Дисертації з теми "Labor disputes"

The purpose of this study was to compare the dispute resolution systems of Botswana and South Africa. As far as the South Africa dispute resolution system is concerned extensive literature on the system was carried out to describe its functioning. As for the Botswana dispute resolution system there was not much written about it in the literature, so in order to find out more about this system semi-structured interviews with labour relations experts which include mediators, arbitrators, lecturers, labour lawyers, trade unionists, employers and government officials held. The framework of comparison was developed to compare the elements of dispute resolution systems against each other and secondly to compare each system against the criteria of performance to the system. The two labour relations systems were compared in terms of elements of the system and the performance of the two systems. In the comparisons of the elements of the systems it was found out that in both systems the nature of disputes was collective and individual disputes both of which can be referred to the initial process of mediation or conciliation. However, in Botswana collective disputes can only be referred to arbitration if they remain unresolved in mediation while in South Africa only collective disputes on essential services go to arbitration while others lead to a strike or lockout if unresolved at conciliation. As for coverage both systems have incorporated public service sector employees in the systems after being excluded from the system for a very long time. The only difference is that in Botswana the Police force is not included while in South Africa they are included in the system. Differences in the avenues of disputes in the two countries were noted, in Botswana the rights/individual disputes go to either arbitration or Industrial Court if unresolved at mediation, inter-est/collective disputes can only go to arbitration while in South Africa the route of disputes is specified in the legislation. As for the human resources of the two countries it was found that the South African system has more qualified, trained and sufficiently experienced staff than the Botswana system. As for the processes it was found that for South Africa the initial process is conciliation while in Botswana it is mediation but these two processes were similar in many ways, from mediation/conciliation the next step in both systems is arbitration and just like the conciliation/mediation, arbitration in both countries was found to be similar except that in South Africa it is a public hearing. The two systems were also compared in terms of their performances and the research has established that between the two systems the South African system proved to be more superior on three of the criteria; efficiency, accessibility and legitimacy than the Botswana system. Therefore, the research proposes a number of recommendations for Botswana to implement namely; establishment of a legislated mixed process of mediation-arbitration, making the dispute resolution system independent from government, recruitment of high qualified and experienced staff for mediation and arbitration, accreditation to private agencies, effective case management system and proper routing of disputes.

The Federal government's involvement in railroad labor disputes was one of the earliest examples of government intervention in the economy. Initially, when the economy was crippled by railroad strikes in the late nineteenth century, the government stepped in and crushed them with troops and injunctions. The Federal government's other approach was legislative, beginning with the passage of the Arbitration Act of 1888. As the first piece of Federal arbitration legislation, it had a significant impact on the development of subsequent labor legislation, such as the Railway Labor Act of 1926 and the National Labor Relations Act in 1935. Several methods are used to assess the impact and importance of the Arbitration Act. First, the political economy of the Arbitration Act is examined. Railroad owners opposed this legislation, fearing it would hinder their ability to hire, fire, and deal with striking workers. Organized labor favored arbitration, viewing such government intervention as providing a mandate that would compel, even force, employers to recognize unions. The ability of these constituent groups to influence their elected representatives is quantitatively tested using a simple model of legislative choice. The Arbitration Act was viewed as harmless, and even useless, by many Congressmen. Whether this legislation was effective is an important investigation. Two approaches are used to assess the impact of the legislation. The first uses a monthly index of railroad stocks to investigate how the expected future profitability of railroad firms was affected. The price of railroad stocks fell, which implies that the legislation was expected to reduce future profits. Investors felt that this legislation did not serve the best interests of railroad capital. The second approach examines how the passage of arbitration legislation affected strike frequency and duration. The analysis of the impact of the Arbitration Act confirms that the mere presence of arbitration procedures can lead to an increase in strike activity. Evidently, the relative costs of railroad strikes were lowered, thus increasing strike activity. The imposition of legislated bargaining procedures can produce unexpected results, as illustrated by the Arbitration Act's effect on railroad strikes.

Thesis (M.A.)--City University of Hong Kong, 2005.
Title from title screen (viewed 27 Mar. 2006). "A thesis submitted in partial fulfillment of the requirement for the degree Master of arts in arbitration and dispute resolution." Includes bibliographical references.

The core issues of this thesis are the EU-US airplane subsidy disputes, which are market-share driven, political-economic conflicts of interest, arising from the duopoly competition between Airbus and Boeing in the fourteen-year period from 1997 to 2011. The Airbus vs. Boeing dispute case is characterized by the complexity of the dispute - the largest ever to go before the World Trade Organization (WTO) in Geneva. The thesis focuses on government subsidy disputes between two big political and economic powers – the EU and the US – through an in-depth analysis of both sides of the arguments. With duopoly in the large commercial airplane industry, new insight can be gained through better understanding of potential net welfare gain or loss from having two competitive manufacturers competing against each other in a free marketplace. The legal issues are the core narratives of this thesis. Use of the case study enables us to better understand how these two corporate players, markets, and government policies make the difference in terms of economic outcomes. Hence, it is an effective means of addressing key problems in the real world of the large commercial airplane industry. The value added of this thesis comes from the contribution to scholarly research and practice by placing the Airbus vs. Boeing case study at the core of its political-economic debate on government subsidy issues. Therefore, the main theoretical framework of this study is state-business relationships, which explore different approaches in the EU and the US while recognizing that there are some differences between EU member states of Airbus. The study explains how the Airbus vs. Boeing case will be used, - and how it will be located within the wider theoretical and disciplinary perspectives of statebusiness relationships, based on the concepts developed by Susan Strange with some reference to the ‘varieties of capitalism’ debate by Peter Hall and David Soskice. The political-economic differences across the states are captured by the concepts advanced in the ‘varieties of capitalism’ debate, while both the statebusiness relationships and the ‘varieties of capitalism’ approach were used to understand the individual corporate variations of Airbus and Being’s different business models. This study also investigates the political-economic implications of European competition policy, and the politics associated with it. The core of the subsidy dispute is about the relationship between the state and business in the context of the world trading system. The World Trade Organization (WTO) plays a critically important role by offering a dispute settlement mechanism - specifically as to what kind, and how much, aid a state can legally give to a business enterprise.

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.

This study looked at the effects of the labor process on the occurrence to industrial disputes. In Marx's view, changes in the capitalist labor process result in an increase of industrial disputes. However, Dahrendorf envisioned that there is a decrease of industrial disputes, especially a decrease of intensity and violence of disputes in industrialized societies, in which rationality is a dominant value. Thus, the relative validity of the two major theoretical accounts was assessed. Samples were drawn from two developed countries, the United States and Japan, to add a cross-national comparative dimension to the assessment. The results suggest that neither theory consistently accounts for the relationship between labor process variables and levels of industrial disputes in both countries. However, Marx's view appears better fitted to the results for the United States. Dahrendorf's theory seems to be the least appropriate for both societies.
Master of Science
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On 16 August 2012, the South African Police Service fired upon striking miners in Marikana, South Africa, resulting in the death of 34 mineworkers. The purpose of this study is to examine the effects of protracted violent industrial labour disputes on socio-economic development in South Africa. The study explores the root causes of labour disputes in Marikana and considers strategies that can be employed to avoid similar violent and destabilising strikes in the mining and other industries. This research confirms that presumably the pursuit of wage increase is still the primary cause of violent strikes in the country. Furthermore, the research shows clearly that working hours, work conditions, sympathy, and demands from employees and trade unions are major causes of labour disputes. The findings also show that amongst other things participation of employees in work related issues like policy formulation can reduce prevalence of labour disputes. The study also reveals that communication between workers and employees in work places can help both parties to discuss issues before extreme measures are taken.

