Personlig lämplighet och diskrimineringslagstiftning
(2013) JURM02 20132Department of Law
- Abstract (Swedish)
- Personlig lämplighet skulle kunna beskrivas som alla anställningsadekvata kvalifikationer som inte kan relateras till utbildning eller yrkes- och arbetslivserfarenhet. Detta i sin tur medför ett ytterst omfattande innehåll som dessutom är unikt, om inte för varje unikt arbete så åtminstone för i stort sett varje yrkesgrupp.
I anställningssituationer kan en arbetsgivare hänvisa till en arbetssökandes brist i dennes personliga lämplighet som anledningen till varför rekryteringen avbryts och tjänsten i fråga tilldelas någon annan. Det har dock uppstått situationer där det ifrågasatts om den anledningen till att rekryteringen avbrutits grundar sig ett diskriminerande beslut från arbetsgivaren. När Arbetsdomstolen har en liknande situation... (More) - Personlig lämplighet skulle kunna beskrivas som alla anställningsadekvata kvalifikationer som inte kan relateras till utbildning eller yrkes- och arbetslivserfarenhet. Detta i sin tur medför ett ytterst omfattande innehåll som dessutom är unikt, om inte för varje unikt arbete så åtminstone för i stort sett varje yrkesgrupp.
I anställningssituationer kan en arbetsgivare hänvisa till en arbetssökandes brist i dennes personliga lämplighet som anledningen till varför rekryteringen avbryts och tjänsten i fråga tilldelas någon annan. Det har dock uppstått situationer där det ifrågasatts om den anledningen till att rekryteringen avbrutits grundar sig ett diskriminerande beslut från arbetsgivaren. När Arbetsdomstolen har en liknande situation framför sig krävs ofta att det görs en jämförelse i de arbetssökandes personliga lämplighet för den aktuella tjänsten. Då den personliga lämpligheten både uppfattas och presenteras utifrån subjektiva premisser så kan en objektiv jämförelse vara svår att göra och därför ställs vanligen krav på hur kunskapen av den personliga lämpligheten inhämtas av arbetsgivaren. Alltså att det är inhämtandet av denna kunskap som ska vara förståeligt ur en objektiv synvinkel. Om detta inhämtande uppfattas korrekt anses valet av person att anställa i normalfallet som en del av arbetsgivarens fria anställningsrätt. Med andra ord litar Arbetsdomstolen på arbetsgivarens bedömning av den personliga lämpligheten som önskas av arbetstagare hos arbetsgivaren. Ibland kan dock denna bedömning tangera någon diskrimineringsgrund på ett relativt tydligt sätt och då kan Arbetsdomstolens beslut möjligtvis uppfattas som väl enkelspårigt till fördel för arbetsgivare. (Less) - Abstract
- Personal suitability can be described as all adequate qualifications for an employment that are not related to education or professional experience.
That interpretation of personal suitability as a concept results in an extremely comprehensive content that is also unique for virtually every profession. When recruiting, an employer can refer to a job applicant's lack of personal suitability as the reason why recruitment is canceled and the employment is assigned to someone else. However, it has emerged situations where it’s questioned whether it is a discriminatory basis that is the real reason for the canceled recruitment. When Labour Court is faced with this kind of situation it usually requires a comparison, according to the... (More) - Personal suitability can be described as all adequate qualifications for an employment that are not related to education or professional experience.
That interpretation of personal suitability as a concept results in an extremely comprehensive content that is also unique for virtually every profession. When recruiting, an employer can refer to a job applicant's lack of personal suitability as the reason why recruitment is canceled and the employment is assigned to someone else. However, it has emerged situations where it’s questioned whether it is a discriminatory basis that is the real reason for the canceled recruitment. When Labour Court is faced with this kind of situation it usually requires a comparison, according to the discrimination legislation, of the job applicant’s personal suitability for the position in question. As the personal suitability is perceived and presented based on subjective premises it makes an objective comparison difficult and instead the Labour Court has set requirements on how the knowledge of the personal suitability is obtained by the employer. It is the gathering of this knowledge that should be understandable from an objective viewpoint. If this acquisition is perceived correctly the choice of person to hire is considered as a part of the employer's freedom to hire anyone. In other words, the Labour Court trusts the employer's judgement of what personal suitability is desired. Sometimes, however, this assessment involves a discriminatory ground in a relatively clear way and in those cases the Labour Court decision possibly can be perceived to the benefit of employers. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/4245388
- author
- Johansson, Mattias LU
- supervisor
-
- Per Norberg LU
- organization
- alternative title
- Personal suitability and discrimination legislation
- course
- JURM02 20132
- year
- 2013
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- Arbetsrätt, Diskriminering, Personlig lämplighet
- language
- Swedish
- id
- 4245388
- date added to LUP
- 2014-01-27 08:46:11
- date last changed
- 2014-01-27 08:46:11
@misc{4245388,
abstract = {{Personal suitability can be described as all adequate qualifications for an employment that are not related to education or professional experience.
That interpretation of personal suitability as a concept results in an extremely comprehensive content that is also unique for virtually every profession. When recruiting, an employer can refer to a job applicant's lack of personal suitability as the reason why recruitment is canceled and the employment is assigned to someone else. However, it has emerged situations where it’s questioned whether it is a discriminatory basis that is the real reason for the canceled recruitment. When Labour Court is faced with this kind of situation it usually requires a comparison, according to the discrimination legislation, of the job applicant’s personal suitability for the position in question. As the personal suitability is perceived and presented based on subjective premises it makes an objective comparison difficult and instead the Labour Court has set requirements on how the knowledge of the personal suitability is obtained by the employer. It is the gathering of this knowledge that should be understandable from an objective viewpoint. If this acquisition is perceived correctly the choice of person to hire is considered as a part of the employer's freedom to hire anyone. In other words, the Labour Court trusts the employer's judgement of what personal suitability is desired. Sometimes, however, this assessment involves a discriminatory ground in a relatively clear way and in those cases the Labour Court decision possibly can be perceived to the benefit of employers.}},
author = {{Johansson, Mattias}},
language = {{swe}},
note = {{Student Paper}},
title = {{Personlig lämplighet och diskrimineringslagstiftning}},
year = {{2013}},
}