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Här finner ni alla våra kontaktuppgifter samlade. Kontakta oss via chatt, telefon, e-post eller fyll i dina uppgifter på hemsidan så kontaktar vi dig. CONTACT Here you will find contact information, visiting address and other contact information for us. Feel free to contact us if you have legal issues or challenges. You will find direct information to contact us below or fill in the form and we will get back to you as soon as possible! juridik@cvz.se Office: Drottninggatan 32 Stockholm Send Message Thank you for contacting us! We will get back to you as soon as possible. Alexander Clomén Managing partner / jur. kand. 070 - 224 46 33 alexander.clomen@cvz.se Jan Rudblad Senior Partner / advisor jan.rudblad@cvz.se Benny Söderqvist Marketing 070 - 880 02 75 benny.soderqvist@cvz.se Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us Latest news No posts published in this language yet Once posts are published, you’ll see them here.

Arbetsmiljörätten kan för många upplevas diffus och svår att greppa. Vad ska man konkret göra för att hålla inspektörerna från Arbetsmiljöverket nöjda? Hur arbetar man aktivt med arbetsmiljön för att säkerställa hälsa och välmående på arbetsplatsen? EDUCATION IN Working environment For many, employment rights can be perceived as difficult to grasp. What exactly should be done to keep the inspectors from the Swedish Work Environment Authority satisfied? What actions can you take to ensure health and well-being in the workplace? We offer training that aims to ensure that you as an employer know how to create the right work environment. Regardless of whether you are already actively working to ensure an appropriate work environment or if you are wondering where to start, our courses are right for you. We offer webinars and courses in subjects such as: Cooperation - a practical guide regarding how to best work with systematic employment rights. Work environment work for managers, HR and safety representatives Organizational and social employment rights in practice How to achieve collaboration? Read more about how we can help you with work environment work Do you need legal advice? Attend a seminar without partaking in our online courses now. If you have a service agreement with us, you can engage in our previous seminars when you are logged in. See our digital education calendar

Vi hjälper er att teckna hängavtal genom fullmakt, tolka bestämmelser i kollektivavtalet, rådge och/eller bistå er i förhandlingar med det lokala facket – oavsett om det gäller frågor om intjänande av arbetstidsförkortning eller en konkret uppsägningssituation. Collective agreement assistance Collective agreement - suspension agreement Advice and support Read more about collective agreements Over 60% of Sweden's companies do not have a collective agreement The labor law legislation in Sweden is not very comprehensive. Instead, the responsibility for handling the regulations regarding employment conditions and rights and obligations in the employment has been handed over to the social partners through agreements. These can be conditions such as the right to an occupational pension, the right to overtime pay and the minimum wage. Despite the fact that so much is left to the market itself to regulate, over 60% of Swedish companies have not signed collective agreements. Many of Swedish companies do not have employees and those who have employees but who do not have a collective agreement relate in many cases to a norm or to a specific collective agreement. CvZ Juridik's lawyers have extensive knowledge of collective agreement law and have experience of advising on collective agreements in both industrial industries and white-collar work. We can help you sign a suspension agreement by proxy, interpret provisions in the collective agreement, advise and / or assist you in negotiations with the local union - regardless of whether it concerns questions about earning a reduction in working hours or a specific dismissal situation. It does not matter if you are a member of an employers' organization and may have received an answer but want a "second opinion", or if you are alone with a signed suspension agreement and are thus excluded from the employers' organizations' advice. We are here for you. Read more about us who work at CvZ Juridik, we all have different education, experience and cutting-edge skills, together we have created an enormously strong team that stands behind you and your business. Contact us directly Collective agreement Even if you are a member of an employers' organization, there may be a need for a 'second opinion' of specific collective agreement provisions, or have access to more extensive advice than is included in such membership. You can call us with all your questions. Read more Suspension agreement If you are not a member of an employers' organization, you also do not have access to employment law advice from a collective agreement-bearing organization. We have extensive experience of both employee agreements and salaried employees' agreements and do not require membership for advice. Read more Independent advice You can turn to CvZ Juridik with your employment law issues and challenges. Regardless of your conditions and scope of your needs, you are welcome to contact us with your labor law and collective agreement law issues. Contact us for a free assessment. Read more I need advice regarding collective agreements or suspension agreements. First name Surname Email Business Org no Info that can be good for us before we get in touch. Send Thank you for your message, we will get back to you!

