{"id":76381,"date":"2024-10-10T14:53:10","date_gmt":"2024-10-10T12:53:10","guid":{"rendered":"https:\/\/www.almega.se\/?p=76381"},"modified":"2024-10-10T14:53:30","modified_gmt":"2024-10-10T12:53:30","slug":"korrekt-beslut-att-saga-upp-av-personliga-skal","status":"publish","type":"post","link":"https:\/\/www.almega.se\/2024\/10\/korrekt-beslut-att-saga-upp-av-personliga-skal\/","title":{"rendered":"Korrekt beslut att s\u00e4ga upp av personliga sk\u00e4l"},"content":{"rendered":"<p class=\"intro\">M\u00e5let g\u00e4llde om det f\u00f6relegat sakliga sk\u00e4l f\u00f6r upps\u00e4gning p\u00e5 grund av arbetsv\u00e4gran enligt huvudavtalet om bl.a. anst\u00e4llningsskydd mellan Svenskt N\u00e4ringsliv och PTK.<\/p>\n\n<h3 class=\"wp-block-heading\" id=\"h-2024-dom-nr-75\"><a href=\"https:\/\/www.arbetsdomstolen.se\/sv\/meddelade-domar\/2024\/2024-10-09-ad-2024-nr-75\/\">2024 dom nr 75<\/a><\/h3>\n\n\n\n<p>Arbetsgivarparterna gjorde g\u00e4llande att en anst\u00e4lld telefons\u00e4ljare under l\u00e5ng tid v\u00e4grat att f\u00f6lja bolagets anvisningar och instruktioner om hur arbetet skulle utf\u00f6ras samt att han tydligt underpresterade genom att under l\u00e5ng tid inte uppn\u00e5 sin m\u00e5natliga f\u00f6rs\u00e4ljningsbudget.<\/p>\n\n\n\n<p>F\u00f6rbundet h\u00e4vdade att telefons\u00e4ljaren f\u00f6ljt bolagets anvisningar och att bolaget uppst\u00e4llde obefogade krav och att det d\u00e4rf\u00f6r inte fanns sakliga sk\u00e4l f\u00f6r upps\u00e4gningen.<\/p>\n\n\n\n<p>Arbetsdomstolen hade att till\u00e4mpa best\u00e4mmelserna i huvudavtalet om sakliga sk\u00e4l f\u00f6r upps\u00e4gning. Svenskt N\u00e4ringsliv och PTK hade tr\u00e4ffat huvudavtalet och Almega Tj\u00e4nstef\u00f6retagen och Unionen d\u00e4refter antagit det. Arbetsdomstolen konstaterade att det i huvudavtalet s\u00e4rskilt tas upp sakliga sk\u00e4l f\u00f6r upps\u00e4gning vid arbets- eller orderv\u00e4gran eller annan v\u00e4gran att lyda arbetsgivarens instruktioner (kap. 3 \u00a7 5).<\/p>\n\n\n\n<p>Av det inh\u00e4mtade yttrandet fr\u00e5n Huvudavtalsn\u00e4mnden framgick, enligt Arbetsdomstolen, att Svensk N\u00e4ringsliv och PTK utg\u00e5tt fr\u00e5n en viss uppfattning om r\u00e4ttsl\u00e4get och avsett att i viss utstr\u00e4ckning \u00e4ndra det genom huvudavtalet. Utg\u00e5ngspunkten var att sakliga sk\u00e4l finns om arbetstagaren f\u00e5tt en varning om att anst\u00e4llningen \u00e4r i fara och f\u00e5tt sk\u00e4lig bet\u00e4nketid att efterkomma arbetsgivarens instruktioner. Det kr\u00e4vs inte att arbetstagarens v\u00e4gran beror p\u00e5 en allm\u00e4n ovilja att f\u00f6lja arbetsgivarens anvisningar. Det avg\u00f6rande \u00e4r om det finns en v\u00e4gran att lyda order, att f\u00f6lja anvisningar eller motsvarande eller inte, vilket i sig utg\u00f6r ett brott mot f\u00f6rpliktelserna som f\u00f6ljer av anst\u00e4llningsavtalet.<\/p>\n\n\n\n<p>Arbetstagaren som var en erfaren telefonf\u00f6rs\u00e4ljare, \u00e5tog sig uttryckligen genom anst\u00e4llningsavtalet att g\u00f6ra minst 250 uppringningsf\u00f6rs\u00f6k per arbetsdag om det beh\u00f6vdes f\u00f6r att uppn\u00e5 den m\u00e5natliga f\u00f6rs\u00e4ljningsbudgeten. Under drygt ett \u00e5r uppn\u00e5dde inte s\u00e4ljaren sin m\u00e5natliga f\u00f6rs\u00e4ljningsbudget och gjorde i genomsnitt per kalenderm\u00e5nad v\u00e4sentligt f\u00e4rre uppringsf\u00f6rs\u00f6k \u00e4n 250 per arbetsdag. D\u00e4rigenom br\u00f6t telefons\u00e4ljaren mot sitt anst\u00e4llningsavtal.