Slutrapport från Nätverket för juristutbildning

Vad gäller resultat av satsningen är det svårt att så här tidigt peka på något särskilt. Att vi fått detta stöd har varit en uppmuntran till att fortsätta samarbetet. Det har underlättat att vi fått detta stöd sedan vi genomfört dekan-och prefektmötena två gånger om året. Kostnaderna för denna typ av utbyte brukar inte skena iväg men på marginalen är varje tillskott välkommet i en eljest stram budget. Vi har funnit en väldigt god plattform för att fortsätta arbetet. Mötena har präglats av en god samstämmighet såväl vad gäller juristutbildningen som utbildningen på forskarnivå. Vad gäller den sistnämnda kan framförallt pekas på diskussionerna om den långa studietiden och avhandlingarnas omfattning där vi uppnått enighet även om resultatet låtit vänta på sig. Vad gäller juristutbildningen har, även om våra utbildningar har olika upplägg både innehållsmässigt och vad gäller pedagogiken, utbytet framförallt varit att vi fått idéer från varandra om hur vi skall kunna bli ännu bättre

The Employment Relationship in Successorship Cases

In successorship cases (sale of a business and so forth) the law regarding employment contracts basically mirrors the Swedish law of contracts. In legal terms, the sale will imply the discontinuance of one contract, and, usually, the entry into another employment contract. However, some acquired rights are protected by labor law statutes, for example, earned vacation rights, and, in some instances, former time of employment with the predecessor-employer will be credited to the employee. The predecessor-employees are granted re-employment, if the successor engages new personnel for the acquired business. The recall right is a legal device to allow the employees to follow the work, even though the right may, in some cases, be more cosmetic than real. By necessity the contractual setting in successorship cases is manifold and complex. The two employers — being also a seller and a purchaser of assets — may enter into undertakings that are, arguably, to the benefit of the employees. It is an open question whether such undertakings will be deemed promises to the benefit of a third party, and be enforceable in court by that party. Furthermore, the seniority issue may be touchy, if two or more seniority lists are merged. The competitive aspect of seniority is highlighted in such cases. If no collective agreement is entered into as to the merging of seniority lists — discriminatory seniority rosters will be struck down as being illegal — the seniority rules of the Swedish Employment Protection Act of 1974 (as amended 1982) will apply (a modified “last in-first out” principle). Since the present legal setting in successorship cases is less than satisfactory in Sweden, it is suggested, finally, that the successor ought to be made a new employer by statute, and be entitled, in most cases, to apply other terms and conditions of employment than previously applied.With an English summaryJuridikbok.se CC-BY-NC 4.0</p

Tjänsteentreprenad : ett sätt att organisera arbetet?

Juridikbok.se, CC-BY-NC 4.0</p

The Employment Relationship in Successorship Cases

In successorship cases (sale of a business and so forth) the law regarding employment contracts basically mirrors the Swedish law of contracts. In legal terms, the sale will imply the discontinuance of one contract, and, usually, the entry into another employment contract. However, some acquired rights are protected by labor law statutes, for example, earned vacation rights, and, in some instances, former time of employment with the predecessor-employer will be credited to the employee. The predecessor-employees are granted re-employment, if the successor engages new personnel for the acquired business. The recall right is a legal device to allow the employees to follow the work, even though the right may, in some cases, be more cosmetic than real. By necessity the contractual setting in successorship cases is manifold and complex. The two employers — being also a seller and a purchaser of assets — may enter into undertakings that are, arguably, to the benefit of the employees. It is an open question whether such undertakings will be deemed promises to the benefit of a third party, and be enforceable in court by that party. Furthermore, the seniority issue may be touchy, if two or more seniority lists are merged. The competitive aspect of seniority is highlighted in such cases. If no collective agreement is entered into as to the merging of seniority lists — discriminatory seniority rosters will be struck down as being illegal — the seniority rules of the Swedish Employment Protection Act of 1974 (as amended 1982) will apply (a modified “last in-first out” principle). Since the present legal setting in successorship cases is less than satisfactory in Sweden, it is suggested, finally, that the successor ought to be made a new employer by statute, and be entitled, in most cases, to apply other terms and conditions of employment than previously applied.With an English summaryJuridikbok.se CC-BY-NC 4.0</p

Tjänsteentreprenad : ett sätt att organisera arbetet?

Juridikbok.se, CC-BY-NC 4.0</p

Observation of the B+→D∗−K+π+B^+ \to D^{*-}K^+\pi^+ decay

The B+→D*-K+π+ decay potentially provides an excellent way to investigate charm meson spectroscopy. The decay is searched for in a sample of proton-proton collision data collected with the LHCb detector at center-of-mass energies of 7 and 8 TeV, corresponding to an integrated luminosity of 3  fb-1. A clear signal is observed, and the ratio of its branching fraction to that of the B+→D*-π+π+ normalization channel is measured to be B(B+→D*-K+π+)/B(B+→D*-π+π+)=(6.39±0.27±0.48)×10-2, where the first uncertainty is statistical and the second is systematic. This is the first observation of the B+→D*-K+π+ decay.The $B^+ \to D^{*-}K^+\pi^+$ decay potentially provides an excellent way to investigate charm meson spectroscopy. The decay is searched for in a sample of proton-proton collision data collected with the LHCb detector at centre-of-mass energies of 7 and 8 TeV, corresponding to an integrated luminosity of $3~{\rm fb}^{-1}$. A clear signal is observed, and the ratio of its branching fraction to that of the $B^+ \to D^{*-}\pi^+\pi^+$ normalisation channel is measured to be \begin{equation*} \frac{\mathcal{B}(B^+ \to D^{*-}K^+\pi^+)}{\mathcal{B}(B^+ \to D^{*-}\pi^+\pi^+)} = \left( 6.39 \pm 0.27 \pm 0.48 \right) \times 10^{-2} \, , \end{equation*} where the first uncertainty is statistical and the second is systematic. This is the first observation of the $B^+ \to D^{*-}K^+\pi^+$ decay