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Tillräckligt kvalificerad för rätten till anställning? - kvalifikationskravets innebörd för rätt till omplacering respektive företräde enligt LAS

Rönnerling Gislander, Sara LU (2017) HARH16 20162
Department of Business Law
Abstract (Swedish)
Uppsatsen behandlar kravet på tillräckliga kvalifikationer i 7 §, 22 §, 25 § och 25 a § LAS. Ur ett arbetsrättsligt perspektiv studeras vilka kvalifikationer arbetstagaren måste uppfylla för att åtnjuta rätten till omplacering respektive företräde. Rättspraxis spelar en stor roll i begreppstolkningen då lag och lagmotiv inte bidrar med någon definition av begreppet. I arbetet studeras även om, och i sådana fall hur, kvalifikationsbedömningen påverkas av vilken yrkesroll det handlar om. Mål som rör yrkesroller som innefattar krav på intellektuella prestationer studeras i jämförelse med mål som rör yrkesroller som inte innefattar krav på intellektuella prestationer.

Arbetstagaren måste besitta de allmänna kvalifikationerna för tjänsten... (More)
Uppsatsen behandlar kravet på tillräckliga kvalifikationer i 7 §, 22 §, 25 § och 25 a § LAS. Ur ett arbetsrättsligt perspektiv studeras vilka kvalifikationer arbetstagaren måste uppfylla för att åtnjuta rätten till omplacering respektive företräde. Rättspraxis spelar en stor roll i begreppstolkningen då lag och lagmotiv inte bidrar med någon definition av begreppet. I arbetet studeras även om, och i sådana fall hur, kvalifikationsbedömningen påverkas av vilken yrkesroll det handlar om. Mål som rör yrkesroller som innefattar krav på intellektuella prestationer studeras i jämförelse med mål som rör yrkesroller som inte innefattar krav på intellektuella prestationer.

Arbetstagaren måste besitta de allmänna kvalifikationerna för tjänsten och har inte rätt till ett arbete han/hon inte kan sköta. Arbetsgivaren är inte skyldig att förse arbetstagaren med utbildning som sträcker sig längre än sex månader och/eller kräver omskolning. Undantag går att finna i de fall det rör sig om arbetstagare som åtnjuter långtgående efterskydd till följd av fackligt uppdrag eller studieledighet. Vid en kvalifikationsbedömning görs en intresseavvägning och omständigheterna i det enskilda fallet beaktas. Kvalifikationsbedömningen påverkas även av vilken yrkesroll det handlar om. Krav på formell utbildning har visat sig vara ett tungt vägande kvalifikationskrav när frågan rör yrkesroller som innefattar intellektuella arbetsuppgifter. (Less)
Abstract
The essay concerns the requirement of sufficient qualifications in 7 §, 22 §, 25 § och 25 a § LAS. From a labour law perspective the qualifications which the employee has to fulfil to enjoy the right to redeployment and precedence are studied. Case-law is an important source in the interpretation of the concept of sufficient qualifications since its' meaning is not defined by law or preparatory works. How the outcome in the qualification process can be affected of which profession that is the subject for judgement is also studied. Cases regarding professions which demand intellectual achievements are compared to cases regarding professions which does not demand intellectual achievements.

The employee has to meet the general... (More)
The essay concerns the requirement of sufficient qualifications in 7 §, 22 §, 25 § och 25 a § LAS. From a labour law perspective the qualifications which the employee has to fulfil to enjoy the right to redeployment and precedence are studied. Case-law is an important source in the interpretation of the concept of sufficient qualifications since its' meaning is not defined by law or preparatory works. How the outcome in the qualification process can be affected of which profession that is the subject for judgement is also studied. Cases regarding professions which demand intellectual achievements are compared to cases regarding professions which does not demand intellectual achievements.

The employee has to meet the general requirements for the position and does not have the right to a job which he/she can not manage. The employer is never obligated to provide the employee with education which goes further than six months and/or involves re-education. An exception can be found in the cases which concern employees who go under the far-reaching protection due to being previous trade-union representatives or due to educational leave. In the qualification process the parties interests are considered and notice is taken to the circumstances in the case. The qualification process is also affected by which profession the question concerns. Requirement of formal education is viewed as an important factor in the qualification process regarding professions which demand intellectual achievements. (Less)
Please use this url to cite or link to this publication:
author
Rönnerling Gislander, Sara LU
supervisor
organization
course
HARH16 20162
year
type
M2 - Bachelor Degree
subject
keywords
Tillräckliga kvalifikationer, kvalifikationsbedömning, kvalifikationskrav, intresseavvägning, intellektuella prestationer, anställningsskydd, sufficient qualifications, qualification process, qualification requirement, balance of interests, intellectual achievements, employment protection.
language
Swedish
id
8898937
date added to LUP
2017-01-20 15:28:26
date last changed
2017-01-20 15:28:26
@misc{8898937,
  abstract     = {{The essay concerns the requirement of sufficient qualifications in 7 §, 22 §, 25 § och 25 a § LAS. From a labour law perspective the qualifications which the employee has to fulfil to enjoy the right to redeployment and precedence are studied. Case-law is an important source in the interpretation of the concept of sufficient qualifications since its' meaning is not defined by law or preparatory works. How the outcome in the qualification process can be affected of which profession that is the subject for judgement is also studied. Cases regarding professions which demand intellectual achievements are compared to cases regarding professions which does not demand intellectual achievements. 

The employee has to meet the general requirements for the position and does not have the right to a job which he/she can not manage. The employer is never obligated to provide the employee with education which goes further than six months and/or involves re-education. An exception can be found in the cases which concern employees who go under the far-reaching protection due to being previous trade-union representatives or due to educational leave. In the qualification process the parties interests are considered and notice is taken to the circumstances in the case. The qualification process is also affected by which profession the question concerns. Requirement of formal education is viewed as an important factor in the qualification process regarding professions which demand intellectual achievements.}},
  author       = {{Rönnerling Gislander, Sara}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Tillräckligt kvalificerad för rätten till anställning? - kvalifikationskravets innebörd för rätt till omplacering respektive företräde enligt LAS}},
  year         = {{2017}},
}