Another problem with the collective agreement system is that only a national union signs an agreement for all workers in a company, namely the union that organizes the management of the company`s core activities. A cleaning agent on a construction site is covered by the agreement on construction workers, while cleaning officers in a mechanical industry receive wages and working conditions governed by the agreement for the mechanical industry signed by the metalworkers` union (Metallindustriarbearbeef-rbundt) and the Association of Swedish Mechanical Engineering Industries (Verkstadsf-reningen). The near-total absence of collective agreements for the leasing of workers other than office and financial administration personnel means that large groups of workers in the leasing sector are either without a collective agreement or covered by a collective agreement other than that which covers the other workers of the client company. In other words, people who write the same work in the same workplace may have very different wages and working conditions. Problems could also arise when a leasing company, which generally does not have its own production, leases staff to companies under different collective agreements. The question would then arise as to which trade union organisation should sign an agreement with the company, when each worker can be leased on a day-to-day basis to different companies with different collective agreements. A theoretical solution would be to follow the collective agreement for each client workplace. Such a solution is less likely, however, as it would involve a change in the collective agreement in the event of a change of employment. “Staff detachment” is the Swedish term for people with an employment contract with one company to work in another company.
It includes agreements that, in other countries, are referred to, among other things, hiring labour or acting work. The practice was deregulated in Sweden in 1991 and has increased considerably since then. As a result, in July 1996, the Social Democratic Government set up a commission to assess and analyse the consequences of the 1993 law on private agencies for employment and secondment of staff. The Commission was headed by Mr Bjorn Rosengren, former President of the TCO Trade Union Confederation. The 1993 law, drafted by the non-socialist government of the day, repealed the requirement that a company have a licence to hire workers. Previously, these licences had only been granted to a very small number of companies. The new law contains only two restrictive provisions: that the worker not be prevented from accepting a job in the client company; and that a person who has left his or her job to work for a leasing company cannot be leased to his former employer until at least six months have passed. Following the appointment of the Commission, two new collective agreements were concluded between national unions and employers for workers in leasing companies. The first agreement was reached in May 1997 between the Carrier Association and the Tj-nstef-reters Arbetsgivarf-rbund (SE9706128N) mentioned above.
This agreement guarantees workers 50% of the monthly salary, even if they were not rented during this period. The second agreement was reached in October 1997, when the same employers` organisation and HTF agreed on an increase in the guaranteed salary to 75% of the salary of a full-time job in this sector. According to the report, the biggest problem is the situation of the staff themselves. Their incomes vary depending on their employment. Parts of the sector are subject to collective agreements between a service organisation, the Tj-nstef-reters Arbetsgivarf-rbund, and HTF, a trade union that organizes employees in trade, transport and services.