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Sen ankomst och anställningsskyddet vid missbruk av flexibla arbetstider utifrån en teoretisk och praktisk synvinkel

Nilsson, Fredrik LU (2011) HARH16 20112
Department of Business Law
Abstract (Swedish)
Sen ankomst för arbetstagare är ett problem som sällan tvistas om i domstol, och avgörs inte särskilt ofta till arbetsgivarens favör när denne vill säga upp arbetstagare på denna grund. Uppsatsens syfte är att utreda vad som gäller angående arbetsgivarens uppsägningsrätt i fall av denna typ utifrån diverse rättskällor, och hur frågan hanteras i praktiken av företag och fackliga ombudsmän då det kan antas att detta spelar in på problemets utgång. Handläggningen hos företagen ägnas sedan ställas i relation till gällande rätt utifrån förarbeten och domstolspraxis. Implikationer av problemet vid flexibla arbetstider undersöks också, då denna arbetstidsform är vanligt förekommande idag och kan tänkas möjliggöra en svår gränsdragning för när en... (More)
Sen ankomst för arbetstagare är ett problem som sällan tvistas om i domstol, och avgörs inte särskilt ofta till arbetsgivarens favör när denne vill säga upp arbetstagare på denna grund. Uppsatsens syfte är att utreda vad som gäller angående arbetsgivarens uppsägningsrätt i fall av denna typ utifrån diverse rättskällor, och hur frågan hanteras i praktiken av företag och fackliga ombudsmän då det kan antas att detta spelar in på problemets utgång. Handläggningen hos företagen ägnas sedan ställas i relation till gällande rätt utifrån förarbeten och domstolspraxis. Implikationer av problemet vid flexibla arbetstider undersöks också, då denna arbetstidsform är vanligt förekommande idag och kan tänkas möjliggöra en svår gränsdragning för när en arbetstagare anses vara försenad. Intervjuer med både företag och fackliga ombudsmän har därför genomförts.
Resultatet visar på att sen ankomst inte kan bedömas utifrån hur många minuter eller timmar det rört sig om, utan främst hur arbetsgivaren agerat i respektive situation utifrån vilka rättsliga skyldigheter som ankommer på denne, tillsammans med arbetstagarens intentioner, anställningstidens längd osv. Utifrån informationen som framgått av rättspraxis samt från intervjupersonerna kan det ibland vara svårt att sätta tydliga gränser för arbetstagaren rörande vad som är tillåtet, vilket emellanåt kan göra det svårt att varna arbetstagaren i tid. Företagens angivna handlingsplaner är korrekta till utformningen men tillvägagångssättet följs inte alltid, vilket får konsekvenser vid rättsliga bedömningar. Problemet kan bli mer framträdande vid flexibla arbetstider då gränsdragningen blir allt otydligare, men i stort skiljer sig inte denna arbetstidsform från vanliga tider. Arbetsgivaren måste vara synnerligen tydlig med vad som gäller i flextidsavtalen samt att flextiden inte får användas som så kallad förskjuten arbetstid. Till sist måste arbetsgivaren även vara konsekvent i sitt handlande på arbetsplatsen vid problem av denna typ. (Less)
Abstract
Late arrival for work by an employee is an issue that is rarely tested in trial, nor does the employer win cases of this type very often. The purpose of this essay is to investigate the employer’s right to dismiss an employee on this ground. Different sources of law will be used to assess this, coupled with an insight into how the matter is handled in companies and trade union solicitors since this arguably can affect the outcome of the issue. The handling of the matter will then be put into context to the legal position issued by court decisions and preparatory law work. Eventual implications of the problem in relation to flexible working schedules will also be examined, since these types of schedules are common in the working life of... (More)
Late arrival for work by an employee is an issue that is rarely tested in trial, nor does the employer win cases of this type very often. The purpose of this essay is to investigate the employer’s right to dismiss an employee on this ground. Different sources of law will be used to assess this, coupled with an insight into how the matter is handled in companies and trade union solicitors since this arguably can affect the outcome of the issue. The handling of the matter will then be put into context to the legal position issued by court decisions and preparatory law work. Eventual implications of the problem in relation to flexible working schedules will also be examined, since these types of schedules are common in the working life of today. It may create a vague limit for the employer as of when the employee is deemed to be late for work. To assess these matters, interviews have been conducted with companies as well as trade union attorneys.
