{"id":23926,"date":"2019-07-01T11:18:59","date_gmt":"2019-07-01T09:18:59","guid":{"rendered":"https:\/\/www.almega.se\/?p=23926"},"modified":"2020-01-22T10:05:54","modified_gmt":"2020-01-22T09:05:54","slug":"utokad-fredsplikt-pa-arbetsplatser-dar-det-finns-kollektivavtal-och-vid-rattstvister","status":"publish","type":"post","link":"https:\/\/www.almega.se\/2019\/07\/utokad-fredsplikt-pa-arbetsplatser-dar-det-finns-kollektivavtal-och-vid-rattstvister\/","title":{"rendered":"Ut\u00f6kad fredsplikt p\u00e5 arbetsplatser d\u00e4r det finns kollektivavtal och vid r\u00e4ttstvister"},"content":{"rendered":"Den 1 augusti 2019 \u00e4ndras reglerna om fredsplikt i lagen (1976:580) om medbest\u00e4mmande i arbetslivet, MBL. Genom lag\u00e4ndringarna genomf\u00f6rs en \u00f6verenskommelse fr\u00e5n 2018 mellan LO, TCO, Saco och Svenskt N\u00e4ringsliv om f\u00f6r\u00e4ndrade konfliktregler p\u00e5 svensk arbetsmarknad.<\/p>\n

Lag\u00e4ndringarna inneb\u00e4r dels att en arbetstagares r\u00e4tt att vidta eller delta i en strids\u00e5tg\u00e4rd mot en kollektivavtalsbunden arbetsgivare begr\u00e4nsas och dels ett f\u00f6rbud mot strids\u00e5tg\u00e4rder f\u00f6r att ut\u00f6va p\u00e5tryckning i en r\u00e4ttstvist.<\/p>\n

Ut\u00f6kad fredsplikt p\u00e5 arbetsplatser d\u00e4r det finns kollektivavtal<\/strong><\/p>\n

En arbetstagares r\u00e4tt att vidta eller delta i strids\u00e5tg\u00e4rd mot en kollektivavtalsbunden arbetsgivare till st\u00f6d f\u00f6r krav i en fr\u00e5ga som \u00e4r reglerad genom arbetsgivarens kollektivavtal f\u00e5r efter lag\u00e4ndringarna endast ut\u00f6vas under fyra s\u00e4rskilda villkor.<\/p>\n

En f\u00f6rsta f\u00f6ruts\u00e4ttning f\u00f6r att de s\u00e4rskilda villkoren ska bli till\u00e4mpliga \u00e4r emellertid att strids\u00e5tg\u00e4rden st\u00f6djer krav mot arbetsgivaren, dvs. avser fr\u00e5gor som g\u00e4ller f\u00f6rh\u00e5llandet mellan arbetsgivaren och arbetstagare. En strids\u00e5tg\u00e4rd som inte st\u00f6djer krav mot arbetsgivaren, t.ex. en strids\u00e5tg\u00e4rd i syfte att p\u00e5verka inhemska, politiska f\u00f6rh\u00e5llanden, omfattas inte av f\u00f6rbudet. Vidare m\u00e5ste de krav som st\u00e4lls g\u00e4lla en fr\u00e5ga som \u00e4r reglerad, uttryckligen eller underf\u00f6rst\u00e5tt, genom arbetsgivarens kollektivavtal.<\/p>\n

De fyra s\u00e4rskilda villkoren f\u00f6r att en strids\u00e5tg\u00e4rd mot en kollektivavtalsbunden arbetsgivare ska vara till\u00e5ten \u00e4r f\u00f6ljande.<\/p>\n

    \n
  1. Att strids\u00e5tg\u00e4rden ska ha beslutats i beh\u00f6rig ordning. <\/em><\/li>\n<\/ol>\n

    Detta inneb\u00e4r att ett beslut normalt ska ha fattats enligt organisationens stadgar. I undan-tagsfall kan dock \u00e4ven en strids\u00e5tg\u00e4rd som inte har beslutats enligt stadgarna kunna anses vara beslutad i beh\u00f6rig ordning, t.ex. en strids\u00e5tg\u00e4rd som har beslutats i enlighet med en etablerad praxis inom organisationen.<\/p>\n