This paper seeks to bring clarity to a number of issues that arise from a process resulting from the unilateral variation of terms and conditions of employment and the conflict management and dispute resolution processes. The variation of employment terms particularly when it is driven by one party to the employment relationship can cause instability, insecurity, confusion and uncertainty to the parties involved. The nature of work is not constant and therefore changes are inevitable. This then has an effect of bringing disorder not only to the employer-employee relationship but also to the labour relations balance. In many instances and depending on whether it is the employer or employee who propagates the changes, the reasons to alter the conditions are different. Employers usually cite operational or economic reasons that are meant for the survival of the business as the need to make the changes. From the employees’ side the changes are necessitated by reasons aimed at a move from protecting the favourable employment conditions already acquired to improving them or attaining more. In the event that the parties to the employment relationship do not agree to the changes proposed and implemented, a dispute usually arises. This results from the failure of a consultation process, negotiations, persuasion or collective bargaining in general. In essence such a dispute arises from absence of consent to the changes. The failure of a bargaining system requires the process to assume a new nature. The dispute resolution systems and the conflict management systems follow as both the appropriate and necessary steps. The bargaining power together with the intervention of the third party is at the centre of this phase. The parties, depending on the nature of the dispute, the conditions that iv are changed and who are affected by the changes, have choices on what dispute resolution mechanisms to employ. The choice made has a huge impact on both the outcome required in the form of recourse, how the dispute will be resolved or how the conflict will be managed. There is legislative intervention with regards to the resolution of the conflictual scenarios that arise from disputes on unilateral variation of terms and conditions of employment. There are also non-statutory measures available to the parties. The choices are vast as to when can the variation take place, the reasons for the changes, the parties involved, the possible dispute resolution mechanisms, what can be varied and whether the unilateral implementation can be viewed as fair.

This paper investigated how the law of industrial action is shaped in South Africa and in Germany, which specific problems occur in South Africa and Germany, and how the different legal systems solve these problems. It also compared the different legal approaches of these two countries.

Thesis (MBA)--Stellenbosch University, 2000.
Some digitised pages may appear cut off due to the condition of the original hard copy.
ENGLISH ABSTRACT: This assignment explores the issues surrounding conflict resolution in the South African Public Service and the expression of organised conflict with reference to the 1999 Public service wage dispute and strikes. The public service being part of the generic framework of the public sector is, in terms of employment, South Africa's single, largest employer. National Departments and Provinces reflect almost 70% of the Public Sector. Employment in the public sector used to be considered relatively stable and secure. Public sector employees were thus not seen as requiring protection from retrenchment. Employees had no bargaining rights and functioned outside the ambit of the Labour Relations Act (No 24 of 1956). In 1994, the Government of National Unity realized the importance of the South African public service, the major role it had to play in the reconciliation, reconstruction and development process in South Africa and thus the need for administrative transformation. The Public Service Labour Relations Act 1994 was replaced by the new Labour Relations Act (No 66 of 1995) in 1995. This Act now covers both the private and the public sector workers. The new legislation was an important step towards the creation of a machinery for collective bargaining. The Act made provision for the establishment of a Public Service Coordinating Bargaining Council and provided a model for collective bargaining, based on effective negotiating structures. According to the International Labour Organization, mediation and conciliation procedures are still the most frequent methods for settling economic disputes in the public service. In South Africa, the new Labour Relations Act introduced the Commission for Conciliation, Mediation and Arbitration. Since 1994, several problems have beset most public service workers because of the transformation process and workers started showing increasing interest in unionisation, mostly for the protection and the fulfillment of their needs. Wages were the single most important factor causing labour action and in 1999, a total of 3,1 million man-days were lost due to labour action. According to Ms Geraldine Fraser- Moleketi, minister of the Public Service and Administration, government and the unions should share the process to design a more suitable and manageable system of remuneration policy to prevent disputes such as the 1999 wage dispute in the future. The negotiations on the 1999 wage dispute took place over a record of 140 days. Public service unions rejected government's wage offers several times until the minister unilaterally implemented government's final offer of an average of 6,3% increase. This sent a tremor through the alliance and prompted joint action by Cosatu and Fedusa affiliated unions. Unions were caught completely unaware and dropped their demands from a 10% increase to 7,3%. Public servants took industrial action again, but the government still did not make a new offer. Minister Trevor Manuel warned that the government could not afford further increases. By September, union leaders still had faith that president Thabo Mbeki would indicate that talks would be resumed, but doors for future negotiations did not open. Ms Geraldine Fraser-Moleketi maintained that the government had gone out of its way to ensure a settlement. At the time of writing, the dispute is still continuing. Note: As most of the information regarding the Public Service Wage strike was obtained from the press, all articles referred to are included as an appendix. To facilitate the reference to these articles, a specific form of reference, namely 'PC n', was used in the relevant sections, the prefix 'PC' denoting that a press cutting has been referred to and the subscription 'n' denoting the relevant page number of the article contained in the appendix. The sources of the press cuttings (PC) are contained in the list of sources.
AFRIKAANSE OPSOMMING: Hierdie werkstuk ondersoek die aangeleenthede rondom konflik hantering in die Suid-Afrikaanse Staatsdiens en die uitdrukking van georganiseerde konflik met verwysing na die 1999 Staatsdiens Salaris Dispuut en Stakings. In terme van indiensneming is die staatsdiens in Suid-Afrika as deel van die publieke sektor die grootste enkel werkgewer. Nasionale Departemente en Provinsies reflekteer ongeveer 70% van die Publieke Sektor. Arbeid in die publieke sektor was voorheen redelik stabiel en verseker; dus was daar geen nut vir die beskerming van amptenare teen afdanking. Werkers het geen onderhandelingsregte gehad nie en het buite die raamwerk van die Arbeidswetgewing (No 24 of 1956) gefunksioneer. In 1994 het die nuwe regering van nasionale eenheid die belangrikheid van staatsamptenare en die rol wat hulle moet speel in die rekonstruksie en ontwikkelingsproses in Suid-Afrika besef en dus ook die behoefte vir transformering van die diens ingesien. Die Staatsdiens Arbeidswetgewing van 1994 is vervang deur die nuwe Arbeidswetgewing (No 66 van 1995) in 1995, wat beide staatsamptenare sowel as die privaatsektor insluit. Dit was ook 'n belangrike stap in die bevordering van kollektiewe bedinging. Die wet het voorsiening gemaak vir die vestiging van die Staatsdiens Koordinerings Bedingings Raad en 'n model vir kollektiewe bedinging, gebasseer op effektiewe onderhandelingsstrukture. Volgens die Internasionale Arbeidsorganisasie is mediasie en konsiliasie prosesse steeds die mees algemene metodes vir die hantering van ekonomiese dispute in die staatsdiens. In Suid-Afrika het die nuwe Arbeids Wetgewing voorsiening gemaak vir die instelling van die Kommissie vir Konsiliasie, Mediasie en Arbitrasie. Sedert 1994 het verskeie probleme vir staatsamptenare ontstaan as gevolg van die transformasie proses en amptenare het meer en meer belangstelling getoon in unie lidmaatskap om hulle belange te beskerm. Salarisse is dié belangrikste enkel faktor wat arbeidsonrus veroorsaak. In 1999 het daar 'n totaal van 3,1 miljoen werksdae verlore gegaan as gevolg van stakings. Die 1999 salaris dispuut en onderhandelings het oor 'n tydperk van 'n rekord getal, naamlik 140 dae, geduur. Unies wat staatsamptenare verteenwoordig het op verskeie geleenthede aanbiedinge van die regering van die hand gewys, totdat die minister 'n eenparige besluit geneem het om die finale aanbod van 6,3% salarisaanpassing in te stel. Dit het 'n skudding in die alliansies veroorsaak en het tot die gesamentlike aksie van Cosatu en Fedusa geaffillieerde unies gelei. Die unies is onkant betrap en het hul versoek van 'n 10% verhoging na 7,3% verminder. Staatsamptenare het weereens oorgegaan tot arbeidsaksie; terwyl die regering by hul finale aanbod gebly het. Minister Trevor Manuel het gewaarsku dat die regering nie meer kon bekostig nie. Teen September was vakbondleiers nog steeds hoopvol dat president Thabo Mbeki 'n aanduiding sou gee om met onderhandelings voort te gaan, maar die deure vir onderhandelings was gesluit. Minister Geraldine Fraser-Moleketi het volgehou dat die regering uit hul pad gegaan het om 'n ooreenkoms te bereik. Ten tye van skrywe was die geskil nog nie opgelos nie. Nota: As gevolg van die feit dat die meeste inligting aangaande die 1999 Staatsdiens Salaris Dispuut en Stakings uit die pers verkry is, word die artikels waarna verwys word, ingesluit as 'n bylae. Om die verwysing na hierdie artikels te vergemaklik, is 'n spesifieke formaat van verwysing gebruik, naamlik 'PC n'. In hierdie verwysing verwys die voorskrif 'PC' na 'n media artikel. Die letter 'n' verwys na die relevante bladsy nommer wat aan die artikel toegeken is. Die bronne van die persartikels verskyn in die bronnelys.

