The present study aimed to explore whether demographic variables are predictors of labour review case outcomes. In order to investigate the aim of the present study, two research questions were put forward. The first question centered on whether demographic variables of the parties in a case, are predictors of reviews outcomes. In addition to looking at these broader patterns, the study also focused more specifically on whether the demographic variables of presiding officers predict the outcomes of reviews of CCMA cases. The present study is classified as archival in nature and is quantitative, non-experimental and an ex post facto design. The sample for the present research was gathered by analysing Labour Review Reports that was accessed through the University of the Witwatersrand Library. A sample of 100 case reports was gathered in order to make accurate inferences from the sample about the target population. A Chi-Square test of association was conducted on the data gathered. There was no significant in relation to gender, age and case outcomes. On the other hand, race of the judge, applicant and respondent did provide evidence of significance. However, as a result of insignificance, log linear modelling could not be conducted.

No abstract available / Dissertation (LLM)--University of Pretoria, 2010. / Mercantile Law / unrestricted

Thesis (MPA) --University of Limpopo, 2005 / Management of disciplinary measures is a delicate part of work programmes that needs dedicated employees to handle. The personnel should be provided with acts, rules and regulations, codes and work procedures to serve as guidelines during their execution of their duties. In this research work, the participating workers indicated some perceptions that could contribute towards poor service delivery, which include tribalism, ethnicity etc. The Department of Agriculture should eliminate these perceptions soon in order to achieve the set departmental goals. The personnel should be encouraged to undergo various trainings so that they can be mentally empowered. They should be exposed to libraries to get materials relevant to their work sphere. Monitoring should be regular to ensure perfection within an institution. Employees are of the opinion that training workshops are for specific group of workers and that they are treated inequitably by the institution. Their future efforts are then demoralized. Knowledge acquired from various literatures should be implemented practically. The management and supervisors can gain knowledge about the various disciplinary approaches such as supportive approach; disciplinary policy, which indicates the steps to be followed when applying the disciplinary measures; disciplinary system like the designing of a disciplinary action; and the techniques such as the analyzing of the written institutional records and statement of discipline related rules and procedures. All employees within an institution should take discipline as reformative. Supervisors should where possible react positively in order to bring balance between the workers and the employer. The treatment of employees should develop positive attitudes such as the desire to work with, and not against, their superiors. The data collected indicated that there are factors contributing towards fair or unfair management of disciplinary measures. Good factors should be encouraged and maintained whereas the negative ones should be addressed to avoid delay in service delivery.

Alternative resolution of individual labour disputes Abstract This thesis deals with alternative ways of solving individual labor disputes. The main reason for choosing this topic was the author's personal experience with alternative methods of dispute resolution in the field of labor conflicts and labor disputes, in particular with mediation, and also the author's opinion on non-fulfilment of the full potential of these methods in individual labor disputes. The work aims to provide a structured overview of the most commonly used alternative dispute resolution methods in the Czech Republic. At the same time, the author deals with hybrid methods that are rarely used in the czech dispute environment. For the sake of clarity, the author tried to maintain a similar structure in the individual chapters. The first two chapters focus on the definition of basic terms such as labor law dispute, ADR and their division and types. The next chapters already focus on the basic and hybrid ADR methods. Space is also devoted to both negotiation, its principles, phases and negotiation approaches, and other methods. The focus of the work lies in the fourth and fifth chapters focusing on mediation and arbitration. The author describes main conceptual features, principles and legislation including some problematic legal...

Thesis (M. A. (Sociology)) --University of Limpopo, 2017 / The purpose of this study was to explain the events surrounding the Marikana miners’ strike in 2012, using Marxism’s concept of class consciousness. The labour disputes witnessed at Marikana in 2012 represent one of the major labour movements that South Africa has witnessed since the inception of democracy. This study adopted qualitative research methods to inquire into the events of the Marikana 2012 labour disputes. Methods used in this study include qualitative research, descriptive research design, Marxism critical inquiry, purposive sampling and critical discourse analysis. Moreover, the study investigated employee relations in the mining sector. In addition, this study also examined the Marikana miner’s working and living conditions and probed the role of social control agencies, including, trade unions, bargaining councils and the police, during the protests. This study proposes a fair distribution of wealth in the mining sector and the removal of the Migrant Labour System. Additionally, this study recommends transparency in the mining sector, the transformation of the education system and the restructuring of trade unions. / University of Limpopo Research Office

The aim of my thesis is to analyse the limits of arbitrability of labour disputes in Czech Republic and to describe Austrian labour-arbitration law. Subsequently I would like to focus on possible solutions of problems linked with arbitrability of labour disputes in Czech Republic. The reason for this study is my interest in both Czech and international arbitration. There is only a few papers which deals with arbitrability of labour disputes in Czech Republic although it is in my opinion very interesting and controversial topic. In connection with changes, introduced by the new Civil Code on 1st of January 2014, the Czech civil law is much more similar to the German and Austrian civil law than it was before. Due to this fact I focus on Austrian arbitration act, which could be important source of knowledge for amendments to Czech arbitration act. The thesis is composed of eight main chapters. The first chapter discusses arbitration in general. The second and third chapter describes alternative dispute resolutions and some other types of out-of-court settlements of both collective and individual labour disputes in Czech Republic. Chapter four explains arbitration and alternative resolution of labour disputes under German and Austrian acts. Chapter five provides an outline of relevant Czech case law. This...

