Thematische Bibliographien / Mediation and conciliation, Industrial

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Auswahl der wissenschaftlichen Literatur zum Thema „Mediation and conciliation, Industrial“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 28. Juli 2024

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Zeitschriftenartikel zum Thema "Mediation and conciliation, Industrial"

Gayo, Sabela. „Advantages & Disadvantages Of Mediation And Conciliation As An Industrial Relations Dispute Resolution Option“. International Asia Of Law and Money Laundering (IAML) 2, Nr. 1 (06.03.2023): 25–32. http://dx.doi.org/10.59712/iaml.v2i1.56.

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Since the birth of Law No. 2 of 2004 on industrial dispute resolution, the parties to the dispute have become easier and helped to resolve disputes between them. The instruments provided also become more diverse compared to the old rules. Such as mediation, conciliation and arbitration instruments. However, at the implementation stage, not many people understand the difference between dispute mediation and conciliation in terms of the origin and function of conciliation mediation has different characteristics as a passive mediator while in conciliation the conciliator is more active in resolving disputes. In the settlement of industrial disputes, mediation is used as the main instrument for resolving a wider scope than conciliation. Mediation can deal with disputes of rights, interests, termination of employment (layoffs) and disputes between unions within one company. Conciliation makes progress limited to conflicts of interest, termination, and disputes between unions in one company. Although in fact most of the industrial disputes involving rights disputes. The mediation and conciliation stationery comprehensively summarizes the advantages and disadvantages of each of these tools

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Zamroni, Mohammad. „MISCONCEPTIONS ON THE CONCEPT OF MEDIATION AND CONCILIATION IN THE ACT ON INDUSTRIAL RELATIONS DISPUTES SETTLEMENT“. Yustisia Jurnal Hukum 10, Nr. 2 (28.08.2021): 240. http://dx.doi.org/10.20961/yustisia.v10i2.48667.

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<em>Mediation and conciliation are alternatives with varying characteristics acting as a third-party figure in settling disputes in industrial relations. These alternatives are perceived as the same in Act Number 2 of 2004 on Industrial Relations Disputes Settlement. It leads to conceptual errors and causes mistakes in formulating the mediator and conciliator's authority. Therefore, this study analyzed the concepts of mediation and conciliation as regulated in Act Number 2 of 2004 on Industrial Relations Disputes Settlement. This is a normative legal research carried out with the statutory, conceptual, and comparative law approaches. The result showed that the concept of mediation and conciliation formulated in the Act Number 2 of 2004 on Industrial Relations Disputes Settlement deviates from the basic concepts of the mediator and conciliator to make written recommendations. Conceptually, the mediator and conciliator are facilitators incapable and capable of making written recommendations, respectively</em>

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Yusticia, Aprilina Rahmah. „HUKUM ANJURAN TERTULIS MEDIATOR DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL (pasca Putusan Mahkamah Konstitusi No. 68/PUU-XIII/2015)“. Legal Standing : Jurnal Ilmu Hukum 7, Nr. 1 (26.10.2022): 23–31. http://dx.doi.org/10.24269/ls.v7i1.5570.

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This study aims to analyze how the legal force of written recommendations on settling industrial relations disputes was issued by mediators after the Constitutional Court Decision Number: 68/PUU-XIII/2015. The type of research used in this research is normative research or doctrinal research. And the approach used to answer the problem is the Legislative Approach (Statute Approach). This research is motivated by the application of Judicial Review by several workers to the Constitutional Court on the word 'recommendation' in Article 13 paragraph (2) letter a and Article 23 paragraph (2) letter an of Law Number 2 of 2004 concerning Settlement of Industrial Relations Disputes. The results of this study indicate that the settlement of industrial relations disputes through mediation is mandatory, starting from the decision of Constitutional Court Number: 68/PUU-XIII/2015. Written recommendations are seen as part of industrial relations dispute settlement minutes. The Petitioner's application for the word "as a form of settlement agreement through mediation or conciliation" was changed by the Court to "in the form of minutes of settlement through mediation or conciliation".

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Jumiati, Agatha, und Dahlia Dahlia. „DISPUTE SOLVING IN INDUSTRIAL RELATIONS BASED ON ACT NUMBER 2 YEAR 2004“. Wacana Hukum 27, Nr. 1 (28.02.2021): 84–92. http://dx.doi.org/10.33061/1.wh.2021.27.1.3990.

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Industrial relations dispute solving that managed in Act No.2 Year 2004 On Industrial Relations Dispute Solvingcan be solved by bipartite negotiation, conciliation, arbitration, mediation, and industrial relations dispute court. The principle of this matter is by putting negotiation first prior to other ways. As managed in Act No.2 Year 2004On Industrial Relations Dispute Solving everyone concerned are supposed to solve it in fast, fair, and cheap ways.

