You are being dismissed

Employees can have their employments terminated due to work shortage, personal reasons and dismissal.

Termination of employment due to work shortage

Work shortage is a technical legal term and does not always mean that there is a shortage of work to be done. Termination of employment due to work shortage can generally be said to include termination of employment due to external circumstances, and not because of the person whose employment is being terminated.

Work shortages may occur because certain tasks cannot be financed, or because development of the business requires changes which mean that some tasks will no longer be carried out within the university.

These notice periods will apply if your employment is terminated due to work shortage.

A work shortage situation within the university is taken care of according to a well-defined process that is regulated by laws, agreements and policy documents. During the process information to those concerned is regularly provided.

The length of the notice you have upon termination by reason of redundancy is governed by the Employment Protection Act, Terms of Agreement, Terms of Agreement-T and Security Agreement.

You are covered by the security agreement if you:

  • are permanently employed and dismissed by reason of redundancy and have had one or more contracts for a total of at least one year.
  • are temporarily employed and have had one or more periods for a total of at least three years in the last four years.
  • choose not to relocate to another area with the business

Termination of employment for personal reasons

A permanent employee may be terminated because of personal reasons, i.e. reasons attributable to him or her personally. It may for example be irregularities, violence at work or refusal to work. Both the manager and the employee shall jointly endeavour to resolve the situation that arises if possible to avoid dismissal.

Termination of employment due to dismissal

A dismissal means that an employee may have to leave his employment with immediate effect. Upon dismissal, the employee must grave breach of his obligations to the employer. It may for example involve violence, intimidation, theft or dishonesty. Decision on dismissal is made by the Human Resources Board at Umeå University.

Birgitta Berglund