第壹章　緒論 　　　　解釋本文之研究動機、研究目的為何，並說明本文之研究範圍及所使用之研究方法。 　　第貳章　國家與勞資關係 　　　　勞資爭議制度為勞資關係制度的一環，故本文以研究國家與勞資關係為起始。本章之內容即在研究國家在勞資關係中的角色，及勞資關係內的兩大原則一勞資自治原則與國家中立原則。 　　第參章　國家與勞資事議 　　　　本章內容在說明勞資事議的意義、分類、起因、本賀與解決之道，並說明國家介人勞資事議的目的、合法性、方式及其得失。 　　第肆章　德國勞資事議處理制度中之國家角色 　　　　德國的勞資關係向以和諧著稱，其勞資關係制度則以勞資自治為主要的制度特色，勞資爭議處理制度亦然，國家在勞資事議制度中所扮演的只是輔助性的角色。該國制度有何值得我國學習之處？此為本章研究之重點。 　　第伍章　我國勞資事議處理制度中之國家角色 　　　　我國的勞資事議處理制度賦予國家相當大的裁量權，得以強制爭議雙方進人法定的事議處理程序，而制度運作的結果卻使國家的立場遭受很大的質疑，對於勞資事議之解決也未能收到弘效，顯示我國勞資事議處理制度中的國家角色有加以修正之必要。 　　第陸章　中德法制之比較 　　　　以兩國政治、經濟、社會及勞資關係制度之比較為前提，進一步分析兩國勞資事議處理制度中的國家角色，以解釋兩國國情對制度設計及制度運作的影響。 　　第柒章　結論與建議 　　　　在研究兩國制度的背景及優缺點之後，為國家在勞資爭議處理制度中尋找一個合法且妥當的定位。

Medlingsinstitutets roll och funktion Syftet med uppsatsen är att undersöka vad medlingsinstitutet har för roll i arbetstvister. Vad är medlingsinstitutets befogenheter i tvister och vad har institutet för medel att lösa den uppkomna tvisten. Utifrån institutets befogenheter blir syftet att ta reda på vad arbetsgivare/organisationer har för skyldigheter i en uppkommen tvist gentemot medlingsinstitutet. Syftet med uppsatsen är också att undersöka vad medlingsinstitutet gör för att uppnå en mer jämställd lönebildning mellan könen.  För att få en internationell utblick i uppsatsen blir syftet att titta närmare på grannlandet Norge. Finns något liknande institut där och vad skiljer i så fall instituten åt. Resultatet av min undersökning blev att institutet har en rad befogenheter både under en tvist, men även innan en tvist brutit ut. Skyldigheterna för arbetsgivaren/organisationen är inte lika många, men hänger ihop med institutets befogenheter. Att institutet jobbar för en mer jämställd löneutveckling blev ett mer överraskande resultat för mig. Med mitt resultat anser jag att institutet inte gör så mycket mer än tar reda på gällande fakta som skett under året och publicerar detta på sin hemsida. Med min internationella utblick blev resultatet att det även finns ett institut i Norge som i det stora hela har samma befogenheter som Medlingsinstitutet i Sverige, dock med några små skillnader gällande ny medling, medlemsomröstningar och koppling. / Role and function of the Mediation Institute The purpose of this paper is to examine the role of the Mediation Institute in labor disputes. What is the Mediation Institutes’s powers in disputes and what tools does the Institute use to resolve the dispute. Based on the authority of the Institute the aim is to find out what obligations employers / organizations have in a dispute arising in relation to the Mediation Institute. The purpose of this paper is further to examine what the Mediation Institute does to achieve more equal wages between genders. To acquire an international perspective the essay will aim to investigate whether the neighboring country of Norway have a similar type of institution, and in that case what the differences between these instititutions are. The investigation’s result was that the Mediation Institute has a number of powers both during a dispute, as well as before the erruption of a dispute. The obligations of the employer / organization are not as many, but are linked to the Institute's powers. The fact that the Mediation Institute is working for more equal wage was more of a surprising result for me. Based on my results, I believe that the institution does not do much more than finding out the facts that occurred during the year and publish it on the Institute’s website. Regarding my international outlook the result was that there is also an institute in Norway, which generally has the same powers as the Swedish Mediation Institute,  however with some small differences in new mediation, member polls and interconnection.

