The purpose of this essay is to investigate how Employers? rights to give employees notice because of illness are regulated in Swedish working life. This essay consists of two parts. The first part is jurisprudential and based on traditional juristic method. The second part entails the discipline Sociology of Law and is based on a qualitative survey consisting of two interviews.

Rules on parental leave have over the years been the subject of several gender debates. The big question has particularly been whether a further individualization of the days should be established. Sweden is a relatively equal country but differences still exist between men and women in the labor market, such as differences in wages. A fact that is considered encouraging for this is the uneven distribution of parental leave between men and women. It has now been nearly 40 years since the introduction of the first parental insurance but we have still not achieved gender equality in working life which was the main purpose.The main purpose of this essay is to study the motives for the proposal of individualized parental leave, and in addition examine how this change of rules could impact on gender equality in the work place.

Safety in the construction industry has become a question of top priority in recent years. Despite a massive investment of time, money and knowledge, the occur-rence of fatal accidents in Sweden alone is around one a month.The purpose of this study is therefore to improve the safety on the construction site. By an examination of the role of the safety agents and their cooperation with the construction workers and supervisors as well as examine how safety agents can improve safety on the construction site, which is the goal of the study.Four questions were formulated based on the purpose and the goal of the study.The methods used to answer the questions were a questionnaire survey, multiple interviews, a literature review and a document analysis.The report describes the safety agent?s role as a complex one with many different tasks. The role of the safety agents is regulated in the health and safety law, but it can sometimes be difficult to interpret and the agents can therefore interpret their role differently.

Begreppet Employer branding handlar om en arbetsgivares attraktivitet utifrån olika faktorer så som lön, förmåner, utveckling, arbetsmiljö etc. Begreppet har under de senaste 10 åren utvecklat ett starkt fäste i organisationers strategiska prioriteringar.Norrbottens läns landsting står inför en av deras största utmaningar för att säkra den framtida kompetensförsörjningen. Landstinget står inför ett stort generationsskifte med många pensionsavgångar och måste lyckas attrahera nya medarbetare att söka sig till organisationen. Ett starkt arbetsgivarmärke kan vara avgörande för hur levande en organisation blir, människan är en av de främsta resurserna i en organisation och medarbetarna är en viktig ambassadör.I Norrbottens läns landstings medarbetarundersökning från 2014 signalerar medarbetarna ett missnöje gentemot arbetsgivaren. Denna studie, som är en master uppsats i Human Resource Management med utgångspunkt i Sociologin, avser att genom kvalitativa intervjuer med anställda inom hälso- och sjukvården undersöka medarbetarnas upplevelser av arbetsgivaren för att identifiera vad missnöjet kan bero på.Resultatet visar att medarbetarna är nöjda med sin arbetsplats, med sina arbetsuppgifter och med sina kollegor.

AbstractAccording to 3 § in the Equal Opportunities Act should Employer fulfil their commitment to their employees and work targeted for the equality in working life. In the report we account for 3?11 §§ Equal Opportunities Act, in purpose to show Employer obligations to work actively work for equality between the sexes. This is the main focus of the article and the answer to one of our issue of law. We have also written about how equality work and how the Equal Opportunities Act has grown up, how it work in today?s society and the thoughts about the future.The growth of equality work, the Equal Opportunities Act and a short history are partially written from European law, the Swedish government official reports and in government bills.

I ett kunskapsföretag besitter anställda kunskap om företagets hemligheter genom sin anställning. Denna kunskap utgör en väsentlig tillgång i företaget och stärker företagets konkurrensförmåga på marknaden, vilket ökar behovet av ett starkt skydd för företagshemligheter.Problematiken uppstår när anställda lämnar sin anställning och tar med sig den hemliga informationen till sin nya arbetsgivare och utnyttjar den där. När anställda konkurrerar med sin tidigare arbetsgivare får den arbetsrättsliga lojalitetsplikten väsentlig betydelse. Utgångspunkten är att anställda inte är bundna av lojalitetsplikten när anställningen upphör, vilket innebär att anställda är fria att utnyttja kunskap, erfarenhet och skicklighet som förvärvats under anställningen. Detta innebär att anställda inte kan ställas till ansvar efter anställningens upphörande, förutom i vissa fall då det enligt lagen (1990:409) om skydd för företagshemligheter (FHL) föreligger ?synnerliga skäl?.

AbstractAccording to 3 § in the Equal Opportunities Act should Employer fulfil their commitment to their employees and work targeted for the equality in working life. In the report we account for 3?11 §§ Equal Opportunities Act, in purpose to show Employer obligations to work actively work for equality between the sexes. This is the main focus of the article and the answer to one of our issue of law. We have also written about how equality work and how the Equal Opportunities Act has grown up, how it work in today?s society and the thoughts about the future.The growth of equality work, the Equal Opportunities Act and a short history are partially written from European law, the Swedish government official reports and in government bills.

