The swedish rule concerning the treatment of Employee stock-options have changed and the new wording of the rule will be applicable for the first time in 2010. The previous wording of the rule stated that the Employee shall be taxed for the stock-option when moving abroad, even if the option is not exercised. The Swedish Skatteverket and Regeringsrätten have found that this rule is in conflict with the free movement of persons within the European Union. The new wording of the rule states that the Employee shall be taxed when the option is excercised, no matter where the Employee is situated. A state`s right of taxation of a stock-option determines wheter and to what extent the Employee stock-otion derives from that state..

It exists today a widespread interest for Employee satisfaction, much effort are used in companies to achieve job satisfaction within their Employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the Employees and their boss and to determine how they believe these characteristics to affect Employee satisfaction. The paper focuses on a company located in a branch widely known for low Employee satisfaction.

This essay investigates Employee buyouts and does so from a number of different perspectives. Employee buyout is a term that describes a way of ending an employment through an agreement where the Employee gets a sum of money in exchange of leaving their employment. Technically it is neither a resignation, since the Employee gives up the employment in exchange of money, nor a dismissal since the employer does not have legal grounds for dismissing the Employee. Employee buyout is not an illegal way to end an employment, as long as it is the result of a mutual agreement between the employer and the Employee. In this essay I investigate and analyze Employee buyouts in relation to 7 § in the Swedish employment protection act, and also Swedish employment protection in relation to regulations from EU regarding employment protection.

The swedish rule concerning the treatment of Employee stock-options have changed and the new wording of the rule will be applicable for the first time in 2010. The previous wording of the rule stated that the Employee shall be taxed for the stock-option when moving abroad, even if the option is not exercised. The Swedish Skatteverket and Regeringsrätten have found that this rule is in conflict with the free movement of persons within the European Union. The new wording of the rule states that the Employee shall be taxed when the option is excercised, no matter where the Employee is situated. A state`s right of taxation of a stock-option determines wheter and to what extent the Employee stock-otion derives from that state..

The purpose of the present study was to get further knowledge about the relationship between transformative and transactional leadership in the context of Employee ?s well-being, as well as the relationship between the components of respectively leadership and Employee?s well-being. The study also aims to gain knowledge about previous research on the transformational and transactional leadership and Employee well-being and if it?s applicable in the Swedish culture. The few studies that studied the relationship between transactional leadership and the well-being of Employees have found a negative relationship or found no relationship at all.

The swedish law of contract is fundamental within several civil law areas, among others labour law. The labour law contains more explicit legislation specificly adapted to the relation between employers and Employees. Sometimes the labour law needs to rely on more general regulations, such as the law of contract. When the situation contains a specific contract relation dilemma it is logical to use the law of contract, when for example the law of Employee protection does not reach an acceptabel solution.Transfer of undertaking is a situation were the Employee protection is disregarded. The Euro directive 2001/23/EG prescribes, by its implemented rules in the law of Employee protection, that rights and duties, such as employement agreements, passes on to the earner of the business.

More and more companies have realized the impact their Employees' appearance has in creating an overallpositive experience for their customers. Hence, many retailers use some form of Employee clothing or aspecific dress-code for their in-store workforce. The subject is in spite of this poorly investigated,especially in an ordinary retail environment. The purpose of this study was therefore to portray the effectsan introduction of a unitary Employee clothing may have on customers as well as on the in-storeEmployees. The experiment was conducted in two retail stores, belonging to a Swedish retail chain.

The swedish law of contract is fundamental within several civil law areas, among others labour law. The labour law contains more explicit legislation specificly adapted to the relation between employers and Employees. Sometimes the labour law needs to rely on more general regulations, such as the law of contract. When the situation contains a specific contract relation dilemma it is logical to use the law of contract, when for example the law of Employee protection does not reach an acceptabel solution.Transfer of undertaking is a situation were the Employee protection is disregarded. The Euro directive 2001/23/EG prescribes, by its implemented rules in the law of Employee protection, that rights and duties, such as employement agreements, passes on to the earner of the business.

AbstractBackgroundEvery company has some kind of Employee turnover and we can tell that som business has higher Employee turnover than other business. Employee turnover is individual for all companies but in companies that is in the same business simularities can be seen. The Employee turnover in the line of business hotel, merchandise trade and restaurants was according to Confederation of Swedish Enterprise closer to 40 % during the period of 2006-2007 and close to the business with highest turnover, the service sector. This is comparable to the buildning activity that with it?s 22 % is one of the business with lowest turnover.