Due to the planned economy, the labor relations in China had been merely an extension of the administrative relations for long. Led by collectivism, collective labor relations based on individual interests actually did not exist in China. In fact, the labor relations, aimed to protect individual labor interests, turned out to be a complex of labor interests, trade unions, and the administration. Although the factors such as labor interests, trade unions, and governmental regulations could be found in China¡¦s labor market, the causes of them were quite different from those in western countries. Accordingly, the conceptions derived from Taiwan or other developed countries couldn¡¦t be entirely applied when we analyzed the labor relations in China. The transition of the legal system of labor relations in modern China can be grouped under the two categories: preventive regulations and remedy measures. The former contains the implementation of labor standards, the enforcement of collective labor contracts, and the administration of labor contract system while the latter covers labor supervision and labor disputes resolution regulations. During the establishment of China labor laws, the regulations of the labor dispute resolutions tend to correspond with labor condition rules. Different from the policies of dealing labor disputes in western countries, the labor dispute regulations in China strictly follow the three stages: mediation, arbitration, and litigation. In such an inflexible procedure, the clients have no freedom to choose preferred methods or measures. Most of all, since labor litigation is the final stage of the procedure, the judicial interpretation of the supreme civil court has a great impact on the results of labors¡¦ relief-seeking. In other words, it plays a crucial role in the field of labor dispute resolutions. To have a full understanding of the labor dispute resolution system in China, the research begins with labor litigation and systematically examines the relations between arbitration and judicial review.

Labor conflict mediators play a very important role during the process of labor dispute resolution; their competence will help enhance the quality of labor dispute mediation and improve the relationship between labor and management. The main purpose of this research is to probe into the criteria that labor conflict mediators should possess. Based on the Competence Theory, this research collects opinions from experts and scholars and utilizes Fuzzy Delphi Method and Analytic Network Process respectively to construct a competence-based model to select labor conflict mediators. Results are achieved as follows: 1. To firmly establish critical competence items and definition of labor conflict mediators, including practical experience, problem resolution, professional expertise, fairness and objectivity, integrity, thinking and judgment, and investigation ability, in order to set up the hierarchical structure of competency indices. 2. In consideration of the dependency relation among principles of competency, this research utilizes Analytic Network Process to systematize decomposition and quantify judgment, in order to firmly establish the weight of competency indices, as well as to construct a competence-based model with an evaluation standard of weight to select labor conflict mediators. 3. Through the empirical study, the competence-based model to select labor conflict mediators which is constructed in this research can effectively discriminate outstanding labor conflict mediators. 4. The competence-based model developed in this research to choose labor conflict mediators utilizes the following procedures: (1) collate the competence indices; (2) To utilize Fuzzy Delphi Method to identify critical items of competence; (3) To utilize Analytic Network Process to firmly establish the weight of competence items; (4) To develop the competence-based model; (5) To examine the effectiveness of competence-based model.

This diploma thesis deals with two types of disputes under the Czech employment law - the employment disputes and the labor disputes. The main reason for choosing this topic of the thesis was partly due to author's personal experience with the employment dispute, the extensive judicial case law as well as some aspects of the solution of employment disputes before the court - especially the length of proceedings and the decreasing number of cases brought before the court. The first chapter of this thesis relates to procedural aspects of the employment disputes and the author analyzes the main differences between "ordinary" civil proceedings and the employment disputes proceedings. The basic difference is the appointment of the court in the employment disputes, especially the assessors, and the decision-making process of the panel of judges. The main focus of this thesis is a chapter dealing with the employment disputes about the invalidity of the termination of employment, especially focusing on the substantive legislation of each of the methods of the termination of employment and the basic conclusions from the case law of the general courts. Following the main chapter are also solved questions about employment disputes regarding the amount due of the wage and also the issue of disputes concerning...