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Egbunike-Umegbolu, Chinwe. „ADR and Workplace Conflict - A Podcast Analysis Nigeria, Britain and the US“. Athens Journal of Law 10, Nr. 1 (02.01.2024): 131–54. http://dx.doi.org/10.30958/ajl.10-1-7.

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The decline of union representation and the introduction of legal incentives for workers to resolve individual employment disputes without resorting to the courts has unequivocally made Alternative Dispute Resolution (ADR) increasingly prominent in the British industrial relations landscape. The conciliation service offered by the Advisory Conciliation and Arbitration Service (ACAS) has been the most important sign and driver of this change. Although ADR has been encouraged in Western jurisdictions, particularly in the United Kingdom (UK) and in the United States (US), as a means to reduce time and litigation costs in relation to employment tribunal claims, the scarcity of scholarly publications, particularly on the benefits of utilising mediation or conciliation to settle workplace disputes is frankly unacceptable. On the other hand, Nigerian workers or employees are not encouraged or have little or no awareness of resolving workplace disputes or conflicts via ADR due to a lack of sensitisation in most organisations and a dearth of scholarly research on ADR to settle conflicts or workplace disputes in Nigeria, particularly with Mediation and Conciliation. This lack of awareness is a grave oversight compared to the UK. While British workers are encouraged to lodge their disputes with the Advisory, Conciliation and Arbitration Services (ACAS) before proceeding to an employment tribunal claim, Nigerian counterparts settle via the National Industrial Court (NIC) ADR, which is not always adequate. However, some sectors in Nigeria, like the Trade Unions, are quite complex, particularly disputes emanating from the Maritime Industry, which are hardly settled via ADR, unlike their UK counterparts. Hence, the jurisdictions mentioned above have different patterns and modus operandi for resolving workplace conflicts or disputes, and these will be meticulously examined in this paper. Additionally, the paper scrutinises the reason why the minister of labour and employment has so much power accorded or bequest to him to apprehend and refer a disputed award to the National Industrial Court (NIC) ADR. The paper employs a comparative and, for the first time, podcast analysis of workplace disputes in Nigeria and Britain, focusing on the different patterns of settling Workplace Conflicts such as discrimination, bullying and harassment. The paper concludes by unequivocally highlighting the benefits of mediation and its relevance to various entities involved in Workplace conflicts or disputes. Keywords: Alternative Dispute Resolution, Workplace Conflict, Access to Labour Justice, Employment Relations, Human Resource Management, Podcast, Awareness.

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Khudoikina, T., und S. Ilyin. „Communicative Competence of Judicial Conciliator“. Bulletin of Science and Practice, Nr. 7 (15.07.2023): 334–38. http://dx.doi.org/10.33619/2414-2948/92/47.

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Analyzes one of the alternative ways to resolve conflicts — judicial reconciliation. A general description is given, and the legal foundations of this institution are revealed. In difficult modern conditions, this method is actively used for various disputes arising in the legal field. There are many opinions of scientists and lawyers about the similarities and differences between mediation and judicial conciliation procedures. The authors give a number of characteristic features of the judicial reconciliation procedure, according to which these categories can be distinguished, which confirms their opinion that these processes are not identical. The entire course of the judicial conciliation procedure is carried out with the involvement of an independent mediator, the functions and tasks of which are carried out by the judicial conciliator — a retired judge. The whole course of settling a disputed situation, maintaining stable relations between the opposing subjects, preventing hostility between them and concluding a final mutually beneficial and compromise agreement depends on it. To ensure the peaceful flow of the conflict resolution process, the judicial mediator must have a certain amount of skills and abilities, which are structural elements of the ‘communicative competence’ category. In this study, special attention is paid to the professional skills of a judicial mediator in the communication process. Such levels of formation of the competence of a judicial conciliator as the level of development, the level of experience, the level of skill and, finally, the level of leadership are considered. The authors pay special attention to communication techniques, the introduction and application of which during the conciliation procedure allows to ensure its peaceful course, which motivates the opposing subjects at the stage of exit from the conflict situation to conclude an agreement, taking into account the interests and opinions of each of them.

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Dananjaya, Nyoman Satyayudha, Longtan SHI, Kadek Agus Sudiarawan, Putu Ade Harriestha Martana und Made Shannon Tjung. „INDUSTRIAL RELATION PROBLEMATICS DURING THE COVID-19 PANDEMIC: ASSESSING THE EFFECTIVENESS OF MEDIATION AS DISPUTE SETTLEMENT PROCESS“. Jurnal Bina Mulia Hukum 7, Nr. 1 (30.09.2022): 127–41. http://dx.doi.org/10.23920/jbmh.v7i1.1071.