Vi söker nya medarbetare inom juridik och administration. Är du rätt person för oss? Skicka in din ansökan och var med och förändra juridikbranschen. CAREER Vacancies in law and administration Do you want to work with interesting questions in a progressing industry? CvZ Juridik is a law firm with the client in focus. We utilise law as a tool to enable better business for our clients. Are you an experienced lawyer who thrives on challenges, has a strong entrepreneurial spirit and someone that wants to work closely with companies on everything from extensive agency matters to ongoing advice? Do you live in Gothenburg, Malmö or any other region with strong growth? Are you a junior lawyer who aspires to pursue a career in corporate law and who has a genuine interest in business? Do you want to see business law and labor law play an important role in the stable growth of companies? Do not hesitate to contact us. We are looking for competent colleagues who want to be involved in developing a new era for legal services. Email your application to alexander.clomen@cvz.se . Read more about us here . Are you the right person for us? Contact us today!

Juridiska rådgivare i Stockholm, Göteborg och Linköping. Boka tid för juridisk rådgivning. MEMBER LOGIN Stockholm - Göteborg Drottninggatan 32, Stockholm Vallgatan 21, Göteborg How do I access the member pages? Do you have a service agreement with CvZ Juridik or is your industry association connected to us, you can register a personal account yourself. We have created a simple overview of the affiliated industries and associations that have service agreements with us today under partners . If you do not find your company or workplace there, you can easily contact us or explore our service agreements yourself to find what suits you best. Explore the service agreements

COLLECTIVE AGREEMENTS AND SUSPENSION AGREEMENTS How to sign and why you should have a collective agreement 61% of Sweden's companies do not have a collective agreement The labor law legislation in Sweden is not very comprehensive. Instead, the responsibility for handling the regulations regarding employment conditions and the rights and obligations involved in employment has been handed over to the social partners through contracts. These can include conditions such as the right to an occupational pension, the right to overtime pay and the minimum wage. Despite the fact that so much is left to the market itself to regulate, 61% of Swedish companies have not signed a collective agreement. Many Swedish companies do not have employees and those who have employees but do not have a collective agreement relate in many cases to a norm or to a specific collective agreement. Why collective agreements? The Swedish labor market is based on the idea that collective agreements should regulate the rights and obligations that social partners owe to each other. Then the individual employers, the actors in the labor market, join the contracting employers' organization and apply the agreed rules. Since the market is built on this 'Swedish model', as a collectively affiliated employer you are often at an advantage compared to employers who choose not to sign agreements. It is becoming increasingly common for contracting authorities and municipalities to require tenderers to have collective agreements. It is also becoming more and more common for insurers to require collective agreements to offer their insurance. An additional factor that makes collective agreements more attractive to employers is the so-called peace obligation that is in place during the term of the collective agreement. This prevents the unions from taking combat measures that would otherwise be available such as strikes, blockades and blockades of overtime work, new employment or the hiring of labour. Simultaneously, it is becoming increasingly noticeable that the previous perception of non-collective employers as being less serious than employers with collective agreements is beginning to loosen. This is owing to the fact that it is entirely possible to have benefits and conditions that amount to or even exceed those that follow from collective agreements. Yet, the employers' opportunity for freedom of choice is greater. Is there any difference between suspension agreements and collective agreements? _Cc781905-5cde-3194-bb3b-136bad5cf58d_ It is easy to get confused by all the different concepts that abound in labor law. The decision to make a distinction between "collective agreements" and "suspension agreements" was made in order to be able to demonstrate membership, or lack thereof, in an employers' organization. As part of being a member of an employers' organization, you normally sign a collective agreement automatically, this applies to both workers and salaried employees. If you choose not to be a member of an employers' organization, but still want to (or must) sign a collection agreement, you can do so directly with the contracting trade union. In doing this, you are committing to a suspension agreement. You "hang" on to an existing collective agreement without membership in the contracting employers' organization. Why do some companies choose not to sign collective agreements? There are several reasons for not signing a collective agreement. It might be that the conditions that you have in place for your employees are better than what the collective agreement stipulates. You could be in an industry that is difficult to define based on the existing unions - which agreement would apply? It may be that there are ideological or political reasons present. Or it could be that you do not have any employees who are members of the trade union that have entered into a relative collective agreement. Many smaller entrepreneurs may also find that the collective agreements lack flexibility and are principally designed according to the needs and functions of larger companies. There is no statutory obligation to sign a collective or suspension agreement. The Swedish system has admittedly been designed in a way to incentivize companies in order to persuade them to sign