Argues that Of Mice and Men is not only a tale of morality, but also a representation of the political themes found in In Dubious Battle and The Grapes of Wrath. Establishes that Steinbeck does not simply divorce himself from the labor themes of the other two books; rather he uses this novel as a representative account of the social events taking place in California during the 1930s. Examines aspects of the split hero as found in the novel's two main characters, George and Lennie, who resemble a dark rider coming into a ranch with nothing more than a dream of a better life.

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.

Thesis (Ph. D.)--West Virginia University, 2001.
Title from document title page. Document formatted into pages; contains xxxvii, 556 p. : ill. (some col.), maps (some col.). Includes abstract. Includes bibliographical references (p. 505-530).

O presente estudo tem por objetivo realizar uma reflexão sobre as possibilidades de utilização da mediação para a administração de conflitos nas relações individuais de trabalho. O estudo foi realizado levando em consideração os aspectos virtuosos da mediação, seus enfoques e possibilidades de intervenção. O trabalho leva em conta um conceito de conflito que reputamos adequado aos conflitos de justiça, diferenciando-o de outros enfoques possíveis ao fenômeno. Também foram apreciados os diversos modelos de mediação, a formação e a ética dos mediadores e a capacidade da mediação em representar uma alternativa ao desejado acesso à justiça, sem que isso implique em um viés de resolução da incapacidade do Poder Judiciário em distribuir o justo. A mediação foi estudada em seus princípios e também em sua correlação com os princípios do direito do trabalho, possibilitando estabelecer uma linha argumentativa acerca das críticas e limitações essenciais frequentemente apontadas por aqueles que defendem a incapacidade da mediação em prover uma adequada intervenção nos conflitos em relações individuais de trabalho. O enfoque procurado propõe uma ampliação do conceito de conflito individual de trabalho, estabelecido entre empregadores e empregados, para incluir aqueles conflitos existentes entre empregados e que não recebem previsão de adequado tratamento. Tais conflitos, conhecidos pelos economistas como micro conflitos, são portadores de uma litigiosidade latente que ao se desenvolver tem como única previsão a extinção da relação de trabalho. A intervenção mediadora, assim, representa meio de preservação das relações de trabalho, protegendo ainda os direitos fundamentais dos trabalhadores, concedendo uma nova perspectiva de acesso ao justo.
This study aims to carry out a reflection on the possibilities of use of mediation to manage conflict in individual relationships work. The study was performed taking into account the virtuous aspects of mediation, their approaches and possibilities for intervention. The work takes into account a concept of conflict that we deem appropriate to conflicts justice, differentiating it from other possible approaches to the phenomenon. Were also appreciated the various models of mediation, training and ethics of mediators and the ability of mediation to represent a desired alternative to access to justice, without this implying a bias in the resolution of the judiciary\'s inability to distribute the fair. The mediation was studied in its principles and also its correlation with the principles of employment law, allowing to establish a line of argument about the critical and essential limitations often highlighted by those who argue the failure of mediation to provide an adequate intervention in conflicts in individual employment relationships. The approach sought, proposes an expansion of the concept of conflict of employment established between employers and employees, to include those conflicts between employees, which do not receive adequate treatment prediction. Such conflicts, known to economists as micro conflicts, carry a latent litigation has to be developed as the only forecasting the demise of the employment relationship. The mediator intervention thus represents a means of preserving working relationships, yet protecting the fundamental rights of workers, giving a new perspective on access to fair.

O presente estudo tem como objeto o Poder Normativo da Justiça do Trabalho, enquanto processo jurisdicional de formação de norma. Objetiva enfrentar as diretrizes traçadas pela Emenda Constitucional n. 45/2004, que desfigurou a sua natureza e impôs obstáculos para o acesso à justiça nas hipóteses dos dissídios coletivos de natureza econômica. Traça inicialmente um panorama das alternativas de solução dos conflitos e a estrutura dogmática desse modelo de procedimento para, em seguida, demonstrar a sua importância no contexto da Teoria Geral do Processo. A partir de uma nova pauta hermenêutica e se valendo de uma bibliografia atualizada e multidisciplinar enfrenta o conteúdo da referida emenda e defende que o seu enunciado fere vários Princípios Constitucionais Processuais, especialmente o Princípio da Inafastabilidade da Jurisdição. Como convém a um estudo acadêmico, apresenta as evidências empíricas e analíticas produzidas pela Teoria Social Crítica, a fim de demonstrar que citada emenda constitucional foi apresentada no momento em que o mundo vive uma crise sistêmica desencadeada pelo geopolítica ultraliberal, com profundas implicações no mundo do trabalho; nas reconhecidas crises do sindicalismo contemporâneo e seus impactos negativos para as negociações coletivas e as greves. Deixa transparecer que a sua adoção está conectada também com as propostas disseminadas pelo neocorporativismo que teima em afastar o Estado das resoluções desses mesmos conflitos e, em particular, a Justiça do Trabalho de exercitar esse mesmo poder normativo. Com base em tais argumentos, conclui fazendo a defesa do Poder Normativo e propõe o reconhecimento da inconstitucionalidade da referida emenda constitucional
This study deals with the Labor Justices Normative Power, as a jurisdictional process of norm formation. The objective is to question the directions traced by the Constitutional Amendment n. 45/2004, which disfigured its nature and imposed obstacles to the access to justice in the cases of economic collective disagreements dissidios. Firstly, it traces a panorama of conflict solution alternatives, as well as the dogmatic structure of this procedure model to demonstrate its importance in the context of the General Theory of the Process. From a new hermeneutic agenda and using an updated and multidisciplinary bibliography, the study questions the content of the referred amendment and it defends that its content goes against a number of Procedural Constitutional Principles, especially the principle of Jurisdiction Inafastabilit. As it is usual in an academic study, it presents the empirical and analytical evidence produced by Critical Social Theory studies, to demonstrate that the cited constitutional amendment was presented in a moment when the world is living a systemic crisis, caused by ultraliberal geopolitics, with deep implications in the world of labor; the recognized crises of contemporary unions and their negative impact in collective negotiations and strikes. It also suggests that its adoption is connected with the proposals disseminated by neocorporativism, which insists in the aversion of the State from the resolutions of these same conflicts and, in particular, it prevents the Labor Justice from exercising this normative power. Based on such arguments, the study concludes by defending the Normative Power and it proposes the recognition of the unconstitutionality of the referred constitutional amendment