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The failure to produce a peace agreement as an implementation of the bipartite process open up opportunity for the parties to resolve their disputes by the tripartite stage. At this stage, although the parties are given the opportunity to choose the settlement model used either through arbitration, conciliation or mediation, in general, the parties have a tendency to choose the settlement model through mediation facilitated by the Manpower Office based on process efficiency. The purpose of this study is to identify and determine the characteristics of industrial relations disputes that occur in the tourism sector during the Covid-19 pandemic, to identify and find out the obstacles that occur in the implementation of industrial relations dispute mediation in the tourism sector during the Covid-19 pandemic, to measure and analyze how effective mediation is in resolving industrial relations disputes in the tourism sector during the Covid-19 pandemic besides to find and formulate efforts that can be made to strengthen the position of mediation as an alternative dispute resolution in industrial relations. The method used in this study is an empirical legal research method with a conceptual approach and a case approach.

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Remen, Omon, Endeh Suhartini und Ani Yumarni. „DISPUTE SETTLEMENT OF INDUSTRIAL RELATION OF PT. HAENGNAM SEJAHTERA INDONESIA IN THE MEDIATION STEP OF DINAS TENAGA KERJA OF KABUPATEN BOGOR“. DE RECHTSSTAAT 4, Nr. 1 (01.03.2018): 63–79. http://dx.doi.org/10.30997/jhd.v4i1.1240.

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Importance of law development Indonesia especially about law of labor will bring a positive issue for industriaI people. Industry as a one of economic center should have regulation to resolve conflict happens within production process. This research is to know the solution of industrial relation conflict which is done by labor union, based on Law No. 2 of 2004 about Industrial Relation Dispute Settlement, to advocate dispute The method for this research is by using normative empirical approach towards Laws and regulation, or literatures and field study to one of the private companies in Kabupaten Bogor. Conclusion of this research is that procedures to settle the dispute of industrial relation done by labor union in accordance with Law No 21 Tahun 2004 are: 1) Bipartite negotiation. 2) Authorized institution of manpower (mediation, conciliation, and (arbitration). 3). Industrial Relation Courts

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Dananjaya, Nyoman Satyayudha, Alia Yofira Karunian, Kadek Agus Sudiarawan, Made Cinthya Puspita Shara und Putu Ade Harriestha Martana. „Considering the Application of Mediation Characteristics for Optimizing Dispute Resolution in Industrial Relations: a Worthwhile Endeavor?“ Jurnal Wawasan Yuridika 7, Nr. 2 (30.09.2023): 197–220. http://dx.doi.org/10.25072/jwy.v7i2.4194.

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This article aims to discuss further the importance of the characteristics of non-litigationdispute resolution through mediation in resolving industrial relations disputes. Thisresearch is descriptive with a normative research type, using a statutory approachand data collection using literature study, then the data is analyzed qualitatively. Theresults obtained from this research are that each type of dispute resolution has itscharacteristics. One of the main reasons why disputes cannot be resolved througharbitration is limited authority. Apart from that, the lack of information, abilities,and knowledge of the parties regarding conciliation and negotiation is the cause ofthese problems. Therefore, mediation is chosen due to its distinctive characteristicscompared to other non-litigation resolutions, such as the mediator's role in assistingthe parties, the absence of decision-making authority, the mediation process focusingon the future, and fostering the creation of win-win solutions.

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Jumiati, Agatha, Waluyo S Pradoto und Hanindito B R. „Implementasi UU Nomor 2 Tahun 2004 dalam Menyelesaikan Perselisihan Hubungan Industrial“. Mitra Abdimas: Jurnal Pengabdian kepada Masyarakat 1, Nr. 2 (13.01.2022): 58–64. http://dx.doi.org/10.57251/mabdimas.v1i2.195.

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In a work environment or company where disputes are unavoidable. Disputes that occur within the company are known as labor disputes or industrial relations disputes. A labor dispute is a conflict between an employer or an association of employers and a labor union or a combination of labor unions in connection with the absence of a conflicting understanding of the working relationship, working conditions and/or labor conditions. Law Number 2 of 2004 has provided stipulations on measures that can be taken to resolve industrial relations disputes through bipartite negotiations, mediation, conciliation, arbitration and through proceedings at the Industrial Relations Court.

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Dissertationen zum Thema "Mediation and conciliation, Industrial"

Snyman, Chanel. „Determining jurisdiction at conciliation and arbitration“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20648.

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Jurisdiction is the power or competence of a Court to hear and determine an issue between parties, as well as the power to compel the parties to give effect to a judgment. The approach of a CCMA commissioner faced with a jurisdictional challenge is therefore an important issue that requires legal certainty. Unfortunately, our case law has not been uniform with regard to the various issues surrounding jurisdiction of the CCMA, for example: what facts need to be established in order for the CCMA to have jurisdiction and at what stage of the process should a commissioner deal with the issue of jurisdiction. The purpose of this treatise is to consider the various approaches of our courts to the issue of the jurisdiction of the CCMA and to determine what approach is practically best suited for CCMA commissioners when the issue of jurisdiction is in dispute. The research methodology is based on the various approaches of our courts to the jurisdiction of the CCMA as set out in Bombardier Transportation v Mtiya [2010] 8 BLLR 840 (LC). The more practical “third” approach as proposed by van Niekerk J, in Bombardier Transportation v Mtiya [2010] 8 BLLR 840 (LC), has been favoured by the Labour Court and the CCMA following the judgment. The correct approach of a commissioner when dealing with specific jurisdictional facts such as condonation and the jurisdiction of a bargaining council will further be considered. However, the predicament that commissioners face is that the Labour Appeal Court’s approach to jurisdiction is in conflict with that of the Labour Court’s approach. In conclusion, it is submitted that the Labour Appeal Court must pronounce on the issue of jurisdiction, taking into consideration the approach of the Labour Court as to create certainty regarding the correct approach of a commissioner when faced with a jurisdictional challenge.