agreements, but as I said, this is optional. What does it cost to sign a collective agreement? The costs of a collective agreement consist of the membership fee to the employers' organization in addition to the premium for the insurances that are included and the payments to the employees' occupational pension ITP. For employers who choose not to be a member of an employers' organization (and instead sign a suspension agreement), in addition to premiums for insurance and occupational pensions, they may have to pay a so-called special connection fee of 0.3-0.4% (depending on which agreement is applied). This may be covered by prescribed adjustment insurance. The additional cost of signing a collective agreement depends on the terms of employment that the employees are operating under before the agreement is signed. There is no statutory right to a minimum wage, reduction of working hours or occupational pensions in Sweden. In approximate terms, a collective agreement can cost half a million kroner per year for a company with forty employees who earn an average of SEK 20,000 a month. For a company with ten employees who earn an average of SEK 40,000, the sum is almost the same. As such, employees that earn a higher wage are more expensive because the provisions for occupational pensions will be high. There is no material difference between collective agreements and suspension agreements in terms of the benefits and conditions that apply to the employees. There is no major difference in terms of costs either. If you choose to have a suspension agreement and thus not become a member of an employees' organization, the cost of the membership fee disappears. However, the cost of the special connection fee is added for the adjustment insurance. Do you need advice on signing a collective agreement? Contact us today! Do not hesitate to contact us regarding questions relating to drawing up collective agreements. Contact Us Articles concerning collective agreements No posts published in this language yet Once posts are published, you’ll see them here. Hängavtal

Det finns lagar & regler att förhålla sig för företagande. Att välja verksamhetsform är viktigt för att bedriva verksamheten så som tänkt. COMPANY LAW & OWNERSHIP ISSUES Support and advice on issues concerning start-ups, company structures, co-ownership and changes within the company. There are a number of laws and regulations to abide by when it comes to entrepreneurship. Choosing the right form of operation is vital in order for the business to be conducted as the owners have intended. Contact us for questions about your particular business! The rules around starting a business have become simpler over the years and now place fewer demands on the founders. However, this means that greater responsibility is placed on the founders to ensure that they comply with laws and regulations regarding how the business is conducted and managed. The company form that is best suited for your business depends on a number of factors. Easy management, personal responsibility, the influence of co-owners and the number of owners can be some decisive factors. LIMITED COMPANY Limited companies are the most common form of operation for established companies. The main principle is that the owners of a limited liability company do not have a personal responsibility for the company's debts, but the company is a so-called, legal person. The rules regarding the start-up and operation of a limited liability company are regulated by law. This type of operation is suitable for both sole proprietors and multiple owners. It is important to have a good insight into the subject of partners, personal responsibility and formalities such as decision-making procedures. Through our advice, we can help to ensure that your business is conducted in an appropriate manner so that you can focus on running and developing your business. SHAREHOLDER AGREEMENT (COMPANY AGREEMENT) Through an agreement, the shareholders can ensure that their respective interests are safeguarded in a well-balanced way. Contracts are - next to the Articles of Association and the Companies Act - often the most important documents for regulating how a business will be conducted and how changes in the business can be brought about. We can draw up shareholder agreements to ensure that you are able to regulate your transactions in the right way. In doing this, you will be able to avoid disputes and disagreements in the future. FORMATION OF COMPANIES We can offer advice on the registration of companies. With our guidance, you can be sure that the information you are presenting is correct and aligns with your aims and intentions. EXTRAORDINARY GENERAL MEETING AND ANNUAL GENERAL MEETING It may be difficult to decide which of the company's bodies should decide on various matters. Is it a board decision or something that needs to be addressed at a meeting? If it is an AGM decision - can it be taken at an Extraordinary General Meeting or must a decision be made at the Annual General Meeting? We can assist you in ensuring that the decisions made are at the appropriate level and in matters such as disputes that have arisen due to how decisions have been made. SHARES AND SHARE CAPITAL Limited companies are regulated through the ownership of shares. The number of shares in a limited liability company may vary, sometimes the number of shares needs to be increased or decreased. Shares can also be transferred. In addition, there are special rules concerning the share capital and its relationship to the company's equity. As an owner or board member of a limited company, you need to know these rules. We assist you in matters relating to your business in regard to shares and share capital to ensure that ownership, responsibility and risks are handled in an appropriate and desired manner. Do you need legal advice? We help with: Establishment of shareholder agreements Advice on ownership issues Assistant before, during and after the Annual General Meeting Advice regarding the rules of the Swedish Companies Act New issues and share transfers Contact us today!