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This study deals with the Labor Justice s Normative Power, as a jurisdictional process of norm formation. The objective is to question the directions traced by the Constitutional Amendment n. 45/2004, which disfigured its nature and imposed obstacles to the access to justice in the cases of economic collective disagreements dissidios. Firstly, it traces a panorama of conflict solution alternatives, as well as the dogmatic structure of this procedure model to demonstrate its importance in the context of the General Theory of the Process. From a new hermeneutic agenda and using an updated and multidisciplinary bibliography, the study questions the content of the referred amendment and it defends that its content goes against a number of Procedural Constitutional Principles, especially the principle of Jurisdiction Inafastabilit. As it is usual in an academic study, it presents the empirical and analytical evidence produced by Critical Social Theory studies, to demonstrate that the cited constitutional amendment was presented in a moment when the world is living a systemic crisis, caused by ultraliberal geopolitics, with deep implications in the world of labor; the recognized crises of contemporary unions and their negative impact in collective negotiations and strikes. It also suggests that its adoption is connected with the proposals disseminated by neocorporativism, which insists in the aversion of the State from the resolutions of these same conflicts and, in particular, it prevents the Labor Justice from exercising this normative power. Based on such arguments, the study concludes by defending the Normative Power and it proposes the recognition of the unconstitutionality of the referred constitutional amendment
O presente estudo tem como objeto o Poder Normativo da Justiça do Trabalho, enquanto processo jurisdicional de formação de norma. Objetiva enfrentar as diretrizes traçadas pela Emenda Constitucional n. 45/2004, que desfigurou a sua natureza e impôs obstáculos para o acesso à justiça nas hipóteses dos dissídios coletivos de natureza econômica. Traça inicialmente um panorama das alternativas de solução dos conflitos e a estrutura dogmática desse modelo de procedimento para, em seguida, demonstrar a sua importância no contexto da Teoria Geral do Processo. A partir de uma nova pauta hermenêutica e se valendo de uma bibliografia atualizada e multidisciplinar enfrenta o conteúdo da referida emenda e defende que o seu enunciado fere vários Princípios Constitucionais Processuais, especialmente o Princípio da Inafastabilidade da Jurisdição. Como convém a um estudo acadêmico, apresenta as evidências empíricas e analíticas produzidas pela Teoria Social Crítica, a fim de demonstrar que citada emenda constitucional foi apresentada no momento em que o mundo vive uma crise sistêmica desencadeada pelo geopolítica ultraliberal, com profundas implicações no mundo do trabalho; nas reconhecidas crises do sindicalismo contemporâneo e seus impactos negativos para as negociações coletivas e as greves. Deixa transparecer que a sua adoção está conectada também com as propostas disseminadas pelo neocorporativismo que teima em afastar o Estado das resoluções desses mesmos conflitos e, em particular, a Justiça do Trabalho de exercitar esse mesmo poder normativo. Com base em tais argumentos, conclui fazendo a defesa do Poder Normativo e propõe o reconhecimento da inconstitucionalidade da referida emenda constitucional

Bibliography: leaves 135-143. An anthropological analysis of an industrial dispute that occurred within the East Gippsland forest industry, 1997-1998 and how the workers strove to acheive better working conditions for themselves, and to share in the wealth they had created.

Nepaliaujantys ekonominiai ir socialiniai pokyčiai teisės mokslininkus verčia spręsti klausimą dėl darbo santykių, tame tarpe ir konkrečiai darbo ginčų teisinio reglamentavimo kokybės, kadangi nuo to priklauso darbo teisės sistemos funkcionavimo efektyvumas. Darbe siekiama nustatyti darbo ginčų instituto vietą darbo teisės sistemoje, darbo ginčų, kaip darbo teisės sistemos dalies teisinio reglamentavimo specifiką ir atsakyti į iškeltą problemą: „Ar darbo ginčus reglamentuojančios teisės normos sudaro darbo teisės institutą, ar teisės pošakį?“. Darbe nagrinėjama teisės sistemos sandara, aiškinamasi, kokiu būdu išskiriami atskiri teisės sistemos elementai, analizuojama darbo ginčų kaip socialinių konfliktų samprata, teisinio reglamentavimo kilmė ir raida, aptariamos esminės darbo ginčų instituto ypatybės, t. y. tarpšakinis pobūdis, kuris pasireiškia specifiniu darbo ginčų instituto reglamentavimu Darbo kodekso ir Civilinio proceso kodekso teisės normomis, taip pat darbo ginčų instituto padalijimas į dvi dalis: individualių ir kolektyvinių darbo ginčų, darbo ginčų instituto vaidmuo kitų darbo teisės institutų atžvilgiu, atsižvelgiama į užsienio valstybių teisinį reglamentavimą darbo ginčų srityje, trumpai paliečiant ir tarptautinį reglamentavimą. Tikslui pasiekti buvo atlikta darbo ginčus reguliuojančios pozityviosios teisės, taip pat ir teisės doktrinos analizė, didžiausią dėmesį skiriant atskirai individualiems darbo ginčams ir kolektyviniams darbo ginčams, susitelkiant ties... [toliau žr. visą tekstą]
The law academics are induced by endless changes in economical and social affairs to solve an issue concerning the employment relations, including in particular the issue on the quality of legal regulation on labour disputes, since the effectiveness of operation by labour law system depends on it. The objective of this work is to determine the position of an institute of labour disputes in the entire labour law system, the particularity of legal regulation in labour dispute as the part of labour law system, and to answer the raised issue: “Whether the labour law institute or the sub-branch in the law is composed by the legal norms regulating the labour dispute?”. This work research the structure of law system, by explaining how the individual elements of law system are distinguished, by analysing the conception of labour disputes as the social conflicts, the history and development of legal regulation, by discussing the main features of labour dispute institute, id est inter-branch nature, which is evidenced by specific legal regulation of labour dispute institute in the Labour Code and Civil Procedure Code, as well as the division of labour dispute institute in two parts: individual and collective labour disputes, the role of labour disputes institute towards the others labour law institutes, also by taking account of the legal regulation by foreign countries in the labour disputes area, by adverting the international legal regulation. For the objective to be accomplished... [to full text]

The primary purpose of this treatise is to reexamine the South African labour dispute resolution bodies to see if they live up to the legislation’s promise of promoting social justice in conciliation, arbitration and con-arb processes concluded by them. The study defines social justice and examines this term in relation to employment law. The promotion of social justice was reaffirmed by the International Labour Organisation in its 1944 Conference which was later incorporated into its Constitution. The study briefly reviews the importance of this conference of the 10 May 1944 in relation to promoting social justice. The study also examines the social justice in the context of South African employment laws by briefly analyzing each South African labour legislation and the Constitution. This analysis is based on the provisions of legislation and considers if the respective provisions promote social justice as required by the International Labour Organisation’s Constitution and later by the South African Constitution. In analyzing the Constitution, and other legislation like the; Employment Equity Act (EEA), and Labour Relations Act (LRA), the treatise examines certain cases that were determined under the legislation from social justice perspective. The Labour Relations Act 66 of 1995 represents one of the major reforms of the labour relations system in South Africa. It is guided by the Constitution in terms of promoting social justice. The LRA established the dispute resolution bodies that are mandated by the legislation to resolve labour disputes. The study examines the systems and the processes employed by these bodies mainly the Commission for Conciliation; Mediation and Arbitration (CCMA) and the Bargaining Councils to determine if these systems are promoting social justice as required by the legislation. In conducting this analysis the study considers not only the processes adopted but also the manner in which the relevant dispute resolution bodies market their services; their strategies and operational plans; and accessibility and more. The study further investigates the challenges that these bodies are faced with that have a negative impact on their responsibility to promote social justice. These challenges faced by society range from unemployment, the level of literacy and the growing inequality within South African society. They constantly pose a challenge and require these bodies to consistently devise means and strategies to overcome them. A limited comparative study is undertaken in order to determine whether South Africa can learn anything from another country. There are several countries that may have been chosen to conduct this study but the study considered the fact that it needs to look at the country without the sub-Saharan Africa. The country that shares a history similar to South Africa due to the fact that the social challenges faced by the South African society might be similar to those faced by the country chosen. In this research Namibia was chosen as a suitable country to determine whether there is something to learn from it or not. In conclusion it is submitted that South African legislation pertaining to labour dispute resolution needs to constantly evolve in order to promote social justice challenges of the time.

Dans le règlement des litiges individuels, les droits belge et congolais du travail gagneraient en effectivité en l’absence du recours au juge. Tel est le sujet de notre thèse.

Deux facteurs en justifient la vérification :d’une part, la priorité que la législation du travail réserve aujourd’hui à la question de l’emploi ;et d’autre part, l’intérêt croissant de nos jours pour les modes alternatifs de règlement des litiges individuels.

Envisagée en droits belge et congolais du travail, la réflexion théorique, qui y occupe une place importante, y est menée à renfort d’illustrations tirées dans ces deux droits.

