Kollektivavtalens dilemma- Vilket kollektivavtal skall tillämpas om det finns två konkurrerande kollektivavtal som reglerar samma arbete?
(2017) HARH16 20162Department of Business Law
- Abstract (Swedish)
- Uppsatsen presenterar de två vanligaste fallen av konkurrerande kollektivavtal. I avsaknad av lag har fråga om konkurrerande kollektivavtal främst reglerats genom rättspraxis. Uppsatsen presenterar hur gränsdragningsavtal tillsammans med prejudicerande domar till viss del har skapat en förutsägbarhet inom rättsområdet konkurrerande kollektivavtal. Det uppstår frekvent frågor om konkurrerande kollektivavtal på den svenska arbetsmarknaden. Exempelvis då en arbetsgivare sluter ytterligare ett kollektivavtal och bägge kollektivavtalen gör anspråk på att tillämpas för samma arbete. Eller om en arbetsgivare är bunden av flera kollektivavtal och ett arbete förändras. Ska arbetsgivaren tillämpa exempelvis arbetar eller tjänstemannaavtalet på det... (More)
- Uppsatsen presenterar de två vanligaste fallen av konkurrerande kollektivavtal. I avsaknad av lag har fråga om konkurrerande kollektivavtal främst reglerats genom rättspraxis. Uppsatsen presenterar hur gränsdragningsavtal tillsammans med prejudicerande domar till viss del har skapat en förutsägbarhet inom rättsområdet konkurrerande kollektivavtal. Det uppstår frekvent frågor om konkurrerande kollektivavtal på den svenska arbetsmarknaden. Exempelvis då en arbetsgivare sluter ytterligare ett kollektivavtal och bägge kollektivavtalen gör anspråk på att tillämpas för samma arbete. Eller om en arbetsgivare är bunden av flera kollektivavtal och ett arbete förändras. Ska arbetsgivaren tillämpa exempelvis arbetar eller tjänstemannaavtalet på det förändrade arbetet? Uppsatsen behandlar kollektivavtalets anställningsvillkor och obligatoriska villkor samt hur dessa förhåller sig till varandra. Uppsatsen redogör också för bindningsmekanismerna i 26§ MBL vilka är centrala för de prejudicerande domarna inom rättsområdet konkurrerande kollektivavtal.
De fackliga förbunden har med hjälp av gränsdragningsprinciper och arbetsdomstolens rättspraxis utarbetat egna lösningar för hur gränsdragningen mellan förbund, inom förbund och mellan kollektivavtal bör utformas. Exempelvis genom gränsdragningsavtal varigenom kollektivavtalens gränser gentemot varandra regleras. Gränsdragningsavtalen möjliggör för parterna att själva reglera frågan om vilket kollektivavtal som skall tillämpas, innan frågan har blivit föremål för tvist. Det finns inte någon lag som reglerar gränsdragningen mellan eller inom de fackliga organisationerna. Det intressanta med gränsdragningsavtal är att arbetsgivaren inte är part. Fast gränsdragningsavtalet om ett sådant finns, kan ha en direkt påverkan i form av bevisning under pågående tvist om konkurerrande kollektivavtal. Gränsdragningsavtalet kan även ha en indirekt påverkan för arbetsgivaren då parterna i gränsdragningsavtalet kan åberopa det gentemot varandra. (Less) - Abstract
- The essay presents the two most common cases of competing collective agreements. In the absence of law, the legal field of competing collective agreements is primarily regulated through case law. The essay presents how boundary agreement together with precedents produced by the labour court, to some extent has created a predictability in the legal field of competing collective agreement. There are frequently questions beeing raised regarding competing collective agreements, on the Swedish labor market. For example, when an employer is bound by a collective agreement and he then closes another collective agreements, both agreements claiming to be applied for the same job. Or, if an employer is bound by two collective agreements and a job... (More)
- The essay presents the two most common cases of competing collective agreements. In the absence of law, the legal field of competing collective agreements is primarily regulated through case law. The essay presents how boundary agreement together with precedents produced by the labour court, to some extent has created a predictability in the legal field of competing collective agreement. There are frequently questions beeing raised regarding competing collective agreements, on the Swedish labor market. For example, when an employer is bound by a collective agreement and he then closes another collective agreements, both agreements claiming to be applied for the same job. Or, if an employer is bound by two collective agreements and a job changes. Is the employer bound to apply the white or blue collar collective agreements on the job at hand? The essay addresses how the collective employment conditions and contractual conditions relates to each other. The paper also describes the binding mechanisms of 26§ MBL which are central to the labour courts precedent in the legal field of competing collective agreements.
The trade unions has by using demarcation principles and precedence from the labor court developed their own solutions as to how the boundary between the unions, within the unions and between the collective bargaining agreement should be addressed. For example, through demarcation agreements where boundaries between white or blue collar collective agreements has been regulated. Boundary agreements has also given the unions an opportunity to settle the question of which collective agreement is applicable, before the issue has been the subject of a dispute. There is no law regulating the demarcation between or within the unions. The interesting fact about the demarcation agreement is that the employer is not a party. But demarcation agreement, if available, can have a direct impact on the employer in the form of evidence in an ongoing dispute regarding competing collective agreement. Demarcation Agreements may also have an indirect impact on the employer as parties in the demarcation agreement can invoke the agreement against each other. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8899796
- author
- Engström, Alexandra LU
- supervisor
- organization
- course
- HARH16 20162
- year
- 2017
- type
- M2 - Bachelor Degree
- subject
- keywords
- Kollektivavtal, konkurrerande kollektivavtal, gränsdragningsavtal, gränsdragningsöverenskommelse, gränsdragningstvister, hängavtal
- language
- Swedish
- id
- 8899796
- date added to LUP
- 2017-01-25 08:25:52
- date last changed
- 2017-01-25 08:25:52
@misc{8899796,
abstract = {{The essay presents the two most common cases of competing collective agreements. In the absence of law, the legal field of competing collective agreements is primarily regulated through case law. The essay presents how boundary agreement together with precedents produced by the labour court, to some extent has created a predictability in the legal field of competing collective agreement. There are frequently questions beeing raised regarding competing collective agreements, on the Swedish labor market. For example, when an employer is bound by a collective agreement and he then closes another collective agreements, both agreements claiming to be applied for the same job. Or, if an employer is bound by two collective agreements and a job changes. Is the employer bound to apply the white or blue collar collective agreements on the job at hand? The essay addresses how the collective employment conditions and contractual conditions relates to each other. The paper also describes the binding mechanisms of 26§ MBL which are central to the labour courts precedent in the legal field of competing collective agreements.
The trade unions has by using demarcation principles and precedence from the labor court developed their own solutions as to how the boundary between the unions, within the unions and between the collective bargaining agreement should be addressed. For example, through demarcation agreements where boundaries between white or blue collar collective agreements has been regulated. Boundary agreements has also given the unions an opportunity to settle the question of which collective agreement is applicable, before the issue has been the subject of a dispute. There is no law regulating the demarcation between or within the unions. The interesting fact about the demarcation agreement is that the employer is not a party. But demarcation agreement, if available, can have a direct impact on the employer in the form of evidence in an ongoing dispute regarding competing collective agreement. Demarcation Agreements may also have an indirect impact on the employer as parties in the demarcation agreement can invoke the agreement against each other.}},
author = {{Engström, Alexandra}},
language = {{swe}},
note = {{Student Paper}},
title = {{Kollektivavtalens dilemma- Vilket kollektivavtal skall tillämpas om det finns två konkurrerande kollektivavtal som reglerar samma arbete?}},
year = {{2017}},
}