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Förändrad sysselsättningsgrad – förhållandet mellan arbetsledningsrätten och anställningstryggheten

Möller, Daniel LU (2013) JURM02 20131
Department of Law
Abstract (Swedish)
Frågan om rätt till heltid på arbetsmarknaden har länge varit omdebatterad. Kraven på rätt till heltid drivs såväl av de fackliga organisationerna som av politiker. Det kan vara svårt att försörja sig på ett deltidsarbete, och ur den aspekten har den deltidsanställde ett berättigat intresse av att kräva ett så högt arbetstidsmått som möjligt. Arbetsgivaren har å andra sidan ett intresse av att anpassa sin organisation till produktionen, eller inom handeln, till kundtillströmningen. I många situationer står dess två intressen i direkt strid med varandra och om den enes intresse tillgodoses innebär det en kränkning av den andres intresse. Det är detta förhållande mellan arbetsgivarens arbetsledningsrätt å ena sidan och anställningsskyddet å... (More)
Frågan om rätt till heltid på arbetsmarknaden har länge varit omdebatterad. Kraven på rätt till heltid drivs såväl av de fackliga organisationerna som av politiker. Det kan vara svårt att försörja sig på ett deltidsarbete, och ur den aspekten har den deltidsanställde ett berättigat intresse av att kräva ett så högt arbetstidsmått som möjligt. Arbetsgivaren har å andra sidan ett intresse av att anpassa sin organisation till produktionen, eller inom handeln, till kundtillströmningen. I många situationer står dess två intressen i direkt strid med varandra och om den enes intresse tillgodoses innebär det en kränkning av den andres intresse. Det är detta förhållande mellan arbetsgivarens arbetsledningsrätt å ena sidan och anställningsskyddet å andra sidan jag valt att utreda. Jag har valt att titta på två olika typfall. Det ena är när arbetsgivaren genom en organisationsförändring vill skapa deltidstjänster på bekostnad av en eller flera heltidstjänster, eller vill omvandla befintliga deltidstjänster till deltidstjänster med lägre sysselsättningsgrad. Det andra typfallet är när en arbetstagare med stöd av 25 a § LAS vill utöka sin sysselsättningsgrad och detta står i strid med den organisation som arbetsgivaren önskar.

I två viktiga rättsfall behandlade AD sommaren 2012 dessa typfall, och dessa rättsfall - AD 2012 nr 47 och AD 2012 nr 41 är centrala i mitt arbete, även om mina slutsatser bygger på ett stort antal rättsfall från AD och på doktrin.

Arbetsbrist anses i princip utgöra saklig grund för uppsägning. Begreppet arbetsbrist är negativt definierat på så sätt att uppsägningsgrunder som inte är hänförliga till arbetstagaren personligen utgör arbetsbrist. Det innebär att när en arbetsgivare vill genomföra en organisationsförändring där deltidstjänster ersätter en eller flera heltidstjänster och arbetstagare behöver sägas upp är dessa uppsägningar hänförliga till arbetsbrist. Dessa uppsägningar är sakligt grundade om arbetsgivaren gjort en noggrann och seriös bedömning av verksamhetens framtida behov. Min slutsats är att kraven på arbetsgivaren för att visa att han gjort en noggrann och seriös bedömning är förhållandevis låga.

Jag har också dragit slutsatsen att en arbetsgivare som vill minska en anställds arbetstidsmått i samband med en sådan omorganisation sannolikt kan göra det utan att behöva tillämpa turordningsreglerna i LAS, och därmed kan kringgå anställningsskyddslagens syften.

När det gäller en anställd som vill utöka sin sysselsättningsgrad krävs det i princip en vakans som motsvarar arbetstagarens önskade arbetstidsmått för att arbetsgivaren ska behöva tillgodose arbetstagarens önskemål. Arbetsgivarens intresse av att besluta om sin organisation väger i princip tyngre än en arbetstagares intresse av att få utökad sysselsättningsgrad. (Less)
Abstract
The issue about the right to work full time has been debated for long time. The demand for the right to work full time is driven by the trade union movement as well as by politicians. It can be hard to earn a living when you work part-time, and from that aspect the part-time worker has an entitled interest to ask for such a high employment rate as possible. On the other hand the employer has an interest to fit his organization to match the production, or in the retail trade sector, to the customers behaviour. In many ways, these two interests directly contravene to each other, and if the interests of one part is satisfied the other part’s interest is violated. It is this relation between the employer’s managerial prerogative and the... (More)
The issue about the right to work full time has been debated for long time. The demand for the right to work full time is driven by the trade union movement as well as by politicians. It can be hard to earn a living when you work part-time, and from that aspect the part-time worker has an entitled interest to ask for such a high employment rate as possible. On the other hand the employer has an interest to fit his organization to match the production, or in the retail trade sector, to the customers behaviour. In many ways, these two interests directly contravene to each other, and if the interests of one part is satisfied the other part’s interest is violated. It is this relation between the employer’s managerial prerogative and the employment protection I have chosen to examine. I have chosen to look at two typical cases. One is when the employer through a reorganisation wants to convert full-time jobs into part-time jobs, or wants to decrease the employment rate of existent part-time jobs. The other typical case is when an employee due to section 25 a of the 1982:80 Employment Protection Act wants to increase his employment rate and it contradicts to the organization the employer wants to have.

