Individuell lönesättning - Hinder och möjligheter
(2011) HARH16 20112Department of Business Law
- Abstract (Swedish)
- Individuell lönesättning är ett intressant och aktuellt begrepp som inte har behandlats något märkbart i svensk forskning. Lönesättningen är något som berör alla parter på arbetsmarknaden och som också får dess riktlinjer bestämda av parterna då någon lagreglering inte finns. Arbetsmarknadens historia har präglat hur den individuella lönesättningen ser ut idag. De starkt centraliserade avtalen kom till ett avstannande och med globala influenser började arbetsmarknaden eftersträva en mer individuell struktur. Trots den avtalsfrihet som råder är arbetsgivaren begränsad av diskrimineringslagens bestämmelser samt de tvingande regleringarna i kollektivavtalen. Diskrimineringslagstiftningen innebär ett förbud mot lönediskriminering eller att... (More)
- Individuell lönesättning är ett intressant och aktuellt begrepp som inte har behandlats något märkbart i svensk forskning. Lönesättningen är något som berör alla parter på arbetsmarknaden och som också får dess riktlinjer bestämda av parterna då någon lagreglering inte finns. Arbetsmarknadens historia har präglat hur den individuella lönesättningen ser ut idag. De starkt centraliserade avtalen kom till ett avstannande och med globala influenser började arbetsmarknaden eftersträva en mer individuell struktur. Trots den avtalsfrihet som råder är arbetsgivaren begränsad av diskrimineringslagens bestämmelser samt de tvingande regleringarna i kollektivavtalen. Diskrimineringslagstiftningen innebär ett förbud mot lönediskriminering eller att andra sämre anställningsvillkor ges för en arbetstagare i samma eller likvärdigt arbete som en annan arbetstagare som är av motsatt kön, annan etnicitet, ålder och så vidare. En arbetsgivare får inte träffa avtal som strider mot ett kollektivavtal denne är bunden av. De flesta avtal är minimilöneavtal där ett avtal om högre lön är giltigt. Däremot kan högre lön inte avtalas om det rör sig om ett kollektivavtal som är ett normallöneavtal.
Individuell lönesättning ger både positiva och negativa konsekvenser beroende av vem som frågas. Viss forskning ger resultat av att individuell lönesättning ger bättre förutsättningar för att lönegapet mellan kvinnor och män minskas, annan ger motsatsen. Äldre och yngre arbetstagare har en chans att visa sina förmågor och talanger med individuell lönesättning. Tarifflönesystemet är inte längre något aktuellt på arbetsmarknaden. Lönesättande arbetsgivarens subjektivitet är något obotligt. Det går inte att utföra en objektiv individuell lönesättning. Arbetsgivarens personliga bedömning är i slutändan den avgörande faktorn till hur stort lönepåslaget blir.
Slutsatsen är att individuell lönesättning är något som många ser med positiva ögon, men för att genomslaget och effekten ska bli så bra som möjligt behövs det bättre och tydliga lönesättningsinstruktioner för att höja den lönesättande arbetsgivarens kompetens i individuell lönesättning. I slutändan är det bara arbetsgivaren som kan hindra en bra och korrekt individuell lönesättning. (Less) - Abstract
- Individual setting of wage rates is of particular interest at the present time, but despite this interest, there does not appear to be much research on this subject. The setting of wage rates concerns all aspects of the labour market. Wage rates are not legally regulated but are set by the labour market itself. The history of the labour market has characterized the position of the setting of wage rates today. Because of global influences and the stagnation of strongly centralized agreements, the labour market has tried to work towards a more individualized structure. Despite the contractual freedom of the labour market, the employer is restricted by the Act of Discrimination and by the mandatory rules set in the collective agreement. The... (More)
- Individual setting of wage rates is of particular interest at the present time, but despite this interest, there does not appear to be much research on this subject. The setting of wage rates concerns all aspects of the labour market. Wage rates are not legally regulated but are set by the labour market itself. The history of the labour market has characterized the position of the setting of wage rates today. Because of global influences and the stagnation of strongly centralized agreements, the labour market has tried to work towards a more individualized structure. Despite the contractual freedom of the labour market, the employer is restricted by the Act of Discrimination and by the mandatory rules set in the collective agreement. The Act of Discrimination prohibits wage discrimination; according to the Act, an employee must not be subjected to discrimination in pay, or in any way be subjected to worse employment conditions than other workers of the opposite sex, different ethnicity or age whilst performing the same work. An employer that is bound to a collective agreement cannot negotiate agreements which are in conflict with this collective agreement. However, most of the collective agreements are minimum wage agreements where an agreement of higher wage is valid. On the contrary, a higher wage cannot be agreed on if the collective agreement is a normal wage agreement.