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Luk, Wing-kai, und 陸永佳. „In search of effective conciliation tactics in labour disputes“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B3126413X.

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Kwakwala, Blazius Oscar Kasungula. „A critical evaluation of the dispute resolution functions of the Commission for Conciliation, Mediation and Arbitration (CCMA)“. Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4241.

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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: One of the transformations that occurred in post-apartheid South Africa was the overhaul of labour legislation. The Labour Relations Act, 1995, the most pivotal product of the exercise, enacted the Commission for Conciliation, Mediation and Arbitration (CCMA) as a statutory labour dispute resolution institution. Given the failures of the previous dispute resolution system, the creators of the CCMA meant it to provide efficient, accessible and quality dispute resolution structured around conciliation and arbitration. The CCMA came into being in November 1996. The question that arises is: is the CCMA delivering efficient, accessible and quality dispute resolution? This research attempts to answer this question. The literature review indicates that, in terms of efficiency, the CCMA underperformed in the early years, from its inception to the year ended 2004. Improvements started trickling in after 2004. The literature review portrays a positive picture of accessibility: that the CCMA is accessible to its users. As for the quality of dispute resolution, the literature review paints a negative picture: that the CCMA does not provide a quality dispute resolution service. The researcher collected secondary data from the CCMA and primary data from parties to dispute resolution at the Cape Town Office of the CCMA, using a self-developed questionnaire. The data was analysed using Statistica version 9. The results show that the CCMA continues to grow and build on its previous efficiency successes: the CCMA concludes conciliations and arbitrations within the statutory time limits of 30 days and 60 days respectively. The results also show that the CCMA is accessible: the respondents found the process of referral and the actual processes of conciliation and arbitration informal. The results also show that the CCMA provides quality dispute resolution. All the respondents ranked the quality of conciliations and arbitrations positively. The results for efficiency and accessibility support the literature review. The results for quality of dispute resolution contradict the literature review. Based on these findings, insightful conclusions are drawn and recommendations are made, to both the CCMA and for future research.
AFRIKAANSE OPSOMMING: Die hersiening van arbeidswetgewing was een van die transformasies wat plaasgevind het in post-apartheid Suid-Afrika. Die mees uitstaande produk van hierdie oefening, naamlik die nuwe Wet op Arbeidsverhoudinge, 1995, het die Kommissie vir Versoening, Bemiddeling en Arbitrasie (KVBA) daargestel as 'n instelling vir statutêre geskilbeslegting. Gesien teen die agtergrond van die mislukkings van die vorige geskilbeslegtingstelsel het die skeppers van die KVBA probeer om effektiewe, toeganklike en kwaliteit geskilbeslegting met betrekking tot versoenings en arbitrasies te skep. Die KVBA het in November 1996 tot stand gekom en funksioneer vir die afgelope 13 jaar. Die literatuurstudie toon aan dat, in terme van effektiwiteit, die KVBA onderpresteer het vanaf sy ontstaan tot en met 2004. Ná 2004 het verbeteringe drupsgewys ingetree. Die literatuurstudie skets 'n negatiewe beeld met verwysing na die gehalte van geskilbeslegting: die KVBA verskaf nie 'n geskilbeslegting diens van gehalte nie. Die navorsing het sekondêre data vanaf die KVBA en primêre data van die partye betrokke by geskilbeslegting in die Kaapstad-kantoor van die KVBA ingesamel deur van 'n selfontwikkelde vraelys gebruik te maak. Die resultate toon dat die KVBA voortgaan om te groei en te bou op vorige suksesse ten opsigte van effektiwiteit: die KVBA handel versoenings en arbitrasies binne die statutêre tydsbepalings van 30 en 60 dae onderskeidelik af. Die resultate toon ook dat die KVBA toeganklik is: die respondente het die proses van arbitrasie as informeel ervaar. Die resultate toon ook dat die KVBA 'n kwaliteit geskilbeslegtingsfunksie verskaf. Alle respondente het die gehalte van versoenings positief beoordeel. Die resultate ten opsigte van effektiwiteit en toeganklikheid ondersteun die literatuurstudie. Die resultate ten opsigte van die gehalte van die geskilbeslegtingsfunksie is strydig met die literatuurstudie. Voortvloeiend uit hierdie bevindinge, word tot insiggewende gevolgtrekkings gekom en aanbevelings word gemaak vir gebruik deur die KVBA, asook vir toekomstige navorsing.

