The prevention of age Discrimination in Sweden did not have any solvent grounds until directive 2000/78/EG was implemented into Swedish law. Today age Discrimination has been banned for just over two years. This ground of Discrimination has, compared to other existing grounds of Discrimination in Swedish law, a lot more opportunities to make exceptions from. Given the fact that the exemption rules are vague, it is difficult to determine whether the protection against age Discrimination is in fact a protection at all. The purpose of this essay is to describe what the law regarding age Discrimination means.

Sweden is seen as one of the world?s most feminist societies. In January 2009 all grounds of Discrimination were merged into a common law; Diskrimineringslagen. This paper examines representations of gender Discrimination, linked to feminist perspectives, in the Parliamentary debate on Sweden?s new Discrimination legislation through a discourse analysis.

Age is one of two new discriminatory grounds in Swedish law. EU took official position against age Discrimination by means of Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation. From January the 1st 2009 it is, by Diskrimineringslag (2008:567), illegal in Sweden to discriminate anyone based on age. The law covers all age groups and is applicable to various fields in society. Age differ from other discriminatory grounds since everyone has an age.

Since several rules of law have a consideration of age, the Swedish labor law collides in many ways with the prohibition of age Discrimination. The employment directives of EU were implemented in the member countries after the shift of the millennium. Sweden was the last member to introduce age as a ground of Discrimination in its legislation. The purpose of this thesis is to investigate whether the Swedish regulations, regarding age Discrimination and its application, is compatible with the EU.  The aim is also to investigate what is required to exclude the prohibition of age Discrimination. The labor law provisions concerning the retirement age given in 32 a and 33 §§ LAS, priority rules according to 22 § LAS and the collectively agreed holiday benefit, which is regulated according to a worker's age, is to be investigated to see if they actually qualify for the exclusion of the prohibition against age Discrimination. Furthermore, the paper intends to describe if the Swedish legislation has taken account of the research available on the subject of "age" and ?age Discrimination?.

The purpose of this thesis was to analyse if the six month rule in chapter 3 § 9 part 1 in IL is compatible with EU law regarding the free movement of employees and in case of Discrimination whether the rule can be justified. First of all the retroactive salary for an unlimited taxpayer and during the period of income earning a limited taxpayer who later became unlimited taxpayer will be analyzed in order to determine if they are considered to be in a comparable situation. An unlimited taxpayer is subject to taxation in Sweden for all of his incomes regardless their origin. However there is an exception according to six month rule, which implies that physical persons who stay abroad due to their minimum six months employment are in Sweden free from their incomes earned abroad if they are taxed in the country of employment. Tax exemption is applicable even if the payment from an employee working abroad is made retroactively.Article 18 EUFF states a general prohibition of Discrimination on the grounds of nationality.

Sweden is a member of the European Union (EU) since 1995. The association results in considerable proportions of the European law, also called EC-law, for Sweden. The legal system has precedence above Swedish law, which forces our national court to take consideration into and interpret the law in the light of EC-law.Sweden doesn?t possess a general legislation of Discrimination. An appointed committee investigates the matter and the requirement of a common law, including all Discrimination prohibits.

The purpose of this essay is to examine clergywomen?s experience of Discrimination within the Swedish church as to clergywomen?s opinions about their work and their work situation and how they handle contingent Discrimination. The method used in this essay is qualitative, and in order to create an understanding of the topic we have used semi structured interviews and text analysis. Three clergywomen have been interviewed and in addition to this we have studied four clergywomen's reports to JämO regarding gender Discrimination. The analysis is based upon a social constructivist perspective and Hirdman's gender system theory.

On the 1st April 2006 a new legislation came into effect in Sweden; The ProhibitingDiscrimination and Other Degrading Treatment of Children and Pupils Act (2006:67). TheAct is applicable to education and other activities referred to in the Education Act(1985:1100). This dissertation aims to examine how teachers work to combatDiscrimination, and establishes whether headmasters and teachers have changed their work procedures since the law came into force.In order to seek the answers to my questions I have conducted 8 qualitative interviews with headmasters and teachers from two schools in a community outside Karlstad, with both schools comprising of students from pre-school until year 6.Discrimination is not a new phenomenon in schools, but neither is the fact that it is theschools? responsibility to work against Discrimination. Discrimination is still taking place,despite Discrimination laws being clearly stated within the Education Act (1985:1100) andthe school curriculum.

