<\/p>\n\n\n\n
Do employment agency employees have less favourable conditions than<\/strong> other employees?<\/strong> How are pay rates set for employment agency employees covered by the LO agreement?<\/strong> What does an advance notice to Kompetensf\u00f6retagen mean?<\/strong> What can the employer do before a dispute breaks out?<\/strong> How does the employer know who will be taking part in the dispute? <\/strong> Is it permitted to collect information as to who is thinking of taking part in the dispute? <\/strong> Who will be involved in a dispute? <\/strong> Do employment agency employees have less favourable conditions than other employees?Employment agencies affiliated to Kompetensf\u00f6retagen (the Competence Agencies of Sweden) are signed up to collective agreements. They regulate i.e holiday entitlement, pension conditions, working hours …<\/p>\n","protected":false},"author":6058,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[13],"tags":[],"article_type":[210],"agreement":[],"for-members":[],"class_list":["post-5751","post","type-post","status-publish","format-standard","hentry","category-avtalsrorelse","type-fakta"],"acf":[],"yoast_head":"\n
Employment agencies affiliated to Kompetensf\u00f6retagen (the Competence Agencies of Sweden) are signed up to collective agreements. They regulate i.e holiday entitlement, pension conditions, working hours etc. <\/p>\n\n\n\n
The LO agreement for the employment agency sector sets pay rates as an average of the pay rates for the agreements already in force at the customer where the employee is working. Effectively that means to many, a higher level of pay than they would have received, had they been employed by the customer company<\/p>\n\n\n\n
Initially, the notice represents a block on new recruitment, overtime and part-time
employee overtime at all companies affiliated to Kompetensf\u00f6retagen. <\/p>\n\n\n\n
During the period of notice, the employer\u2019s planning and work should as far as possible be focused on mitigating the impending strike\u2019s effects on the company and third parties.<\/p>\n\n\n\n
The employer is entitled to establish who intends to take part in the dispute or to use the right to remain neutral, such that the employer can prepare for any dispute and is able to fulfil legal obligations and those under agreements.<\/p>\n\n\n\n
The employer is entitled to prepare for any dispute in order to be able to fulfil legal obligations and those under agreements. Any claim from the trade union side to the effect that this would represent a \u201cbreach of constitutional rights\u201d and a \u201cregistration of opinions\u201d is entirely wrong. If the trade union has encouraged its members not to answer the question of whether they are thinking of taking part in the dispute or not, the employer may, in order to obtain an idea as to the extent of the impending strike, make use of documentation, for example from the latest pay review (or any other more recent lists) or payroll deductions for trade union membership, as a basis for planning.<\/p>\n\n\n\n
A trade union organisation can order its own members to take part in a dispute. This means that only members of the trade union that had given notice of the dispute are required to strike. Those who are covered by a different collective bargaining agreement will not take part in the dispute and are required to continue working as normal. Non-members do not take part in the dispute either and are required to continue working as normal. However, they are entitled to take a neutral position, stand aside and not \u201cget involved\u201d in the ongoing dispute. Non-members who do not intend to work during the conflict may apply for leave of absence on the basis of their right to remain neutral. In such cases, payroll deductions are made during the period of the dispute.<\/p>\n","protected":false},"excerpt":{"rendered":"