification pour elles/eux des contradictions institutionnelles. D’autre part, la mobilisation des ressources et les capacités stratégiques ont été des dimensions clés de leur agence. Enfin, cette agence bien qu’insérée dans des conditions structurelles contraignantes a pu, dans une certaine mesure, réaliser un changement institutionnel.

Syftet med denna studie var att analysera förändringsprocesserna i samband med de nya bestämmelserna för dygns- och veckovila samt att se hur detta har påverkat medarbetarnas arbetssituation och deras syn på sitt arbete i de aktuella LLS-organisationerna. Inledningsvis presenterar vi en inledning till ämnet och studiens bakgrund. Därefter presenteras studiens syfte, frågeställningar, avgränsning och disposition. Vidare presenteras de teorier som använts som verktyg för att analysera det empiriska materialet. Dessa är motstånd, vårt offentliga etos, förändringsprocesser och förändringsagenter. Studiens metodologi beskrivs sedan tillsammans med insamlingen av empirin genom semistrukturerade intervjuer med de tolv intervjupersonerna. Därefter presenteras analysen och resultatet av empirin, som visar att genomförandet skett på ett sätt som inte fullt ut har skapat en känsla av delaktighet och förståelse hos medarbetarna. Detta har lett till konflikter kopplat till deras offentliga etos och ansvar som tjänstemän gentemot organisationen, kollegorna och brukarna som yttrar sig iform av olika typer av motstånd. Avslutningsvis presenteras studiens slutsats tillsammans med en reflektion samt förslag på fortsatt forskning. / The purpose of this study was to analyze the change processes in connection with the new regulations for 24-hour and weekly rest and how this has affected the employees' work situation and their view of their work in the LSS-organizations in question. Initially, we present an introduction to the subject and the background of the study. Then the study's purpose, questions, delimitation and outline are presented. Furthermore, the theories used as tools to analyze the empirical material are presented. These are resistance, our public ethos, change processes and change agents. The study's methodology is then described together with the collection of empirical evidence through semi-structured interviews with the twelve interviewees. Then the analysis and the results of the empirical work are presented, which show that the implementation took place in a way that has not fully created a feeling of participation and understanding among the employees. This has led to conflicts linked to their public ethos and responsibilities as officials towards the organization, colleagues and users who express themselves in the form of various types of resistance. Finally, the study's conclusion is presented together with a reflection and suggestions for further research.