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Maluleke, Nkhensani Millicent. „Review of CCMA arbitration awards“. Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/523.

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Young, Kirsty Leigh. „Justifiability as grounds for the review of labour arbitration proceedings“. Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1003070.

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This thesis focuses on the review of labour arbitration awards given under the auspices of the following bodies: the Commission for Conciliation, Mediation and Arbitration ("CCMA"), bargaining councils, statutory councils, accredited private agencies and private arbitration tribunals. The general grounds of review applicable to the arbitration awards of each body are set out. Against this background, the case of Carephone (Pty) Ltd v Marcus NO & Others (1998) 19 ILJ 1425 (LAC) is analysed and the principles pertaining to the justifiability test are clarified. The judicial rationale for the application of the test to CCMA arbitration proceedings and criticisms of the test are then examined. Currently the justifiability test applies in the review of CCMA proceedings only, so the judicial reasoning for the rejection of justifiability as a ground for private arbitration review is examined. Three approaches are suggested for the application of the justifiability test in private arbitration review. First it is proposed that the Arbitration Act could be interpreted to include the justifiability test under the statutory review grounds. Failing the acceptance of this approach, the second submission is that arbitration agreements could be interpreted to include an implied term that the arbitrator is under a duty to give justifiable awards. A third suggestion is that the law should be developed by attaching an ex lege term to all arbitration agreements requiring arbitrators to give justifiable awards. In the final chapter, the requirement of justifiability in awards given under the auspices of collective bargaining agents and accredited private agencies highlights the incongruity in applying the justifiability test in CCMA arbitration review and in rejecting this test in private arbitration review.

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Gathongo, Johana Kambo. „Labour dispute resolution in Kenya: compliance with international standards and a comparison with South Africa“. Thesis, Nelson Mandela Metropolitan University, 2018. http://hdl.handle.net/10948/23980.

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The thesis examines the effectiveness of the Kenyan labour dispute resolution system by undertaking a comparative analysis of South African and international labour standards. A comparative approach is adopted, which relies on primary and secondary sources of data, thereby undertaking an in-depth content analysis. The study provides a comprehensive discussion of the current legislative provisions and alternative dispute resolution (ADR) framework as recognised in both countries' national labour legislation as well as in a number of international labour standards instruments. In particular, the study illuminates and discusses the bottlenecks in the current Kenyan system and argues that it does not adequately respond to the needs of parties in terms of the international labour conventions. The study argues further that labour disputes should be resolved as quickly and informally as possible and at the lowest level possible. Similarly, disputes should ideally be resolved with little or no procedural technicalities, and without allowing them to drag on indefinitely. However, this study observes that there have been notable concerns in the current dual system of labour dispute resolution in Kenya. The problems include protracted referral timeframe for dismissal disputes, non-regulation of maximum timeframe for the agreed extension after 30 days conciliation period has lapsed, the absence of a statutory timeframe for appointing a conciliator/commissioner and arbitration process under both the Labour Relations Act, 2007 and the Employment Act, 2007. The study argues for Kenya to incorporate provisions in its labour laws of a proactive and expeditious dispute resolution thereby helping to resolve labour disputes in the most effective and efficient manner without necessarily having to resort to the courts. Likewise, the responsibility of resolving statutory labour disputes in Kenya is still heavily under the control of the government of Kenya through the Ministry of Labour. There is still no independent statutory dispute resolution institution (Conciliation, Mediation Commission) as envisaged by the Labour Relations Act, 2007. As a result, the Kenyan dispute resolution system has been criticised for lack of impartiality leading to the increases in strikes and lockouts. Similarly, it has made the attainment of effective and efficient labour dispute resolution difficult. In view of that, a comparative approach with South Africa is adopted with a view to informing Kenya how the establishment of independent institutions similar to the Commission for Conciliation Mediation and Arbitration, Bargaining Councils and specialised labour courts can lead to effective dispute resolution in Kenya. Given above, the study provides a wide range of remedial intervention intended to address the gaps and flaws highlighted in the study. Systematically, the study provides important suggestions and possible solutions for a better institutional framework and processes to address them. However, the study acknowledges that making effective and efficient labour dispute resolution a reality calls for renewed commitment from government and social partners and investment in appropriate human and financial resources. This requires a strong political will as well as concerted efforts from all role players in the labour relations community in the two respective countries.

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Ndimurwimo, Leah Alexis. „An evaluation of the dispute resolution mechanisms of conciliation and arbitration“. Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/753.

