Directive 96/71/EC concerning the posting of workers in the framework of the provision of services has as its main purpose to prevent social dumping throughout the European Union. This stated purpose is obtained by establishing conditions that posting employers have to comply with regarding for example wages. These conditions will be implemented in the Member States through laws, collective agreements or arbitrations that has general effect. Previously the implementation of a directive through a collective agreement has not been allowed but with this new directive even the Swedish model of collective agreements has been accepted as a method of implementation. Most of the regulations in the Directive have been implemented in the Swedish law on posted workers. In this law there are references to already existing Swedish legislation regarding the different areas. Rules concerning minimum wages are found in the Swedish collective agreements, as Swedish legislation regarding this area, do not exist. In the Swedish law on posted workers there are no references that refer to the collective agreements in these matters. There are however rules stipulating that Arbetsmiljöverket, the Swedish office of relations, will give needed information concerning the employment- regulations that have to be applied when sending posted workers in Sweden. Companies that are interested in sending posted workers to Sweden will have to contact Arbetsmil-jöverket in order to get information about the applicable collective agreements and minimum wages. Arbetsmiljöverket has however recieved critique for not fulfilling this responsibility in a satisfying way. When foreign employers arrive to Sweden with posted workers they mostly sign a local collective agreement in order to be bound by the conditions stated there. Foreign employers also have the possibility to get a temporary membership in a Swedish employers’ association in order to be bound by the collective agreement that already exists between the association and the corresponding employee association. The employers’ association, above all Teknikföretagen, has recieved critique from the Swedish unions for allowing temporary memberships in their organisations. The unions find that they, in those situations, lack satisfying opportunities to control the foreign employers. If a foreign employer refuses to sign a Swedish labour contract, the union may take offensive action to force the employer to sign the contract. According to the rules of Lex Britannia, the union also has the possibility to force foreign employers to sign a labour contract although they might already be bound to a contract in their native country. These rules have received a great deal of criticism for being contrary to EC-law. Most recently the issue was raised in the “Vaxholm-case”. This case made the Swedish labour court request a preliminary ruling from the European Court of Justice, in accordance with article 234 in the EC-treaty. It is difficult to ensure that foreign employers do not breach the Swedish labour con-tracts they have signed, for example by not paying the salaries they are obliged to pay. According to § 19 MBL, the Swedish union has the right to collect information from the employer if their employees are members of the union. This has caused problems when it comes to posted workers since it is very rare that they are members of a Swedish union. There is a proposal to extend the § 19 MBL. If the proposal is accepted the Swedish union will also be allowed to control employees that are employed by a company even if they are not members of the union. An alternative to the Swedish system of collective contract is the system of contract with general effect that is used in Finland. Finland has a labour legislation that is relatively similar to the Swedish legislation. Both sides on the Swedish labour market are however satisfied with the Swedish system. The system allows great amount of flexi-bility as it is not influenced by the Swedish government. The current Swedish system sufficiently guarantees minimum wages to posted workers. With some changes the system could however become even better. Arbetsmiljöverket must, for example, control that the information given is enough and also that it is understandable for foreign employers. If the suggested changes in the 19 § of MBL will be accepted, the Swedish system will become even more secure regarding the possibility of guaranteeing minimum wages to posted workers.

