<p><strong>Sammanfattning</strong></p><p>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?</p><p> </p><p>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.</p><p> </p><p>I Sverige styrs reglerna om turordning till stor del av det normativa grundmönstret, <em>skydd för etablerad position</em>. 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 <em>marknadsfunktionella mönstret</em>. I Danmark styrs reglerna för turordning i störst utsträckning av det <em>marknadsfunktionella mönstret</em>.</p><p> </p><p>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.</p> / <p><strong>Abstract</strong></p><p>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.</p><p> </p><p>In Sweden are the rules of rotation governed much by the normative base pattern, <em>the protection of established position</em>. 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, <em>the market functional pattern</em>. In Denmark are the rules of rotation governed mostly by <em>the market functional pattern</em>.</p><p> </p><p>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.</p>

Vienas teisės mokslo uždavinių yra teisės sisteminimas. Lietuvos darbo teisės mokslo sistemą sudaro sistema tarp savęs susijusių teisės normų, kurios sudaro bendrąją dalį, savarankiškas kolektyvinių ir individualių darbo santykių dalis, taip pat darbo teisės reguliuojami teisiniai santykiai, teisinės pažiūros ir teorijos, susijusios su darbo teise, darbo teisės šakos istorija ir kt. Darbo teisės mokslas Lietuvoje atsirado palyginti neseniai. Lietuvai atgavus nepriklausomybę 1918 m., pasirodė pirmieji mokslininkų (Vytauto Didžiojo universiteto Teisių fakulteto profesoriaus S. Beliackino, ekonomistų J. Bučo, J. Grabausko ir kt.) darbai, kuriuose šalia civilinės teisės, ekonomikos mokslų, dėmesys buvo skirtas ir darbo teisės klausimams nagrinėti. Darbo santykių reguliavimo teisinės minties raidą Lietuvoje pristabdė okupacija bei hitlerinės Vokietijos pradėtas pasaulinis karas. Pokario metais darbo santykių reguliavimas Lietuvoje prarado savarankiškumą – juos reguliavo Maskva, todėl galima teigti, kad šiuo laikotarpiu Lietuvos darbo teisės mokslas buvo identiškas visai tarybinei sistemai, nes kelti naujas idėjas buvo mažai galimybių. Žymiausi to laikotarpio darbo teisės mokslininkai – I. Nekrošius, V. Nekrašas, I. Moreinas, A. Dambrauskas, A. Sarpalius, G. Dambrauskienė, K. Keina, S. Černiauskas, V. Tiažkijus, J. Maculevičius. Darbo teisės mokslininkų veiklos rezultatas – 1972 m. parengtas LTSR darbo įstatymų kodeksas, 1978 ir 1988 m. – šio kodekso komentarai, išleisti... [toliau žr. visą tekstą] / One of the tasks of jurisprudence is the systematisation of law. The system of the Lithuanian labour jurisprudence institutes a system of interrelated legal norms which institute the common part, separate parts of collective and individual labour relations as well as legal relations regulated by labour law, legal opinions and theories related to labour law, history of the labour law branch etc. Labour jurisprudence originated in Lithuania rather recently. When Lithuania restored the independence in 1918, the first works of scientists (Vytautas the Great University Department of Law Prof. S. Beliackinas, economists J. Bučas, J. Grabauskas etc.) appeared where the attention was paid to study of labour law issues beside the science of civil law and economics. The development of the legal thought for regulation of labour relations was suspended in Lithuania by occupation and the world war levied by the Hitlerian Germany. In the post-war period regulation of labour relations lost its independence in Lithuania- they were regulated by Moscow, so we may state that the Lithuanian labour jurisprudence was identical to the full soviet system that time as there were not much possibilities to rise some new ideas. The top legal scientists of that time are I. Nekrošius, V. Nekrašas, J. Moreinas, A. Dambrauskas, A. Sarpalius, G. Dambrauskienė, K. Keina, S. Černiauskas, V. Tiažkijus and J. Maculevičius. The result of the legal scientists’ activities is the Labour Code of... [to full text]

The subject matter of this licentiate thesis concerns the two EU directives on European Works Councils. The analysis is confined to the Swedish implementation of these directives into Swedish law. The thesis defines the term "EWC regulation" to encompass both the Swedish levels of EWC legislation and the regulation of EWCs by EWC agreements themselves. The overall objective is to gain an increased understanding of the function of EWC regulation. This requires a normative analysis of both EU and national law as well as an empirical study of the application. The thesis includes a number of agreements on EWCs based on the Swedish legislation and their application in corporations based in Sweden. Three multinational corporations in the health care sector, financial sector and metal industry have been selected. The focus lies on the regulation's practical significance for worker influence and corporate governance. A distinction is made between rules on worker participation (in law) and worker influence (in practice). As a point of departure the author combines the theory of reflexive law with concepts borrowed from the fields of management studies and economic history. The methods used consist of doctrinal legal interpretation and semi-structured interviews. The key findings run as follows. The EWC regulation generates worker influence by enhancing the knowledge and unity of worker representatives. The regulation facilitate corporate governance by strengthening the legitimacy of management, improving the decision basis and channels of communication. The worker influence is, under proper circumstances, strong in issues such as reorganizations, reassignments, health and safety. The influence is weaker in situations of relocation, outsourcing across national borders and other forms of regime shopping.

