Skip to main content

LUP Student Papers

LUND UNIVERSITY LIBRARIES

Omplacering vid arbetsbrist - Hur ska arbetsgivaren förhålla sig till förhandlingsskyldigheten?

Arvidsson, Fanny LU (2020) HARH16 20192
Department of Business Law
Abstract (Swedish)
Lag om anställningsskyddslag är den lag som skyddar arbetstagare vid uppsägningar och avskedanden. Denna svenska lagstiftning finner vi i LAS som är från år 1974 men kom sedan att ändras år 1982. I 7 § andra stycket LAS stadgas omplaceringsreglerna som reglerar arbetsgivarens skyldighet att försöka bereda annat arbete hos sig. Uppsägningen från arbetsgivaren ska vara sakligt grundad. Innan arbetsgivaren fattar beslut gällande arbetstagaren har arbetsgivaren en primär förhandlingsskyldighet med arbetstagarorganisation. Denna förhandlingsskyldighet finns lagstadgad i lagen om medbestämmande i arbetslivet, MBL. Lagen reglerar förhållandet mellan arbetsgivare och arbetstagare. Syftet med denna uppsats är att analysera hur arbetsgivaren ska... (More)
Lag om anställningsskyddslag är den lag som skyddar arbetstagare vid uppsägningar och avskedanden. Denna svenska lagstiftning finner vi i LAS som är från år 1974 men kom sedan att ändras år 1982. I 7 § andra stycket LAS stadgas omplaceringsreglerna som reglerar arbetsgivarens skyldighet att försöka bereda annat arbete hos sig. Uppsägningen från arbetsgivaren ska vara sakligt grundad. Innan arbetsgivaren fattar beslut gällande arbetstagaren har arbetsgivaren en primär förhandlingsskyldighet med arbetstagarorganisation. Denna förhandlingsskyldighet finns lagstadgad i lagen om medbestämmande i arbetslivet, MBL. Lagen reglerar förhållandet mellan arbetsgivare och arbetstagare. Syftet med denna uppsats är att analysera hur arbetsgivaren ska förhålla sig till omplaceringsreglerna i 7 § LAS i samband med arbetsbristuppsägningar och hur arbetsgivaren ska förhålla sig till turordningsreglerna i 22 § LAS vid arbetsbrist. Det kommer diskuteras i uppsatsen om arbetsgivarens förhandlingsskyldighet med facklig organisation i situationer som arbetsbristuppsägningar och omplaceringar. Det kommer också diskuteras på vilket sätt arbetsgivarens arbetsledningsrätt begränsas vid omplaceringar när arbetsgivaren har en förhandlingsskyldighet med arbetstagarorganisation samt tidsramen för förhandlingsskyldigheten. För att reda ut dessa frågor kommer rättskällor såsom lagstiftning, förarbeten, doktrin att redogöras. För att få en bild av rättsläget kommer även rättsfall att presenteras. I analysen och avslutande kommentar visar det att vid en arbetsbristsituation så ska arbetsgivaren uttömma omplaceringsreglerna innan de går vidare till turordningsregler i LAS. Det innebär att arbetsgivaren ska se över vilka arbetstagare som ska omplaceras till de lediga arbetena. Turordningsreglerna i 22 § LAS blir tillämpliga vid arbetsbristuppsägning och när det finns flera arbetstagare som konkurrerar om de lediga arbetena som finns. I fråga om arbetsgivarens begränsningar i arbetsledningsrätten är den primära förhandlingsskyldigheten som arbetsgivaren måste ta hänsyn till. Dessutom, arbetstagarorganisationens medbestämmande eller medinflytande i arbetsgivarens verksamhet men också arbetsgivarens informationsplikt till facklig organisation. (Less)
Abstract
The Employment Protection Act, LAS, is the law that protects workers in the event of dismissal and termination. This Swedish legislation can be found in LAS which is from 1974 but changed in 1982. Section 7, second paragraph in LAS, stipulates the relocation rules that regulate the employer's obligation to try to prepare other work with him. The dismissal from the employer must be objective grounds. Before the employer makes a decision regarding the employee, the employer has a primary bargaining obligation with the employee organization. This obligation to negotiate is statutory in the MBL, “Employment (Co-Determination in the Workplace) Act”. The law regulates the relationship between employers and employees. The purpose of this essay is... (More)