En donner un résumé, c’est présenter un exposé synthétique du point de vue y développé autant qu’indiquer le chemin parcouru pour l’asseoir. Si, en règle, celui-ci, « démarche universitaire » oblige, passe par des détours que nécessite la vérification du sujet énoncé au titre de thèse, c’est autant faire preuve de synthèse que de les faire coïncider aux parties qui en constituent, si l’on peut dire, la charpente.

Notre travail comprend deux parties :la première porte sur la notion de litige individuel en droits civil et du travail ;la seconde a trait à l’office du juge en cas de litiges individuels en droit du travail. Cette division de notre ouvrage emporte un préjugé :elle implique qu’en soi les litiges individuels n’ont pas partie liée avec le recours au juge. Ce qui, en somme, est dans la ligne du point de vue que nous y défendons.

Parler de la notion de litige, d’abord, en droit civil se recommande dans la mesure où cette branche du droit est considérée comme la charte fondamentale des rapports qui se forment entre hommes, abstraction faite de leur profession. L’optique ainsi choisie augure d’une notion de litige individuel large et de sa portabilité en droit du travail ;sauf, bien sûr, à en donner la mesure dans cette branche du droit.

Faute d’une théorie générale des litiges, on peut évoquer leurs sens courants. Si ceux-ci sont à décliner dans la mesure où ils entretiennent une synonymie entre la notion de litige et les initiatives qui s’y associent, c’est, en revanche, l’élément de fond dont celles-ci ne sont qu’une manifestation qu’il faut considérer pour identifier la notion de litige.

A cette fin, la doctrine de droit civil qui l’analyse comme condition de la transaction se révèle pertinente :elle l’assimile à « un doute générateur d’une incertitude psychologique qui détermine les parties litigantes à y mettre fin, c’est-à-dire à supprimer ce que la situation peut avoir, en fait, d’aléatoire ou d’incertain ».

La liaison, mais aussi implicitement, le distinguo, que cette doctrine établit ainsi entre le litige, objet de la transaction, et le doute qu’il génère dans l’exercice et la jouissance des droits sont à ce point étroits qu’aux yeux d’aucuns, et selon la jurisprudence, les deux notions se confondent.

C’est fort de ce point de vue que nous retenons que « avoir un litige », ou comme on dit, « être en litige », c’est être en mal d’exercer un droit ou d’en jouir.

Pour valoir, cette formule définitoire, participant d’une logique des droits et obligations clairement définis doit être soumise à un test de faisabilité. Double test, en somme, auquel convient, d’une part, la prédominance d’une logique de l’intérêt dans le droit civil d’aujourd’hui, et, d’autre part, une survivance de la solidarité clanique dans la société congolaise, qui, toutes les deux y infusent une logique aux antipodes de ses postulats traditionnellement individualistes. Test doublement réussi, tant il s’avère que cette logique, qu’illustre notamment la montée en puissance du principe général de bonne foi, ne participe en soi que d’une condition de validité de l’exercice et de la jouissance d’un droit :elle tient de l’impératif de solidarité que requiert la vie en société et n’est guère source de conflictualité.

Si la dimension collective que cette logique tend à imprimer au droit civil semble un développement récent, elle est, en revanche, le propre du droit du travail comme le vérifie la logique, à la fois, statutaire et institutionnelle, dans laquelle s’inscrit sa mise en œuvre.

Logique statutaire, en ce que la nature d’ordre public et impérative de l’essentiel de la législation du travail, assorti de la sanction de nullité, induit la reconnaissance, dans le chef des salariés, d’un seuil minimum de droits intangible. Dans la même optique, il faut mentionner la récurrence du modèle contractuel de travail à durée indéterminée en cas de violation des normes que prescrivent divers régimes d’emploi. Cette manière, curative, du droit du travail de pourvoir à son application profile une identité collective des salariés. Elle fait de la notion de contrat de travail le critère qui, tel un sésame, leur permet d’accéder à quelque droit que leur confère leur état.

A cette logique statutaire s’associe une logique institutionnelle, qui va primant l’autonomie collective dans la relation de travail salarié. En témoignent la préséance donnée aux normes émargeant de l’autonomie collective dans la hiérarchie des sources de droit du travail, la plénitude de compétence reconnue aux commissions paritaires en matière de travail, l’intégration automatique des clauses normatives individuelles des conventions collectives dans les contrats de travail.

Cette complexité de la logique, qui caractérise les droits belge et congolais du travail, nous incline à affirmer que la notion de litige individuel y implique une quête d’effectivité du statut de salariés à la quelle pourvoit l’autonomie collective.

Cette allégation, en lien avec la notion de litige individuel, qui se distingue de quelque initiative qu’elle commande, tel l’exercice d’un action judiciaire, évoquée en droit civil, est un premier jalon dans la vérification de notre thèse.

- Et si, partant, le règlement des litiges individuels n’était plus judiciaire en droits belge et congolais du travail ?

Cette interrogation est la trame principale de la seconde partie de notre thèse. Et, pour autant que les propos que nous y tenons s’apparentent à une analyse critique des règles sur base desquelles le juge opère, elle coïncide à un discours qui va stigmatisant les limites posées à son office et les contraintes procédurales sous lesquelles il ploie. Ce discours, nous ne pouvons en faire état sans au préalable présenter le cadre dans lequel le juge accomplit son office ;cadre qui, balisé, signale une espèce de « suspicion légitime » dont celui-ci fait l’objet dès lors qu’il s’agit de régler les litiges individuels en droit du travail. En effet, au-delà de la diversité des formes d’organisation des juridictions du travail se profile une identité dans leurs principes recteurs :priorité donnée à la conciliation préalable ;participation des partenaires sociaux à la juridiction. Ces principes ne vont pas sans perpétuer l’éthique en vigueur dans les institutions à l’origine des juridictions du travail :concilier d’abord, ne juger que le cas échéant.

Se pose, dès lors, la question de savoir ce qui, en réalité, détermine les litigants à recourir au juge.

Recourir au juge implique au préalable un choix, c’est-à-dire deux alternatives réalisables l’une à défaut de l’autre :entamer une action judiciaire en est une ;ne pas l’entamer en est une autre qui, tout autant que la première, est une expression de la liberté. Reste que le choix effectué dans tel ou tel sens participe d’un délibéré préalable et qu’il est dès lors possible de comprendre l’attitude des litigants face au juge en considérant les éléments qui y interfèrent.

C’est à ce niveau que les syndicats jouent un rôle important :d’abord, parce que, le plus souvent, ce sont les salariés, en tant qu’individus, qui sont parties au litige ;ensuite, parce que l’attitude concrète des syndicats dans le domaine judiciaire est influencée par la sensibilité ouvrière face au juge. La pratique syndicale implique donc quelque stratégie face au juge ;cette métaphore militaire, belliciste, s’entendant de « l’art de faire évoluer une armée sur un théâtre d’opérations jusqu’au moment où elle entre en contact avec l’ennemi ».

Deux stratégies correspondent à ce choix :d’une part, l’évitement du juge, stratégie défensive de l’acquis social à laquelle contribuent la représentation du droit et du juge dans la doctrine syndicale ainsi qu’une mentalité « photosynthétique » qui reprouvent lenteurs et rituels judiciaires ;et, d’autre part, le recours judiciaire, stratégie offensive, conséquence de l’inefficacité de la concertation sociale qu’illustre, notamment, la « processualisation » des conflits collectifs en droit belge du travail.

Les deux stratégies se recommandent, respectivement, de la dogmatique syndicale et d’un pragmatisme judiciaire. Modèles théoriques d’interprétation d’un fait, elles ne sont guère une transcription de la réalité :elles s’entendent des types idéaux, sortes de prismes réfléchissants à travers lesquels celle-ci peut être comprise. Les stratégies vantées auraient une telle valeur heuristique qu’elles n’éludent pas la question de l’efficacité de l’office du juge.

Le juge est-il compétent ?Posée autrement, cette question revient à celle de savoir si le juge, eu égard à ses pouvoirs, est apte à pourvoir à l’effectivité du droit du travail en cas de litiges individuels.

