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Arbetsrättsliga rättigheter och skyldigheter vid distansarbete

Cronhamn, Malin LU (2010) JURM01 20101
Department of Law
Abstract (Swedish)
Syftet med denna examensuppsats är att utreda en rad arbetsrättsliga rättigheter och skyldigheter, som kan uppstå vid distansarbete. De områden jag har valt att fokusera på är arbetsbristuppsägningar och turordning, arbetsledningsrätt, arbetsskyldighet och arbetstid samt arbetsmiljö. Två utgångspunkter för arbetet har varit distansarbetsutredningen, SOU 1998:115, och distansarbetsavtalet, som trädde i kraft mellan arbetsmarknadens parter på EU nivå i juli år 2002. Uppsatsen är ämnad att vara en hjälp vid praktisk tillämpning av distansarbetsfrågor och i bilagan återfinns en lista med saker, som kan rekommenderas att närmare reglera i avtal.

Vid arbetsbristuppsägningar uppstår problematiken främst vid turordning och indelningen i... (More)
Syftet med denna examensuppsats är att utreda en rad arbetsrättsliga rättigheter och skyldigheter, som kan uppstå vid distansarbete. De områden jag har valt att fokusera på är arbetsbristuppsägningar och turordning, arbetsledningsrätt, arbetsskyldighet och arbetstid samt arbetsmiljö. Två utgångspunkter för arbetet har varit distansarbetsutredningen, SOU 1998:115, och distansarbetsavtalet, som trädde i kraft mellan arbetsmarknadens parter på EU nivå i juli år 2002. Uppsatsen är ämnad att vara en hjälp vid praktisk tillämpning av distansarbetsfrågor och i bilagan återfinns en lista med saker, som kan rekommenderas att närmare reglera i avtal.

Vid arbetsbristuppsägningar uppstår problematiken främst vid turordning och indelningen i driftsenheter, där arbetsgivaren kan önska placera distansarbetaren i en egen driftsenhet för att på så vis kunna kringgå turordningsreglerna. Efter en lagändring i 22 § LAS stadgas nu att enbart den omständigheten att en arbetstagare har sin arbetsplats i bostaden inte skall medföra att denne skall anses utgöra en egen driftsenhet. Här frångås alltså det geografiska synsättet till fördel för det organisatoriska synsättet för distansarbetare med arbetsplats i hemmet. Dock har detta inte befästs i rättspraxis, vilket gör att rättsläget ännu ej är helt klarlagt och fortfarande innehåller svår gränsdragningsproblematik.

När det gäller arbetsledningsrätt, arbetsskyldighet och arbetstid samt arbetsmiljö uppstår en annan del av mindre konkreta problem för distansarbetare, men dock så viktiga. Här handlar det snarare om många olika mindre områden, vilka bör uppmärksammas för att undvika framtida problem. Situationerna här är ofta inte reglerade i lagstiftning eller i rekommendationer, utan rör samspelet mellan arbetsgivare och facklig organisation eller arbetsgivare och distansarbetare. (Less)
Abstract
My thesis aims to assess different problems in employment law when dealing with teleworkers. I have chosen to focus on redundancy dismissals and seniority right, the managerial prerogative, the duty to work, working hours and working environment. Two starting points are the Government Inquiry Report on telework, SOU 1998:115, and the telework agreement, which entered into force in July 2002 between the social partners at EU level. This thesis is meant to be an aid in the practical application of telework issues. Please find the attached list with recommendations on what should be regulated in agreements.

When dealing with teleworkers in redundancy dismissals, the employer often wishes to place the teleworker in his/her own operating... (More)
My thesis aims to assess different problems in employment law when dealing with teleworkers. I have chosen to focus on redundancy dismissals and seniority right, the managerial prerogative, the duty to work, working hours and working environment. Two starting points are the Government Inquiry Report on telework, SOU 1998:115, and the telework agreement, which entered into force in July 2002 between the social partners at EU level. This thesis is meant to be an aid in the practical application of telework issues. Please find the attached list with recommendations on what should be regulated in agreements.

When dealing with teleworkers in redundancy dismissals, the employer often wishes to place the teleworker in his/her own operating unit, simply to be able to choose who will be dismissed. Following a legislative amendment in 22 § LAS it is now prohibited to place a teleworker in his/her own operating unit due only to the fact that he/she work at home. Herefore, the geographical approach was waived for teleworkers working in their home and instead the organizational approach should be used. However, this has not been confirmed by the Swedish Labour Court, making the legal situation yet somewhat unclear, including severe boundary problems.

The managerial prerogative, the duty to work, working hours and working environment contain different kinds of problem, less tangible but just as important as redundancy dismissals. These areas are rather about a wide range of smaller problems, to which attention has to be drawn to avoid future problematic situations. These situations are usually regulated by interactions between either employers and trade unions or employers and teleworkers, instead of by law or recommendations. (Less)
Please use this url to cite or link to this publication:
author
Cronhamn, Malin LU
supervisor
organization
alternative title
Rights and obligations of teleworkers. A labour law study
course
JURM01 20101
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
arbetsrätt, distansarbete
language
Swedish
id
1670105
date added to LUP
2010-09-15 10:20:52
date last changed
2010-09-24 10:02:19
@misc{1670105,
  abstract     = {My thesis aims to assess different problems in employment law when dealing with teleworkers. I have chosen to focus on redundancy dismissals and seniority right, the managerial prerogative, the duty to work, working hours and working environment. Two starting points are the Government Inquiry Report on telework, SOU 1998:115, and the telework agreement, which entered into force in July 2002 between the social partners at EU level. This thesis is meant to be an aid in the practical application of telework issues. Please find the attached list with recommendations on what should be regulated in agreements.

When dealing with teleworkers in redundancy dismissals, the employer often wishes to place the teleworker in his/her own operating unit, simply to be able to choose who will be dismissed. Following a legislative amendment in 22 § LAS it is now prohibited to place a teleworker in his/her own operating unit due only to the fact that he/she work at home. Herefore, the geographical approach was waived for teleworkers working in their home and instead the organizational approach should be used. However, this has not been confirmed by the Swedish Labour Court, making the legal situation yet somewhat unclear, including severe boundary problems.

The managerial prerogative, the duty to work, working hours and working environment contain different kinds of problem, less tangible but just as important as redundancy dismissals. These areas are rather about a wide range of smaller problems, to which attention has to be drawn to avoid future problematic situations. These situations are usually regulated by interactions between either employers and trade unions or employers and teleworkers, instead of by law or recommendations.},
  author       = {Cronhamn, Malin},
  keyword      = {arbetsrätt,distansarbete},
  language     = {swe},
  note         = {Student Paper},
  title        = {Arbetsrättsliga rättigheter och skyldigheter vid distansarbete},
  year         = {2010},
}