Sympatiåtgärders bristande proportionalitet - en inskränkning av den negativa föreningsrätten?
(2019) HARH16 20182Department of Business Law
- Abstract (Swedish)
- Stridsåtgärder anses vara en av grundpelarna inom svensk arbetsrätt och fungerar som ett medel att balansera ut makterna på arbetsmarknaden. Sympatiåtgärder är en typ av stridsåtgärd som regleras internationellt såväl som nationellt. Internationellt regleras sympatiåtgärder genom ILO:s konvention 87, artikel 11 i EKMR samt artikel 6 i Europeiska sociala stadgan. Nationellt är rätten till sympatiåtgärder grundlagsskyddad genom 2 kap 14 § RF. Sympatiåtgärder är endast tillåtna då de innebär stöd för en olovlig konflikt, även om kollektivavtal finns. Regleringen av negativ föreningsrätten går inte att finna uttryckligen i svensk lagstiftning men anses tillhöra Europakonventionens artikel 11. I text regleras endast den positiva föreningsrätten... (More)
- Stridsåtgärder anses vara en av grundpelarna inom svensk arbetsrätt och fungerar som ett medel att balansera ut makterna på arbetsmarknaden. Sympatiåtgärder är en typ av stridsåtgärd som regleras internationellt såväl som nationellt. Internationellt regleras sympatiåtgärder genom ILO:s konvention 87, artikel 11 i EKMR samt artikel 6 i Europeiska sociala stadgan. Nationellt är rätten till sympatiåtgärder grundlagsskyddad genom 2 kap 14 § RF. Sympatiåtgärder är endast tillåtna då de innebär stöd för en olovlig konflikt, även om kollektivavtal finns. Regleringen av negativ föreningsrätten går inte att finna uttryckligen i svensk lagstiftning men anses tillhöra Europakonventionens artikel 11. I text regleras endast den positiva föreningsrätten men genom praxis har Europadomstolen påvisat att även den negativa föreningsrätten omfattas av artikeln. Negativ föreningsrätt regleras även genom ILO:s kärnkonvention nr 87 om föreningsfrihet och skydd för organisationsrätten.
Fackliga sympatiåtgärder och arbetsgivarens negativa föreningsrätt utgör fokusområde för uppsatsen. Syftet är att undersöka hur en arbetsgivares negativa föreningsrätt ser ut i ljuset av fackliga sympatiåtgärder och om sympatiåtgärder inskränker på en arbetsgivares negativa föreningsrätt. Även frågan om införandet av proportionalitetsprincipen på sympatiåtgärder behandlas. Två frågeställningar ligger som grund för att undersöka detta: 1. I vilken utsträckning inskränker rätten att vidta fackliga sympatiåtgärder en arbetsgivares negativa föreningsrätt? 2. Vad skulle införandet av en proportionalitetsprincip vid sympatiåtgärder få för konsekvenser? Det går att beskriva fackliga sympatiåtgärder och arbetsgivarens negativa föreningsrätt som varandras motpoler och då finna en obalans i maktfördelningen. Båda är rättigheter, men fackliga sympatiåtgärder blir ofta ett betydligt starkare medel i tider av konflikt. Med bakgrund i detta går det att konstatera att fackliga sympatiåtgärder kan inskränka på en arbetsgivares negativa föreningsrätt. Sympatiåtgärder är en grundläggande mänsklig rättighet och bör finnas kvar som ett stridsmedel att bruka i tid av konflikt. Ett införande av en proportionalitetsprincip skulle innebära att krav ställs på vidtagna fackliga sympatiåtgärder, genom införandet av principen kräver man att en åtgärd ska stå i rimlig proportion till sitt syfte. (Less) - Abstract
- Industrial actions are a part of the Swedish Model and a way to balance out the powers controlling the labour market. A component to this are sympathy measures, which are regulated both internationally and nationally. Sympathy measures are regulated through ILO Convention 87, Article 11 of the European Convention of Human Rights and Article 6 of the European Social Charter. The regulations of national level are found in 2 chap 14 § RF but can be managed through collective agreements. Organizations bound by their collective agreements can still use sympathy measures without worrying about the consequences. The only time sympathy measures are not permitted is when in support of an unlawful conflict. Regulations for the negative rights of... (More)
- Industrial actions are a part of the Swedish Model and a way to balance out the powers controlling the labour market. A component to this are sympathy measures, which are regulated both internationally and nationally. Sympathy measures are regulated through ILO Convention 87, Article 11 of the European Convention of Human Rights and Article 6 of the European Social Charter. The regulations of national level are found in 2 chap 14 § RF but can be managed through collective agreements. Organizations bound by their collective agreements can still use sympathy measures without worrying about the consequences. The only time sympathy measures are not permitted is when in support of an unlawful conflict. Regulations for the negative rights of association cannot be found in the Swedish legislation but are considered a part of Article 11 of the European Convention, which is incorporated into Swedish law. Case law from the European Court and the European Court of Justice has shown that the negative freedom of association also is protected by this article. Negative union rights are also regulated through one of the ILO Core Conventions, No. 87 on Freedom of Association and Protection, but Article 11 of the ECHR is the one primarily affecting Swedish law.
Together, sympathy measures and negative association law shape the focus of this paper. The purpose is to investigate how an employer's negative right of association appears in the light of union sympathy measures and if there is a restriction of association law. The issue of introducing a principle of proportionality is also raised. Two questions are asked to investigate this: 1. To what extent do sympathy measures restrict an employer's negative association rights? 2. What consequences would the imposition of a proportionality principle on sympathy measures have?
A principle of proportionality would mean that requirements are imposed, which would require a measure to be proportionate to its purpose. When these two sides are put as each other’s opposites, there is a clear imbalance in the power distribution. This leads us to the conclusion that sympathy measures restrict the employer's negative association rights. Sympathy measures are a part of the Human Rights and should remain as a weapon in time of conflict. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8967095
- author
- Lilja, Julia LU and Sefic, Emina LU
- supervisor
- organization
- course
- HARH16 20182
- year
- 2019
- type
- M2 - Bachelor Degree
- subject
- keywords
- Sympatiåtgärder, negativ föreningsrätt, proportionalitetsprincipen, stridsåtgärder, arbetsrätt
- language
- Swedish
- id
- 8967095
- date added to LUP
- 2019-01-22 13:49:11
- date last changed
- 2019-01-22 13:49:11
@misc{8967095,
abstract = {{Industrial actions are a part of the Swedish Model and a way to balance out the powers controlling the labour market. A component to this are sympathy measures, which are regulated both internationally and nationally. Sympathy measures are regulated through ILO Convention 87, Article 11 of the European Convention of Human Rights and Article 6 of the European Social Charter. The regulations of national level are found in 2 chap 14 § RF but can be managed through collective agreements. Organizations bound by their collective agreements can still use sympathy measures without worrying about the consequences. The only time sympathy measures are not permitted is when in support of an unlawful conflict. Regulations for the negative rights of association cannot be found in the Swedish legislation but are considered a part of Article 11 of the European Convention, which is incorporated into Swedish law. Case law from the European Court and the European Court of Justice has shown that the negative freedom of association also is protected by this article. Negative union rights are also regulated through one of the ILO Core Conventions, No. 87 on Freedom of Association and Protection, but Article 11 of the ECHR is the one primarily affecting Swedish law.
Together, sympathy measures and negative association law shape the focus of this paper. The purpose is to investigate how an employer's negative right of association appears in the light of union sympathy measures and if there is a restriction of association law. The issue of introducing a principle of proportionality is also raised. Two questions are asked to investigate this: 1. To what extent do sympathy measures restrict an employer's negative association rights? 2. What consequences would the imposition of a proportionality principle on sympathy measures have?
A principle of proportionality would mean that requirements are imposed, which would require a measure to be proportionate to its purpose. When these two sides are put as each other’s opposites, there is a clear imbalance in the power distribution. This leads us to the conclusion that sympathy measures restrict the employer's negative association rights. Sympathy measures are a part of the Human Rights and should remain as a weapon in time of conflict.}},
author = {{Lilja, Julia and Sefic, Emina}},
language = {{swe}},
note = {{Student Paper}},
title = {{Sympatiåtgärders bristande proportionalitet - en inskränkning av den negativa föreningsrätten?}},
year = {{2019}},
}