LAS - Falsk trygghet? - Anställningsskyddets styrkor och brister
(2022) HARH16 20212Department of Business Law
- Abstract (Swedish)
- Idag omfattas de flesta arbetare av omställningsavtal men vetskapen om dessa, dess funktioner och betydelse för både arbetsgivare och arbetstagare är begränsad. Analysen som gjorts i uppsatsen, kommer fram till att omställningsavtalen underlättar för arbetsgivaren att göra val om vilka medarbetare som skall stanna vid en arbetsbrist. För arbetstagaren innebär det att det finns ett stöd men garanterar inte nytt arbete.
Den allmänna uppfattningen om anställningsskyddet är oftast att sist in - först ut principen gäller vid en arbetsbristsituation. Det finns ett flertal möjligheter, som ofta används av arbetsgivaren, där man frångår principen, till förmån för sina egna val av vilka medarbetare företaget önskar behålla. Slutsatsen är att... (More) - Idag omfattas de flesta arbetare av omställningsavtal men vetskapen om dessa, dess funktioner och betydelse för både arbetsgivare och arbetstagare är begränsad. Analysen som gjorts i uppsatsen, kommer fram till att omställningsavtalen underlättar för arbetsgivaren att göra val om vilka medarbetare som skall stanna vid en arbetsbrist. För arbetstagaren innebär det att det finns ett stöd men garanterar inte nytt arbete.
Den allmänna uppfattningen om anställningsskyddet är oftast att sist in - först ut principen gäller vid en arbetsbristsituation. Det finns ett flertal möjligheter, som ofta används av arbetsgivaren, där man frångår principen, till förmån för sina egna val av vilka medarbetare företaget önskar behålla. Slutsatsen är att dagens anställningsskydd är mer eller mindre verkningslöst och bara fungerar då arbetsgivaren inte har kollektivavtal och har mer än tio anställda. LAS ger alltså vid en arbetsbristsituation en falsk trygghet om att en arbetstagare får behålla sitt arbete, om denna arbetstagare varit anställd en längre tid än övriga medarbetare. (Less) - Abstract
- Today, most workers are covered by adjustment agreements, but knowledge of these, their functions and their significance for both employers and employees is limited. The analysis made in the essay concludes that the adjustment agreements make it easier for the employer to make choices about which employees should stay in the event of a work shortage. For the employee, this means that there is support but does not guarantee new work.
The general perception about employment protection is usually that the last-in-first-out principle applies in the event of a shortage of work. There are several opportunities, which are often used by the employer, where the principle is deviated from, in favour of their own choices of which employees the... (More) - Today, most workers are covered by adjustment agreements, but knowledge of these, their functions and their significance for both employers and employees is limited. The analysis made in the essay concludes that the adjustment agreements make it easier for the employer to make choices about which employees should stay in the event of a work shortage. For the employee, this means that there is support but does not guarantee new work.
The general perception about employment protection is usually that the last-in-first-out principle applies in the event of a shortage of work. There are several opportunities, which are often used by the employer, where the principle is deviated from, in favour of their own choices of which employees the company wishes to retain. The conclusion is that today's employment protection is ineffective and only works when the employer does not have a collective agreement and has more than ten employees. Thus, in the event of a shortage of work, LAS provides a false assurance that an employee may retain his or her job, if this employee has been employed for a longer period than other employees. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9072009
- author
- Nilsson, Lena Ina Ingela LU
- supervisor
- organization
- course
- HARH16 20212
- year
- 2022
- type
- M2 - Bachelor Degree
- subject
- keywords
- Adjustment agreement, lack of work, last in - first out
- language
- Swedish
- id
- 9072009
- date added to LUP
- 2022-01-24 09:02:49
- date last changed
- 2022-01-25 14:44:49
@misc{9072009,
abstract = {{Today, most workers are covered by adjustment agreements, but knowledge of these, their functions and their significance for both employers and employees is limited. The analysis made in the essay concludes that the adjustment agreements make it easier for the employer to make choices about which employees should stay in the event of a work shortage. For the employee, this means that there is support but does not guarantee new work.
The general perception about employment protection is usually that the last-in-first-out principle applies in the event of a shortage of work. There are several opportunities, which are often used by the employer, where the principle is deviated from, in favour of their own choices of which employees the company wishes to retain. The conclusion is that today's employment protection is ineffective and only works when the employer does not have a collective agreement and has more than ten employees. Thus, in the event of a shortage of work, LAS provides a false assurance that an employee may retain his or her job, if this employee has been employed for a longer period than other employees.}},
author = {{Nilsson, Lena Ina Ingela}},
language = {{swe}},
note = {{Student Paper}},
title = {{LAS - Falsk trygghet? - Anställningsskyddets styrkor och brister}},
year = {{2022}},
}