<\/p>\n\n\n\n<p>Telefons\u00e4ljaren uppmanades muntligen av bolaget vid upprepade tillf\u00e4llen att g\u00f6ra flera uppringningsf\u00f6rs\u00f6k och erh\u00f6ll \u00e4ven en skriftlig varning av bolaget om att han inte f\u00f6ljde sitt anst\u00e4llningsavtal och upplystes om att upprepade brott mot det kunde leda till upps\u00e4gning. Trots den skriftliga varningen sj\u00f6nk telefons\u00e4ljarens genomsnittliga uppringningsaktivitet samma m\u00e5nad f\u00f6r att m\u00e5naden d\u00e4refter sjunka ytterligare till den l\u00e4gsta genomsnittliga uppringsaktiviteten under perioden.<\/p>\n\n\n\n<p>Trots ytterligare en skriftlig varning och trots, enligt Arbetsdomstolen, mer \u00e4n sk\u00e4lig bet\u00e4nketid, f\u00f6ljde inte telefons\u00e4ljaren sitt anst\u00e4llningsavtal och bolagets uppmaningar i fr\u00e5ga om uppringningsf\u00f6rs\u00f6k. D\u00e4rmed var, enligt Arbetsdomstolen, utg\u00e5ngspunkten enligt huvudavtalet att det fanns sakliga sk\u00e4l f\u00f6r upps\u00e4gningen.<\/p>\n\n\n\n<p>Arbetsdomstolens kom fram till att f\u00f6rbundet inte f\u00f6rt fram n\u00e5gra beaktansv\u00e4rda sk\u00e4l f\u00f6r telefons\u00e4ljarens v\u00e4gran att f\u00f6lja anst\u00e4llningsavtalet. Bolaget hade d\u00e4rf\u00f6r, enligt huvudavtalet, haft sakliga sk\u00e4l f\u00f6r upps\u00e4gningen. Det innebar att f\u00f6rbundets talan avslogs.<\/p>\n\n\n\n<p>F\u00f6rbundet f\u00f6rpliktades att ers\u00e4tta bolagets r\u00e4tteg\u00e5ngskostnader med 389 050 kr. Domen var enh\u00e4llig.<\/p>\n\n\n\n<p><strong>Kommentar<\/strong>: \u00c4ven om det inte kan uteslutas att det \u00e4ven skulle f\u00f6relegat saklig grund enligt de gamla reglerna visar domen tydligt att r\u00e4ttsl\u00e4get nu \u00e4r f\u00f6r\u00e4ndrat. Fr\u00e5gan om huruvida sakliga sk\u00e4l f\u00f6religger ska avg\u00f6ras med utg\u00e5ngspunkt fr\u00e5n om det f\u00f6religger ett tillr\u00e4ckligt allvarligt brott mot f\u00f6rpliktelser enligt anst\u00e4llningsavtalet eller ej. Det avg\u00f6rande f\u00f6r fr\u00e5gan om sakliga sk\u00e4l f\u00f6religger \u00e4r allts\u00e5 om den anst\u00e4llde p\u00e5 ett allvarligt s\u00e4tt brutit mot anst\u00e4llningsavtalet, samt om den anst\u00e4llde insett eller bort inse detta. D\u00e4rtill kommer de preciseringar som \u00e5terfinns i huvudavtalets om samarbetsproblem, bristande prestationer och missk\u00f6tsamhet med avseende p\u00e5 arbets- eller orderv\u00e4gran. V\u00e4gningar mot den anst\u00e4lldes personliga intresse av att beh\u00e5lla anst\u00e4llningen, eller prognoser om huruvida den anst\u00e4llde i framtiden kan t\u00e4nkas komma att \u00e5terfalla i brott mot skyldigheter i anst\u00e4llningen eller ej ska inte g\u00f6ras. Dock kvarst\u00e5r krav som tidigare uppst\u00e4llts r\u00f6rande saklig grund och som utvecklats i praxis avseende mindre ingripande \u00e5tg\u00e4rder, s\u00e5som st\u00f6djande \u00e5tg\u00e4rder, tillr\u00e4ttavisningar, varning om att anst\u00e4llningen \u00e4r i fara samt omplacering.&nbsp;<\/p>\n\n\n\n<p><a href=\"https:\/\/www.arbetsdomstolen.se\/sv\/meddelade-domar\/\" target=\"_blank\" rel=\"noreferrer noopener\">L\u00e4s fler domar p\u00e5 Arbetsdomstolens hemsida<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>2024 dom nr 75 Arbetsgivarparterna gjorde g\u00e4llande att en anst\u00e4lld telefons\u00e4ljare under l\u00e5ng tid v\u00e4grat att f\u00f6lja bolagets anvisningar och instruktioner om hur arbetet skulle utf\u00f6ras samt att han tydligt underpresterade genom att under l\u00e5ng 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