The Employment Protection Act, LAS, is the law that protects workers in the event of dismissal and termination. This Swedish legislation can be found in LAS which is from 1974 but changed in 1982. Section 7, second paragraph in LAS, stipulates the relocation rules that regulate the employer's obligation to try to prepare other work with him. The dismissal from the employer must be objective grounds. Before the employer makes a decision regarding the employee, the employer has a primary bargaining obligation with the employee organization. This obligation to negotiate is statutory in the MBL, “Employment (Co-Determination in the Workplace) Act”. The law regulates the relationship between employers and employees. The purpose of this essay is to analyze how the employer should relate to the relocation rules in § 7 LAS in connection with redundancies and how the employer should relate to the rules of redeployment rules in § 22 LAS in case of redundancy. It will be discussed in the essay on the employer's bargaining obligation with trade union in situations such as redundancies and redeployments. It will also be discussed how the employer's right of management is limited in relocation when the employer has a negotiating obligation with employee organization and the time frame for the negotiating obligation. In order to clarify these issues, sources of law such as legislation, the preparatory work for this regulation and doctrine will be presented. In order to get a picture of the legal situation, case law will also be presented. In the analysis and concluding comment, it shows that in the event of redundancy, the employer must exhaust the repositioning rules before moving on to the rules in § 22 LAS. This means that the employer must review which workers are to be relocated to the vacant jobs. The rules in Section 22 of the LAS become applicable in case of dismissal of employment and when there are several employees competing for the vacant work that exists. Regarding the employer's limitations on the right of employment law, the primary obligation of negotiation is something that the employer must take into account. In addition, the employee organization's co-determination or influence in the employer's company, but also the employer's duty to provide information to the trade union. (Less)
Please use this url to cite or link to this publication:
author
Arvidsson, Fanny LU
supervisor
organization
course
HARH16 20192
year
type
M2 - Bachelor Degree
subject
keywords
omplacering vid arbetsbrist, redeployment, LAS, The Employment Protection Act, turordning, MBL, Employment (Co-Determination in the Workplace) Act, förhandlingsskyldighet
language
Swedish
id
9002419
date added to LUP
2020-01-24 08:41:45
date last changed
2020-01-29 09:26:06
@misc{9002419,
  abstract     = {{The Employment Protection Act, LAS, is the law that protects workers in the event of dismissal and termination. This Swedish legislation can be found in LAS which is from 1974 but changed in 1982. Section 7, second paragraph in LAS, stipulates the relocation rules that regulate the employer's obligation to try to prepare other work with him. The dismissal from the employer must be objective grounds. Before the employer makes a decision regarding the employee, the employer has a primary bargaining obligation with the employee organization. This obligation to negotiate is statutory in the MBL, “Employment (Co-Determination in the Workplace) Act”. The law regulates the relationship between employers and employees. The purpose of this essay is to analyze how the employer should relate to the relocation rules in § 7 LAS in connection with redundancies and how the employer should relate to the rules of redeployment rules in § 22 LAS in case of redundancy. It will be discussed in the essay on the employer's bargaining obligation with trade union in situations such as redundancies and redeployments. It will also be discussed how the employer's right of management is limited in relocation when the employer has a negotiating obligation with employee organization and the time frame for the negotiating obligation. In order to clarify these issues, sources of law such as legislation, the preparatory work for this regulation and doctrine will be presented. In order to get a picture of the legal situation, case law will also be presented. In the analysis and concluding comment, it shows that in the event of redundancy, the employer must exhaust the repositioning rules before moving on to the rules in § 22 LAS. This means that the employer must review which workers are to be relocated to the vacant jobs. The rules in Section 22 of the LAS become applicable in case of dismissal of employment and when there are several employees competing for the vacant work that exists. Regarding the employer's limitations on the right of employment law, the primary obligation of negotiation is something that the employer must take into account. In addition, the employee organization's co-determination or influence in the employer's company, but also the employer's duty to provide information to the trade union.}},
  author       = {{Arvidsson, Fanny}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Omplacering vid arbetsbrist - Hur ska arbetsgivaren förhålla sig till förhandlingsskyldigheten?}},
  year         = {{2020}},
}