Permittering och arbetsledningsrätten
(2013) JURM02 20122Department of Law
- Abstract (Swedish)
- En arbetsplats kan av olika skäl råka ut för en tillfällig nedgång i behovet av arbetskraft. Ett sätt att bemöta detta har traditionellt varit att tillgripa permitteringar. Permittering kan förekomma vid både tillsvidare- och visstidsanställda, men historiskt sett har det oftast rört sig om timanställda. Permitteringar förekommer i princip enbart på arbetarområdet. Med begreppet permittering menas att en arbetsgivare har möjlighet att vid tillfällig arbetsbrist eller någon annan tillfällig driftstörning befria arbetstagare från arbetet. Det innebär i sin tur att den anställde befrias från sin närvaroplikt och inte längre behöver vara kvar på sin arbetsplats. En permittering kan vara i allt från flera dagar till bara några timmar. Den kan... (More)
- En arbetsplats kan av olika skäl råka ut för en tillfällig nedgång i behovet av arbetskraft. Ett sätt att bemöta detta har traditionellt varit att tillgripa permitteringar. Permittering kan förekomma vid både tillsvidare- och visstidsanställda, men historiskt sett har det oftast rört sig om timanställda. Permitteringar förekommer i princip enbart på arbetarområdet. Med begreppet permittering menas att en arbetsgivare har möjlighet att vid tillfällig arbetsbrist eller någon annan tillfällig driftstörning befria arbetstagare från arbetet. Det innebär i sin tur att den anställde befrias från sin närvaroplikt och inte längre behöver vara kvar på sin arbetsplats. En permittering kan vara i allt från flera dagar till bara några timmar. Den kan vara tidsbestämd eller gälla tillsvidare. En permittering kan vara både fortlöpande och intermittent. Permitteringen medför inte att anställningen upphör utan arbetstagaren förväntas återvända till arbetet så snart det finns möjlighet för detta. Orsaken till detta är att arbetsskyldigheten inte upphör i samband med befrielsen från närvaroplikten, utan den anställde måste stå till arbetsgivarens förfogande under hela permitteringstiden. Frågor rörande permittering rörde traditionellt rätten till permitteringslön, men har efter lagändringar på senare tid kommit att mer röra frågan i vilken utsträckning arbetsgivaren ensidigt kan besluta om permitteringar. Frågan om permitteringar är alltså tätt sammankopplad med arbetsledningsrätten. På samma sätt som vad gäller arbetsledningsrätten finns det inte några lagregler att finna rörande permitteringar. Arbetsdomstolen har genom en rad domar utformat regler rörande gränsdragningar kring arbetsgivarens rätt att ensidigt tillgripa permitteringar. Framför allt syns kriteriet att för att arbetstagaren skall vara skyldig att arbeta, och därigenom stå till arbetsgivarens förfogande, så måste lön utbetalas. Det är i botten anställningsavtalet som sätter ramarna för arbetsledningsrätten och därigenom även permitteringar. Om ett beslut om permittering ligger inom anställningsavtalets ram kan inte den anställde vägra att följa arbetsledarens order utan att göra sig skyldig till arbetsvägran. Arbetsledningsrätten ger arbetsgivaren stor frihet att besluta vilka arbetsuppgifter en arbetstagare ska utföra, men även när och var de ska utföra dem. Det är även arbetsgivarens rätt att ensidigt besluta om permitteringar. Den primära arbetsskyldigheten ger arbetstagaren en skyldighet att utföra de arbetsuppgifter som följer det personliga avtalet även vad gäller tid och plats förutsatt att avtalet inte strider mot tvingande lag eller kollektivavtal. Arbetsgivarens omplaceringsbefogenhet gör att arbetstagaren även måste utföra annat arbete om arbetsgivaren så kräver. Permitteringar faller även inom denna rätt. (Less)
- Abstract
- A workplace can due to various reasons, experience a temporary decline in the demand for labor. One way to address this has traditionally been resorting to layoffs. Layoffs may occur in both permanent and fixed-term employments, but historically it has often been a matter of hourly employees. The term layoff means that an employer has the opportunity to temporary layoff employees, or due to some other temporary disruption liberate workers from their workplace. That in turn means that the employee is relieved of his obligation to work and no longer need to remain at his/her workplace. A layoff can be anywhere from several days to just a few hours. It can concern a specific amount of time or until further notice. A layoff can be both... (More)
- A workplace can due to various reasons, experience a temporary decline in the demand for labor. One way to address this has traditionally been resorting to layoffs. Layoffs may occur in both permanent and fixed-term employments, but historically it has often been a matter of hourly employees. The term layoff means that an employer has the opportunity to temporary layoff employees, or due to some other temporary disruption liberate workers from their workplace. That in turn means that the employee is relieved of his obligation to work and no longer need to remain at his/her workplace. A layoff can be anywhere from several days to just a few hours. It can concern a specific amount of time or until further notice. A layoff can be both continuous and intermittent. A layoff does not mean a termination of employment; the