Thesis (Ph. D.)--University of Wisconsin, 1929. / Without thesis note. Bibliography: p. [263]-265.

The dynamic social and economic conditions in Namibia warranted a periodic review of labour legislation. Given these needs, uhe then Ministry of Labour, undertook a project in 1998, to assess the effectiveness of the first post kndependence Labour Act, 1992 (Act No 6 of 1992) a trirartite task force was established which recommended the amendment of the 1992 Act. This led to the enactment of the Labour Act, 2004 which introduced a new system of dispute prevention and resolution. However, the 2004 Act could not be put into effect in its entirety, because of its technical flaws and the fact that the Namibian Employers Federation (NEF) took issue with some of the provisions of the Act, such as leave provisions. In 2005, the Ministry of Labour and Social Welfare with its social partners undertook a complete technical review of the entire 2004 Act. As a result, In 2007, the new Labour Bill 2007 was tabled in Parliament, which eventually adopted it as the Labour Act, 2007 (Act No 11 of 2007) which became operational on the 1st November 2008. The new Labour Act, 2007 (Act No 11 of 2007) brings in sweeping changes to the familiar terrain of labour law and industrial relations practice in Namibia. The new Act, has done aware with the District Labour Court system, in its place comes the Labour Commissioner. The rudimentary dispute- settlement mechanisms of the old (first ) Labour Act, 1992 ( Act No 6 of 1992) have made way for the more sophisticated, yet speedier and more economical system of alternative dispute resolution through arbitration and conciliation by the Labour Commissioner. The Labour Act, 2007, requires parties to the labour dispute to seek conciliation before either taking industrial action or seeking adjudicative solutions to the dispute. Not only does the Labour Act, establish or makes provision for the appointment of the Labour Commissioner to provide for dispute resolution, it also permits parties to establish their own process for dispute resolution through a private arbitration route. Faced with this daunting array of untested rules and institutions, I have approached the writing of this work with some trepidation. My aim is to provide a thoroughgoing commentary on the provisions relating to dispute resolution. In the absence of much authoritative interpretation, I had to rely heavily on past practices and foreign South African precedents to identify the construction that judges and arbitrators are likely to arrive at. The present treatise provides a, comprehensive and integrated commentary for all involvement in the resolution of labour disputes in Namibia; it further provides rules and procedures which govern statutory disputes resolution through the Labour Commissioner. I sincerely hope that this paper, will prove useful to all those involved in labour law and industrial relations practice, as well as to teachers and students of this subject.

Thesis (LLM) --University of Limpopo, 2011

Thesis (Ph. D.)--Columbia University, 1941. / Published also without thesis note. Includes bibliographical references.

Tesis (licenciatura en derecho)--Universidad Nacional Autónoma de México. / eContent provider-neutral record in process. Description based on print version record.

Thesis (Ph. D.)--University of Michigan, 1941. / Without thesis note. Includes bibliographical references.

Thesis (Ph. D.)--Catholic University of America, 1922. / Biographical note. Includes bibliographical references.

Thesis (Ph. D.)--Columbia University, 1941. / Published also without thesis note. Includes bibliographical references.

Tesis (licenciatura en derecho)--Universidad Nacional Autónoma de México. / eContent provider-neutral record in process. Description based on print version record.

Thesis (M.A.)--City University of Hong Kong, 2005. / Title from title screen (viewed on 27 Mar. 2006) "Master of arts in arbitration and dispute resolution." Includes bibliographical references.