<p>I början av århundradet arbetade många under ett uppdragsliknande förhållande för att i efterkrigstiden förändras till att den form de flesta arbetade i och strävade efter var en anställning. Hela den arbetsrättsliga lagstiftningen bygger på att skydda de anställda och utgår ifrån att alla har en tillsvidare anställning. Arbetsmarknaden har de senaste årtiondena förändrats drastiskt. En faktor som bidragit till denna förändring är till exempel den tekniska utvecklingen. Andra faktorer är att fler vågar ta steget att starta ett eget företag medans andra vill ha flera anställningar för att få omväxling i arbetet. Dessutom blir vi mer specialiserade på det arbete vi utför och kan därigenom jobba mer självständigt än tidigare. Under denna utveckling har också förändradat synen på vad som är ett normalt förhållande mellan en huvudman och den arbetspresterande parten. Uppsatsen tar upp bakgrunden till de förändingar som skett på arbetsmarknaden från 1970-talet samt de förändringar som lagarna inom detta område har genomgått. Detta för att ge en bakgrund till hur praxis har utvecklast till hur det ser ut i dag i en bedömning av vilket förhållande som råder mellan en huvudman och den arbetspresterande parten. Syftet med denna uppsats är att beskriva och analyser på vilket sätt arbetstagarbegreppet har påverkats av förändringarna på arbetsmarkanden de senaste 40 åren samt belysa de gränsdragsningsproblem som finns. Detta har vi gjort genom studier och analyser av arbetstagarbegreppet och dess motsattspart uppdragstagarbegreppet. Utveckling har gjort det har blivit svårt att avgöra till vilken av dessa två som den arbetspresterande parten tillhör i en given situation. Detta gör att det skydd som den arbetsrättsliga lagstiftningen försvagas och att många på arbetsmarknaden kan komma att stå utan ett grundskydd. Den praxis som avgör hur detta förhållande är, har genom åren utvecklats till en helhetsbedömning utifrån ett antal kriterier som i sig inte är avgörande. Dessa kriterer är bland annat hur självständigt den arbestpresterande parten arbeter, arbetsskyldighetens omfattning, antalet huvudmän samt vederlagets form. I den avslutande delen av uppsatsen har vi gjort en analys av rättsläget som råder och på de gränsdragningsproblem som finns mellan att vara arbetstagare och uppdragstagare. Utgångspunkten för vår uppsats har varit ett rent arbetsrättsligt perspektiv och vi har därigenom avgränsat oss från övriga rättsområden som har egna eller liknande definintioner av dessa begrepp.</p>

I början av århundradet arbetade många under ett uppdragsliknande förhållande för att i efterkrigstiden förändras till att den form de flesta arbetade i och strävade efter var en anställning. Hela den arbetsrättsliga lagstiftningen bygger på att skydda de anställda och utgår ifrån att alla har en tillsvidare anställning. Arbetsmarknaden har de senaste årtiondena förändrats drastiskt. En faktor som bidragit till denna förändring är till exempel den tekniska utvecklingen. Andra faktorer är att fler vågar ta steget att starta ett eget företag medans andra vill ha flera anställningar för att få omväxling i arbetet. Dessutom blir vi mer specialiserade på det arbete vi utför och kan därigenom jobba mer självständigt än tidigare. Under denna utveckling har också förändradat synen på vad som är ett normalt förhållande mellan en huvudman och den arbetspresterande parten. Uppsatsen tar upp bakgrunden till de förändingar som skett på arbetsmarknaden från 1970-talet samt de förändringar som lagarna inom detta område har genomgått. Detta för att ge en bakgrund till hur praxis har utvecklast till hur det ser ut i dag i en bedömning av vilket förhållande som råder mellan en huvudman och den arbetspresterande parten. Syftet med denna uppsats är att beskriva och analyser på vilket sätt arbetstagarbegreppet har påverkats av förändringarna på arbetsmarkanden de senaste 40 åren samt belysa de gränsdragsningsproblem som finns. Detta har vi gjort genom studier och analyser av arbetstagarbegreppet och dess motsattspart uppdragstagarbegreppet. Utveckling har gjort det har blivit svårt att avgöra till vilken av dessa två som den arbetspresterande parten tillhör i en given situation. Detta gör att det skydd som den arbetsrättsliga lagstiftningen försvagas och att många på arbetsmarknaden kan komma att stå utan ett grundskydd. Den praxis som avgör hur detta förhållande är, har genom åren utvecklats till en helhetsbedömning utifrån ett antal kriterier som i sig inte är avgörande. Dessa kriterer är bland annat hur självständigt den arbestpresterande parten arbeter, arbetsskyldighetens omfattning, antalet huvudmän samt vederlagets form. I den avslutande delen av uppsatsen har vi gjort en analys av rättsläget som råder och på de gränsdragningsproblem som finns mellan att vara arbetstagare och uppdragstagare. Utgångspunkten för vår uppsats har varit ett rent arbetsrättsligt perspektiv och vi har därigenom avgränsat oss från övriga rättsområden som har egna eller liknande definintioner av dessa begrepp.