Positive action is measures that usually constitute Discrimination but which are justified when achieving the purpose of an effective equality between people of the society. Positive action regarding gender is regulated in primary law, secondary law and case law of the EU whereas positive action regarding other Discrimination groups is regulated in secondary law and negligible regulated in case law.There is a boundary between positive action and Discrimination. Primary law gives little guidance on determine that boundary. Secondary law provides more advanced guidelines of how to determining were the boundary is.When determining were the boundaries lays between positive action and Discrimination the guidelines given by the European court of justice in case law can be used. The majority of these guidelines are focused on positive action regarding gender.

AimThe purpose of this dissertation is to find out what Discrimination of salary means and if the legislation that exists in Sweden, regarding same salary for the same or similar work, effects sports and if the way that the sportindustry divide salaries are acceptable. The purpose is also to find out if Discrimination of salary exist within swedish handball and if this is a reason why swedish ladies handball is not professional. The framing of questions that have been processed is:1. Does Discrimination of salary occur in swedish handball?2.

Ethnic Discrimination is still a problem in the Swedish employment market. The Ombudsman against Ethnic Discrimination received 154 complaints relating to Discrimination due to ethnicity in the working life in 2012. In addition, reported unemployment rates in Sweden differ markedly between native-born and foreign-born. The purpose of this paper is to investigate how protection against ethnic Discrimination in recruitment looks like in Sweden and describe different methods an employer may use to prevent that ethnic Discrimination occurs in recruitment situations. The first and second issue of the essay concern what protection there is in Sweden against ethnic Discrimination in recruitment situations, based on international and national law. The traditional legal dogmatic method, which describes the valid law, is used in these sections.

The purpose of this essay is to examine for the age Discrimination towards older people in the working life. The essay practice EU-law and national law to examine the age Discrimination. It also looks for the limits towards age Discrimination. A presentation of the rules will make it easier to see how employers are possible to get around the ban against age Discrimination. This essay also illustrates how age Discrimination emerges in recruitment processes and then how to discourage age Discrimination.

Sweden adopted a new anti-Discrimination legislation 2009, DiskL, which aim to prevent direct and indirect Discrimination in matters of employment and occupation.According to directives and practices from EU, pregnant workers are entitled a special protection from Discrimination during employment situations. The purpose of this essay is to study the legal protection for pregnant workers in employment situations and also analyze whether male workers have similar protection when they plan parental leave. Both regulations from the EU-law and the Swedish law are presented and discussed. This because Swedish Discrimination legislation is largely influenced by the EU-law.The study confirms that pregnant workers have a strong legal protection against Discrimination through directives from the EU and DiskL. Employers must include this protection in employment situations.

According to the national legislation concerning Discrimination within labour law, it is prohibited to discriminate on the grounds of sex, ethnic belonging, religion or other religious belief, functional disability, sexual nature and part-time work or time-limited employment. The EC-law goes further and also prohibits Discrimination on the ground of age. According to an EC-directive the member states must incorporate a national provision against age Discrimination by the 2nd of December 2006 and the Swedish legislator is now in the progress to implement this into Swedish law.Even though national legislation does not contain any provision on the area, the EC-law directive has a certain influence at national law. Measures that are in breach of the purpose of the directive can for example not be taken. When the time for implementation has expired, the directive has direct effect and can be referred to within the member states.

The essay studies Romania and the Roma in the country as a minority from an Europeanization perspective.The aim of the essay is to study EU´s impact on Romania in general through Europeanization and to illustrate this Europeanization by studying the situation of the Roma in particular.The paper focuses on Romania´s Europeanization process and the Roma as a minority. It looks at how these mechanisms have affected Romania´s efforts to prohibit Discrimination and to promote Roma´s rights.Heather Grabbes´s Europeanization mechanism; models, money, gate ?keeping, benchmarking and monitoring, advice and twinning is the framework for the essay. Besides this Claudio Radaelli´s definition is used because it is broad enough to cover different areasThe conclusion is that Europeanization has affected Romania in its adaption to EU membership. Romania has been affected by a top-down Europeanization process.Regarding the Roma the conclusion is that the mechanisms have pushed Romania to focus more on the Roma.