Sweden is a member of the European Union since 1995. The European Union issues directives that cover different areas. Member states must implement these directives into their national legislation. The European council issued in 1993 a directive that took action on the organization of working time, also known as the working time directive. The full name is: Council directive 93/104/EC of 23 November 1993 concerning certain aspects of the organization of working time.

Sonja Åkesson is one of Sweden?s most well known poets. Her most productive period was from 1957 to 1977, and besides poetry she wrote novels and drama. Today, Sonja Åkesson is famous for criticizing society, mostly in a feministic way. But she was not aware of her critical approach until she became successful among her feministic readers in 1960, with poems like ?Äktenskapsfrågan? and ?Självbiografi (replik till Ferlinghetti)?.This essay examines professor Yvonne Hirdman?s theory about women?s inferior position in relation to men?s between 1930-1960 in Sweden.

Roughly 130 000 dwellings have been officially registered since Norway as of summer 2009 passed their bill ?Energimerkeforskriften? on energy performance certificates in buildings. The main objective is to decrease the total amount of national energy consumption by producing a methodology of calculation of the integrated energy performance of buildings as well as proposing cost effective measures to lower each building?s energy consumption. As the measures should not contravene nor be incompatible with the intended quality and character of the building, the ?Energimerkeforskriften? exempts buildings that due to their historical and cultural values are protected cultural heritage legislation. The current system offers a couple of professional certification alternatives, but when two online semi-automatic methods developed specifically for non-professionals are by far the most used, and since the methods of calculation primarily have focused on modern building materials and construction, the rest of the historical building stock stands literally unprotected by incorrect performance certificates and high-risk energy efficient measures. The objective of this thesis is to identify if the current Norwegian energy certificate system poses a threat to older buildings.

The main purpose of this study is to investigate and with it clarifying what is meant by a dismissal for personal reasons must be based on valid reasons. More specifically, what is valid reason and what is required for that demand to be regarded as fulfilled.To my help to achieve this I have asked questions such as what kind of behavior from the employee can be the basis for a valid termination of the employment, what factors do the court put emphasis on in a trial and what is the requirements for the employer during the dismissal.The study has further objectives which are to illustrate the phenomenon of valid reason from a diversity perspective and from an international perspective. To achieve those objectives following questions have been asked: Is some groups covered in a greater extent than others by the requirement that a termination of employment must have valid reasons and are there international counterparts to the Swedish requirement that a dismissal must be factually based.What emerged from the study judicial inquiry is that the phenomena to which the employee is guilty of first is to see as valid reason when the employee are aware of the obligations undertaken in the employment but acting against them and inflicts some sort of damage for the employer.With regard to the employer's obligations in a termination proceeding are they to see as comprehensive and can be summed up to the fact that the employer should do everything in his power to avoid a dismissal.When it comes to the factors a court should take into account is this also a matter of major proportions. The court shall take into account all of the circumstances relating to the dismissal, which means that, with absolutely certainty, determine in advance what the court will decide is an almost impossible task.Furthermore, it emerged from the study that the requirement that a dismissal for personal reasons must be based on valid reasons may come to certain groups of workers to a greater extent than others. The study's investigation also indicates that the Swedish legislation, as it reads today, probably in breach of regulations enacted by the European Union.   .

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.

AbstractWorking as a lawyer demands not only legal skills, but also ethical ones due to the involvement with humans. The area of ethics is far from as regulated as the area of law is. The reasons for this are both historical ? as the area of ethics is, in comparison with the practice of law, a relatively new area, especially combined with the traditional work of lawyers ? and technical, since ethics is an area that seems difficult to regulate due to its adopting skills. Ethics looks different depending on which work area it addresses; who you ask; and in what situation it shall be enlightened.

I arbetslivet blir det mer och mer viktigt att företag och organisationer rekryterar rätt person. Den nyrekryterade måste ha rätt kompetens och samtidigt vara den person som passar in i företagets kultur. I det här arbetet har vi behandlat rekryteringsprocessen med inriktning mot anställningsintervjun. Uppsatsens syfte är att belysa rekryterares syn på anställningsintervjun och dess betydelse i rekryteringsprocessen. För att kunna besvara vårt syfte har vi valt att göra kvalitativa intervjuer med fem rekryterare.

This study is an assignment from the council of Södra Småland county to investigate how equality between boys and girls progresses at compulsory schools in Kronoberg county. The study was undertaken to find suggestions on how work with equality could best be stimulated.The key question was to elaborate how a decentralized rule and structural context of an organisation can affect an implementation of political decisions. The methodological approach adopted can be defined as inductive, it was analysed how the respondents from some selected schools in Kronoberg county themselves relate to the concept of equality between men and women and their experience and understanding of how the concept of equality between sex is understood in their work at school.School-legislation today demands that active measures are undertaken to promote equality between boys and girls and in general almost all the respondents of my study describe equality as an utterly important question. My findings although, at the same time, indicate a gap between rhetoric and practice. The findings of my study suggest that structural relations and a decentralised organisation can constitute a hindrance for implementing equality between men and women in schools.

The society today, reflects a high welfare, where the human being has a better financial position than before. This has generate that more money is spend on pleasure and events. A result of that can be the development of a new line of business; The industry of experience.This kind of branch is fast growing in the Swedish labour market. The characteristics of this branch are, depending of trends, continuous variations and integrated education.A new phenomenon within this branch is ?Centre of experience?.

