Orientador: Jose Dari Krein / Dissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia / Made available in DSpace on 2018-08-11T02:12:19Z (GMT). No. of bitstreams: 1 Camilo_DeniseCorassa_M.pdf: 1488706 bytes, checksum: a33943803c1423273619abb98133454b (MD5) Previous issue date: 2008 / Resumo: Esta dissertação tem como objeto as Comissões de Conciliação Prévia. As Comissões de Conciliação são uma esfera privada de composição dos conflitos individuais do trabalho, organizadas e geridas pelos Sindicatos. Foram criadas com o objetivo de desafogar a Justiça do Trabalho e modernizar o sistema nacional de regulação das relações trabalhistas no Brasil. Elas se inserem no movimento mais geral de flexibilização dos direitos trabalhistas deflagrado no Brasil a partir dos anos 1990. A hipótese considerada é a de que as políticas e a ideologia neoliberal, o processo de abertura da economia e a reestruturação produtiva criaram um campo fértil para a flexibilização das relações de trabalho, e que isso só contribuiu para a retirada de direitos e para a precarização do trabalho. Nesse sentido, entende-se que as Comissões de Conciliação Prévia têm o objetivo de enfraquecer a regulação pública do trabalho, conferindo às empresas uma maior autonomia na determinação das condições de contratação, uso e remuneração da força de trabalho. O desenvolvimento do trabalho mostrou que as Comissões de Conciliação Prévia não contribuíram para a redução do número de demandas submetidas à apreciação da Justiça do Trabalho e que elas têm sido utilizadas como um mecanismo informal de eliminação das normas de proteção ao trabalho / Abstract: The purpose of this dissertation is to analysis the Previous Reconciliation Commissions. The Reconciliation Commissions are a private sphere of composition of work individual conflicts, wchich are organized and managed by the Labor Unions. The Commissions have been created to unclog the Labor Justice and to update the national system of regulation of the labour relantioships in Brazil. They are inserted in the more general moviment of flexibilization of the labour rigths iniciated in Brazil from the years 1990. The hypothesis took into consideration is that the neoliberal policy and ideology, the reopening of the economy and the productive reestruturation criated a fruitful field for the flexibilization of the labor relationships and it just contributed for the remove of the rigths and to the labor precariazition. In this sense, it is understood that the Previous Reconciliation Commissions have the purpose of weaken the public regulation of labor, which give the enterprises a bigger autonomy in the determinaton of hire conditions, use and remuneration of labor power. The labor development showed that the Previous Reconciliation Commissions didn¿t contribuate to the decrease of the number of prosecutions submited to appreciaton in the Labor Justice and that they have been used as a informal mechanism of elimination of the labor protaction rules / Mestrado / Economia Social e do Trabalho / Mestre em Desenvolvimento Econômico

This thesis examines the behavior of bargaining parties under a statutory scheme of compulsory conciliation. The statutory scheme used in the study is the basic pattern of conciliation effective in British Columbia from 1947 to 1968. Its general function is explained in a summarization of published criticisms of the process. A particular bargaining relationship -- that of the coast forest industry negotiations -- is examined on a historical and institutional basis to discover specific characteristics which would influence behavior under a conciliation process. Using this predicted pattern of interaction, a model of party behavior is constructed for the parties involved in actual negotiations. This is tested against a summarized chronology of the actual bargaining that occurred from 1947 to 1968. The model reveals the important sections within a system of compulsory conciliation which influence the behavior of the parties during negotiations. It also emphasizes the importance of the apparent fairness of the recommendation stage of conciliation and its value to the union as a tactical "watershed" for continued bargaining. The development of the dynamic process of party interaction in the coast forest industry emphasizes the importance of union internal or intra-organizational difficulties. It suggests the existence of a limit to the effectiveness of any bargaining system which does not control the desires of the union rank and file. With the dynamic process in mind, the analysis examines some of the influences that changing the statutory process would have upon the behavior of the parties. On this basis the actual significance or effectiveness of some past changes is analyzed and new changes are proposed. Too, the basic limits inherent in the compulsory conciliation system as a control over party behavior are emphasized. / Arts, Faculty of / Vancouver School of Economics / Graduate