<p>In the EU there are EC Directives that Member States of EU should follow. Sweden has undertaken to transpose EC Directives regarding the working environment to Swedish Provisions.  In 4 April 2006, the European Commission had some criticism against the Swedish implementation of the Construction Sites Directive. The Swedish Work Environment Authority has in response to this criticism reworked the Work Environment Act and related provision about building and civil engineering work. The changes came into force 1 January 2009.</p><p>These changes have resulted in some working methods and even new responsibility subjects must be reviewed. The purpose of this exam project was to investigate if contractors and clients in the construction sector, had have time to update themselves on this front and adapt to these changes. Another purpose has been, that people by reading this exam project, should get knowledge about the changes in the Work Environment Act.</p><p>The research was made through a qualitative study using directed open interviews. Results from the comparison between the earlier and the present Work Environment Act and related provision, was used as basis for the questions in the interviews. Anonymous interviews were carried trough with five production managers and five clients. The respondents answers was analyzed by a comparison with the requirements from the Work Environment Act. </p><p>The main changes are that the constructor has a major responsibility for the work environment, but if he wants to he can transfer it to an independent qualified employee. The constructor/ independent qualified employee shall choose a building work environment co-ordinator. These have taken over the assignment which the person who had responsibility for coordination earlier had. The responsibility is now divided into planning and projecting and also execution of building or construction work. The constructor/ independent qualified employee can never get rid of the responsibility for those assignments that the building work environment co-ordinator shall carry out.</p><p>The interviews indicated that the implementation of the changes in Work Environment Act had some defects. All respondents knew that changes have been done in the Work Environment Act, but they didn’t know in detail what kind of changes it was and the meaning of these. Therefore the changes have not been implemented on the workplaces in a larger scale.An education for a building work environment co-ordinator has recently been developed. The previous loss of this education can be a reason for the lack of knowledge regarding the work environment changes.</p> / <p>Inom EU finns EG-direktiv som medlemsländerna skall följa. Sverige har åtagit sig att överföra direktiv inom arbetsmiljöområdet till svenska föreskrifter. Den 4 april 2006 framförde Europeiska kommissionen dock kritik mot vissa delar av det svenska genomförandet av byggplatsdirektivet. Arbetsmiljöverket har med anledning av denna kritik omarbetat arbetsmiljölagen och tillhörande föreskrift om byggnads- och anläggningsarbete. Ändringarna trädde i kraft 1 januari 2009.</p><p>Dessa ändringar har lett till att vissa arbetsmoment och även nya ansvarssubjekt måste ses över. Målet med detta examensarbete har varit att undersöka om entreprenörer och beställare inom byggsektorn har hunnit uppdatera sig på denna front och implementera dessa ändringar. Syftet har varit att berörda personer, genom att läsa detta examensarbete, skall kunna ta del av de förändringar som skett i arbetsmiljölagen på ett begripligt sätt.</p><p>Undersökningen gjordes genom en kvalitativ studie med riktade öppna intervjuer. Till grund för frågeställningarna i intervjuerna användes jämförelsen mellan tidigare och nuvarande arbetsmiljölag och tillhörande föreskrift. Anonyma intervjuer gjordes med fem platschefer och fem beställare. Respondenternas svar analyserades och jämfördes med arbetsmiljölagens krav.</p><p>De största ändringarna som skett är i stora drag att byggherren har huvudansvaret för arbetsmiljön men kan skriva över detta till en uppdragstagare. Byggherren/ uppdragstagaren skall utse byggarbetsmiljösamordnare. Dessa har övertagit den tidigare kallade samordningsansvariges uppgifter gällande arbetsmiljö. Ansvaret är numera uppdelat på planering och projektering samt utförande. Byggherren/ uppdragstagaren befrias dock aldrig från ansvar för de uppgifter som byggarbetsmiljösamordnaren skall utföra.</p><p>Intervjuerna visade att implementeringen av arbetsmiljölagens ändringar i byggsektorn har vissa brister. Information om att ändringar har skett i arbetsmiljölagen har nått ut bra, de flesta respondenterna vet dock inte i detalj vilka ändringar som har skett och framförallt inte innebörden av dessa. Ändringarna har därmed inte blivit implementerade i någon större skala på arbetsplatserna. Utbildning för byggarbetsmiljösamordnare har i skrivande stund nyligen utformats. Den tidigare avsaknaden av denna utbildning kan vara en anledning till bristande kunskap kring de nya arbetsmiljöändringarna.</p>

