Gener efter en blodprop var et handicap i forskelsbehandlingslovens forstand, uanset at funktionsbegrænsningen ikke kunne siges at have været til stede i lang tid, og der ikke forelå en egentlig prognose.
Ny faktabaseret visningsordning er vedtaget
Folketinget har vedtaget et lovforslag om en ændring af arbejdsmiljøloven. Lovændringen indebærer, at der etableres en ny faktabaseret visningsordning på Arbejdstilsynets hjemmeside.
Modregning eller for syg til e-Boks?
Det var berettiget at modregne manglende sygedagpengerefusion i en stressramt medarbejders løn, som følge af medarbejderens manglende medvirken i refusionssagen.
Lovforslag om styrket beskyttelse af offentligt ansatte i sager om aktindsigt sendt i høring
Regeringen har sendt et lovforslag i høring, der har til formål at beskytte offentligt ansatte mod at få udleveret deres navn igennem aktindsigtsanmodninger med chikanøse hensigter.
Orlovsfordelingen ved den nye barselsmodel
Politisk valgt formand også beskyttet mod forskelsbehandling
En politisk valgt formand for en fagforening er også beskyttet mod forskelsbehandling efter beskæftigelsesdirektivet
Ukendskab til teknikken diskulperer ikke – tværtimod
Datatilsynet har udtalt alvorlig kritik af en myndighed, som ikke anonymiserede personoplysninger om whistleblowere korrekt inden udlevering til en journalist i forbindelse med en aktindsigtsanmodning.
Ingen reserver i Vintertjenesten
En lokaloverenskomst fra 1995 var bragt endeligt til ophør ved indgåelsen af en lokal arbejdstidsaftale i 2016, og Københavns Kommune var derfor ikke efterfølgende forpligtet af lokaloverenskomsten.
At være ude på overdrevet
En kommune kunne afvise en tidligere medarbejders anmodning om indsigt i al kommunikation til og fra vedkommende under ansættelsen, fordi anmodningen var overdreven.
Ordinær løn trods ekstraordinære omstændigheder – også i Højesteret
Højesteret har nu stadfæstet Vestre Landsrets dom, som fastslog, at en provisionslønnet tandplejer, der under coronapandemien blev hjemsendt under lønkompensationsordningen, havde ret til løn beregnet ud fra gennemsnittet i perioden forud for hjemsendelsen.
Justifiable ban on headscarfs?
The ECJ has recently ruled in two new cases on the framework for banning the wearing of religious signs at the workplace.
Both summary dismissal and compensation?
Justified summary dismissal of a salaried employee did not deprive him of the right to compensation for unfair dismissal.
Equal pay in different establishments
In a recent judgment, the ECJ held that employers are obligated to provide equal pay for work of equal value across establishments.
No discrimination of reduced hours employees
It was not indirect discrimination to dismiss four reduced hours employees (“fleksjobbere”) as part of cost-saving measures because they lacked essential core skills.
Same owner but no identity in terms of labour law
A company was entitled to renounce a collective agreement in connection with a merger. That was the decision by the presiding Labour Court judge in this case.
One misstep
Employees’ protection against dismissal during illness arising from an injury suffered at the workplace is not conditional on the employer knowing at the time of dismissal that it was the employee’s injury that led to the illness.
Whistleblower schemes – bill adopted
The act implementing the whistleblower Directive into Danish law has been finally passed, and the Parliament has decided that Danish groups of companies can establish a joint whistleblower scheme (at least for the time being).
Must the Data Protection Agency be notified in case of an “internal” personal data breach?
The Data Protection Agency has expressed criticism of a municipality, inter alia, because the municipality had failed to notify a personal data breach to the Agency or communicate the breach to the affected employee.
Norrbom Vinding receives top ranking in Chambers Europe 2021
Chambers Europe recently released its 2021 rankings and, also this year, Norrbom Vinding – still being described as ”Employment Powerhouse” – is recognised as the leading firm in Denmark within labour and employment law.
Behind the employer’s back
The employer’s summary dismissal of a manager was justified, since the manager had entered into a contract with one of the employer’s business partners without the employer’s approval.