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According to Susanna Gideonsson of LO, it was a general picture of deteriorating job security which meant that the union could not vote on the agreement that was negotiated. We still don’t know which issues decided where, but here are five points from the deal that was rejected:
Sequence rules
Under the latest proposal, employers have the right to make exceptions to the priority rules in the event of dismissal of three employees, regardless of the size of the company.
Today, the employer has the right to make exceptions for a maximum of two people in companies with a maximum of ten employees. In the latest research, it is proposed that employers have the right to make exceptions for five employees.
Reasons for termination
The expression “factual reasons for personal reasons” is replaced by “factual reasons”. The underlying reasons include whether the employee has seriously breached the employment contract through, for example, refusal to work, difficulties in cooperation, abuse or crime.
The employer must continue to offer support measures, give a warning and offer relocation before an employee can be fired. However, if the employer has offered a relocation and there are still objective reasons for dismissal, there is no obligation to offer a new relocation. In the event of a dispute, it is the employee’s responsibility to show that a reassignment would have helped.
In the latest investigation, it is proposed to eliminate the possibility of declaring a layoff null in companies with fewer than 15 employees.
Adjustment bracket
According to the proposal, adaptation support should be offered to those who have lost their jobs in the form of, for example, counseling or training to strengthen their position in the labor market. This presupposes that the government introduces a new adjustment organization and a new public scholarship for students.
An investigation will be appointed and the parties will participate in setting the directives, as per the proposal.
Fixed-term employment
Under the proposal, the rules on general fixed-term employment will be replaced by a new form of employment called special fixed-term employment. Employees who have worked for more than 9 months during a three-year period will have priority.
Today, the limit is twelve months of work over a three-year period. The latest research also proposes preferential rights after nine months of employment.
Staffing companies
Under the proposal, an employee who has been hired at the same workplace for more than 24 months over a three-year period must be offered employment. If an employee has refused employment, the employer does not have to offer a job again even if the employment continues.
Instead of one job, companies should be able to offer staff employees two monthly salaries. After such an offer, the company no longer needs to offer a job even if the employment continues.
Today, there are no requirements for client companies to offer jobs to hired personnel.
