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Direktiv 2002/14/EG om information och samråd - påverkan på svensk arbetsrätt

Liepe, Lena LU (2012) JURM02 20121
Department of Law
Abstract (Swedish)
Sammanfattning
Syftet med denna uppsats är att undersöka hur EU-rätten påverkar den
svenska arbetsrättsliga modellen, särskilt arbetsgivarens generella
informationsplikt och om Sverige har levt upp till de krav som EU-rätten
ställer vid införlivandet av direktiv 2002/14/EG om införlivande av allmän ram för information till och samråd med i Europeiska gemenskapen, gällande nationella förhållanden.

Medbestämmandelagen förutsätter ett samspel mellan arbetsmarknadens
parter och många av dess regler bygger på att kollektivavtal sluts. För
Sveriges del har det varit nödvändigt att skapa ny arbetsrättslig lagstiftning
och ändra i semidispositiv reglering i syfte att förbjuda undantag i
kollektivavtal, som kränker EU-rätten. Sverige har... (More)
Sammanfattning
Syftet med denna uppsats är att undersöka hur EU-rätten påverkar den
svenska arbetsrättsliga modellen, särskilt arbetsgivarens generella
informationsplikt och om Sverige har levt upp till de krav som EU-rätten
ställer vid införlivandet av direktiv 2002/14/EG om införlivande av allmän ram för information till och samråd med i Europeiska gemenskapen, gällande nationella förhållanden.

Medbestämmandelagen förutsätter ett samspel mellan arbetsmarknadens
parter och många av dess regler bygger på att kollektivavtal sluts. För
Sveriges del har det varit nödvändigt att skapa ny arbetsrättslig lagstiftning
och ändra i semidispositiv reglering i syfte att förbjuda undantag i
kollektivavtal, som kränker EU-rätten. Sverige har fått kritik för att inte vid
alla tillfällen, implementera direktiv på ett korrekt sätt inom arbetsrätten.
Uppsatsen behandlar rätten till information för arbetstagarorganisationer
med kollektivavtal och för arbetstagarorganisationer utan kollektivavtal med
minst en medlem på arbetsplats, där arbetsgivaren är bunden av
kollektivavtal med annan facklig organisation. I dessa situationer har
Sverige implementerat direktivet korrekt.
Avseende den tredje situationen, när arbetstagarorganisation med minst en
medlem på arbetsplats och arbetsgivaren inte är bunden av något
kollektivavtal alls, måste arbetstagarrepresentanten lita till den
minimilagstiftning som finns i 19 a § medbestämmandelagen.
Jag kommer i mitt arbete fram till att det svenska rättsläget har brister som
innebär att alla krav i direktivet inte är uppfyllda. (Less)
Abstract
The purpose of this paper is to examine how EU law influences the Swedish
labour law model, particularly the general obligation of employers to
provide information and concerning, whether Sweden has lived up to the
requirements imposed under EU law regarding the implementation of the directive 2002/14/EC establishing a general framework for informing and consulting
employees in the European Community, relating to national circumstances.

The (1976:580) Co-determination Act presumes cooperation between the
labour market participants and many of its rules are built upon the fact that
collective agreements are entered into. For Sweden it has been necessary to
create new labour legislation and to modify semi compelling rules in order
... (More)
The purpose of this paper is to examine how EU law influences the Swedish
labour law model, particularly the general obligation of employers to
provide information and concerning, whether Sweden has lived up to the
requirements imposed under EU law regarding the implementation of the directive 2002/14/EC establishing a general framework for informing and consulting
employees in the European Community, relating to national circumstances.

The (1976:580) Co-determination Act presumes cooperation between the
labour market participants and many of its rules are built upon the fact that
collective agreements are entered into. For Sweden it has been necessary to
create new labour legislation and to modify semi compelling rules in order
to prohibit derogations in collective agreements, which violates EU law.
Sweden has been criticised for not having, at all times, implemented
directives in a correct way within labour law.
This paper considers the right to information for unions with a collective
agreement and for unions without a collectiv agreement which it has at least
one member at the workplace and where the employer is bound by a
collective agreement with another union. In these situations Sweden has
implemented the directive correctly.
However with regard to the third situation, when a trade union which it has
at least one member at the workplace and where the employer is not bound
by any kind of collective agreement, the representative of the workers must
rely on the minimum legal requirements set out in Section 19 a of the
(1976:580) Co-determination Act.
In my paper I come to the conclusion that the Swedish legal framework has
shortcomings, which results in all requirements in the directive not being
met. (Less)
Please use this url to cite or link to this publication:
author
Liepe, Lena LU
supervisor
organization
alternative title
Directive 2002/14/EG about information and consultation - influences of the Swedish labour law
course
JURM02 20121
year
type
H3 - Professional qualifications (4 Years - )
subject
language
Swedish
id
2597190
date added to LUP
2012-08-31 14:59:36
date last changed
2012-08-31 14:59:36
@misc{2597190,
  abstract     = {The purpose of this paper is to examine how EU law influences the Swedish
labour law model, particularly the general obligation of employers to
provide information and concerning, whether Sweden has lived up to the
requirements imposed under EU law regarding the implementation of the directive 2002/14/EC establishing a general framework for informing and consulting
employees in the European Community, relating to national circumstances.

The (1976:580) Co-determination Act presumes cooperation between the
labour market participants and many of its rules are built upon the fact that
collective agreements are entered into. For Sweden it has been necessary to
create new labour legislation and to modify semi compelling rules in order
to prohibit derogations in collective agreements, which violates EU law.
Sweden has been criticised for not having, at all times, implemented
directives in a correct way within labour law.
This paper considers the right to information for unions with a collective
agreement and for unions without a collectiv agreement which it has at least
one member at the workplace and where the employer is bound by a
collective agreement with another union. In these situations Sweden has
implemented the directive correctly.
However with regard to the third situation, when a trade union which it has
at least one member at the workplace and where the employer is not bound
by any kind of collective agreement, the representative of the workers must
rely on the minimum legal requirements set out in Section 19 a of the
(1976:580) Co-determination Act.
In my paper I come to the conclusion that the Swedish legal framework has
shortcomings, which results in all requirements in the directive not being
met.},
  author       = {Liepe, Lena},
  language     = {swe},
  note         = {Student Paper},
  title        = {Direktiv 2002/14/EG om information och samråd - påverkan på svensk arbetsrätt},
  year         = {2012},
}