<p>Directive 96/71/EC concerning the posting of workers in the framework of the provision of services has as its main purpose to prevent social dumping throughout the European Union. This stated purpose is obtained by establishing conditions that posting employers have to comply with regarding for example wages. These conditions will be implemented in the Member States through laws, collective agreements or arbitrations that has general effect. Previously the implementation of a directive through a collective agreement has not been allowed but with this new directive even the Swedish model of collective agreements has been accepted as a method of implementation.</p><p>Most of the regulations in the Directive have been implemented in the Swedish law on posted workers. In this law there are references to already existing Swedish legislation regarding the different areas.</p><p>Rules concerning minimum wages are found in the Swedish collective agreements, as Swedish legislation regarding this area, do not exist. In the Swedish law on posted workers there are no references that refer to the collective agreements in these matters. There are however rules stipulating that Arbetsmiljöverket, the Swedish office of relations, will give needed information concerning the employment- regulations that have to be applied when sending posted workers in Sweden. Companies that are interested in sending posted workers to Sweden will have to contact Arbetsmil-jöverket in order to get information about the applicable collective agreements and minimum wages. Arbetsmiljöverket has however recieved critique for not fulfilling this responsibility in a satisfying way.</p><p>When foreign employers arrive to Sweden with posted workers they mostly sign a local collective agreement in order to be bound by the conditions stated there. Foreign employers also have the possibility to get a temporary membership in a Swedish employers’ association in order to be bound by the collective agreement that already exists between the association and the corresponding employee association. The employers’ association, above all Teknikföretagen, has recieved critique from the Swedish unions for allowing temporary memberships in their organisations. The unions find that they, in those situations, lack satisfying opportunities to control the foreign employers.</p><p>If a foreign employer refuses to sign a Swedish labour contract, the union may take offensive action to force the employer to sign the contract. According to the rules of Lex Britannia, the union also has the possibility to force foreign employers to sign a labour contract although they might already be bound to a contract in their native country. These rules have received a great deal of criticism for being contrary to EC-law. Most recently the issue was raised in the “Vaxholm-case”. This case made the Swedish labour court request a preliminary ruling from the European Court of Justice, in accordance with article 234 in the EC-treaty.</p><p>It is difficult to ensure that foreign employers do not breach the Swedish labour con-tracts they have signed, for example by not paying the salaries they are obliged to pay. According to § 19 MBL, the Swedish union has the right to collect information from the employer if their employees are members of the union. This has caused problems when it comes to posted workers since it is very rare that they are members of a Swedish union. There is a proposal to extend the § 19 MBL. If the proposal is accepted the Swedish union will also be allowed to control employees that are employed by a company even if they are not members of the union.</p><p>An alternative to the Swedish system of collective contract is the system of contract with general effect that is used in Finland. Finland has a labour legislation that is relatively similar to the Swedish legislation. Both sides on the Swedish labour market are however satisfied with the Swedish system. The system allows great amount of flexi-bility as it is not influenced by the Swedish government.</p><p>The current Swedish system sufficiently guarantees minimum wages to posted workers. With some changes the system could however become even better. Arbetsmiljöverket must, for example, control that the information given is enough and also that it is understandable for foreign employers. If the suggested changes in the 19 § of MBL will be accepted, the Swedish system will become even more secure regarding the possibility of guaranteeing minimum wages to posted workers.</p>