There are both positive and negative consequences with the individual setting of wage rates. Some findings have shown that it provides better conditions for women, namely a decrease in the wage differences between genders. Other studies have shown the opposite. With individual setting of wage rates both older and younger employees are able to show their abilities and talent in their work. The tariff wage system is no longer common on the labour market. The employer’s subjectivity is something which cannot be denied as the individual setting of wages cannot be performed objectively. The employer’s personal judgement is ultimately the key factor in setting the wage.
The conclusion is that individual setting of pay rates is something that many people see in a positive light. In order to have the strongest impact on fair wage rates the importance needs to be placed on providing better instructions to raise the employer’s competence in individual setting of pay rates. Ultimately it falls upon the employer to set accurate and decent individual pay rates. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/2202354
- author
- Christoffersson, Anna-Karin LU
- supervisor
- organization
- course
- HARH16 20112
- year
- 2011
- type
- M2 - Bachelor Degree
- subject
- keywords
- lönebildning, lönediskriminering, jämställda löner, individuell lönesättning, lönetariffer
- language
- Swedish
- id
- 2202354
- date added to LUP
- 2011-11-14 14:43:52
- date last changed
- 2011-11-14 14:43:52
@misc{2202354,
abstract = {{Individual setting of wage rates is of particular interest at the present time, but despite this interest, there does not appear to be much research on this subject. The setting of wage rates concerns all aspects of the labour market. Wage rates are not legally regulated but are set by the labour market itself. The history of the labour market has characterized the position of the setting of wage rates today. Because of global influences and the stagnation of strongly centralized agreements, the labour market has tried to work towards a more individualized structure. Despite the contractual freedom of the labour market, the employer is restricted by the Act of Discrimination and by the mandatory rules set in the collective agreement. The Act of Discrimination prohibits wage discrimination; according to the Act, an employee must not be subjected to discrimination in pay, or in any way be subjected to worse employment conditions than other workers of the opposite sex, different ethnicity or age whilst performing the same work. An employer that is bound to a collective agreement cannot negotiate agreements which are in conflict with this collective agreement. However, most of the collective agreements are minimum wage agreements where an agreement of higher wage is valid. On the contrary, a higher wage cannot be agreed on if the collective agreement is a normal wage agreement.
There are both positive and negative consequences with the individual setting of wage rates. Some findings have shown that it provides better conditions for women, namely a decrease in the wage differences between genders. Other studies have shown the opposite. With individual setting of wage rates both older and younger employees are able to show their abilities and talent in their work. The tariff wage system is no longer common on the labour market. The employer’s subjectivity is something which cannot be denied as the individual setting of wages cannot be performed objectively. The employer’s personal judgement is ultimately the key factor in setting the wage.
The conclusion is that individual setting of pay rates is something that many people see in a positive light. In order to have the strongest impact on fair wage rates the importance needs to be placed on providing better instructions to raise the employer’s competence in individual setting of pay rates. Ultimately it falls upon the employer to set accurate and decent individual pay rates.}},
author = {{Christoffersson, Anna-Karin}},
language = {{swe}},
note = {{Student Paper}},
title = {{Individuell lönesättning - Hinder och möjligheter}},
year = {{2011}},
}