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

Magister Legum - LLM / The judicial court system in South Africa is overburdened, which results in parties having to wait for long periods of time to have their matters settled or even heard. Furthermore, the cost of litigation in South Africa is immense, which prevents the biggest part of the population from access to justice in line with s 34 of the Constitution of 1996. Therefore, alternative methods of dispute resolution are worth looking into. This paper will compare the mediation system of South Africa with that of Germany. This will allow for a better insight in regard to mediation within South Africa, which can help to address the above stated problems.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Les études menées depuis quelques décennies sur les pratiques de conciliation travail-famille mettent en relief les difficultés que vivent les employés à concilier leurs exigences professionnelles avec leurs responsabilités familiales. Les organisations avant-gardistes en matière de gestion des ressources humaines aussi appelées «employeurs de choix» accordent une importance primordiale à la nécessité de remédier au problème de conciliation travail-famille. C’est dans ce cadre que se situe notre étude. En effet, la conciliation travail-famille est un concept qui a peu à peu pris une grande place dans la gestion des ressources humaines des organisations canadiennes. La recension des lectures contemporaines concernant la conciliation travail-famille nous révèle qu’il existe une forte demande d’explication approfondie sur le sujet et sous l’angle des causes et des conséquences de l’adoption de pratiques de conciliation travail-famille. Dans un contexte où le recrutement et la rétention du personnel sont des enjeux importants, les grandes organisations commencent à porter une attention singulière aux besoins des employés afin d’éviter certains problèmes organisationnels tels que l’absentéisme, un rendement médiocre et une démotivation des travailleurs. Cependant, malgré les efforts normatifs et les stratégies opérationnelles, la conciliation travail-famille demeure un problème majeur au sein de la société canadienne. Les solutions se trouveraient-elles dans les pratiques des employeurs de choix? Notre étude propose, d’une part, une description des pratiques de conciliation travail-famille adoptées par les employeurs de choix et, d’autre part, une analyse des facteurs explicatifs et des conséquences de l’adoption des pratiques de conciliation travail-famille chez les employeurs de choix. Cette étude a été réalisée en analysant les données secondaires provenant du concours sur les 100 meilleures entreprises canadiennes des années 2013 et 2014. Les résultats de cette analyse indiquent que les pratiques les plus adoptées par les employeurs de choix sont celles sur les congés et sur l’aménagement du temps de travail. D’après nos résultats, nous pouvons confirmer que ce sont les organisations les plus anciennes et les employeurs de choix du secteur public qui ont le plus adopté des pratiques de conciliation travail-famille. De plus, on constate que celles-ci ont un pourcentage élevé d’employés à temps partiel et une moyenne d’âge du personnel relativement élevée. De surcroit, l’adoption de pratiques de conciliation travail-famille au sein de ces organisations permettrait d’être reconnus comme étant les meilleurs en matière de conciliation travail-famille. Cette recherche aura permis en fin de compte de décrire la situation des employeurs de choix au Canada. Les résultats de cette recherche pourront aider les gestionnaires d’entreprise à mieux comprendre les pratiques de conciliation travail-famille de ces « meilleurs » employeurs et saisir les facteurs de contingence de même que les avantages qui en résultent. Mots-clés : Conciliation travail-famille, pratiques de conciliation travail-famille, employeurs de choix. / For decades, studies on the work-family practices have been highlighted the difficulties experienced by employees to balance their professional duties with their family life. Progressive organizations with regards to their human resources management also known as "employers of choice" attach a great importance to the need of addressing the work-life balance. Our study falls under this framework. Indeed, work-family balance is a challenge of increasing importance in the human resource management strategies of Canadian companies. A review of contemporary research on work-family balance is revealing of the need to address the factors associated with the adoption and the consequences of work-family practices. In a context in which recruitment and retention are prominent, many organizations are now developing new ways to address the needs of employees to avoid problems such as absteeism, poor performance and low employee motivation. However, despite noticeable efforts and operational strategies, balancing work and family remains a major problem in Canadian companies. Might some solutions be found in the policies and practices of employers of choice? Our study aims to describe the work-life balance practices adopted by employers of choice and propose an analysis of the antecedents and consequences of the implementation of the adoption of work-life balance practices among employers of choice. This study was conducted by analyzing secondary data from the competition among the top 100 Canadian employers in 2013 and 2014. The findings of this analysis show that the most adopted practices by the employers of choice are those relative to leave and work time arrangements. According to our results, the oldest employers of choice and those in the public sector are those that have adopted more work-life balance practices. Moreover, these organizations have a high percentage of part-time employees and relatively high average staff age. In addition, the introduction of work-life balance practices within these organizations allows them to be recognized as the best as far as work-family balance is concerned. This research further describes the work-family practices of employers of choice in Canada. The findings may help business managers better understand work-family practices of those “best” employers as well as their contingency factors and outcomes. Keywords: work-family balance, work-family practices, employers of choice.

Le concert européen est souvent perçu, du moins pour les années 1871 à 1890, comme l’œuvre indéniable du Chancelier allemand Otto von Bismarck et des grands hommes politiques de son temps. La politique dite bismarckienne a effectivement connoté la plupart des interactions entre pays rivaux de l’époque, particulièrement entre la France et l’Allemagne. Son incidence sur la politique française est telle qu’elle en affecte les politiques intérieure et extérieure. Les républicains opportunistes adopteront vis-à-vis de la politique bismarckienne une attitude pragmatique leur permettant, de 1878 à 1885, de recouvrer leur rôle d’antan, ainsi que d’encadrer un fort sentiment nationaliste. S’il est souvent reproché aux opportunistes d’avoir préféré le momentané au planifié, il nous semble que la politique des gouvernements Ferry, Gambetta, Waddington et Freycinet réussit au contraire à tirer habilement son épingle du jeu bismarckien. Familiers du caractère éphémère de ce jeu, les opportunistes ont su y trouver des avantages, assurer à la France le recouvrement d’une position diplomatique de choix et l’acquisition de nouveaux territoires coloniaux, tout en préservant une certaine indépendance face au Chancelier. / The European concert is often perceived, at least from the 1871s to 1890, as the unmistakable work of the German Chancellor Otto von Bismarck and the major politicians of his time. The said Bismarckian policy effectively influenced most of the interactions between opposing parties, particularly between France and Germany. Its bearing on the French policy is such that it affects home and foreign policies. The opportunist republicans will personify this ambiguous reaction to new German giant. A pragmatic attitude allows them, between 1878 and 1885, to recover their former role as well as to guide a strong nationalist feeling. If the opportunists are often blamed for having preferred the short term, the governments of Ferry, Gambetta, Waddington and Freycinet governments managed to handle Bismarckian policy skilfully. Familiar with its ephemeral character, opportunist governments knew how to find advantages, insure that France recover its diplomatic position and acquire new colonial territories while protecting a certain independence vis-à-vis the Iron Chancellor.

