This chapter is the exception of the employer's family and household from Swedish labour legislation. It pre-understands starting the investigation was that these exceptions would be theoretically interesting from a feminist point of view, but that they would have little quantitative importance. This chapter reflects on exceptions of the employer's family and home from labour legislation using a feminist approach to the limits of law. It opinions a feminist approach to legal issues has certain specific features, some of which clearly relate to the constructed limits of law. This applies both to the methods used and issues raised. The provisions of the Swedish Employment Protection Act said to give the same protection against arbitrariness in dismissal to female as to male workers. Historically, nearly all protective labour legislation in Sweden has excluded the family and the household of the employer. In early period of Swedish industrialization, most production was carried out within agriculture and within the family household.
I denna studie diskuteras arbetsrättens roll för utrikes födda arbetstagares möjligheter att behålla sina anställningar. Utgångspunkten är en arbetsplatsundersökning som visat att de utrikes födda förlorat sina anställningar i högre grad än de svenskfödda. De var tidsbegränsat anställda i betydligt högre grad och de blev uppsagda i större utsträckning än de svenskfödda. Nedskärningarna gjordes ofta på de områden där de utrikes födda arbetade. De utrikes födda hade ofta kort anställningstid. Skillnaderna var störst i de minst kvalificerade yrkena. I studien diskuteras effekterna av indelning i turordningskretsar och bedömning av kvalifikationer, avtalsturlistor, frivillig avgång och rätten till återanställning. Förbudet mot etnisk diskriminering visade sig sällan ge något skydd i de situationer som diskuterats. Utrikes födda och svenskfödda arbetstagare i undersökningen arbetade ofta hos olika arbetsgivare eller med olika arbetsuppgifter och förbudet blev därmed inte tillämpligt. Förbudet mot indirekt diskriminering kan ge vissa möjligheter liksom aktiva åtgärder enligt lagstiftningen mot etnisk diskriminering.
Förbudet mot diskriminering av tidsbegränsat anställda kan tänkas ge ökad kompetensutveckling och därmed fortsatt anställning. EGdirektiv mot diskriminering på grund av etnisk tillhörighet och ålder kommer förmodligen att ha en marginell betydelse för att öka skyddet för anställningen.
This book deals with women's employment protection. Legislation about women's waged labour has balanced the needs of the labour market and society's need for family stability and childrearing. This balancing has added to the subordination of women in waged labour and to the institutionalization of part-time labour for women. Housework, which is the basis for the inequality between women and men in the labour market, has been excluded from legislation as has waged work that is similar to housework. Although the Swedish employment protection law should give the same protection to women as to men, important resolutions in it can be overridden by contracts between the employers and the unions.
An investigation of 75 workplaces presented in this book, shows that although women's employments are almost as long as men's, women are fired more often than men, due to negotiated exceptions from the legal rules. The firing of the women is connected with the kind of work they are doing and very often with the fact that they are part-time workers. Other women have had their hours of employment reduced. Women who are pregnant and women who are on maternity leave have been fired. Women's right to keep their jobs has also been influenced by their marriages or relationships to male bosses or more qualified co-workers.
This dissertation explores the role of the regulations regarding seniority with respect to employee layoffs. The main focus of this inquiry is to explore the degree to which the regulations protect the groups of employees for which it is intended. The main area of interest is § 22 of the law regarding employment protection concerning protections for employees with long periods of employment and older workers. It contains an examination of the regulatory framework and an empirical survey of how these regulations were applied at a number of workplaces. The survey consists of thirty workplaces and illustrates how the protectionist purpose of the legislation can be minimized or enhanced as a result of the different decisions made by employers or labor unions and the deliberations behind the decisions. The empirical survey also roughly shows the outcome of the application of these regulations with respect to the surveyed groups at the workplaces.