Franchement, le juge l’est-il lorsque, par exemple, malgré la qualification d’une relation contractuelle en une relation de travail salarié et la reconnaissance subséquente au travailleur de la qualité de salarié, il ne peut contraindre la personne qui l’emploie à conclure un contrat de travail ?Certes, il allouera une indemnité compensatoire, puisque telle est la règle de droit, intangible, s’agissant d’une obligation de faire. Mais pour autant que, et cela fait, le droit à une certaine sécurité de l’emploi qu’implique le statut de salariés aura été effectif ?On peut en douter.

C’est qu’en règle, le juge ne dispose que d’une maîtrise restreinte du contentieux :il ne connaît que de l’objet de la demande. Ce qui lui revient c’est d’appliquer aux faits soumis à son appréciation la règle de droit exacte ;la détermination de la demande relevant du pouvoir des litigants ;il ne peut suppléer aux motifs que ceux-ci invoquent qu’en se fondant sur ceux dont il est régulièrement saisi ;sauf bien sûr lorsqu’il y va d’une question d’ordre public ou en cas d’erreurs ou de fraudes.

A cette limite fonctionnelle posée à son office s’associe celle qu’impliquent les règles procédurales. Prescrites à peine de nullité, celles-ci commandent un déroulement spécifique, limité de l’action qui amène nécessairement à une conclusion déterminée », à savoir le jugement. Dès lors figent-elles juges et litigants dans un rôle précis et vont, de la sorte, amplifiant, dans leur chef, une logique de confrontation à l’opposé de l’objectif de résorption des litiges auquel elles sont en soi vouées comme l’indique, dans la pratique judiciaire, la dévaluation de la tentative de conciliation obligatoire préalable qu’à la qui va vite les litigants déclinent pour se livrer aux débats judiciaires.

Doublement limité, comme nous venons de relever, l’office du juge se réduit alors à celui de garde fou de l’utilisation déloyale par certains plaideurs des règles de procédure ;son rôle ne consistant finalement qu’à filtrer la demande :au fond, il n’est que de peu d’apport dans le règlement des litiges.

Ne serait-il pas inintéressant d’envisager d’autres mécanismes de leur prise en charge intégrale par un tiers qui se dispense des contraintes qui pèsent sur lui ?La souplesse du processus auquel il apportera son expertise, le large pouvoir d’instruction dont il disposera, l’originalité des pistes de solution qu’il proposera seront autant d’atouts de son efficacité.

C’est à cette fin, que nous prônons le recours à la médiation comme mode de règlement des litiges individuels en droit du travail :processus confidentiel, librement consenti par les litigants qui recourent à un tiers dont le rôle est de les aider à élaborer eux-mêmes une entente équitable qui intègre leurs attentes respectives. Comme l’avoue Henri FUNCK, Président du tribunal du travail de Bruxelles :« (…) seules les parties (…), détiennent la clé de la solution à leur litige ;et les solutions elle-mêmes sont multiples. Un tiers attentif et bienveillant pour chacune des parties peut, en jouant comme le rôle de miroir, faciliter l’avènement de la solution ».

De ce point de vue, les expériences de médiation que mènent, en Belgique, certains Tribunaux du travail, comme ceux de Bruxelles et de Verviers, ainsi que la Cour du travail d’Anvers, méritent d’être encouragées.

L’espace social congolais est lui aussi un terrain propice à la pratique de la médiation, comme le montre son succès dans certains milieux :cercles des diamantaires, groupes charismatiques ou de prières, ou encore, sous l’instigation des associations luttant pour la défense des Droits de l’Homme, des organisations informelles chargées de trancher les litiges comme au marché Tomba dans la commune de Matete à Kinshasa.

L’idéal serait toutefois que ces pratiques soient légalisées, comme elles le sont à l’étranger, notamment en France. Il faut alors souhaiter l’adoption de la proposition de loi déposée à cet effet au Parlement belge par les députés Clotilde NYSSENS et Christian BROTCORNE. Au législateur congolais de prendre lui aussi une telle initiative.

Doctorat en droit
info:eu-repo/semantics/nonPublished

La irrupció del mercantilisme en el mercat tradicional de l'Edat mitjana va comportar la utilització de noves formes extractores de plusvàlues, protagonitzades per l'ús de capital privat. Aquestes noves tècniques van provocar profundes transformacions en l'estructura industrial-artesanal de l'Edat Mitjana i Moderna. Aspecte que va tenir una evident importància en el comportament dels seus principals agents professionals. Aquests, organitzats sota corporacions professionals, van dissenyar estratègies de resistència davant els canvis produïts. Entre elles cal ressenyar l'impediment de la mobilitat social laboral ascendent dels seus membres, així com el tancament dels seus oficis per part dels seus mestres més poderosos, i aviat comerciants. tot això va contribuir a que es produís un procés de proletarització del qual van sorgir nombrosos col·lectius assalariats (principalment oficials i mestres empobrits, passats a jornal), i als que hem denominat utilitzant el terme classe laboriosa. El nostre interès per aquests assalariats sorgeix del seu comportament col·lectiu, ja que per a la defensa del seu estatut es van organitzar sota actituds solidàries. Aquestes, que van tenir lloc al segle XVI, les hem identificat com l'origen del sindicalisme. Per al seu exercici es van organitzar en diferents associacions, que van estar vinculades a les diferents etapes per les que van transitar fins a la seva conversió en classe obrera: instint sindical, la fórmula organitzativa van ser les confraries de clara reminiscència medieval; la pre-sindical, amb les Societats nascudes després de la Revolució francesa i la prohibició de les corporacions laborals; i finalment, la sindical, vinculada a les primeres associacions reconegudes com a tals (Trade-Union, syndicat i Societats de Socors Mutu). Aquestes últimes van participar en la creació de l'AIT, o Primera Internacional. Transmissió sindical que va fer possible el naixement dels primers sindicats industrials, i al que va contribuir poderosament un tipus d'evolució denominada disruptiva, o de transformació sense ruptura total amb els antecedents socials, organitzatius i morals.
La irrupción del mercantilismo en el mercado tradicional del Medievo trajo consigo la utilización de nuevas formas extractoras de plusvalías, protagonizadas por el uso de capital privado. Estas nuevas técnicas provocaron profundas transformaciones en la estructura industrial-artesanal de la Edad Media y Moderna. Aspecto que tuvo una evidente importancia en el comportamiento de sus principales agentes profesionales. Éstos, organizados bajo corporaciones profesionales, diseñaron estrategias de resistencia ante los cambios producidos. Entre ellas hay que reseñar el impedimento de la movilidad social laboral ascendente de sus miembros, así como el cierre de sus oficios por parte de sus maestros más poderosos, y pronto comerciantes. todo ello contribuyó a que se produjese un proceso de proletarización del que surgieron numerosos colectivos asalariados (principalmente oficiales y maestros empobrecidos, pasados a jornal), y a los que hemos denominado utilizando el término clase laboriosa. Nuestro interés por estos asalariados surge de su comportamiento colectivo, ya que para la defensa de su estatus se organizaron bajo actitudes solidarias. Éstas, que tuvieron lugar en el siglo XVI, las hemos identificado como el origen del sindicalismo. Para su ejercicio se organizaron en diferentes asociaciones, que estuvieron vinculadas a las diferentes etapas por las que transitaron hasta su conversión en clase obrera: instinto sindical, cuya fórmula organizativa fueron las cofradías de clara reminiscencia medieval; la pre-sindical, con las Sociedades nacidas tras la Revolución francesa y la prohibición de las corporaciones laborales; y finalmente, la sindical, vinculada a las primeras asociaciones reconocidas como tales (Trade-Union, syndicat y Sociedades de Socorro Mutuo). Éstas últimas participaron en la creación de la AIT, o Primera Internacional. Transmisión sindical que hizo posible el nacimiento de los primeros sindicatos industriales, y a lo que contribuyó poderosamente un tipo de evolución denominada disruptiva, o de transformación sin ruptura total con los antecedentes sociales, organizativos y morales.
The emergence of mercantilism in the traditional market of the Middle Ages brought the use of new forms of capital gains extraction, featuring the use of private capital. These new techniques led to profound changes in industrial-handicraft structure of the Middle Ages and Modern. Aspect that was obvious importance in the behavior of their main professional agents. These organized under professional corporations, designed strategies of resistance to the changes. Among them should be noted the impediment of upward social mobility work of its members, and the closure of their offices by their most powerful masters, and soon merchants. all contributed to a process of proletarianization of numerous collective wage earners (mostly impoverished officers and teachers, passed wages) they emerged occur, and those who have called using the term laboring class. Our interest in these employees of their collective behavior arises because for the defense of their status were organized under supportive attitudes. These, which took place in the sixteenth century, we have identified as the origin of trade unionism. For your exercise were organized in various associations, which were linked to the different stages through which they transited to its conversion into working class instinct union, whose organizational formula were the brotherhoods of medieval clear reminiscence; the pre-association, with the companies born after the French Revolution and the prohibition of industrial corporations; and finally, union, linked to the first recognized associations as such (Trade-Union, syndicat and Friendly Societies). The latter participated in the creation of the AIT, or First International. union transmission that made possible the birth of the first industrial unions, which contributed mightily to a type of evolution called disruptive, or processing without complete break with the social, organizational and moral background.

