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<p>Debatten om sjukskrivningar och ohälsan i landet är något som ständigt rapporteras om i media. Olika lösningar för hur man ska gå tillväga med att få de som är sjuka tillbaka till arbete, samt hur man ska göra för att förebygga ohälsan på arbetsplatserna. Syftet med mitt arbete är beskriva hur rehabiliteringsprocessen ser ut utifrån det regelverk som vi har idag. Samtidigt ger jag en viss tillbakablick för att kunna utreda rehabiliteringsprocessen. Jag har i mitt arbete valt att utgå från att den som är sjukskriven har anställning, vilket leder till att huvudaktörerna i mitt arbete är Arbetsgivaren, arbetstagaren och Försäkringskassan.</p><p> </p><p>Försäkringskassan är den aktören som har det övergripande ansvaret i att samordna och utöva tillsyn över rehabiliteringsprocessen. Det innebär att det är Försäkringskassan som ska vara spindeln i nätet som får alla trådar att strålar samman i syfte att utforma den bästa planen för den sjukskrivne att återgå till arbete. Samtidigt har försäkringskassan ansvar i att göra bedömning av arbetstagaren efter vissa tidsramar för att pröva om de kan utföra någon form av arbete.</p><p> </p><p>Arbetsgivaren är den aktör som har huvudansvaret vad gäller rehabilitering på den egna arbetsplatsen. Jag har beskrivit vad som gäller både i förebyggande syfte samt vilket ansvar som arbetsgivaren har när personen väl är sjukskriven, och vilka rättigheter samt skyldigheter arbetsgivaren har. Allt från att skaffa hjälpmedel, omplacering och sista alternativet, nämligen avsluta anställningen.</p><p> </p><p>Arbetstagaren är den person som alltid ska stå i fokus i rehabiliteringsprocessen. Hon eller han har vissa skyldigheter att lämna uppgifter till försäkringskassan och att aktivt delta i de program som man gemensamt genom en rehabiliteringsplan har satt upp.</p><p> </p><p>Rehabiliteringsprocessen är en tidsbegränsad process där målet är att den som är sjuk ska kunna återgå till arbete och försörja sig själv. Den rättliga resan börjar här.</p>

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<p>My essay is on the subject of teachers work environment with focus on noise and communication. In the essay questions are raised on how a teacher can influence his or hers noisy work environment. A school is a large work place with many employees and is owned and administered by the county municipality which is an even bigger workplace. How big an acting space does a teacher have in such a large organization?</p><p>My methods of research on these questions have been to conduct interviews and analyzing documentation from The Swedish Work Environment Authority. The Swedish Work Environment Authority inspects workplaces and conducts work environment inquiries by inspecting and discovering misdoings/abuses. They put high demands on workplaces by imposing a high fine. I have investigated a preschool and an upper secondary school that have had problems with their noise environment.</p><p>The result of the research is that a teacher, to a certain extent, can influence his or hers work environment, but that the teacher needs support from The Work Environment Authority in order to achieve real change. When the employee has risen the issue of a noisy work environment there has been no immediate response from the board of directors in the municipality. In the upper secondary school there were no major changes despite The Work Environment Authority imposing a large fine.</p>

<p>Sweden became a member of the European Union in 1995. When Sweden entered the Union the government also agreed on implementing every law, regulation and directive the Union have and will have in force. One directive the Union wants every country to implement is the Directive (93/104/EG) concerning certain aspects of the organization of working time. This directive includes regulations concerning the relationship between employer and employees. The regulations in the directive must be in force before January 1 2007.</p><p>One of the main points in the directive is the possibility for the parties on the labour market to reach agreements through collective agreements that deviate from the legislation concerning work hours. When the directive is a part of the Swedish law system the possibility for employer and employees to deviate from legislation concerning work hours in collective agreements will be limited through an EG-barrier. The EG-barrier sets a limit for the parties on the labour market to reach collective agreements if the agreement means worse conditions for the employees.</p><p>The possibility for the parties on the labour market to abscond the legislation concerning work hours is regulated in the third paragraph in the legislation concerning work hours. This article describes what other articles the parties on the labour market can abscond from. If the collective agreement contains regulations which means worse conditions for the employees the agreement declared invalid and the employer will be liable for damages.</p><p>The purpose of the essay is to examine in what extent the parties on the labour market can reach collective agreements after January 1, 2007.</p>