AbstractA useful tool for companies to use in their differentiation process is proposed to be Employee branding. Employee branding is developed and put forth by the management with the main task to formulate the brands vision and values, and communicate them to the Employees. To promote the Employee engagement and their relationship with the company, corporate storytelling can be applied, with is an internal communication that strengthens the internal rumour and values that represent the brand. Since engagement and motivation is important factors when creating a strong Employee brand, there is a need for further research on how corporate storytelling is used by companies to influence Employee engagement and motivation, as corporate storytelling leads to deeper commitment among Employees.PurposeThe purpose of this paper is to explore how companies use corporate storytelling to influence their Employee branding.MethodologyThe authors conducted a qualitative case study on how the retail organization Boomerang. The empirical material was collected thru semi-structured interviews with Boomerangs management and Employees.ConclusionThe conclusion shows that the Employees prefers when corporate storytelling and various communication is put in context, this because it?s easier for the Employees to understand.

In claims for unfair dismissal due to alleged redundancy, the burden of proof should be shared to enable an Employee to have the cause of redundancy tried. In such a case, the Employee should present evidence of an invalid cause ? such as personal reasons ? and the employer should account for the redundancy. With reference to their conflicting interests, the law favours the employer if the redundancy can be accounted for even if the Employee maintains his or her position. This would have been reasonable practice if the employer?s evidence was subject to the same scrutiny as that of the Employee but, as long as redundancy is considered a valid cause in itself, this is not the case.Redundancy does not come from nowhere, but it occurs when employers carry out their management decisions.

Fusioner och förvärv har varit ett populärt sätt för företag att växa sedan ett par decennier tillbaka. Sammanslagningar är ett potentiellt effektivt sätt för organisationer att öka marknadsandelar, skapa stordriftsfördelar, få tillgång till ny teknik eller öka intäkter. Samtidigt innebär de ofta omfattande organisatoriska förändringar, vilket enligt statistiken leder till att fler än varannan fusion eller förvärv slutar med att företagen skiljs åt. Omorganisationer kan skapa oro och konflikter, vilket i sin tur leder till lägre Employee commitment bland de anställda. Employee commitment är den attityd som existerar hos den anställde när dennes identitet är i linje med själva organisationen eller när organisationens mål blir integrerade med individens personliga mål.Syftet med denna studie är att undersöka hur tre valda företag arbetat för att förbättra Employee commitment i samband med en fusion eller ett förvärv.

In claims for unfair dismissal due to alleged redundancy, the burden of proof should be shared to enable an Employee to have the cause of redundancy tried. In such a case, the Employee should present evidence of an invalid cause ? such as personal reasons ? and the employer should account for the redundancy. With reference to their conflicting interests, the law favours the employer if the redundancy can be accounted for even if the Employee maintains his or her position. This would have been reasonable practice if the employer?s evidence was subject to the same scrutiny as that of the Employee but, as long as redundancy is considered a valid cause in itself, this is not the case.Redundancy does not come from nowhere, but it occurs when employers carry out their management decisions.

In this paper, the legal situation regarding freedom of expression versus the duty of loyalty is investigated, this in a context where an Employee makes critical statements about his employer through social media.The duty of loyalty is a part of all employment relationships and it follows implicit from the contract regardless of whether it is specified in it or not. This duty means that an Employee is required to put the employer's interests before his own and avoid all situations that end up in collision of the duties. The Employee may no t either act in such a way that is intended to harm the employer. This means that the Employee must be even off duty careful not to appear disloyal to the employer. This may lead to that a status update on Facebook, even when made on the Employee's free time, can be regarded as disloyal conduct, with the dismissal or disciplinary action as a result.Case law states that the point of departure regarding criticizing the employer must be that the Employee has an extensive such a possibility to that, without that being considered as disloyal conduct.

Sociala plattformar har blivit allt viktigare för organisationer inom både extern som intern kommunikation. Allt fler organisationer inför sociala intranät som tillhandahåller anställda med verktyg för att dela kunskap och information, men även nya möjligheter att göra sin röst hörd (Employee voice).Denna uppsats undersöker huruvida anställda vid Uppsala universitet använder lärosätets egenutvecklade sociala intranät (Medarbetarportalen) för att uttrycka Employee voice inom fyra kategorier: individuellt missnöje, kollektiv organisation, beslutsfattande inom ledningen och ömsesidighet i intressen.Studien genomfördes i två delar, först en intervju med den enhet på universitet som ansvarar för införandet av deras sociala intranät och sedan en enkätundersökning riktad mot anställda vid universitetet. Vår studie visar att inom Uppsala universitet finns det väldigt lite empiriskt stöd för att anställda använder universitetets egenutvecklade sociala intranät för att uttrycka Employee voice..