This thesis provides the reader with a comparative study of the termination of employment as a result of the state of health of the employee. The compared legal systems are the legal system of the Czech Republic, Austria and Italy. For better understanding of the topic of the thesis, the Austrian and Italian system of sources of law related to the topic and the categories of employees distinguished under Austrian and Italian law are briefly described. Statistical data concerning the topic of the thesis (e.g. the number of work accidents in the three countries per year) are provided as well. Based on the extent of the thesis, the historical development of legal regulation is not analysed. The structure of the chapter is based on the legal institutes, which are always described in relation to all of the three states in one chapter. The thesis is based on the method of comparative analysis. Especially in relation to the Italian legal system, notes concerning the translation of the texts of laws are involved, because the legal institutes do not always correspond with the labour law of the Czech Republic. The sources used for the creation of this thesis were published in German, Italian, English and Czech. The sources of labour law of Austria and Italy are briefly described and analysed. The first...

Syftet med den här uppsatsen är att belysa arbetsgivarens rehabiliteringsansvar för arbetsgivare verksamma i bemanningsbranschen. I uppsatsen redogörs för en arbetsgivares rehabiliteringsansvar i allmänhet samt vilket rehabiliteringsansvar som åligger arbetsgivare i bemanningsbranschen för att därefter presentera de likheter/skillnader som finns. Vidare utreds också i vilken utsträckning en arbetsgivare i bemanningsbranschen är skyldig att anpassa och/eller omplacera en arbetsoförmögen arbetstagare i rehabiliteringssyfte. En viktig utgångspunkt för uppsatsen och särskilt för analysen är det trepartförhållande som råder i bemanningsbranschen, och den ansvarfördelning detta medför. Eftersom det inte finns lagbestämmelser som reglerar rehabiliteringsansvaret i bemanningsbranschen blir ansvarsfördelningen mellan bemanningsföretaget och kundföretaget betydande. Även samspelet mellan dessa parter blir avgörande för en arbetstagares rehabilitering. Uppsatsen belyser att det finns behov av en reglering av arbetsgivarens rehabiliteringsansvar i bemanningsbranschen. Det Rehabiliteringsansvar som åligger arbetsgivare i bemanningsbranschen skiljer sig inte från det allmänna rehabiliteringsansvaret och jag påstår, vilket även är uppsatsens slutsats, att detta kan innebära problem vid tillämpningen av dessa regler. De lagbestämmelser som reglerar rehabiliteringsansvaret är inte anpassade för bemanningsbranschen. Med anledning av detta menar jag att rehabiliteringsansvaret för arbetsgivare i bemanningsbranschen borde regleras ytterligare. / The purpose of this paper is to highlight the employer's rehabilitation liability of employers engaged in the staffing industry. This paper describes an employer's responsibility for rehabilitation in general as well as rehabilitation responsibilities of employers in the staffing industry, followed by a presentation of the similarities / differences between "regular" employers and staffing agencies. The paper also investigates to what extent an employer in the staffing industry is required to adapt and / or relocate a disabled employee in purpose of rehabilitation. An important starting point for this paper and in particular for the analysis is the partnership of three that exists in the staffing industry, and the division of responsibility that entails. This partnership consist cooperation between the staffing agency, the client company and the employee. The absence of a legal regulation of the responsibility for rehabilitation in the staffing industry makes the division of responsibilities between the agency and the client company significant. The interaction between these partners is crucial to the rehabilitation of an employee. This paper highlights the need for a legal regulation of the employer's responsibility for rehabilitation in the staffing industry. The employer's rehabilitation liability of employers engaged in the staffing industry are no different from the general responsibility for rehabilitation and I say, which is also the conclusion of this paper, that this may cause problems when applying these regulations. The legal regulation of the responsibility for rehabilitation is not suitable for the staffing industry. For this reason, I say that the rehabilitation liability of employers in the staffing industry should be regulated to a greater extend.

Face à l’évolution des modes de gestion du service public et des régimes de travail qui y sont associés, le droit privé du travail tend à s’imposer comme le modèle de référence au sein du secteur public, au détriment de la logique statutaire prévalant dans la fonction publique et les entreprises publiques. En effet, si l’encadrement juridique du service public conserve une part irréductible d’exorbitance, l’effacement progressif de son particularisme laisse place à un vide qui encourage l’expansion d’un droit privé du travail faisant office de droit commun. Ce mouvement suscite de nombreuses interrogations. Comment le renouvellement de la conception du service public traduit-il ses effets sur l’encadrement juridique des relations de travail du secteur public ? Par quels procédés l’implantation du droit privé s’opère-t-elle ? À quelles résistances ou déformations s’expose-t-elle ? Quels mécanismes d’adaptation du droit privé doivent alors être mis en œuvre ? Il résulte de l’étude que le particularisme irréductible du service public ne suffit plus, à lui seul à établir une incompatibilité de principe de nature à faire obstacle à l’implantation continue du droit privé du travail dans le secteur public. / While the means of management of public services and the work statutes associated are evolving, private labour law is becoming a reference within public services, to the detriment of the statutory logic that traditionally prevails within public services and state-owned companies. Indeed, if the legal framework surrounding public services retains particular characteristics, its specificity is slowly declining, leaving place to a void which facilitates / encourages the expansion of private labour law, which is becoming ordinary law. This trend raises numerous questions. How does the new public services approach translate into the legal framework of work relations in public services? Through which proves does private law implement itself? To which resistances and distortions is it faced with? Which public law mechanisms can then be used to adapt such implementation? This study shows that the specificity of public services is no longer enough, in its own, to become an obstacle against the continuing implementation of private labour law in the public sector.