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<p>Section 25-27, i.e. the rights of priority of the Employment Protection Act, is a form of post-employment protection which exists to support those employed on a part-time basis and former employees. When a vacancy arises an employer should first and foremost offer part-time employees employment at a higher level of occupation or offer employment to former employees. The various types of employment contracts, other than those valid for an indefinite term, have increased during the last decades on the Swedish labour market. Labour hire has become more common and therefore we find it interesting to investigate how the rights of priority apply.</p><p>The purpose of this thesis is to describe and analyze the law with regards to labour hire when people with rights of priority are available. We have formulated the following questions: what differentiates an employee and an assignee , to what extent is it possible to utilize labour hire rather than re-employ someone with rights of priority in accordance with Section 25 of the Employment Protection Act or offer a part-time employee employment at a higher level of occupation in accordance with Section 25a of the Employment Protection Act and are the possibilities for an employer in the public sector different from the possibilities for an employer in the private sector to utilize labour hire rather than re-employ someone with rights of priority in accordance with Section 25 of the Employment Protection Act or offer a part-time employee employment at a higher level of occupation in accordance with Section 25a of the Employment Protection Act?</p><p>There is no sole criterion that defines whether a person is an employee or an assignee. Instead, all existing circumstances in each particular case must be observed. However, there are two fundamental requirements that must be present in order for a person to be regarded as an employee. The first requirement is that the relationship between the two parties (the employer and the employee) is based on an agreement between the two. The second requirement is that the agreement has to encompass one party providing labour for the second. With this in mind, an employee in a labour hire organisation cannot be regarded as an employee in the company which has hired labour as in this case there is no contractual relationship between the employee and the company to whom the labour is provided.</p><p>For an employer to be looked upon as bypassing the rights of priority rules in a prohibited fashion a number of criteria must be fulfilled. Firstly, the employer must have disregarded the rights of priority and furthermore this act must be proved. Secondly, the employer must have consciously intended to do so. Ultimately, the action, with all specific circumstances taken into consideration, must be seen as tortious. There has been no ruling where labour hire has been determined as an act of prohibited bypassing of the rights of priority but the Labour Court has concluded that it cannot be excluded as a possibility. The rights of priority can only be applied when new staff are employed. Therefore, it is our opinion that an unlawful bypassing of the rights of priority rules could potentially occur when the hiring of an assignee is regarded as a new employment. For this to take place the “assignee” must be regarded as an employee. However, we find it difficult to see how hiring labour from a labour hire organization could be regarded as an unlawful bypassing of the rights of priority rules. Although the rights of priority differ in some ways for employees in the public sector we still consider that the possibility to utilize labour hire for employers in the public sector, when there are people with rights of priority available, is in principle unchanged in comparison to employers in the private sector.</p>