In two important cases the Labour Court dealt with both of these typical cases in the summer of 2012, and these cases - Labour Court judgement AD 2012:47 and Labour Court judgement AD 2012:41 are central in my thesis, even though my conclusions are based on several cases from the Labour Court and on doctrine.

Shortage of work considered to be objective ground for notice of termination. The term shortage of work is negatively defined. Termination grounds that are not related to the employee personally is defined as shortage of work. It means that if an employer wants to make a reorganisation where part-time jobs replace full-time jobs and its necessary to terminate employees, these notices of termination is based on shortage of work. These notices of termination is objectively grounded if the employer has conducted a careful and serious assessment of the future needs. My conclusion is that the requirement for the employer to show that he has conducted a careful and serious assessment are relatively low.

I have also concluded that an employer who wants to decrease the employment rate of an employee’s when such a reorganisation is done probably can do it without having to apply the rules on priority, and consequently can evade the purposes of the 1982:80 Employment Protection Act.

When it comes to an employee who wants to increase his employment rate it basically requires a vacancy that correspond to the desired employment rate of the employee, otherwise the employer don’t have to satisfy the desire. The interest of the employer in obtaining control over his organization outweighs the interest of the employee in increasing his employment rate. (Less)
Please use this url to cite or link to this publication:
author
Möller, Daniel LU
supervisor
organization
alternative title
Altered employment rate – the relation between the managerial prerogative and the employment protection
course
JURM02 20131
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
arbetsrätt, labour law, arbetsledningsrätt, anställningstrygghet, rätt till heltid, deltidsarbete
language
Swedish
id
4003106
date added to LUP
2013-09-23 08:06:03
date last changed
2013-09-23 08:06:03
@misc{4003106,
  abstract     = {The issue about the right to work full time has been debated for long time. The demand for the right to work full time is driven by the trade union movement as well as by politicians. It can be hard to earn a living when you work part-time, and from that aspect the part-time worker has an entitled interest to ask for such a high employment rate as possible. On the other hand the employer has an interest to fit his organization to match the production, or in the retail trade sector, to the customers behaviour. In many ways, these two interests directly contravene to each other, and if the interests of one part is satisfied the other part’s interest is violated. It is this relation between the employer’s managerial prerogative and the employment protection I have chosen to examine. I have chosen to look at two typical cases. One is when the employer through a reorganisation wants to convert full-time jobs into part-time jobs, or wants to decrease the employment rate of existent part-time jobs. The other typical case is when an employee due to section 25 a of the 1982:80 Employment Protection Act wants to increase his employment rate and it contradicts to the organization the employer wants to have.

In two important cases the Labour Court dealt with both of these typical cases in the summer of 2012, and these cases - Labour Court judgement AD 2012:47 and Labour Court judgement AD 2012:41 are central in my thesis, even though my conclusions are based on several cases from the Labour Court and on doctrine.

Shortage of work considered to be objective ground for notice of termination. The term shortage of work is negatively defined. Termination grounds that are not related to the employee personally is defined as shortage of work. It means that if an employer wants to make a reorganisation where part-time jobs replace full-time jobs and its necessary to terminate employees, these notices of termination is based on shortage of work. These notices of termination is objectively grounded if the employer has conducted a careful and serious assessment of the future needs. My conclusion is that the requirement for the employer to show that he has conducted a careful and serious assessment are relatively low.

I have also concluded that an employer who wants to decrease the employment rate of an employee’s when such a reorganisation is done probably can do it without having to apply the rules on priority, and consequently can evade the purposes of the 1982:80 Employment Protection Act.

When it comes to an employee who wants to increase his employment rate it basically requires a vacancy that correspond to the desired employment rate of the employee, otherwise the employer don’t have to satisfy the desire. The interest of the employer in obtaining control over his organization outweighs the interest of the employee in increasing his employment rate.},
  author       = {Möller, Daniel},
  keyword      = {arbetsrätt,labour law,arbetsledningsrätt,anställningstrygghet,rätt till heltid,deltidsarbete},
  language     = {swe},
  note         = {Student Paper},
  title        = {Förändrad sysselsättningsgrad – förhållandet mellan arbetsledningsrätten och anställningstryggheten},
  year         = {2013},
}