c o n t i n u i t y a n d c o n t r ac t 125 the right to move an employee from one job to another even if the new job was harder than the old one. It also entailed one of the last steps in the “formative period” of modern Swedish labour law. The period in concern stretched from the abolition of the Statute on Vagrancy in 1885 until the labour court delivered a series of decisive decisions around 1930. Part IV deals with along what lines the relationship between master and servant, and between employer and employee respectively,were discussed in parliament, preparatory works and by legal scholars during the formative period. The study discusses auxiliary issues, which, after some comparative reflections have been presented in chapter 6, are further specified and analysed in chapters 7-9 and eventually commented in the summary of chapter 10. i) How did the debate develop concerning the content and the legal foundation of the modern contract of employment, more precisely the employer’s right to direct and distribute work and the employee’s duties of obedience? ii) How did the development of the contract of employment interact with the emergence of the Swedish system of collective selfregulation, more precisely the labour court’s role of solving disputes concerning collective agreements? Part III focused on the period 1800-1885 and the Swedish debate on the “social issue” in general and how to legally treat new relationships within labour life in particular. During that “transition period”, several legislative actors and legal scholars tried to analyse and suggest rules for the new types of “free” labour agreements that tended to replace the century-old master-servant relationship (Sw. tjänste- or legohjonsförhållandet). In 1878Alfred OssianWinroth published a treatise on the master-servant relationship in which he severely criticised the existing rules.252 Winroth suggested that the relationship in question be released from all public law components and considered as 252 Winroth 1878.
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