<p>Syftet med vår uppsats är att redogöra för en kommunal arbetsgivares möjligheter och handlingsutrymme att tillgodose det tillfälliga arbetskraftsbehovet. LAS är tydlig med att tillsvidareanställningar är huvudregeln i ett anställningsförhållande och tidsbegränsade anställningar är undantaget. Enligt LAS går det att tidsbegränsa en anställning genom allmän visstidsanställning, vikariat, säsongsanställning, när arbetstagaren fyllt 67 år samt vid provanställning. Vid allmän visstidsanställning finns det för arbetsgivaren inga speciella krav. Vid vikariat krävs det att anställningen är kopplad till en viss arbetstagares lediga anställning eller viss bestämd ledig befattning. Dessa två anställningsformer har en bortre gräns, med detta menas att anställningen övergår till en tillsvidareanställning när arbetstagaren arbetat mer än två år under en femårsperiod.</p><p>När arbetsgivaren är i behov ny arbetskraft måste hänsyn tas till 25§ LAS. En arbetstagare har företrädesrätt till återanställning inom den verksamhet där arbetstagaren tidigare varit anställd. Rätten avser tillsvidareanställda vid uppsägning på grund av arbetsbrist. Företrädesrätt föreligger även vid avslut av tidsbegränsade anställningar. Den gäller från dagen då uppsägningsbesked lämnades och nio månader framåt från den dagen anställningen upphör att gälla. Syftet med företrädesrätten är att förhindra att arbetsgivaren kringgår turordningsreglerna i LAS.</p><p>En stor del av uppsatsen handlar om kommuners möjlighet att hyra in arbetskraft. En arbetsgivare har möjlighet att tillgodose ett tillfälligt behov av arbetskraft genom att hyra in personal. Det är viktigt att den inhyrde arbetstagaren i faktisk mening är att anse som uppdragstagare enligt det tvingande uppdragstagarbegreppet. En viktig förutsättning för om inhyrningen är en tillåten åtgärd är att det inte får röra sig om ett avtal av permanent karaktär. Detta innebär att inhyrningen främst får täcka ett tillfälligt behov av arbetskraft. En arbetsgivare kan utan hinder hyra in tillfällig arbetskraft som har speciella sakkunskaper för en arbetsuppgift som finns hos företaget. När arbetsgivaren anlitar inhyrd personal fast det finns personer som har företrädesrätt till återanställning som åsidosätts uppstår frågan om det är ett kringgående av 25§ LAS. Här blir arbetsgivarens syfte med åtgärden avgörande. I de fall arbetsgivaren kan motivera inhyrningen med att det har ett företagsekonomiskt syfte är åtgärden enligt Arbetsdomstolen godtagbar, däremot är det inte tillåtet om syftet är att kringgå LAS. I de domar som vi använt oss av behandlade Arbetsdomstolen inte vad som menas med företagsekonomiskt syfte samt vad som gäller om det finns andra syften till åtgärden. Den berörda arbetstagarorganisationen har enligt 39§ MBL rätt att lägga in veto i situationer när en arbetsgivare tänker hyra in personal, dock måste det finnas starka skäl för ett sådant ingripande. Vidare får enligt LOU inte kommunen hyra in personal från oseriösa uthyrare.</p><p>Vi har genomfört en empirisk undersökning hos vård- och omsorgsförvaltningen i Karlstad kommun för att se hur de har tillämpat gällande rätt angående anställningstrygghet för att uppnå kravet på kompetens och kvalifikation enligt SoL och HSL. De har valt att ge de tillsvidareanställda med vårdnära arbete inom Kommunals avtalsområde möjlighet att själva välja sin sysselsättningsgrad. Detta har gjort att de fått ett minskat behov av vikarier. Vidare har vissa enheter personalpool där det arbetar tillsvidareanställd personal. Det är härifrån det i första hand hämtas vikarier när sådant behov uppstår. Rekryteringen av vikarier måste göras på ett noggrant sätt i och med den bortre gränsen för vikariat.</p> / <p>The purpose of this essay is to account for an employer’s options, and possible actions, to meet the demands of temporary labour. LAS state that that nontenured appointments are the principal rule when it comes to the various types of employments and temporary jobs are the exception. According to LAS you can put a time limit on a position by general temporary employment, substitutes, seasonal employment, when a worker has turned 67 and also to employment with a trial period. During a general temporary employment there are no special demands on the employer. For a substitute there has to be a connection between a certain employee’s position which is unoccupied or a certain vacant post. These two forms of employment do have a time limit. It occurs when the employee has worked for two years during a five year period, then the statues of employment turn in to a permanent position.</p><p>When an employer has the need for new labour, he/she must consider paragraph 25 of LAS. A former employee has preferential right to be rehired within the field of work where he/she was formerly employed. This applies to former permanently employed that was discharged due to lack of work. It also applies to employees with temporary employments that have ended. It is effective from the day the employer gives notice of dismissal and nine months forward from the day when the employment ceases to exist. The purpose of this paragraph is to prevent the employer from evading priority rules.</p><p>A big part of this essay is about the municipality’s different options to hire manpower. An employer has the option to satisfy the need of temporary labour by hiring manpower. It is important that the hired manpower is indeed considered the commissioner in accordions to special paragraphs. One important condition for this type of manpower to be an accepted measure is that it does not involve a permanent position. This means that hiring manpower is mainly to cover a need for temporary labour. An employer can without any problem hire manpower with a specific competence for a work task at the company. When the employer hires manpower, even though there are people with preferential right to be rehired, the question arises as to whether or not this is an evasion of paragraph 25 of LAS. The employer’s purpose with this measure is of vital importance. If the employer can justify the hiring of manpower, with the fact that it is of business administrational purpose, then the measure is, according to AD, valid. However, it is not allowed if the purpose is to evade the paragraphs of LAS. In the verdicts we have used AD did not consider what business administrational purpose meant, neither what would apply if there were other purposes of the measure. The concerned union has according to paragraph 39 of MBL the right to veto a situation when an employer hires manpower. Although they have to have a strong case to intervene. Furthermore, the municipality can not, according to LOU, hire manpower from agencies that are not legitimate.</p><p>We have also conducted an empirical inquiry at the healthcare administration in Karlstad municipality to see how they have applied existing law when it comes to employment security to reach the demand of competence and qualifications according to SoL and HSL. They have chosen to give their permanent employees, in healthcare within Kommunals agreement, the right to choose their level of occupation. This has reduced their need for substitutes. Furthermore, some have staff units with permanent employees. The substitutes primarily come from these units when needed. Because of the rules concerning substitutes, like the time limit for these types of employments, they have to be real careful when they recruit new personnel.</p>

Sweden became a member of the European Union in 1995. When Sweden entered the Union the government also agreed on implementing every law, regulation and directive the Union have and will have in force. One directive the Union wants every country to implement is the Directive (93/104/EG) concerning certain aspects of the organization of working time. This directive includes regulations concerning the relationship between employer and employees. The regulations in the directive must be in force before January 1 2007. One of the main points in the directive is the possibility for the parties on the labour market to reach agreements through collective agreements that deviate from the legislation concerning work hours. When the directive is a part of the Swedish law system the possibility for employer and employees to deviate from legislation concerning work hours in collective agreements will be limited through an EG-barrier. The EG-barrier sets a limit for the parties on the labour market to reach collective agreements if the agreement means worse conditions for the employees. The possibility for the parties on the labour market to abscond the legislation concerning work hours is regulated in the third paragraph in the legislation concerning work hours. This article describes what other articles the parties on the labour market can abscond from. If the collective agreement contains regulations which means worse conditions for the employees the agreement declared invalid and the employer will be liable for damages. The purpose of the essay is to examine in what extent the parties on the labour market can reach collective agreements after January 1, 2007.

No description available.