The sports in Sweden has previously been self-regulated with its own rules and provisions. As the commercialisation and professionalization have increased the common legal system has a greater impact on sports. The purpose of this study is to investigate the professional ice hockey adjustments to the labour law regulation. Furthermore the purpose is to illuminate possible advantage and disadvantage with the professional ice hockey player’s conditions of employment. To answer the purpose and the research questions of this study the legal dogmatic method, the legal sociology method and qualitative method with interviews has been used. The study shows how the professional ice hockey has adapted the labour law regulations with collective agreement due to the semi-dispositive provisions found in Swedish labour law. In Swedish professional ice hockey only the fixed-term contract is applied and most of the provisions about employment security are not available for the ice hockey players. In return the players has a stronger protection during the employment. As an employee and a parent the right to have a parental leave is statutory. The study shows a complex of problems with ice hockey player’s opportunity to have a parental leave, which is a right as an employee. This raises questions about equality between men and women in the labour market of ice hockey.

Since 2007 the EU commission has been investigating Sweden regarding their implementation of the Council's directive 1999/70/EC concerning the framework agreement on fixed-term work into Swedish law after a report to the commission from a Swedish confederation of officials, TCO. After many years and turns back and forth between the commission and the Swedish government with several failed suggestions of changes to the Swedish legislation regarding fixed-term contracts, the government presented a final suggestion that was successfully voted through and thereby new rules regarding fixed-term contracts applies in Sweden from 1 May 2016.During this whole process, and before it as well, there has been a discussion between the parties of the labour market on whether fixed-term contracts are being misused or not in Sweden. The main purpose of this essay is to shed some light on the question of this misuse of fixed-term contracts and to see what consequences such misuse, if it exists, could have on the society and specifically on the labour market integration of newly arrived citizens.If misuse of fixed-term contracts exist or not is a question of interpretation and is depending on how the labour market is viewed. There are different perspectives and different theories on how the labour market should function to best profit the society. What effects the new Swedish legislation regarding fixed-term contracts will have on the society and on the integration of newly arrived citizens in the future is yet to be shown. If the new rules regarding fixed-term contracts fulfill their purpose in strengthening the employee protection that could have a positive outcome for both newly arrived citizens and the society at large.

Sweden has been criticized from the United Nations as well as from the European Union for not putting enough effort into discouraging ethnic discrimination on the labour market. At the same time discrimination can be problematic while it’s a personal experience that is to be judged by criterions of the law. This seems to be a particular problem in cases of harassments. The purpose of this study is therefore to examine the national labour law of ethnic discrimination in terms of harassments due to ethnicity. Aiming at creating a more interesting study, the Critical race theory is used to analyze legal judgements from the labour court. By using the legal dogmatic method relevant laws, prepatory works and legal judgements are carefully analyzed in order to answer the research questions of the essay. The results of the study points out a special problem when work places are influenced by a rough jargon. This while the consequences are that harassed workers seems to get problems explaining their feelings of being insulted. A rough jargon also makes it harder for both employers and employees who insults others to get awareness and insight about occurrence of eventual harassments. The Swedish labour court tend to judge cases of harassments due to ethnicity restrictive, which results in an inability to respect the exposed employee’s experience. The way of using the burden of proof in these cases is also shown to be handled in a classic way by the labour court. The restrictive judgements and the way of using the burden of proof can be criticized, especially from a critical race point of view, since the consequence is a difficulty for ethnic discriminated employees to win approval in the labour court. Taken together it appears as the Swedish labour court is a part of the structural ethnic discrimination in the working life of Sweden.

The thesis summarizes legal regulation of working hours and their scheduling in the Czech legal order. The aim of this thesis was to describe and evaluate various types of working patterns, which are addressed in the Labour Code, as well as to highlight some problems that can cause their application in practice. In addition to the current regulation, this paper deals with modifications proposed by the amendment to the Labour Code, which would come into effect January 1, 2012, and its influence on the organization of working time (the main change is the proposed unification of regulation of even and uneven schedule of working time and reducing the administrative burden and complexity of account of working time). The thesis can be divided into five main parts. The first part is devoted to the very definition of working time in European and Czech legislation and records of working hours. The second part focuses on the main topic of the thesis - the organization of working hours. In the individual sub-sections I describe the various patterns of working hours with an indication of potential problems in practice. I also mention the possible changes in the regulation of working time, which would bring the already mentioned proposed amendment to the the Labour Code. Schedule of working hours is related to work...