employee is expected to return to work as soon as possible. The reason for this is that the obligation to work does not end with the exemption from the attendance requirement; the employee must be at the employer's disposal throughout the entire layoff. Questions regarding layoff have traditionally concerned the employee’s right to wages during layoffs, but after legislative changes in recent times the question to what extent the employer can unilaterally decide on layoffs has more and more become a point of interest. The issue of layoffs is thus closely linked to the managerial prerogative. Just as with the managerial prerogative, there are no statutory provisions to be found regarding layoffs. The Swedish Labor Court has, through a series of judgments designed rules regarding boundaries concerning the employer's right to unilaterally resort to layoffs. In order that a worker shall be considered to have an obligation to work, and thus be at the employer's disposal, some form of remuneration is required. It is the foundation of any employment contract and sets the framework for both the managerial prerogative as well as layoffs. If a decision to layoff is regarded as within the employment contract framework, the employee cannot refuse to follow the supervisor's orders without being guilty of refusal to work. The managerial prerogative gives employers broad discretion to decide what tasks a worker performs, but also when and where to perform them. It is also the employer's right to unilaterally decide on layoffs. The primary work obligation gives the employee an obligation to perform their duties under the personal contract also in terms of time and location provided the agreement is not contrary to applicable law or collective agreements. Employer's right to reassignment requires the worker to also do other work for the employer. Layoffs also falls within this right. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/3350983
- author
- Björkenstam, Johan LU
- supervisor
- organization
- alternative title
- Layoffs and the managerial prerogative
- course
- JURM02 20122
- year
- 2013
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- Arbetsrätt, labour law, permittering, arbetsledningsrätt
- language
- Swedish
- id
- 3350983
- date added to LUP
- 2013-02-19 13:38:33
- date last changed
- 2013-02-19 13:38:33
@misc{3350983,
abstract = {{A workplace can due to various reasons, experience a temporary decline in the demand for labor. One way to address this has traditionally been resorting to layoffs. Layoffs may occur in both permanent and fixed-term employments, but historically it has often been a matter of hourly employees. The term layoff means that an employer has the opportunity to temporary layoff employees, or due to some other temporary disruption liberate workers from their workplace. That in turn means that the employee is relieved of his obligation to work and no longer need to remain at his/her workplace. A layoff can be anywhere from several days to just a few hours. It can concern a specific amount of time or until further notice. A layoff can be both continuous and intermittent. A layoff does not mean a termination of employment; the employee is expected to return to work as soon as possible. The reason for this is that the obligation to work does not end with the exemption from the attendance requirement; the employee must be at the employer's disposal throughout the entire layoff. Questions regarding layoff have traditionally concerned the employee’s right to wages during layoffs, but after legislative changes in recent times the question to what extent the employer can unilaterally decide on layoffs has more and more become a point of interest. The issue of layoffs is thus closely linked to the managerial prerogative. Just as with the managerial prerogative, there are no statutory provisions to be found regarding layoffs. The Swedish Labor Court has, through a series of judgments designed rules regarding boundaries concerning the employer's right to unilaterally resort to layoffs. In order that a worker shall be considered to have an obligation to work, and thus be at the employer's disposal, some form of remuneration is required. It is the foundation of any employment contract and sets the framework for both the managerial prerogative as well as layoffs. If a decision to layoff is regarded as within the employment contract framework, the employee cannot refuse to follow the supervisor's orders without being guilty of refusal to work. The managerial prerogative gives employers broad discretion to decide what tasks a worker performs, but also when and where to perform them. It is also the employer's right to unilaterally decide on layoffs. The primary work obligation gives the employee an obligation to perform their duties under the personal contract also in terms of time and location provided the agreement is not contrary to applicable law or collective agreements. Employer's right to reassignment requires the worker to also do other work for the employer. Layoffs also falls within this right.}},
author = {{Björkenstam, Johan}},
language = {{swe}},
note = {{Student Paper}},
title = {{Permittering och arbetsledningsrätten}},
year = {{2013}},
}