In recent years more countries have started to blur out their national boundaries to create andrely on international collaborations. China is one of the fastest growing markets in the worldand play an important role on export and import of commodities across the globe. ManySwedish companies have more business collaborations with China than ever. Differencesbetween the cultures can lead to many difficulties for both the employees and the Employer.There is both a challenge and a necessityto find ways to communicate, and to get moreknowledge in how to follow and lead people from different background and perspectives. Theaim of this study is to investigate how leaders through their leadership deal with contextualdifferences between China and Sweden and which effect these differences can have.

This report documents the development of a software system for automaticscheduling called Hazel. This system is comprised of a server where an automaticscheduler has been implemented, as well as a web and mobile applicationthat allows users to interact with the system. The scheduler hasbeen developed with the functional programming language Haskell and usesa SAT-solver.Manual scheduling has long been the bane of managers everywhere, asmatching the needs of the Employer with those of the employee is often adifficult and time-consuming task. There already exists several automaticschedulers that attempt to solve this problem. The issue with said schedulersis that thay tend to be expensive, or developed to only fulfill the needsof a particular organisation.

The proponents for conscience wants to get a clause that will allow the health professionals to due. scruples waive certain duties. Swedens decision makers has despite pressure from the Christian De-mocrats and the Sweden Democrats decided not to implement freedom of conscience in health care. The purpose of this paper is to investigate whether Sweden has the obligation to provide for freedom of conscience in health care. Furthermore, it must be examined, whose rights according to the law will go first, health professionals right to freedom of conscience or the patient right to equal treat-ment.

Föreliggande uppsats behandlar lönesättning på den svenska arbetsmarknaden. Lönesättningen i Sverige är inte i vidare utsträckning reglerad i lag. Grunden för lönesättningen är att det råder avtalsfrihet och att det är upp till arbetsmarknadens parter att genom kollektivavtal reglera området. Kollektivavtalen innehåller olika typer av reglering avseende arbetsgivarens lönesättning, exempelvis anges ofta minimilöner samt utrymme för lönehöjningar vid lönerevision. Avtalen innehåller dessutom oftast lönesättningsprinciper för hur löneutrymmet ska fördelas mellan enskilda arbetstagare.

Uppsatsens resultat visar att det saknas ett entydigt luftmaktsteoretiskt ställningstagande. Istället återfinns en tudelad teoribild, dels den svenska traditionella defensiva luftmaktsteorin, men också den som inriktas mot en västlig modern expeditionär luftmaktsteori.Resultatet stöds av slutsatserna från studien av förmågeutvecklingen, en utveckling som spänner över en bred men traditionell förmågebas. Huruvida ett tudelat teoretiskt ställningstagande och ett i huvudsak traditionellt förmågeutvecklingsprogram, kommer vara effektivt att möta framtidens uppgifter och ekonomiska realiteter återstår att se..

Equality between men and women is in focus politically, in working life and in the media. There is a noticeable desire from the Swedish government to create a working environment with equal opportunities for men and women. The equality law in Sweden is an indication of that goal. During its existence, the equality law has gone through several changes. The purpose of the changes has been to improve the work with equality among Employers.

This thesis is an attempt to study how a library that is driven by a contractor works. How allinvolved parts can cooperate. The main method used, is qualitative interviews. The authorshave made a survey at the public library in Järna in Södertälje county, where Boktjänst i JärnaAB has the business on contract since 1991.Following areas have been studied: organisation and assignment; librarysphere of activity andservices; the relations to the main library, and the vision for the future of the library.Some of the conclusions drawn by the authors are that when tenders are invited for a job, thelocal conditions must be taken into consideration. To have the same Employer for the wholelibrary staff are likely to simplify the matters.

Title: And the winner is?Level: Bachelor of JournalismLocation: University of GothenburgLanguage: SwedishNumber of pages: (34)In this study the winners of Sweden's most prestigious journalism award Stora journalistpriset are characterized in the search for the dominant award winner.To find the dominant award winner we used a quantitative method, where we gathered information about the previous winners between the years of 1966-2014. Gender, age at the time of the award, whether they won individually or in groups, their Employer at the time of the award, subject of the winning material and where it was first published, were the variables. A total of 268 award winners were characterized from these variables and a statistic analysis were made.The statistic analysis showed that there has been a dominant group among the award winners.Between the years of 1966-2014 the typical award winner was a man between 31-40 years old, who worked individually for public service. The winning material was mainly published in the printed press.