After SACCOLA's expulsion from the International Organization of Employers in 1983 the committee decided to explore areas of domestic activity consistent with its objectives of discussing employer views on labour affairs, and representing these views where agreement amongst employers existed. As the National Manpower Commission had shortly afterwards published a lengthy report dealing, inter alia, with the role of the Industrial Court and the definition of the unfair labour practice concept, SACCOLA set up a working party to see if employer consensus could be achieved on these issues. SACCOLA succeeded in agreeing a 18 page document, which was submitted to the Department of Manpower on 28 August 1984. This was subsequently acknowledged by the Director General of Manpower to have been one of the most comprehensive reactions to this report. In his reaction to the report, however, Dr Van der Merwe noted that legislative change would be greatly facilitated by labour/employer agreement, and he therefore suggested that SACCOLA should discuss its proposals with union federations.

Cette thèse propose trois essais empiriques consacrés à l'analyse des grèves en France, à partir de données récentes d'établissements et d'entreprises et l'utilisation de méthodes économétriques variées. Très peu d'études quantitatives, d'inspiration économique, ont été menées sur ce sujet en France, contrastant avec une littérature anglo-saxonne particulièrement étendue sur l'analyse économique des grèves. Le déclin de la syndicalisation et de l'action collective des salariés a néanmoins conduit à un déplacement progressif de l'intérêt des chercheurs anglo-saxons, en économie du travail et en relations industrielles (ou industrial relations), vers l'étude des relations de travail individuelles entre salariés et employeurs. L'individualisation des emplois et des relations de travail dans les entreprises est souvent considérée comme orthogonale à l'action collective des salariés. Le déclin des grèves et autres formes collectives de conflit a pu notamment être associé, dans la littérature anglo-saxonne, à une augmentation des manifestations individuelles de conflit et de la dispersion ou inégalité globale des salaires dans les entreprises. Nous proposons, dans cette thèse, une analyse originale des grèves en France, en lien avec ces deux aspects, caractéristiques de l'individualisation des emplois et des relations de travail dans les entreprises. Le premier chapitre s'intéresse à la relation existant entre l'expression collective de conflit, dont les grèves, et des formes individuelles de conflit croissantes dans les établissements français, i.e. les recours aux prud'hommes et l'action disciplinaire. L'analyse conduite révèle une relation de substitution entre l'expression collective de conflit et le recours aux prud'hommes des salariés, tandis que les grèves et autres conflits collectifs tendent parallèlement à s'associer à un recours accru des employeurs à l'action disciplinaire. Le deuxième chapitre considère explicitement cette relation, plus spécifiquement entre les grèves et l'absentéisme des salariés, dans l'estimation et l'analyse de l'effet des grèves sur la productivité du travail des entreprises françaises. L'occurrence de grèves sur la période récente passée tend à s'associer à un gain de productivité du travail dans les entreprises concernées par une faible fréquence de grèves, sous condition que celles-ci soient associées à une expression individuelle de mécontentement des salariés (i.e. absentéisme) plus faible.Le troisième chapitre examine le rôle de la dispersion salariale intra-firme dans les variations de l'activité de grève entre les établissements français. Si une forte dispersion des salaires au sein de la main d'oeuvre s'avère être un frein à la mobilisation collective des salariés dans des grèves, elle apparaît néanmoins être à l'origine d'une activité de grève plus soutenue, en termes de fréquence et de durée des grèves, dans certains établissements.

碩士
國立中正大學
勞工所
97
New agreement has been conducted regarding to the collective bargaining between Pacific Maritime Association which represented the management and International Longshore and Warehouse Union which represented the labor on the US west coast port in May 2002. Both management and labor could not reach consensus, and the consultations were deteriorated. The management had decided to close all the west coast terminals in the US. More than 200 freighters which routed through the US west coast had been trapped and more than million US dollars worth of the freights and containers were also been stacked without circulations. The action had caused negative impacts to the national economy and security, and generated global economical crisis. This research aims to evaluate the entire management and labor conflict issues, and further to comprehend the causes of labor disputes, controversial act, consultation process, and outcome. Furthermore to analyzing the legitimacy of the means from both sides as well as to comprehend the president’s endeavor by exploiting the cooling-off period to ease the confrontation. The research methods were through the case study, media news, the information from the management and labor websites, books, and dissertation publications. Conclusion： 1. The historical relations between ILWU and PMA from confrontation to collaboration 2. The strategies between both sides: (1) from competition to compromise. (2) tactical planning – the management wished to extend the battlefield to the government, and used strong means shutting down the ports without any consultation while the labor side sought for the alliance tactics to elaborate the issues 3. Government’s attitude from the early non-intervention in labor disputes to interfere in labor disputes 4. The advantages of labor disputes system in United States are to (1) stipulate the handling of the labor disputes in contract stage (2) start the emergency labor disputes mechanism in time (3) stipulate legitimacy of the management to take “defensive lockout” behavior.

碩士
銘傳大學
法律學系碩士班
97
System and Mechanism of Individual labor Disputes’ Resolution By Shu-Ting, Su Master of Laws Ming Chuan University, Taiwan, R.O.C., 2009 Professor Shi-Hao, Liu Labor disputes arise from the imbalance of the employee-employer relationship due to conflict of standing point of view and interests Labor disputes unsolved will affect not only the employee-employer relations but also social order, political stability and the development of the state economy. However, labor disputes are unavoidable in modern industrial system where democratic values are upheld and so the labor dispute resolution has been a serious topic to look at. Taiwan has enacted laws and regulations on labor dispute resolution. However, they do not sufficiently provide the mechanism for labor dispute resolution in light of the complex and diversified labor issues in the rapidly changing society nowadays. The labor dispute resolution system adopted by advanced countries including the US, Japan and Germany will be good examples for Taiwan to learn from. Labor dispute resolution involves individual and collective labor disputes resolution. This paper will examine Taiwan’s labor dispute resolution system by reference to related domestic and foreign articles, relevant system adopted by foreign countries and based on materials obtained from interviews, in the hope of providing some suggestions for practical and legislative improvement. This paper presented will be structured as follows: Chapter I: Introduction: motive, goal, and scope of research; research method; outline. Chapter II: Introduction to the employee-employer relationship in Taiwan; definition of labor dispute resolution under the legal framework of Taiwan; available options for resolving labor disputes; roles the worker, employer and the government play respectively in a labor dispute and resolution of the dispute. Chapter III: Introduction to the US, Japan and Germany labor dispute resolution systems. Chapter IV: Individual labor dispute resolution in Taiwan: litigious and non-litigious options for individual labor dispute resolution; practical problems and issues involved. Chapter V: Conclusion and suggestion: summarized the problems and issues exposed regarding the individual labor dispute resolution system in Taiwan; proposed suggestion; direction of relevant legislative improvement or even reform.