Personalärenden bör hanteras snarast, korrekt och löpande STAFF MATTERS Personnel matters should be handled as quickly as possible, appropriately and on an ongoing basis Many employers find themselves handling ongoing and often overwhelming personnel matters. Maybe you think it was a one-off. Hopefully, your assessment is correct. However, problems arise when you continue to think like that in spite of the fact that the misconduct is repeated regularly. Communication A and O As with most things in life, good communication is a prerequisite for being able to handle emerging situations. If you try to introduce a way of working that is based on ongoing open dialogue between the supervisor and the employee, the handling of any mismanagement amongst other things will be easier to handle. Mismanagement If an employee acts in an inappropriate manner and continues to do so despite warnings, it may constitute grounds for termination and in some cases, even dismissal. However, high demands are placed on the employer in these cases. For example, if he wants to base a dismissal on the employee's shortcomings or behaviour this will be difficult to do. "Mismanagement" is a fairly broad concept in this context and includes everything from the employee not doing their job correctly, to the fact that they arrive late or do not maintain an adequate standard of hygiene. As described above, communication is vital in handling mismanagement. Without clearly communicating where the employee has been deficient and clarifying what they should do instead, the employee will not be considered sufficiently 'conscious', which in turn will lead to the employer having difficulty achieving objective grounds. Disagreements, cooperation problems, incidents There will eventually be irritations, disagreements or difficulties when you gather a group of people to work together. We almost dare to say it is inevitable. As such, it is important for companies to have a clear and consistent approach to handling these issues. Is it clear and obvious who or what you should turn to in various matters as an employee? Are those who have been delegated handling responsibilities in specific matters competent enough to handle it? A good collaboration with any union can be good and it is often advantageous to have occupational health care to turn to when questions concerning an employee's health arise. Being able to handle disagreements or cooperation problems is a prerequisite for being able to work successfully within the work environment. Here you can read more about work environment work. Do you need legal advice regarding your staff? Contact us for personnel advice In many cases, law firms and legal representatives offer free initial advice that is defined for a very limited time. Often that time is barely enough to assess the legal aspects of the issue. We aim to always have a good dialogue with our clients regarding our work. We work with several different solutions for debiting - including through service agreements, fixed prices and price caps and work with debiting for time spent. Contact us for a discussion about your case._cc781905-5cde-3194-bb3b -136bad5cf58d_ Read more about our service agreements

En juristbyrå som erbjuder rådgivning inom affärsjuridik & arbetsrätt. Arbetsrättsligt stöd till företag med kollektivavtal genom hängavtal. LEGALITY WITH FUTURE IN FOCUS We provide employment law and business law support to companies and organizations. CvZ Juridik is a law firm with efficient and business-oriented solutions in focus. We value providing clear and concrete legal services to best benefit our clients by reducing the risks faced by entrepreneurs and by helping to create business opportunities. Our services are provided in a pragmatic and accessible way. We cater to both large and established companies, as well as to smaller, fast-growing, companies. Here at CvZ Juridik, we facilitate the handling of legal challenges facing companies in every respect. We do this by acting as your in-house lawyer remotely and by providing tailor-made legal package solutions. By using this approach, unlike traditional lawyers and employers' organizations, we can and want to work more closely with our clients. As a legal function in the room next door. We are here to help when the question arises, when the dispute is a fact and with everything in between. There is a lot to keep track of as an entrepreneur. By transferring any legal issues you face into the hands of our competent lawyers, you can focus your full attention on developing your business. Read more about what structure CvZ Juridik can create to cater for your needs through our advantageous service contracts. Read more about our service agreements We offer legal advice within: Business law Legal challenges arise in business on a regular basis. Whether large or small, these must be addressed. Our lawyers are equipped with extensive experience in handling issues relating to business law. Read more about business law Labor law We provide advice and support for issues relating to human resources and employment law. Utilising our solid experience in the area, we follow a solution-oriented approach in order to create the optimum conditions for our clients to be able to focus on their operations. Save your time and energy by leaving us to handle any lengthy or complicated personnel issues you encounter. Read more about employment law Industry law Regardless of which industry you are in, there will undoubtedly be challenges that exclusively apply to your sector. Industry-specific law has emerged in many industries to cater for these issues. Read more about industry law LATEST NEWS No posts published in this language yet Once posts are published, you’ll see them here.