      \n
    1. Att strids\u00e5tg\u00e4rden syftar till att uppn\u00e5 kollektivavtalsbundenhet i f\u00f6rh\u00e5llande till arbetsgivaren. <\/em><\/li>\n<\/ol>\n

      Om kraven \u00e4r uppenbart orimliga kan det tala mot att det verkliga \u00e4ndam\u00e5let med strids\u00e5tg\u00e4rden \u00e4r att uppn\u00e5 bundenhet av kollektivavtal.<\/p>\n

        \n
      1. Att parterna f\u00f6rst ska ha f\u00f6rhandlat om de krav som st\u00e4lls.<\/em><\/li>\n<\/ol>\n

        Detta inneb\u00e4r att alla krav som strids\u00e5tg\u00e4rden st\u00f6djer ska ha varit f\u00f6rem\u00e5l f\u00f6r f\u00f6rhandlingar. Villkoret inneb\u00e4r \u00e4ven att f\u00f6rbudet g\u00e4ller om en arbetstagarorganisation st\u00e4ller nya krav efter strids\u00e5tg\u00e4rden har p\u00e5b\u00f6rjats som villkor f\u00f6r att upph\u00f6ra med strids\u00e5tg\u00e4rden och dessa villkor inte har varit f\u00f6rem\u00e5l f\u00f6r f\u00f6rhandlingar. F\u00f6r att villkoret ska anses uppfyllt kr\u00e4vs att kraven under f\u00f6rhandlingen ska ha preciserats tillr\u00e4ckligt mycket f\u00f6r att arbetsgivaren ska kunna f\u00f6rst\u00e5 vad som kr\u00e4vs f\u00f6r att undvika en strids\u00e5tg\u00e4rd eller f\u00e5 en strids\u00e5tg\u00e4rd att upph\u00f6ra. Alltf\u00f6r allm\u00e4nt formulerade \u00f6nskem\u00e5l kan s\u00e5ledes inte anses utg\u00f6ra s\u00e5dana krav som avses.<\/p>\n

        Den allm\u00e4nna f\u00f6rhandlingsr\u00e4tten enligt 10 \u00a7 MBL till\u00e4mpas n\u00e4r det g\u00e4ller villkoret om f\u00f6rhandling. Det g\u00e4ller \u00e4ven om arbetstagarorganisationen saknar medlemmar som \u00e4r anst\u00e4llda hos arbetsgivaren. F\u00f6r det fall en arbetsgivare v\u00e4ljer att inte f\u00f6rhandla med arbetstagarorganisationen kan det inneb\u00e4ra att arbetstagarorganisationen \u00e4nd\u00e5 f\u00e5r vidta strids\u00e5tg\u00e4rder. Undantaget kan \u00e4ven aktualiseras om en arbetstagarorganisation i Sverige f\u00e5r alltf\u00f6r stora sv\u00e5righeter att komma i kontakt med ett utl\u00e4ndskt f\u00f6retag f\u00f6r att f\u00f6rhandla om de krav som organisationen st\u00e4ller.<\/p>\n

          \n
        1. Att det inte st\u00e4lls krav om att det kollektivavtal som arbetstagarorganisationen vill uppn\u00e5 tr\u00e4nger undan arbetsgivarens befintliga kollektivavtal.<\/em><\/li>\n<\/ol>\n

          Detta inneb\u00e4r att f\u00f6rbudet g\u00e4ller om arbetstagarorganisationen kr\u00e4ver att ett befintligt kollektivavtal som arbetsgivaren \u00e4r bunden av ska tr\u00e4ngas undan. Villkoret hindrar inte en arbetstagarorganisation att vidta en strids\u00e5tg\u00e4rd f\u00f6r att ta till vara sina medlemmars intressen och att bli erk\u00e4nd som avtalspart. D\u00e4remot hindrar det en arbetstagarorganisation att vidta en strids\u00e5tg\u00e4rd f\u00f6r att tr\u00e4nga undan eller \u00e4ndra det befintliga kollektivavtalet.<\/p>\n