Costs of maintenance on combines are a subject of interest thus it constitute a large investment and cost for the individual farmer. Therefore it is important to have up to date knowledge and the right facts to be able to do reliable calculations on one of the largest investments for a farmer. The aim of this study was to compare costs of maintenance on combine/threshingmachine with the computer program for advising environmental issues in agriculture, STANK. Interviews took place and data were collected by handing out questionnaires to 20 farmers. A similar study conducted by Neuman (2003) investigated costs of maintenance and compared these with STANK. The results of this study have also been compared and examined related to data from SLA - Skogs och Lantarbetsgivarförbundet. The result shows that 18 out of 20 combines were given a higher cost of maintenance when using STANK compared to the numbers in this study.

Title: Nu är det dags för fotboll 2.0 I En studie om hur fotbollsklubbar i allsvenskanarbetar med relationsmarknadsföring med hjälp av sociala medier.Short explanation of the titleWe chose the title ?Nu är det dags for fotboll2.0?because it relates to the socialhabits that occurs between individuals within society today. People are moreinteractive online than before due to the development of Web 2,0 and social medias.Main purposeThe main purpose of this thesis is to describe how professional football clubs usesocial media tools to establish, maintain and develop relationships with costumerswithin the field of sports.MethodologyThe thesis is based on a qualitative research with an inductive approach to make itpossible to create a depth within the research. In addition, we have a hermeneuticperspective to build an understanding for the hard labour that is put in action byworkers in the football clubs only for the reasons of making relationships possibleand strengthening bonds by using social media tools. We have gathered theempirical information trough interviews with main leaders within chosenorganizations that use social media tools on an every day basis.

Introduction: Two women die every hour due to pregnancy and childbirth relatedcomplications in Bangladesh. It is well known that a strong midwifery profession is the key toachieving safer childbirth and it is the right of every woman to have access to a fully trainedmidwife and to a safe delivery. However this is not the case in Bangladesh. Today, theexisting nurse-midwives are not fully utilized for the midwifery services. The profession ismal-distributed, functioning as multi-purpose service provider and are not recognized as aseparate cadre of midwives.

The purpose of this study is to investigate differences of how the Swedishemployees union ?Unionen? communicates with its members, on one hand thosewho are members of local union clubs and on the other non-club members. Thenumber of non-club members has increased due to labour market changes implyingthat workplaces have been fragmented and hence affect the possibility to form localunion clubs.The questions posed in the study are: How does Unionen communicate with itsmembers? How does the communication differ between club members and non-clubmembers? What are the preferences of Unionen´s members as far as communicationwith the central organization? What kind of information do the members seek andhow do they find it? What values does Unionen represent? Are there differencesbetween the messages that Unionen is sends out and how members and non-clubmembers, respectively, perceive them?A case study method has been used applying both quantitative and qualitativeanalyses. Quantitative methods have been used in illustrating the number ofdiscussion subjects at Unionen´s website, the members needs for receivingcommunication and channel usage while qualitative methodologies have been usedin interviews with Unionen´s members, club chairmen and union representatives aswell as semiotic picture analyses and analyses based on methods of Uses andgratifications theory.One conclusion of the study is that two significant differences of communicationhave been found between members and non-club members.

Directive 2006/54/EG from the European Union concerns the equal rights between men and woman and the principle of equal rights. The purpose of the directive is that the member states provide the equal rights between men and woman. Affirmative action is one exception from the principle of equal rights which is settled in directive 2006/54/EG, article 3. The purpose for the affirmative action must be to encourage the equal rights between men and women.EU has specific criteria to use affirmative action, which is created by praxis of the Court of Justice of the European Union. These criteria are that the affirmative action must involve an objective assessment, there must be equal qualifications between the person which is affirmative action and the person who is not, the positive action cannot be automatically decisive and this special treatment should be proportionate to the purpose.

Bakgrund/Problem: I samband med generationsskiftet på arbetsmarknaden uppstår frågan hur arbetsgivarna ur ett rent strategiskt perspektiv kan ta ställning till Generation Y (födda under andra halvan av sjuttiotalet fram till ca år 2000) i arbetslivet. Generation Y verkar nämligen ha en förändrad syn jämfört med äldre generationer när det gäller hur man ser på arbetets roll i livet. Företagen måste börja uppmärksamma dessa förändrade värderingar för att genom sitt Employer Brand kunna locka till sig den yngre generationen på bästa sätt.Syfte: I denna uppsats presenterar jag sociologiska teorier och empiriska fakta om generationer, för att försöka se vilken betydelse generationstillhörigheten kan ha för organisationers Employer Branding. På detta sätt vill jag utveckla och föra fram ett tankesätt som grundar sig i en genera-tionssociologisk analys av fenomenet.Material: Mitt material kommer huvudsakligen från forskningsstudier, forskningsartiklar, littera-tur, medier och från teorier av sociologerna Hans Zetterberg, Ronald Inglehart och Karl Mann-heim.Slutsats: Generationstillhörigheten verkar ha en stor betydelse för företagens Employer Branding. Det finns idag en större fokus på fritid och person framför arbete.