Arbetsmiljön omfattar alla aspekter av det dagliga arbetslivet på arbetsplatsen. Med tanke på den tid varje dag som vi lägger på att jobba så är det självklart att när det inte finns struktur, harmoni och säkerhet på plats, så riskerar vi att utsättas för ohälsa. Om inte akut, så i vart fall i det långa loppet. What is the work environment? The World Health Organization WHO has defined work environment as follows: "Work environment is a summary term for biological, medical, physiological, psychological, social and technical factors that affect the individual in the work situation or in the workplace environment." In other words, it covers all aspects of daily working life. Given the amount of time we spend at work every day, it is indisputable that when a workplace lacks structure, harmony and security, we risk being exposed to ill health. If not immediately, then at least in the long run. The work environment tree The regulations that govern the work environment in Sweden consist of different types of rules, legislation, ordinances and regulations. Laws and regulations are the roots of the tree. The trunk consists of the ongoing, systematic work involved in the work environment and the foliage consists of ordinances. The central legislation in this context consists of the Work Environment Act and the Work Environment Ordinance. It states the purpose of the work environment and the basic risk assessment - no one should risk becoming ill or dying as a result of their work. Thus, these legislations do not provide very specific guidance on how to achieve a good work environment, this has been left for the Government to solve. The Government has done this by giving permission to the supervisory authority, the Swedish Environment Authority, to describe more thoroughly how the basic values in the legislation are to be applied in more practical terms. This is done through the Swedish Work Authority's regulations. Different industries and businesses face distinct risks and challenges. As a result, the regulations are adapted to cater to the specific needs that apply respectively to individual industries and businesses. Today there are about a hundred regulations, abbreviated "AFS". However, there are regulations that are "universal" in the sense that they apply to all businesses, whether you are standing in a mine, working in a car repair shop or sitting in an office. These include: Systematic work environment work - SAM (AFS 2001: 1) Organizational and social work environment - OSA (AFS 2015: 4) These two regulations are by far the most central and are a prerequisite for being able to work successfully in the work environment. Below are regulations that everyone should know: Workplace design (AFS 2009: 2) Working at a monitor (AFS 1998: 5) Buller (2005: 16) Work adaptation and rehabilitation (1994: 1) Load ergonomics (AFS 2012: 2) Minors' work environment (AFS 2012: 3) Solo work (AFS 1982: 3) As stated, there are about a hundred regulations, which means that there are many other AFSs that you must know and work by. This is especially true if you work in more physical work environments that include truck use, chemicals and high altitudes, etc. Well-being factors Working as an employer feels like an uphill battle to most people, at least initially. This is partly because it is a big responsibility to take on and partly because it is an extensive job to maintain. It can certainly be perceived negatively as a role that is oriented toward solving problems. Ensuring that the workplace is a positive space for you as an employer, as well as for your employees, is essential. This can be achieved by adopting well-being practices and procedures that aim to provide an optimistic picture of business life and of future prospects. Well-being should be a focus point. Paying attention to factors that can assist in the maintenance of good health is important in order to create a healthy work environment. The following are examples of health factors: Having a common goal Providing employees with social support at work as well as in their free time Making employees feel involved in the development of the business Having present managers that support colleagues when the health of their relatives is a cause for concern Offering functional equipment Physical working environment Traditionally, discussion of the 'work environment' chiefly related to the physical work environment. This is owing to the fact that during large parts of the 20th century in Sweden, the work environment posed a significant risk to employees' physical health; conditions in many cases could be life-threatening. In the 1970s, the work environment was expanded to include 'the soft work environment'. In 1977, work environment legislation was reformed to also cover workers' mental health and prosperity._cc781905-5b3b6 -5-bd-314 Psychosocial work environment - the organizational and social work environment, OSA The psychosocial work environment is primarily regulated under the 'Organizational and Social Work Environment' regulation. The more 'abstract' work environment falls under this concept, i.e. the concerns of subjective perceptions and the mood of the workers. Naturally, it is therefore more difficult to come to terms