En virksomheds påklædningspolitik var i strid med ledelsesretten. Blandt andet af den årsag blev den ved en retsformandsafgørelse i Arbejdsretten pålagt en bod på 40.000 kr.
En fjendtlig opsigelse
Det var udtryk for en organisationsfjendtlig handling at afskedige en medarbejder, der havde medvirket til at arrangere et valg af en tillidsrepræsentant.
Ekstra frihed udløste ikke ugyldighed
Aftaler om variabel arbejdstid var ikke ugyldige, selvom medarbejderne i gennemsnit arbejdede under normalarbejdstiden set over aftaleperioden.
Omklædning – den må du klare i fritiden
En arbejdsgiver fik medhold i, at en række opgaver, bl.a. omklædning, som blev udført før og efter en vagt, ikke kunne forlanges vederlagt ud over lønnen for den normale arbejdstid.
Den delvist systematiske aktion
En række serviceassistenters arbejdsnedlæggelse var ikke et led i en systematisk aktion. Derfor skulle de ikke betale bod.
Safety first
Det var ikke i strid med DA og LO’s aftale om kontrolforanstaltninger, helbredsoplysningsloven eller ledelsesretten, at jobansøgere skulle have testet deres alkoholforbrug.
Den hjemsendte butiksdetektiv
En virksomhed kunne ikke hjemsende en butiksdetektiv uden løn på grund af nedlukningen under COVID-19.
En fjer kan blive til fem høns
Det var uberettiget at bortvise en kommunaldirektør, da hun ikke havde gjort sig skyldig i væsentlig misligholdelse af sit ansættelsesforhold. Der forelå derimod et tilstrækkeligt grundlag for at skride til afskedigelse, da kommunaldirektøren, ved ikke loyalt at orientere det politiske niveau om alvorlige oplysninger, havde begået en tjenesteforseelse.
Det konfliktsky konkursbo
Et antal lønmodtagere havde retlig interesse i at få en sag behandlet i en faglig voldgift, selvom arbejdsgiveren var gået konkurs.
Nye regler om løn under barsel på DA/FH-området
DA og FH er blevet enige om at fastholde det hidtidige antal ugers fravær med ret til løn for henholdsvis mødre og fædre, når de nye barselregler træder i kraft til august.
Norrbom Vinding given top ranking by Chambers Europe 2023
Also this year, Norrbom Vinding is recognised as a top tier firm by Chambers Europe within the field of labour and employment law: ”Norrbom Vinding remains an employment powerhouse”
Gender composition of management – updated guidelines
The Danish Business Authority has published updated guidelines on target figures and policies for the gender composition of management and for reporting on this issue.
Christian K. Clasen is new Managing Partner at Norrbom Vinding
Jørgen Vinding looks forward to dedicating his time to clients and business development.
Bill on preventing and tackling sexual harassment
The Ministry of Employment recently introduced a bill aiming to implement parts of the tripartite agreement on combatting sexual harassment in the workplace, but the 1 November general election means legislative progress is currently on hold.
Mariann Norrbom 1949-2022
Mariann Norrbom, co-founder and previous Managing Partner of Norrbom Vinding, has passed away at age 73 after a long period of illness. Even though Mariann retired almost six years ago, her work and spirit still shine bright at our firm.Mariann was...
To be or not to be a temp
An employee was covered by the Temporary Agency Workers Act even though he was assigned to the same workplace for three years and eight months.
Take time to consider
The Board of Equal Treatment has heard two complaints about whether it was contrary to the Anti-Discrimination Act to refuse to employ candidates with a disability. In the first case, the Board found that the company had met its duty to accommodate; in the other case, the company had not.
New rules on distribution of childbirth-related leave
The new childbirth-related leave model took effect from 2 August 2022.
New rules on remote work: occupational accidents can also occur at the home workplace
The new working environment rules on the layout of the home workplace recently entered into force. As remote work has become more widespread, it has become particularly important to be aware of when an accident that has occurred in connection with remote work can be an occupational accident.
Liability for bullying
The employer was liable in damages for an employee’s industrial injury because sufficient measures to prevent bullying had not been taken.