M’interrogeant sur l’inflation du mot « médiation », j’ai passé en revue quelques unes des pratiques les plus courantes invoquant un terme dont j’ai pu en constater, dans certains cas, l’usage abusif. À partir de là, j’ai tenté de tracer les contours d’un concept en mal de définition. J’ai ainsi dégagé deux caractéristiques intrinsèques de la médiation, à savoir la triangularité et la non-directivité ainsi que ses deux prérequis que sont le libre consentement des participants et la légitimation du médiateur. Par ailleurs, j’ai constaté que la médiation ne s’appliquait pas qu’aux situations conflictuelles et que son enjeu n’était pas exclusivement affectif. Il peut être également matériel, donnant alors lieu à une médiation de type « négociatif ». En croisant ces deux variables, j’ai proposé une typologie des pratiques de médiation. Dans une seconde partie de ma thèse, je me suis livré à une analyse phénoménologique de la médiation, me servant de l’enregistrement de jeux de rôles. Cette analyse m’a conduit à élargir mon champ de vision, d’une «médiation» comprise comme « action du médiateur » à une réalité plus complexe que j’ai appelée « situation médiative » où le médiateur agit autant sur les participants qu’il est agi par eux. Cette situation, loin de se réduire à une pratique instituée, constitue un véritable phénomène social, fréquent dans la vie courante. La confiance que les participants accordent au médiateur, le rôle qu’ils lui font jouer en tant que « base de sécurité » comme alternative au face à face et sa fonction d’étayage de la communication constituent des conditions essentielles de la situation médiative avant même les techniques de médiation. / Wondering about the increasing use of the word « mediation », I reviewed some of the most common practices referring to this word which was, in some cases, misused. On this basis, I strived to draw the outline of a concept in need of definition. In doing so, I identified two characteristics of mediation, namely the triangularity and the non-directivity, as well as its two prerequisites, i.e. the consent of the participants and the recognition of the mediator. Moreover, I noted that mediation does not apply only to situations of conflict and that its stake is not exclusively emotional. It could be material, leading to a negotiating mediation. Crossing these two variables, I then propose a typology of mediation practices. In a second part of my thesis, I set up a phenomenological analysis of mediation, using video recordings of role playing. This analysis led me to broaden my own perspective, from a mediation as « mediator’s action » to a more complex scenario that I called « mediative situation », where the mediator influences the participants and is in turn influenced by them. This situation, far from being restricted to an established practice, is indeed a social and frequent phenomenon. The confidence the participants have in the mediator, the role they give him/her as a “secure base” and as an alternative to the face to face situation, and his function in supporting communication, lay the basic condition of the mediative situation, a long way ahead of mediations techniques.

Un mauvais arrangement vaut mieux qu’un bon procès, dit un adage. Ceci s’applique-t-il également au domaine de la propriété intellectuelle ? La médiation est une méthode de résolution des différends qui a le vent en poupe. Elle a fait l’objet d’une harmonisation en Europe par le biais de la directive 2008/52/CE du Parlement européen et du Conseil du 21 mai 2008 sur certains aspects de la médiation en matière civile et commerciale. Dans ce contexte, l’objectif de la thèse est d’analyser des fonctions exercées par la médiation ainsi que les limites de la médiation du point de vue du droit de la procédure civile, du droit des contrats et du droit de la propriété intellectuelle, et de présenter des propositions pour optimiser la médiation lorsqu'elle s’applique aux litiges concernant les droits de la propriété intellectuelle. L’étude porte sur de nombreux systèmes juridiques, institutions et prestataires de règlement des différends, en mettant l’accent sur l’Union européenne, la France et le Royaume-Uni. / A bad compromise is better than a successful lawsuit, says an adage. Would this also applies to intellectual property disputes ? Mediation is a dispute resolution method, which is in vogue. It became subject to harmonisation in Europe under the Directive 2008/52/EC of the European Parliament and of the Council of 21 May 2008 on certain aspects of mediation in civil and commercial matters. In this context, the objective of the thesis is to analyse the functions performed by mediation as well as the limitations to mediate from the viewpoint of civil procedure law, contract law and intellectual property law and to present some proposals to optimise mediation to intellectual property law. A number of legal systems, institutions and dispute resolution providers will be covered with the focus on the European Union, France and the UK.

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.