<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>

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. 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? 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. 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.

In the EU there are EC Directives that Member States of EU should follow. Sweden has undertaken to transpose EC Directives regarding the working environment to Swedish Provisions.  In 4 April 2006, the European Commission had some criticism against the Swedish implementation of the Construction Sites Directive. The Swedish Work Environment Authority has in response to this criticism reworked the Work Environment Act and related provision about building and civil engineering work. The changes came into force 1 January 2009. These changes have resulted in some working methods and even new responsibility subjects must be reviewed. The purpose of this exam project was to investigate if contractors and clients in the construction sector, had have time to update themselves on this front and adapt to these changes. Another purpose has been, that people by reading this exam project, should get knowledge about the changes in the Work Environment Act. The research was made through a qualitative study using directed open interviews. Results from the comparison between the earlier and the present Work Environment Act and related provision, was used as basis for the questions in the interviews. Anonymous interviews were carried trough with five production managers and five clients. The respondents answers was analyzed by a comparison with the requirements from the Work Environment Act.  The main changes are that the constructor has a major responsibility for the work environment, but if he wants to he can transfer it to an independent qualified employee. The constructor/ independent qualified employee shall choose a building work environment co-ordinator. These have taken over the assignment which the person who had responsibility for coordination earlier had. The responsibility is now divided into planning and projecting and also execution of building or construction work. The constructor/ independent qualified employee can never get rid of the responsibility for those assignments that the building work environment co-ordinator shall carry out. The interviews indicated that the implementation of the changes in Work Environment Act had some defects. All respondents knew that changes have been done in the Work Environment Act, but they didn’t know in detail what kind of changes it was and the meaning of these. Therefore the changes have not been implemented on the workplaces in a larger scale.An education for a building work environment co-ordinator has recently been developed. The previous loss of this education can be a reason for the lack of knowledge regarding the work environment changes. / Inom EU finns EG-direktiv som medlemsländerna skall följa. Sverige har åtagit sig att överföra direktiv inom arbetsmiljöområdet till svenska föreskrifter. Den 4 april 2006 framförde Europeiska kommissionen dock kritik mot vissa delar av det svenska genomförandet av byggplatsdirektivet. Arbetsmiljöverket har med anledning av denna kritik omarbetat arbetsmiljölagen och tillhörande föreskrift om byggnads- och anläggningsarbete. Ändringarna trädde i kraft 1 januari 2009. Dessa ändringar har lett till att vissa arbetsmoment och även nya ansvarssubjekt måste ses över. Målet med detta examensarbete har varit att undersöka om entreprenörer och beställare inom byggsektorn har hunnit uppdatera sig på denna front och implementera dessa ändringar. Syftet har varit att berörda personer, genom att läsa detta examensarbete, skall kunna ta del av de förändringar som skett i arbetsmiljölagen på ett begripligt sätt. Undersökningen gjordes genom en kvalitativ studie med riktade öppna intervjuer. Till grund för frågeställningarna i intervjuerna användes jämförelsen mellan tidigare och nuvarande arbetsmiljölag och tillhörande föreskrift. Anonyma intervjuer gjordes med fem platschefer och fem beställare. Respondenternas svar analyserades och jämfördes med arbetsmiljölagens krav. De största ändringarna som skett är i stora drag att byggherren har huvudansvaret för arbetsmiljön men kan skriva över detta till en uppdragstagare. Byggherren/ uppdragstagaren skall utse byggarbetsmiljösamordnare. Dessa har övertagit den tidigare kallade samordningsansvariges uppgifter gällande arbetsmiljö. Ansvaret är numera uppdelat på planering och projektering samt utförande. Byggherren/ uppdragstagaren befrias dock aldrig från ansvar för de uppgifter som byggarbetsmiljösamordnaren skall utföra. Intervjuerna visade att implementeringen av arbetsmiljölagens ändringar i byggsektorn har vissa brister. Information om att ändringar har skett i arbetsmiljölagen har nått ut bra, de flesta respondenterna vet dock inte i detalj vilka ändringar som har skett och framförallt inte innebörden av dessa. Ändringarna har därmed inte blivit implementerade i någon större skala på arbetsplatserna. Utbildning för byggarbetsmiljösamordnare har i skrivande stund nyligen utformats. Den tidigare avsaknaden av denna utbildning kan vara en anledning till bristande kunskap kring de nya arbetsmiljöändringarna.