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South African labour laws have undergone tremendous amendments before and after independence. This paper focuses on the development after independence, therefore section 34 of the Constitution of 1996, provisions of the Labour Relations Act of 1995 and other laws which deal with labour matters and regulate the labour relations and disputes in the country will be considered. The labour laws in South Africa provide inter alia for the dispute resolution mechanisms, the manner on which disputes should be handled by different organs which are empowered to do so. My focus will be to see how alternative disputes resolution processes of conciliation and arbitration in the Eastern Cape Province aim to transform the South African and global labour market by promoting an integrated simple, quick but efficient and inexpensive dispute settlement services in order to reduce the back log of cases, maintain labour peace, promote democracy at workplace with the view of advancing economic and social justice.

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Siu, Lap-kei, und 蕭立基. „A study of some factors affecting the effectiveness of conciliation asa means of settlement of labour disputes in Hong Kong“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264463.

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Majinda, Maseko Moses. „A comparison of the labour dispute resolution systems of South Africa and Swaziland“. Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/833.

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History and Background: The history of statutory labour dispute resolution of South Africa dates back to 1909, when the Transvaal Disputes Prevention Act of 1909 was promulgated which applied only to the Transvaal. The Industrial Conciliation Act of 1924 established industrial councils and ad hoc conciliation boards and excluded black workers from the statutory definition of employee and this resulted in a dual industrial relations system that existed up to 1979. The history of statutory labour dispute resolution of Swaziland dates back to 1980 when the first Industrial Relations Act of 1980 was promulgated which established the first Industrial Court. Research Findings: The dispute resolution systems of South Africa and Swaziland contain both similarities and differences. Lessons for Swaziland include combining general and specific dispute resolution procedures, providing the right of a referring party to apply for condonation for late referral of a dispute, using conciliation-arbitration, making arbitration proceedings public hearings, influence of parties on the appointment of arbitrators, court adjudication, pre-dismissal arbitration, court adjudication by judges only, establishment of a constitutional court, full protection of protected strikes/ lockouts from interdicts, legalization of sympathy strikes, and removal of strikes/ lockout ballot. Lessons for South Africa include plural representation of parties at conciliation and arbitration, re-direction of some disputes by the Labour Court to the Commission for arbitration, reporting of labour disputes direct to the Head of State for determination.

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Sponagel, Moritz. „An overview of the development of the German and UK labour dispute resolution systems and assessment of their respective strengths and weaknesses“. Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/50572.

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Thesis (MBA)--Stellenbosch University, 2006.
ENGLISH ABSTRACT: In many countries in the world today, Labour Courts have developed as an integral part of the law system arising from the need to afford labour disputes specialised adjudication, independent from the ordinary civil courts. This study presents a comparison of the German Labour Court System and the British Employment Tribunal System, representing the Continental Law System and the Common Law System respectively. In comparing the German Labour Courts and the British Employment Tribunals, the study highlights the special qualities of labour law and why labour disputes are treated differently from other legal disputes. It demonstrates that both systems have attempted to achieve the handling of labour disputes in different ways and proceedings. Similarly, the study reveals that both systems have their pros, cons and limitations and that no system can guarantee an optimal way to achieve a "better" justice. Nonetheless, the study attempts to show that each system can learn from the other's strengths and weaknesses by being open and reasonable to criticism. Another important objective of this study is to determine whether Labour Courts and Employment Tribunals should be maintained as a separate part of the law system or whether to merge them into the ordinary civil courts as some critics feel that such courts and tribunals create added expenses to governments. Furthermore, the study explores other dispute resolution mechanisms that if encouraged, provide additional benefit to labour issues in teoday's complex business environment. As a whole, the study proves that the German Labour Courts and British Employment Tribunals are a quicker, cheaper and better way of achieving justice, preferable to the civil litigation system. It is therefore concluded that such courts and tribunals should be maintained because of their significant successes so far. Furthermore, it is suggested that labour dispute resolution can be further developed through the increased use of mechanisms such as conciliation, negotiation and mediation in the management of organizations today.
AFRIKAANSE OPSOMMING: In baie lande van die wereld vandag, het gespesialiseerde arbeids tribunale ontwikkel as 'n integrale deel van die regsisteem as gevolg van die behoefte om arbeidsdispute te onderwerp aan gespesialiseerde beregting, onafhanklik van gewone siviele howe. Hierdie studie behels 'n vergelyking van die Duitse Arbiedshofsisteem en die Britse "Employment Tribunal" sisteem, wat die kontinentale regsisteem en 'n gemeenregtelike regsisteem respektiewelik verteenwoordig. Deur die Duitse Arbeidshowe en die Britse "Employment Tribunals" te vergelyk, beklemtoon hierdie studie die spesiale eienskappe van arbeidsreg en waarom arbeidsdispute anders as andere regsdispute hanteer word. Dit demonstreer dat beide sisteme probeer het om die hantering van arbeidsdispute op verskillende maniere en deur middel van verskillende prosesse te bereik. Terselfdertyd, wys die studie dat beide sisteme hulle voordele, nadele en tekortkomings het, en dat nie een sisteem 'n optimale manier het om "beter" geregtigheid tussen werkgewer en werknemer te laat geskied nie. Nietemin, probeer die studie wys dat elke sisteem kan leer van die ander se sterktepunte en tekortkominge. 'n Verdere belangrike doel van hierdie studie is om te bepaal of die Duitse Arbeidshowe en Britse "Employment Tribunals" as aparte deel van die regsisteem behoort te voortbestaan, of hulle saamgesmelt moet word met die gewone siviele howe, want sekere kritici voel dat sulke howe en tribunale addisionele koste vir owerhede meebring. Verder ondersoek die studie ander dispuutoplossings meganismes, wat, indien dit bevorder sou word, dalk addisionele voordele in vandag se komplekse besigheidsomgewing kan meebring. In geheel toon hierdie studie dat die Duitse Arbeidshowe en Britse "Employment Tribunals" 'n vinniger, goedkoper en beter manier bied om geregtigheid te bereik en verkies word bo die siviele litigasie sisteem. Die gevolgtrekking is dat sulke howe en tribunale behou moet word as gevolg van hulle sukses tot dusver. Verder word dit voorgestel dat arbeidsgeskilbeslegting verder ontwikkel kan word deur groter gebruik te maak van meganismes soos konsiliase, onderhandeling en mediasie in organisasies.

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Bücher zum Thema "Mediation and conciliation, Industrial"

McNally, Niall. Conciliation in Ireland: An exploratory study. Dublin: University College Dublin, 1991.

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Robins, Eva. A guide for labor mediators. [Honolulu]: Industrial Relations Center, University of Hawaii at Mānoa, 1997.

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Vasconcelos, Antônio Gomes de. Núcleos intersindicais de conciliação trabalhista: Fundamentos, princípios, criação, estrutura e funcionamento. São Paulo: Editora LTr, 1999.

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Śmigiel, Mariusz. Pośrednictwo pracy w zarysie. [Warsaw]: Urząd Pracy, 1994.

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Necheles-Jansyn, Ruth F. The mediator revisited: Profile of a profession, 1960s and 1985. Metuchen, N.J: IMLR Press/Rutgers University, 1990.

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Mares-Dixon, Judy. Mediation: An early dispute resolution procedure for the workplace. Kingston, ON: IRC Press, 1998.

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Pose, Carlos. Conciliación laboral reformas a la Ley 18,345. 2. Aufl. Buenos Aires: David Grinberg Libros Jurídicos, 1996.

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Malhotra, O. P. The law and practice of arbitration and conciliation: The Arbitration and Conciliation Act, 1996. 2. Aufl. New Delhi: LexisNexis Butterworths, 2006.

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D, Sharma B. Art of conciliation and industrial unrest. Bombay: Labour Consultancy Bureau, 1985.

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Radich, Karen. Employment mediation. 2. Aufl. Wellington [N.Z.]: Thomson Reuters, 2013.

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Buchteile zum Thema "Mediation and conciliation, Industrial"

Carr, Indira, und Peter Stone. „Mediation (conciliation):“. In International Trade Law, 653–69. Sixth edition. | Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2017. http://dx.doi.org/10.4324/9781315543970-25.

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Wilson, Deric, und Jerry Tyrrell. „Institutions for Conciliation and Mediation“. In Facets of the Conflict in Northern Ireland, 230–48. London: Palgrave Macmillan UK, 1995. http://dx.doi.org/10.1007/978-1-349-23829-3_15.

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García, Ana Belén, Erica Romero Pender, Francisco J. Medina und Martin C. Euwema. „Mediation and Conciliation in Collective Labor Conflicts“. In Mediation in Collective Labor Conflicts, 3–16. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_1.

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Kożusznik, Barbara, Małgorzata Chrupała-Pniak und Michał Brol. „Mediation and Conciliation in Collective Labor Conflicts in Poland“. In Mediation in Collective Labor Conflicts, 145–60. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_10.

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Pinheiro, Andreia, Ana Margarida Passos und Alan Stoleroff. „Mediation and Conciliation in Collective Labor Conflicts in Portugal“. In Mediation in Collective Labor Conflicts, 161–74. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_11.

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Iliescu, Dragos, und Andreea Butucescu. „Mediation and Conciliation in Collective Labor Conflicts in Romania“. In Mediation in Collective Labor Conflicts, 175–91. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_12.

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Munduate, Lourdes, Erica Romero Pender, Ana Belén García und Francisco J. Medina. „Mediation and Conciliation in Collective Labor Conflicts in Spain“. In Mediation in Collective Labor Conflicts, 193–208. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_13.

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Bray, Mark, und Johanna Macneil. „Mediation and Conciliation in Collective Labor Conflicts in Australia“. In Mediation in Collective Labor Conflicts, 247–63. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_16.

