The Labour Court ruled that smaller employers can fulfill their obligation to investigate redeployment options prior to an employment termination due to redundancy, by providing a statement from the management saying that there are no vacant positions within the company. If the number of employees within the company is low enough that it can be assumed that the employer has a clear overview of the workforce, there is no requirement to draw up a written investigation of redeployment options
A recent ruling held that the copyrighted work of an illustrator had vested with the employer, regardless of the lack of explicit provisions on the assignment of intellectual property rights, as the illustrator had been contracted and employed specifically to design and illustrate copyrighted work
The department manager had brought home technical equipment belonging to the company without informing his employer, authorised his own invoices against the company’s authorisation order and allowed the company to pay for his private home security alarm. The Court noted that the department manager’s actions resulted in a significant loss of trust, which was a fundamental part of the employee’s position as a company manager
Legislative changes concerning the Co-Determination in the Workplace Act stipulate that employees may only conduct or participate in a strike against an employer already bound to a collective bargaining agreement under certain conditions
The Labour Court ruled that a dismissal of a female police officer, who had been dismissed following a failed security check, was lawful. The outcome of the security check itself did not constitute legal grounds for dismissal, but the circumstances related to the outcome, for example her relationship with a man who had a criminal record, constituted legal grounds for dismissal of the police officer
Legislative changes concerning the Employment Protection Act (1982:80) will entitle employees to employment protection until they reach 69 years of age, prolonging the period of employment protection by two years to adapt to increased average lifespans
The Labour Court ruled that an employer had lawful grounds to summarily dismiss a construction worker due to his theft of building materials. However, the employer’s lack of information and delayed payment of accrued vacation entitlement in connection with the summary dismissal entitled the worker to SEK 17,000 in damages
Court ruling that the actions of an assistant nurse in a care home had been inappropriate and warranting of criticism, but not proven to constitute legal grounds for summary dismissal, and that her employer was liable to pay SEK 370,000 in damages
An employee of a care centre for minors was summarily dismissed due to, inter alia, disobedience and inappropriate behaviour. The Labour Court found that the employee’s actions had constituted a violation of her employment obligations, but that the actions were not serious enough to constitute grounds for summary dismissal
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
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