碩士
中華科技大學
連鎖加盟業服務創新產業碩士專班
102
The study is about conciliation events on the differentiation of the traits of both employers and employees, making a thorough inquiry on whether the effectiveness of meditation and the act involved cause different results. The study is mostly based on the statistical analysis of the labour dispute mediation cases from Association of Labour Relations of R.O.C in November and December in 2012. The below are the results of the study. 1. The variance analysis of the impacts on the issue between employers and employees has shown that despite where the laborers locate and are occupied, all individual trait of the laborers has significant deviation to the dispute mediation cases and the revenue issues. 2. Based on the variance analysis of the effect on labour dispute mediation cases, labour contracts in Labour Standard Act do not reconcile under the mediations but can fail to reconcile as both employers and employees have extremely different opinions on the cases. 3. The variance analysis of the results of the has shown that among all the results of the labour dispute mediation cases, wage mediations are more likely to fully comply with the expectations of the laborers. Wage mediations in Labour Standard Act reconcile the mediations. Its results work in concert with the following wherefore.

碩士
大葉大學
國際企業管理學系碩士班
103
Disputes between capital and labor have increased at a rapid pace in recent years and the issue has become an important managerial issue facing enterprises. Measures taken by either the capital (e.g. lay-off, pay-cut or unpaid leaves) or the labor (e.g. lawsuits, job-change or protests) may be detrimental to both parties. The purpose of this research is to investigate how enterprises cope with disputes that result from different or incompatible stances respectively taken by the capital and labor sides. More specifically, to examine the case of the implementation of unpaid leave policies since 2008, and the lack of long-term and comprehensive conflict resolution between employers and employees. This study will analyze business operations with respect to the business strategy adopted during the crisis and propose mitigating solutions to disputes between employers and employees that produce win-win results.

碩士
中國文化大學
勞動暨人力資源學系
107
This study is mainly to revise the Occupational Competency Standard of the Labor Dispute Mediators, and accordingly develops into a Competency-Based Program for Labor Dispute Mediators, providing a reference for future training courses for Labor Dispute Mediators. The revision of the Occupational Competency Standard of the Labor Dispute Mediators is based on the Occupational Competency Standard table published by the Ministry of Labor in December 2018. It uses the Behavior Event Interview in the functional analysis method to understand the main responsibilities and functions of the Labor Dispute Mediators. Before the interview, through the collection and collation of the papers, the first draft of the interview topic was integrated, and the interview questions were revised after discussion by functional experts, industry experts and course experts. Interviewed five current Labor Dispute Mediators who have obtained the certificate by the central competent authority. The interview data will be collated and summarized by interview transcript, and then compared with the Occupational Competency Standard published by the Ministry of Labor. Finally, the Occupational Competency Standard of the Labor Dispute Mediators after the amendment is output. The Competency-Based Program for planning, based on the revised Occupational Competency Standard, uses the ADDIE instructional model to conduct the analysis, design and development of the curriculum, and to plan the learning outcome assessment tools. The analysis part first reorganizes the functions, distinguishes the difficulty of competency, and plans the course map; the design part uses the analyzed course map to design the course, including the teaching/training objectives and course content; the development part, the teaching method, The lecturer's academic experience limits, teaching materials and teaching resources, and learning outcomes are planned in detail. The results of the study plan four Competency-Based Program courses. The basic legal courses include labor laws and regulations and labor dispute handling procedures and legal systems. The advanced courses are labor-management negotiation and negotiation skills and case studies. It is hoped that the Occupational Competency Standard and Competency-Based Program planned through the results of this study will enable those who wish to engage in Labor Dispute Mediators to reinforce their competency and for government to offering courses .

Submitted in partial fulfilment of the requirements for the degree Master of Management in Public Policy (MMPP) in the Governance School, Faculty of Law, Commerce and Management, University of the Witwatersrand
It is human nature to pursue happiness. This pursuit of happiness is in many cases obtained through hard work. People work in order to provide for their families and they obtain satisfaction if their families are happy with their provision. It is thus never an employees’ motive or desire to be dismissed from work or have bad relations with his/her employer. It is important to minimize conflicts between employers and employees in any country because it helps reduce the socio-economic problems that these conflicts may foster in societies. Governments use labour laws and policies to manage labour disputes. However, if these policies do not seem to be achieving what they are supposed to then that may suggest policy failure. This study looked particularly at the effectiveness of institutions dealing with labour dispute resolution in Lesotho. The purpose of the study was to establish reasons for why, despite all the legal frameworks relating to labour relations in Lesotho, there seems to be an escalation of disputes. It was found that lack of public participation, especially of employees and employers, in the formulation and implementation of policies, laws and regulations relating to labour relations leads to the escalation of disputes. This simply means that involving stakeholders in issues that affect them from the onset can reduce the level of disputes because the majority would have understood what labour relations entails. A qualitative study was used and data was collected through one-on-one semi-structured interviews with 31 participants, focusing on people who are mostly affected by labour relations in Maseru, the capital of Lesotho. The participants were chosen purposively to suit the study being undertaken. However, data collection was a limitation to this study because it was difficult for the researcher to secure appointments with participants. The study made the following recommendations: it is through the effectiveness of institutions that labour disputes can be reduced, especially Ministry of Labour and Employment (Department of Labour), Directorate of Dispute Prevention and Resolution (DDPR), labour court, and labour appeals. However, the social partners, especially trade unions and employers’ organizations, also play a critical role in ensuring wellfunctioning labour relations are in place.
MT2016

碩士
國立臺灣海洋大學
海洋法律研究所
98
With the steady cross-Strait relationship and the influences from policies such as ECFA and MOU, many of Taiwan’s large enterprises and financial and insurance companies are establishing branch operations and plans in China. As a result, adjustments of labor-related policies in enterprises have become more frequent; with lowered compensations for labors, the well-being of their families is also in peril. The aim of this present study, therefore, is to determine the optimal adjustment of labor-related polices that ensures labors’ well-being and reduces labor dispute. Taiwan does not yet have clear regulations over how adjustment-related disputes should be settled; this study thus focuses on disputes over labors’ compensation adjustments by defining an enterprise’s “internal adjustment” and “external adjustment.” Recent disputes over labor compensation handled by the court and the Dispute Settlement Committee of the Labor Affairs Bureau of Taipei County have been collected and individually analyzed in this study in for their legal nature and administrative interpretation of the five principles of adjustments, followed by our recommendations regarding the specific amendments of the five principles. We then analyzed whether employers’ initiation of adjustment was legal or involved an abuse of authority, and our findings indicate that despite the interpretation adopted by a court of law, it should nevertheless be regulated by the existing regulations regarding labors, labor contracts, work regulations, group agreements, and the prohibition of the abuse of authority. These efforts ensure employers’ right to adjust is practiced legally, labors are obligated to obey the adjustments, the purpose of the Labor Standards Act that ensures harmony between employers and labors is met, labors’ rights are protected, the employer-labor relationship is enforced, and promote economic development.

碩士
國立中正大學
勞工所
95
Based on six cases of different disputes regarding the severance pay or occupational accident compensation, the aim of this study is to analyze the factors influencing the negotiation while interested parties conciliate or medi-ate their disputes. First of all, the author describes the cause and the conciliating or medi-ating process of each case and interprets the negotiation according to the con-versations and interactions between both sides. Then the author examines the factors influencing the negotiating process such as issues, positions and inter-ests, the role and function of the third party, face, guanxi, etc. Finally the transformation and results of the negotiation are diagnosed. The finding is the odds of negotiations of conciliating or mediating the severance pay disputes are less than the occupational accident compensation disputes. The reason is that negotiations of the severance pay disputes are al-ways ceased moving when interested parties can not have common view of their issues. However, both sides of the occupational accident compensation dispute always make mutual concessions to their issues and then move on to their interests to achieve their agreements. In conclusion, employers can reduce the burden of occupational accident compensation by the substitute regulation in order to expand their negotiating resources and increase the odds. Moreover one characteristic of the negotiation of labor disputes in Taiwan is the interposition of governmental representatives or local personalities exerting their face and guanxi.