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Allas rätt att vara sig själv: -trakasserier och mobbning i svensk arbetsrätt
Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
2009 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Everybody´s right to be themselves : -harassment and bullying in Sewdish labor law (English)
Abstract [en]

This essay will focus on the psychosocial work environment, harassment and bullying at the workplace. As the essay is written as a part of the human resources program, the topics are discussed from a human resource management perspective. Harassment and bullying are highlighted on the basis of a labor law perspective where the focus is on the prevention work. The essay is based on analysis of law, the preparatory work for new laws and regulations, rules and regulations from the Swedish work environment authority, case law and doctrine, and is supplemented by interviews.

 

Harassed and bullied can in everyday speech sometimes be used as synonyms for one another. From a labor law perspective, the concepts, however, are not at all equivalent. Harassment and bullying are treated in different ways in the Swedish labor law. The essay examines how the cases of harassment are distributed on the different grounds of discrimination and why the Swedish legislator by law has chosen to provide an additional protection for groups with certain attributes and characteristics. The essay examines the question of why the Swedish legislators have chosen to regulate harassment and bullying in different laws as the psychological and social consequences for the individual as well as the working group are often the same.

 

The study also examines how the employer's obligations differ in situations of harassment and bullying. Methods and a checklist for preventing harassment and bullying in the workplace are presented. The essay shows that employer' obligations for preventing, investigating and attending to cases of harassment and bullying are equivalent but when these obligations are not met, the implications will be different. The consequence for the individual will be that he or she in some cases of bullying won’t have any option but to rely on the employer's goodwill and interest of having a workplace free from bullying.

Place, publisher, year, edition, pages
2009. , p. 52
Keywords [en]
psychosocial work environment, harassment, adult bullying, employment, legal science, labor law
Keywords [sv]
psykosocial arbetsmiljö, trakasserier, vuxenmobbning, arbetslivet, rättsvetenskap, arbetsrätt
Identifiers
URN: urn:nbn:se:vxu:diva-5080OAI: oai:DiVA.org:vxu-5080DiVA, id: diva2:211759
Presentation
(English)
Uppsok

Available from: 2009-04-21 Created: 2009-04-17 Last updated: 2010-03-10Bibliographically approved

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CiteExportLink to record
Permanent link

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Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf