Oppsigelse, avskjed Og permittering - Juridisk rådgivning ... · oppsigelse, avskjed og ... (q...
Transcript of Oppsigelse, avskjed Og permittering - Juridisk rådgivning ... · oppsigelse, avskjed og ... (q...
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10.4 Oppsigelse og permittering...........................................................................................34
10.4.1 Arbeidstaker sier opp..................................................................................................34
10.4.2 Arbeidsgiver sier opp..................................................................................................35
10.5 Permitteringslønn...........................................................................................................35
10.6 Permittering som skjult oppsigelse................................................................................36
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Arbeidsgivers styringsrett begrenses blant annet av det som er avtalt mellom partene og av loven. Dette betyr at arbeidsgiver må holde seg innenfor rammene av arbeidsavtalen og lov. Dersom for eksempel arbeidsgiver omdisponerer daglig leder til kontorassistent, vil dette normalt stride mot arbeidsavtalen og dermed ligge utenfor arbeidsgivers styringsrett. Vurderingstemaet abriedsgiver må forholde seg til er om omdisponeringen eller omorganiseringen medfører en endring som går utenfor arbeidsavtalen eller lov. �
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Ved en endringsoppsigelse må arbeidsgiver følge de vanlige reglene som gjelder ved oppsigelse.�For eksempel vil reglene om drøftelsesmøte gjelde og arbeidsgiver må kunne vise til en saklig�� grunn for endringsoppsigelsen. Se brosjyrens punkt 4 om saklig grunn for oppsigelse.
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En arbeidstaker som mottar en endringsoppsigelse kan forholde seg til denne på to måter.
For det første kan arbeidstaker velge å godta den nye stillingen med de endringer som arbeidsgiver har gjort. Arbeidstaker har da krav på ny arbeidsavtale der den nye stillingen er beskrevet.
For det andre kan arbeidstaker velge å bestride endringsoppsigelsen, for eksempel dersom arbeidstaker mener at arbeidsgiver ikke hadde en saklig grunn for endringen. Se brosjyrens punkt 6 om fremgangsmåten ved tvist om oppsigelse.
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Arbeidstaker som er gravid har et særskilt vern mot å bli sagt opp. Dette vernet innebærer at det ikke er lov for arbeidsgiver å si opp arbeidstaker med den begrunnelse at hun er gravid. Graviditet er ikke en skalig grunn for oppsigelse.
Dersom arbeidstaker blir sagt opp mens hun er gravid er det arbeidsgiver som må bevise at oppsigelsen ikke skyldes graviditeten. �Bevisbyrde��
En arbeidstaker som mener at en oppsigelse er begrunnet i graviditet kan bestride oppsigelsen. Ser mer om dette i brosjyrens pkt. 6.
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I arbeidsforhold kan det oppstå situasjoner som gjør at en arbeidstaker blir stilt ovenfor valget om enten å si opp selv eller å bli sagt opp. Følgene vil være forskjellige.
Dersom en arbeidstaker sier opp selv, får arbeidstaker en karantenetid hos Nav. Det vil si at arbeidstaker ikke får dagpenger før etter åtte uker.
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Har permitteringen trådt ikraft slik at arbeidstaker er permittert, kan arbeidstaker velge å si opp med en 14 dagers oppsigelsestid dersom dette er gunstigere for arbeidstaker enn den avtalte oppsigelsestiden. Hvis arbeidsgiver ikke har arbeid og tilby, vil arbeidstaker verken ha krav på arbeid eller lønn i oppsigelsesperioden. Meningen med den korte oppsigelsestiden er at arbeidstaker skal ha mulighet til raskt å tiltre en ny jobb.
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Er det arbeidsgiver som sier opp arbeidtaker under permittering, vil arbeidstaker som hovedregel ha rett til lønn i oppsigelsestiden, uavhengig av om arbeidsgiver har et arbeid å tilby eller ikke.
Den forkortede oppsigelsestiden kan kun påberopes av arbeidstaker. Formålet med dette er at arbeidsgiver ikke skal kunne permittere ansatte for å omgå reglene om oppsigelsestid.
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Som hovedreregel skal arbeidsgiver betale lønn de første 20 arbeidsdagene i permitteringsperioden.
Etter perioden med lønn fra arbiedsgiver, kan DUEHLGVWDNHU�motta GDJSHQJHU fra Nav. Arbeidstaker bør derfor melde fra til Nav så fort som mulig etter at varsel om permittering er gitt.
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Der arbeidsgiver vet at permitteringen vil være langvarig, må arbeidsgiver si opp arbeidstaker på grunn av virksomhetens forhold og betale lønn i oppsigelsestiden. ��
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