The result implicates that late arrival for work cannot be judged in the light of how many minutes or hours the late arrival entails. The employer’s handling of the matter according to the law is of greatest importance, together with other factors such as the intention from the employee, length of service etc. The information stated in case law and some of the interviews indicate that it sometimes may be difficult to assign clear limits to the employee of what is tolerated, which has the effect that warnings from the employer sometimes may be imprecise or issued too late. The companies’ plans of action seem to be correctly laid out, but might not always be implemented in the right way which has consequences in trial. The issue of late arrival might be more prominent when looking at flexible working schedules since the demarcation from the employer is even more difficult than in ordinary cases, but mostly the problem does not separate from ordinary cases. The employer needs to make it profoundly clear for the employee what the flexible working time contract entails and that the schedule may not be used as a displaced working schedule. Finally it is of vast importance that the employer acts consistent in regard to problems of this kind. (Less)
Please use this url to cite or link to this publication:
author
Nilsson, Fredrik LU
supervisor
organization
alternative title
och anställningsskyddet vid missbruk av flexibla arbetstider utifrån en teoretisk och praktisk synvinkel
course
HARH16 20112
year
type
M2 - Bachelor Degree
subject
keywords
Late arrival – Dismissal – Companies – Trade Union Attorneys – Flexible Working Schedules
language
Swedish
id
2202545
date added to LUP
2011-11-14 14:44:31
date last changed
2011-11-14 14:44:31
@misc{2202545,
  abstract     = {Late arrival for work by an employee is an issue that is rarely tested in trial, nor does the employer win cases of this type very often. The purpose of this essay is to investigate the employer’s right to dismiss an employee on this ground. Different sources of law will be used to assess this, coupled with an insight into how the matter is handled in companies and trade union solicitors since this arguably can affect the outcome of the issue. The handling of the matter will then be put into context to the legal position issued by court decisions and preparatory law work. Eventual implications of the problem in relation to flexible working schedules will also be examined, since these types of schedules are common in the working life of today. It may create a vague limit for the employer as of when the employee is deemed to be late for work. To assess these matters, interviews have been conducted with companies as well as trade union attorneys.
The result implicates that late arrival for work cannot be judged in the light of how many minutes or hours the late arrival entails. The employer’s handling of the matter according to the law is of greatest importance, together with other factors such as the intention from the employee, length of service etc. The information stated in case law and some of the interviews indicate that it sometimes may be difficult to assign clear limits to the employee of what is tolerated, which has the effect that warnings from the employer sometimes may be imprecise or issued too late. The companies’ plans of action seem to be correctly laid out, but might not always be implemented in the right way which has consequences in trial. The issue of late arrival might be more prominent when looking at flexible working schedules since the demarcation from the employer is even more difficult than in ordinary cases, but mostly the problem does not separate from ordinary cases. The employer needs to make it profoundly clear for the employee what the flexible working time contract entails and that the schedule may not be used as a displaced working schedule. Finally it is of vast importance that the employer acts consistent in regard to problems of this kind.},
  author       = {Nilsson, Fredrik},
  keyword      = {Late arrival – Dismissal – Companies – Trade Union Attorneys – Flexible Working Schedules},
  language     = {swe},
  note         = {Student Paper},
  title        = {Sen ankomst och anställningsskyddet vid missbruk av flexibla arbetstider utifrån en teoretisk och praktisk synvinkel},
  year         = {2011},
}