No description available.

<p>This diploma work was performed because the company Sveriges BostadsrättsCentrum, with the abbreviation SBC, had a need to gain insight into how changes in the Work Environment Act and related regulations which took effect January 1, 2009 affecting their work with the work environment. The changes mean that the client may hand over his work environment responsibilities to a contractor and that he has to select so-called building work environment co-ordinators. At SBC they are working as representatives for tenant-owner's association when a construction is about to be carried out. The purpose was to ascertain how changes may affect the work at SBC. The diploma work intends to educate the staff at SBC how work with the work environment would look like if they met the regulatory requirements. The main issue that the diploma work deals with is whether SBC has the responsibility to select a building work environment co-ordinator for the planning and projecting before the contractor takes over responsibility for the work environment. Questions were answered by information from the Work Environment Act, AFS 1999:3 and other material from the Work Environment Authority. Two interviews with staff at the Work Environment Authority were also held. One of the conclusions drawn from the diploma work is that it’s the client who will select a building work environment co-ordinator for the planning and projecting. That should be done as soon as the planning and projecting has begun. The planning and projecting usually begins before the main contractor takes over responsibility for the work environment as the employee. It is not clear that SBC will take on the client’s responsibility to select a building work environment co-ordinator for the planning and projecting in the early planning, before the contractor takes on responsibility and there are several ways to do this.</p>

This diploma work was performed because the company Sveriges BostadsrättsCentrum, with the abbreviation SBC, had a need to gain insight into how changes in the Work Environment Act and related regulations which took effect January 1, 2009 affecting their work with the work environment. The changes mean that the client may hand over his work environment responsibilities to a contractor and that he has to select so-called building work environment co-ordinators. At SBC they are working as representatives for tenant-owner's association when a construction is about to be carried out. The purpose was to ascertain how changes may affect the work at SBC. The diploma work intends to educate the staff at SBC how work with the work environment would look like if they met the regulatory requirements. The main issue that the diploma work deals with is whether SBC has the responsibility to select a building work environment co-ordinator for the planning and projecting before the contractor takes over responsibility for the work environment. Questions were answered by information from the Work Environment Act, AFS 1999:3 and other material from the Work Environment Authority. Two interviews with staff at the Work Environment Authority were also held. One of the conclusions drawn from the diploma work is that it’s the client who will select a building work environment co-ordinator for the planning and projecting. That should be done as soon as the planning and projecting has begun. The planning and projecting usually begins before the main contractor takes over responsibility for the work environment as the employee. It is not clear that SBC will take on the client’s responsibility to select a building work environment co-ordinator for the planning and projecting in the early planning, before the contractor takes on responsibility and there are several ways to do this.