with what is required in order to make employees feel secure in order for them to be honest about the factors that disturb their psychosocial work environment. Achieving a good psychosocial work environment is very important for achieving good well-being and profitability. AFS 2015: 4 on organizational and social work environment focuses on three areas: Arrangement of working hours Workload Victimization If any of these factors are deficient, employees can struggle to find a satisfactory balance between their work and private life. With the boundary between work and free time becoming less distinct, especially with more employees working from home, it is becoming increasingly important to ensure that the arrangement of working hours is managed appropriately and that employees are well informed on what to do and which tasks to prioritize. Systematic work environment work - SAM The importance of having a systematic work environment cannot be stressed enough. The whole working system is built around this concept. AFS 2001: 1 on systematic work environment work consists of twelve sections with accompanying comments. We recommend that everyone, managers and employees alike, become familiar with and follow these provisions. This regulation is by far the most important individual regulation to keep an eye on. The regulation prescribes and describes the systematics and recurring nature of the work environment. It stipulates that the work must be a natural part of the business and take place in collaboration with the employees and the union. Broadly, a systematic work environment is about regularly evaluating the business from a risk perspective. As a result, risks relating to ill health should be suitably defined and active effort should be made to minimise or preferably remove the risks completely. This can be achieved with the use of recurring risk assessments alongside associated action plans. It can be said that the systematic work environment work is like a wheel, consisting of four spokes: Examination/evaluation of the business Risk assessment Addressing attentional risks Control / follow-up Work environment and working from home Working from home has long been viewed as an employment benefit. However, as a result of the pandemic, working from home has become less of a luxury. Many have been longing to return to the office and to once again connect with colleagues and customers on a more personal basis. It is important to remember that as an employer, it is your responsibility to ensure that your employees' work environment is appropriate even when employees work from home or otherwise remotely. This responsibility applies to both the physical and the psychophysical work environment. You as an employer must ensure that employees do not risk injury or ill-health as a result of work outside of the workplace. A prerequisite for success in achieving a good working environment is cooperation and dialogue between the employer and the employees. Have pronounced meeting routines in place and maintain normal working hours, rests and breaks in order to minimize the stress that major changes often create. It is always advantageous to remind employees to try to find a working position that is good for them. It is also beneficial to emphasize the importance of moving from time to time - standing up, stretching and taking a breath etc. If possible - offer employees to bring home keyboards and mice, and maybe even a screen and office chair. Try to communicate as much as possible - use phone calls and video conferencing for example. Emails are effective but not as personal. As a manager, be aware of other aspects of employees' lives outside of work. Work environment management - an ongoing job To succeed in this important job, it is important to understand it in every respect. It is important to understand that everything is connected - everything from ergonomics, the arrangement of working hours, overtime frequency and well-being. It is also crucial to ensure that all employees cooperate and collaborate with their managers in terms of achieving a good working environment. To succeed in this, care must be taken to ensure that everyone understands the importance of the work, understands their rights and obligations and has a clear picture of what the delegation chain looks like. The delegation chain No one can do everything. To succeed you must delegate responsibilities to others. The individuals with the most knowledge of the business area and the associated challenges and risks are the right candidates to have the responsibility delegated to them. Note that delegation in this context does not imply any shift in the allocation of formal responsibility. It is always the employer who has the formal responsibility for the work environment. A prerequisite for being able to delegate responsibility is that the employee receives the right knowledge and powers to be able to deal with the given task. * the monthly cost for Standard is SEK 50 / million turnover, however at least SEK 799 / month. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us Latest news about work environment No posts published in this language yet Once posts are published, you’ll see them here. WORKING ENVIRONMENT