The thesis deals with the regulation of individual labour disputes settlement provided for in the law systems of the EU member states. The law systems chosen for comparison are the ones of the Czech Republic, England and France. In the first chapter there is an outline of the obligations resulting from the international and European legislation in the area of labour disputes settlement. In the following three chapters the Czech, English and French regulations are described subsequently. The individual regulations of the above mentioned countries are analyzed with reference to the institutions endowed with authority to settle individual labour disputes, the participation of lay members in the process of decision making, the proceedings at the courts of first instance as well as the proceedings at the higher courts and last but not least with reference to the means of alternative dispute settlement. In the second chapter dedicated to the Czech regulation the historical context is also mentioned. In the final part of the thesis the results of the analysis are compared and suggestions for the future Czech regulation of labour disputes settlement are offered.

Diese Arbeit ist als Übersicht der Wege der Lösungen der arbeitsrechtlichen Beziehungen mit dem Fokus überwiegend auf die kollektiven arbeitsrechtlichen Streitigkeiten konzipiert. Die Arbeit teilt sich auf drei Hauptabschnitte: die tschechische Gesetzgebung, die deutsche Gesetzgebung und dann ihren Vergleich. Ein unbeträchtlicher Teil der Arbeit verfolgt den Vergleich der Gerichtsbarkeit in Arbeitssachen, wo die tschechische Agenda im Rahmen der allgemeinen Gerichte gelöst wird und die deutsche das Institut der Arbeitsgerichte benützt. Das Kapitel des Vergleichs beginnt mit einer tabellarischen Übersicht des Verfahrens. Erwähnt ist auch die Effektivität beider rechtlichen Ausgestaltungen. Unwesentlich sind die alternativen Wege der Lösung arbeitsrechtlicher Streitigkeiten erwähnt, und zwar mit dem Vergleich der Schlichtung und der Mediation. Das Hauptthema sind die aus den kollektiven arbeitsrechtlichen Beziehungen entstandenen Streitigkeiten, insbesondere aus den kollektiven Verhandlungen in der Tschechischen Republik und aus den Tarifverhandlungen in Deutschland im Rahmen der Abschließungen der kollektiven (und in Deutschland der Tarif-) Verträge. Der wichtige Ausdruck dieser Beziehungen ist unter anderem die spezifische Weise der Durchsetzung der kollektiven Interessen, und zwar mithilfe der...

La fragilité du tissu économique impose de porter une attention particulière à la résolution amiable et à la prévention des conflits collectifs du travail. Pour ce faire, il convient de s’intéresser à la manière dont le dialogue social est promu en période conflictuelle. Le dialogue social conflictuel peut être défini comme tout processus destiné à réinjecter du dialogue dans un « espace » de conflit. Le Code du travail organise depuis longtemps des procédures spéciales (conciliation, médiation, arbitrage) destinées à parvenir à un accord amiable. Ces dernières ne permettent pas une résolution pacifiée en raison du désintérêt qu’elles suscitent. Les parties préfèrent se tourner vers une négociation informelle lorsqu'elles ne choisissent pas de recourir au juge. L’immixtion quasi systématique des pouvoirs publics et le rapport de force existant emportent toutefois le risque d’altération des échanges. L’utilisation des mécanismes issus de la justice participative apporterait une réponse satisfaisante à ce problème. Il permettrait d’optimiser les négociations quitte à conférer à l’avocat une place nouvelle dans le processus de résolution. Ces traitements ont néanmoins une vocation purement curative. L’engagement d’une procédure d’incitation, sur le modèle de la RSE, pour favoriser la voie du dialogue social, en amont de toute situation conflictuelle, serait pertinent. Mais une pratique viable du dialogue social conflictuel impose de se questionner sur son cadre juridique. L’analyse des notions de conflits collectifs et de dialogue social, et l'instrumentalisation fréquente du procès dans ce contexte, révèlent les limites du droit. Il convient de tenter de les dépasser / The fragile economic fabric of society forces us to focus our attention on amicable solutions and on the prevention of collective labour disputes. To this end, it appears appropriate to consider the way social dialogue is promoted in times of conflict. The conflictual social dialogue can be defined as any process meant to reinject dialogue into an “area” of conflict. The labour code has long provided for special proceedings (conciliation, mediation, arbitration) intended to lead to an amicable. These ones do not allow for a pacified resolution given the little interest they arouse. The parties prefer to turn to an informal negotiation when they do not opt for a court action. The almost systematic interference of the public authorities and the power struggle that exists carry with them the risk of altering the exchanges. The use of the mechanisms originating in participatory justice would bring a satisfactory answer to this problem. It would enable the optimisation of the negotiations, even if it would thereby give the lawyer a new role in the resolution process. These devices however have a purely curative vocation. It would be relevant to start an incentive process, on the RSE’s model to give an edge to social dialogue ahead of any dispute. Still a viable use of conflictual social dialogue forces us to wonder about its legal framework. The analysis of the notions of collective disputes and social dialogue together with the frequent exploitation of lawsuits in this context show the limits of the law. We should try to go beyond them

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.