          De fyra s\u00e4rskilda villkoren ovan f\u00f6r att en strids\u00e5tg\u00e4rd mot en kollektivavtalsbunden arbetsgivare ska vara till\u00e5ten medf\u00f6r allts\u00e5 inte n\u00e5gon ut\u00f6kad fredsplikt i f\u00f6rh\u00e5llande till en arbetsgivare som saknar kollektivavtal f\u00f6r det aktuella arbetet. Reglerna har bara betydelse f\u00f6r arbetsgivare som redan \u00e4r bundna av kollektivavtal.<\/p>\n

          Observera att de fyra s\u00e4rskilda villkoren ovan inte g\u00e4ller i f\u00f6ljande fall.<\/p>\n

            \n
          1. En strids\u00e5tg\u00e4rd som har till \u00e4ndam\u00e5l att st\u00f6dja n\u00e5gon annans lovliga strids\u00e5tg\u00e4rd (sk sympati\u00e5tg\u00e4rd).<\/li>\n
          2. En blockad som har till \u00e4ndam\u00e5l att utverka betalning av klar och f\u00f6rfallen fordran p\u00e5 l\u00f6n eller p\u00e5 n\u00e5gon annan ers\u00e4ttning f\u00f6r utf\u00f6rt arbete (sk indrivningsblockad).<\/li>\n
          3. Politiska strids\u00e5tg\u00e4rder<\/li>\n<\/ol>\n

            F\u00f6rbud mot strids\u00e5tg\u00e4rder f\u00f6r att ut\u00f6va p\u00e5tryckning i en r\u00e4ttstvist<\/strong><\/p>\n

            Lag\u00e4ndringarna inneb\u00e4r ocks\u00e5 att det inte \u00e4r till\u00e5tet f\u00f6r en arbetsgivare eller en arbetstagare att vidta eller delta i en strids\u00e5tg\u00e4rd f\u00f6r att ut\u00f6va p\u00e5tryckning i en r\u00e4ttstvist. Regeln g\u00e4ller oavsett om en arbetsgivare \u00e4r bunden av kollektivavtal eller ej.<\/p>\n

            Med r\u00e4ttstvist avses en tvist i vilken en r\u00e4ttslig grund \u00e5beropas av n\u00e5gon av parterna, t.ex. en avtals- eller lagbest\u00e4mmelse. Vidare avses med r\u00e4ttstvist en civilr\u00e4ttslig tvist. K\u00e4nnetecknande f\u00f6r en r\u00e4ttstvist \u00e4r att den ytterst kan avg\u00f6ras genom ett r\u00e4ttsligt f\u00f6rfarande, i regel genom en pr\u00f6vning i domstol.<\/p>\n

            F\u00f6rbudet g\u00e4ller om \u00e4ndam\u00e5let med strids\u00e5tg\u00e4rden \u00e4r att p\u00e5verka n\u00e5gon som \u00e4r part i en r\u00e4ttstvist f\u00f6r att driva igenom sin st\u00e5ndpunkt i tvisten. Det kan f\u00f6rekomma situationer d\u00e5 det finns flera \u00e4ndam\u00e5l bakom en strids\u00e5tg\u00e4rd varav n\u00e5got av \u00e4ndam\u00e5len sett isolerat skulle g\u00f6ra strids\u00e5tg\u00e4rden olovlig. I s\u00e5dana fall har Arbetsdomstolen uttalat att bed\u00f6mningen m\u00e5ste g\u00f6ras med ledning av den betydelse de olika \u00e4ndam\u00e5len f\u00e5r antas ha f\u00f6r strids\u00e5tg\u00e4rdens p\u00e5b\u00f6rjande och vidmakth\u00e5llande. Om strids\u00e5tg\u00e4rden \u00e4r till\u00e5ten som facklig p\u00e5trycknings\u00e5tg\u00e4rd b\u00f6r den, enligt domstolen, inte kunna betraktas som otill\u00e5ten enbart f\u00f6r att den ocks\u00e5 har ett syfte som skulle g\u00f6ra den olovlig.<\/p>\n","protected":false},"excerpt":{"rendered":"

            Den 1 augusti 2019 \u00e4ndras reglerna om fredsplikt i lagen (1976:580) om medbest\u00e4mmande i arbetslivet, MBL. 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