#metoo - now what? - En komparativ studie mellan svenska och amerikanska arbetsgivares ansvar vid sexuella trakasserier i arbetslivet
(2020) HARH16 20192Department of Business Law
- Abstract
- As the hashtag #metoo went viral around the world in fall 2017, the issue of sexual harassment at work was shed a light on. The employee protection against sexual harassment was questioned in terms of employer liability regarding preventive and repressive measures. This matter is underlying the following question at issue: how sexual harassment and employer liability is regulated in employment law. The comparison between the Swedish and American regulations examines the legal systems and the requirements imposed upon an employer. This study shows both countries define sexual harassment as type of discrimination consisting of unwelcome, sexual advances. Furthermore, each country has separate requirements that need to be met in order to have... (More)
- As the hashtag #metoo went viral around the world in fall 2017, the issue of sexual harassment at work was shed a light on. The employee protection against sexual harassment was questioned in terms of employer liability regarding preventive and repressive measures. This matter is underlying the following question at issue: how sexual harassment and employer liability is regulated in employment law. The comparison between the Swedish and American regulations examines the legal systems and the requirements imposed upon an employer. This study shows both countries define sexual harassment as type of discrimination consisting of unwelcome, sexual advances. Furthermore, each country has separate requirements that need to be met in order to have a case. In addition, both countries have extensive and explicit regulations on employer responsibility. The importance of preventive and repressive measures shows clearly in the examined cases. However, some findings of the study reveal a few shortcomings, especially in regard to the preventive measures applied. These measures are nonetheless fundamental in the battle against sexual harassment at work. As of today, there is a lack of satisfactory knowledge among employers, employees and supervisors. The need of increased knowledge about sexual harassment is shown in the statutory training and policy requirements in both Sweden and the United States. Lastly, through the adoption of several new bills in response to #metoo, California is in the lead of the #metoo reforms. Therefore, the hopes are that other states, and countries, will follow their lead. (Less)
- Abstract (Swedish)
- I samband med att hashtagen #metoo blev viral världen över hösten 2017 uppmärksammades sexuella trakasserier i arbetslivet under ett nytt ljus. Arbetstagarens skydd mot sexuella trakasserier ifrågasattes och frågor gällande arbetsgivarens skyldigheter väcktes. Detta ligger till grund för uppsatsens frågeställning huruvida dessa frågor behandlas och regleras i arbetsrättslig lagstiftning. I jämförelsen mellan Sverige och USA undersöks respektive regleringar samt vilka krav som ställs på arbetsgivaren. Det konstateras att båda länder definierar sexuella trakasserier som en olaga form av diskriminering och att dessa utgörs av oönskade, sexuella närmanden. Följaktligen har respektive land separata rekvisit som måste uppfyllas för att talan... (More)
- I samband med att hashtagen #metoo blev viral världen över hösten 2017 uppmärksammades sexuella trakasserier i arbetslivet under ett nytt ljus. Arbetstagarens skydd mot sexuella trakasserier ifrågasattes och frågor gällande arbetsgivarens skyldigheter väcktes. Detta ligger till grund för uppsatsens frågeställning huruvida dessa frågor behandlas och regleras i arbetsrättslig lagstiftning. I jämförelsen mellan Sverige och USA undersöks respektive regleringar samt vilka krav som ställs på arbetsgivaren. Det konstateras att båda länder definierar sexuella trakasserier som en olaga form av diskriminering och att dessa utgörs av oönskade, sexuella närmanden. Följaktligen har respektive land separata rekvisit som måste uppfyllas för att talan skall kunna väckas i domstol. Regleringarna gällande arbetsgivarens ansvar är omfattande i bägge länder och vikten av det förebyggande samt repressiva agerandet tydliggörs i flertalet rättsfall. Av undersökningen kan emellertid vissa brister utläsas. I synnerhet avseende det förebyggande arbetet vilket skapar förutsättningarna för motverkandet av sexuella trakasserier i arbetslivet. Idag saknas tillfredsställande kunskap hos såväl arbetsgivare, arbetstagare samt arbetstagare i ledande positioner. Detta tydliggörs i lagstadgade amerikanska och svenska kunskapskrav, utbildningssatsningar och arbetsmiljöpolicys. I dagsläget ligger Kalifornien i framkant med sin respons på #metoo genom antagandet av flertalet nya lagregleringar på området. Förhoppningen är att fler delstater och länder tar efter. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9001806
- author
- Vilhelmsson, Margit LU and Matson, Linda LU
- supervisor
- organization
- course
- HARH16 20192
- year
- 2020
- type
- M2 - Bachelor Degree
- subject
- keywords
- Sverige, AD, Arbetsdomstolen, AFS, Arbetsmiljöverkets föreskrift, AML, Arbetsmiljölagen, DL, Diskrimineringslagen, DO, Diskrimineringsombudsmannen, EU, Europeiska Unionen, LAS, Lag om anställningsskydd, Prop., Regeringens proposition, SOU, Statens Offentliga Utredningar, USA, Cal., Supreme Court of California, Cal. Gov. Code, California Government Code, CCR, California Code of Regulations, CFR, Code of Federal Regulations, DFEH, Department of Fair Employment and Housing, EEOC, Equal Employment Opportunity Commission, FEHA, The California Fair Employment and Housing Act, SCOTUS, The Supreme Court of the United States, Title VII, Title VII of the Civil Rights Act of 1964, The United States of America, USC, U.S. Code
- language
- Swedish
- id
- 9001806
- date added to LUP
- 2020-01-22 09:43:00
- date last changed
- 2020-01-22 09:43:00
@misc{9001806,
abstract = {{As the hashtag #metoo went viral around the world in fall 2017, the issue of sexual harassment at work was shed a light on. The employee protection against sexual harassment was questioned in terms of employer liability regarding preventive and repressive measures. This matter is underlying the following question at issue: how sexual harassment and employer liability is regulated in employment law. The comparison between the Swedish and American regulations examines the legal systems and the requirements imposed upon an employer. This study shows both countries define sexual harassment as type of discrimination consisting of unwelcome, sexual advances. Furthermore, each country has separate requirements that need to be met in order to have a case. In addition, both countries have extensive and explicit regulations on employer responsibility. The importance of preventive and repressive measures shows clearly in the examined cases. However, some findings of the study reveal a few shortcomings, especially in regard to the preventive measures applied. These measures are nonetheless fundamental in the battle against sexual harassment at work. As of today, there is a lack of satisfactory knowledge among employers, employees and supervisors. The need of increased knowledge about sexual harassment is shown in the statutory training and policy requirements in both Sweden and the United States. Lastly, through the adoption of several new bills in response to #metoo, California is in the lead of the #metoo reforms. Therefore, the hopes are that other states, and countries, will follow their lead.}},
author = {{Vilhelmsson, Margit and Matson, Linda}},
language = {{swe}},
note = {{Student Paper}},
title = {{#metoo - now what? - En komparativ studie mellan svenska och amerikanska arbetsgivares ansvar vid sexuella trakasserier i arbetslivet}},
year = {{2020}},
}