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Chi, Wei, Yueting Ji und Wei Huang. „Mediation and Conciliation in Collective Labor Conflicts in China“. In Mediation in Collective Labor Conflicts, 265–77. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_17.

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Noronha, Ernesto, und Premilla D’Cruz. „Mediation and Conciliation in Collective Labor Conflicts in India“. In Mediation in Collective Labor Conflicts, 279–92. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92531-8_18.

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Konferenzberichte zum Thema "Mediation and conciliation, Industrial"

Завьялова, Т. А. „Actual issues of applying mediation as a conciliation procedure in civil proceedings“. In НАУКА РОССИИ: ЦЕЛИ И ЗАДАЧИ. НИЦ «Л-Журнал», 2018. http://dx.doi.org/10.18411/sr-10-04-2018-21.

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Sorokoletova, M. A. „Mediation in Russia and the experience of conciliation practices in some foreign countries“. In Scientific trends: Jurisprudence. ЦНК МОАН, 2020. http://dx.doi.org/10.18411/spc-20-06-2020-04.

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Gaydaenko Sher, Natal'ya. „On the prospects of unifcation of the legislation on mediation (conciliation) procedures in the framework of the Common economic space“. In Problems of unification of private international law in contemporary world. Infra-M Academic Publishing House, 2013. http://dx.doi.org/10.12737/1215.19.

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Wu, Raymond. „Componentization and Semantic Mediation“. In IECON 2007 - 33rd Annual Conference of the IEEE Industrial Electronics Society. IEEE, 2007. http://dx.doi.org/10.1109/iecon.2007.4460408.

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Miranda, Vanessa, und Leila Salles. „MEDIATION AND CONCILIATION AS APPROPRIATE METHODS OF CONFLICT RESOLUTION (MASCS) FOR THE PROMOTION OF ACCESS TO JUSTICE AND CULTURE OF PEACE“. In International Conference on Education and New Developments. inScience Press, 2019. http://dx.doi.org/10.36315/2019v2end083.

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Saber, Benharzallah, und Kazar Okba. „Intelligent Agents for a Semantic Mediation of Information Systems“. In 2008 7th Computer Information Systems and Industrial Management Applications (CISIM). IEEE, 2008. http://dx.doi.org/10.1109/cisim.2008.10.

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Hapuarachchi, H. N. M., und K. Udayangani. „Suitability of alternative dispute resolution methods based on risk factors to the Sri Lankan construction industry“. In Independence and interdependence of sustainable spaces. Faculty of Architecture Research Unit, 2022. http://dx.doi.org/10.31705/faru.2022.11.

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Disputes in construction projects always used to resolve in litigation, where nowadays parties use new innovative dispute resolution methods known as Alternative Dispute Resolution(ADR)s. Many ADR-related studies in the local context are relevant to its applicability, enforceability, and effectiveness, whereas less studies exist on the choice of ADR method(s). Further, the literature proves risk in construction projects can be used as a criterion to select ADR methods, where studies are very less. Followingly, this study focused on developing a matrix based on risk factors in the construction industry for the choice of ADR method(s) under mixed research approach. The literature survey explored ADR method(s) and risk factors. Expert interviews were executed with five experts to filter the risk factors under the choice of ADR method(s) where 10 out of 15 risk factors were chosen as applicable for the study. Then, a structured questionnaire was designed with expert interview findings and distributed among 40 experts, where 34 responses were received. The responses were analyzed through Relative Importance Index technique. Thus, ADR methods were ranked against risk factors based on RII values and developed the matrix. The result proves negotiation is the best ADR method where conciliation, mediation, dispute adjudication and arbitration are suitable respectively.

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Zhou, Mingjian, und Ruixue Zhang. „From employees' OCB to customers' OCB: Testing a mediation model“. In 2011 International Conference on Management Science and Industrial Engineering (MSIE). IEEE, 2011. http://dx.doi.org/10.1109/msie.2011.5707729.

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Tjoe, Tjia Fie, Ronny Samsul Bahri, Doni Purnama Alamsyah, Khidhir Akbar Ghofar und Heni Rohaeni. „Perceived Value Mediation Model to Improve Customer Expectation and Loyalty“. In 2nd South American Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2021. http://dx.doi.org/10.46254/sa02.20210551.

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Hassan, Syed Fahad, Aamir Mahmood, Syed Ali Hassan und Mikael Gidlund. „Wireless Mediation for Multi-Hop Networks in Time Critical Industrial Applications“. In 2018 IEEE Globecom Workshops (GC Wkshps). IEEE, 2018. http://dx.doi.org/10.1109/glocomw.2018.8644340.

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Berichte der Organisationen zum Thema "Mediation and conciliation, Industrial"

Y.B., Samsudin, und Pirard R. Conflict mediation in industrial tree plantations in Indonesia: Status and prospects. Center for International Forestry Research (CIFOR), 2014. http://dx.doi.org/10.17528/cifor/005443.

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