Trots ett stort fokus på säkerheten inom Sveriges byggföretag, är det tre gånger så stor risk att råka ut för en allvarlig olycka på en byggarbetsplats jämfört med andra branscher. Att hyra in utstationerad arbetskraft är idag vanligt i byggbranschen och visar inte någon tendens till att avta. De största utmaningarna på en arbetsplats med utstationerad arbetskraft är kommunikationssvårigheter och kulturella skillnader, enligt tidigare studier. Studiens syfte är därför att undersöka hur dessa utmaningar påverkar byggarbetsplatsens säkerhet. Vad för metoder som används för att övervinna dessa, vilka brister som finns i metoderna och vilka förbättringsmöjligheter det finns för säkerhetsarbetet med utstationerad arbetskraft.  I studien har en kvalitativ metod använts, där semistrukturerade intervjuer med arbetsledningen på Skanska har utförts. Genom en tematisk analys har följande frågeställningar besvarats 1. Hur påverkas säkerheten på en byggarbetsplats på grund av kommunikationssvårigheter och kulturella skillnader vid utstationerad arbetskraft; 2. Vilka metoder använder sig ledningen av på plats för att säkerställa att ett säkert arbete utförs vid utstationerad arbetskraft, och vilka brister finns det i metoderna; 3. Vilka förbättringsmöjligheter finns det för säkerhetsarbetet vid utstationerad arbetskraft.  Resultatet från intervjuerna och den insamlade teorin analyserades och genererade i fyra teman: 1. Språkkunskaper och kommunikationsvägar ställer till med problem; 2. Kulturella skillnader och hierarkiska nivåer påverkar säkerhetsarbetet; 3. Standardiserade metoder anses som bäst lämpliga; 4. Långsiktiga lösningar hade förbättrat säkerhetsarbetet.  Kommunikationssvårigheter påverkar säkerheten negativt. Det är främst språkbristen hos den utstationerade arbetskraften som det grundar sig i. Språkbristen leder till att det kan uppstå missförstånd som försämrar säkerheten på byggarbetsplatsen. De kulturella skillnaderna påverkar däremot säkerheten både positivt och negativt. Den utstationerade arbetskraften gör oftast exakt det som de blivit tillsagda att göra, vilket medför att de följer de säkerhetsregler och krav som finns på byggarbetsplatsen. Men de tar däremot inga egna initiativ eller säger ifrån, gällande om ett moment inte kan utföras riskfritt, vilket påverkar säkerheten negativt. På grund av olika risktänkt och med ett fokus på att producera hos den utstationerade arbetskraften, påverkas också säkerheten negativt. Man vill ha kvar de positiva påverkningarna på säkerheten, men vill hitta lösningar för att kringgå de negativa påverkningarna på säkerheten. Metoderna som bäst lämpar sig är de standardiserade metoderna, dessa i sig är inte bristfälliga, men kan behöva tillämpas beroende på arbetskraft. Att arbeta bort kommunikationssvårigheter och kulturella skillnader som påverkas säkerheten negativt leder till ett bättre säkerhetsarbete. Förbättringen för säkerhetsarbetet anses vara möjlig genom ett långsiktigt samarbete med den utstationerade arbetskraften. Studien belyser flera möjliga metoder för att underlätta utmaningarna som uppstår med utstationerad arbetskraft, men även områden som kräver vidare forskning.

Rapporten är skriven i samarbete med H2 Entreprenad AB och inriktad på arbetsmiljöarbetetmed utländska underentreprenörer på den svenska arbetsmarknaden inom byggbranschen. Enomfattande litteraturstudie har gjorts och kompletterats med en intervjustudie.Byggbranschens produktionstakt är på nivåer som jämställs med miljonprogrammets dagar på60- till 70-talet, det behövs 710 000 nya bostäder mellan åren 2015 och 2025 enligt Boverket.Med ett sådant tryck på byggbranschen har företagen svårt att få tag i arbetskraft, detta är enav anledningarna till att utstationerade arbetare ökat markant i Sverige de senaste åren.Den utländska arbetskraften ger tillgång till ny kompetent arbetskraft, som oftast är billigare.Kraven på ledningen att styra de utländska underentreprenörerna som tas in ökar dockmarkant och leder till ökade kostnader. Risken för en utländsk arbetare att skadas på ensvensk arbetsplats är också 36 % högre, och risken att dö är fyra gånger så stor som för ensvensk arbetare. Detta medför att ett större fokus på ett fungerande arbetsmiljöarbete behövssom fungerar trots språkförbristningarna.De sociala och kulturella skillnaderna tas upp och analyseras i rapporten, hur hierarkier ochstyrning för yrkesarbetare sker i jämförelse mellan svenska och utländska underentreprenörer. / The report is written in collaboration with H2 Entreprenad AB and focuses on the workenvironment with foreign subcontractors on the Swedish labor market in the constructionindustry. A comprehensive literature study has been done and completed with an interviewstudy.The construction industries production rate is at levels equal to the days of the millionprogram in the 60s and 70s. 710 000 new homes are needed between 2015 and 2025according to Boverket. With such pressure on the construction industry, companies havedifficulty in obtaining labor. This is one of the reasons why posted workers have increasedsignificantly in Sweden in recent years.The foreign labor force gives access to new skilled labor, which is usually cheaper. However,the requirements of management of foreign subcontractors taken in are increasingsignificantly, leading to enlarged costs. The risk of a foreign worker being injured in aSwedish workplace is also 36 % higher, and the risk of dying is four times the size of aSwedish. This means that a greater focus on a functioning work environment is needed, whichwill operate despite language barriers.The social and cultural differences are analyzed and processed in the report, how hierarchiesand guidance for professional workers are done in a comparison between Swedish and foreignsubcontractors.