Submitted by Aline Batista (alinehb.ufpel@gmail.com) on 2018-06-22T22:10:24Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertacao_Marciele_Agosta_de_Vasconcellos.pdf: 1624406 bytes, checksum: db2efee05c0c51c1f9e467485704fcd4 (MD5) / Approved for entry into archive by Aline Batista (alinehb.ufpel@gmail.com) on 2018-06-22T22:15:03Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertacao_Marciele_Agosta_de_Vasconcellos.pdf: 1624406 bytes, checksum: db2efee05c0c51c1f9e467485704fcd4 (MD5) / Made available in DSpace on 2018-06-22T22:15:03Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertacao_Marciele_Agosta_de_Vasconcellos.pdf: 1624406 bytes, checksum: db2efee05c0c51c1f9e467485704fcd4 (MD5) Previous issue date: 2015-05-14 / Sem bolsa / No âmbito do judiciário brasileiro, os conflitos individuais oriundos das relações de trabalho são apreciados pelos órgãos da Justiça do Trabalho, e suas resoluções embasam-se no Direito por ela operado. Para além dos procedimentos jurídicos necessários a sua condução nas instâncias judiciais – ou em outras palavras, para além da sua “tradução” para a linguagem jurídica –, o litígio trabalhista constitui-se na dinâmica das interações entre os atores sociais que compõe esta situação de disputa em determinada configuração social. Nesse sentido, a partir de um diálogo com a sociologia da crítica desenvolvida por Luc Boltanski e colaboradores, o litígio trabalhista caracteriza-se como um objeto empírico privilegiado na apreensão dos sensos de (in)justo e das distintas noções de direito que emergem em contextos locais. Por meio da técnica da observação participante em audiências trabalhistas realizadas nas Varas do Trabalho da cidade de Pelotas/RS, buscou-se observar o modo como os atores sociais envolvidos em um litígio trabalhista coordenam suas ações na busca pela realização de um acordo ou na defesa de seus interesses e pontos de vista no intento de obterem uma sentença favorável. Assim, por meio da análise dos repertórios discursivos dos atores sociais, buscou-se observar a mobilização de críticas, justificações e outros accounts que caracterizam uma competência moral. A partir de um diálogo atento entre o universo empírico e a perspectiva teórica da sociologia da crítica, tornou-se importante a elaboração conceitual de um quadro analítico atento aos constrangimentos (objetivos e subjetivos) que pesam nessas situações sem, no entanto, relegar ao segundo plano a apreensão dos apoios normativos que se expressam nas argumentações dos atores sociais. Tal empreitada resultou na elaboração de duas categorias principais – a “condução” e a “construção” – que se inserem no âmbito da teoria substantiva dos modos de coordenação dos atores sociais que atuam em um litígio trabalhista em Pelotas. / Under the scope of the Brazilian judiciary, individual conflicts arising from labor relations are submitted to Labor Court organs, whose resolutions are based on the Law they operate by. Beyond legal procedures which are necessary for judicial channel analysis - in other words, beyond their "translation" into legal language - the labor dispute consists in the dynamics of interactions between social actors that make up a dispute context in a given social setting. In this sense, from a dialog with the sociology of critique developed by Luc Boltanski and partners, the labor dispute is characterized as a privileged empirical object in the apprehension of the senses of (un)fair and distinct legal concepts that emerge from local contexts. By means of the participant observation technique in labor hearings in the Labor Courts of the city of Pelotas, Rio Grande do Sul State, we attempted to observe how the actors involved in a labor dispute coordinate their actions for the pupose of reaching an agreement or defending their interests and points of view in an attempt to obtain a favorable judgment. Thus, by the analysis of discursive repertoires of social actors, we tried to observe the mobilization of criticism, justifications and other accounts that characterize moral competence. From a careful dialog between the empirical universe and the theoretical perspective of the sociology of critique, the conceptual development of an analytical framework aware of (objective and subjective) constraints that evaluate these situations came into play without, however, putting the understanding of normative restraints expressed in the arguments of social actors in the back burner. Such an undertaking resulted in the development of two main categories - the "carrying out" and "developing" - which fall within the scope of the substantive theory of ways of coordination of the social actors involved in a labor dispute in the city of Pelotas.

Le droit du travail s’est doté depuis longtemps d’instruments de règlement amiable des conflits individuels et collectifs du travail : la conciliation prud’homale et la médiation encas de harcèlement pour les premiers ; la conciliation, la médiation et l’arbitrage pour les seconds. Mais leur échec est largement constaté. Il faut dès lors réfléchir à une réforme des procédures existantes : le recours obligatoire des salariés et des syndicats à une procédure non-contraignante de médiation, l’instauration d’une période de paix sociale précédant la grève et la création d’un service administratif de règlement des conflits sont certaines des pistes explorées.Ces procédures doivent s’appuyer sur plusieurs garanties essentielles. Celui qui a la charge de la procédure doit être indépendant, ce qui interdit qu’il soit placé dans un rapport de subordination à l’égard de l’une des parties, impartial, ce qui exclut tout parti pris ou préjugé, et compétent, alliant la connaissance du droit du travail à la maîtrise des techniques de règlement amiable des différends. La procédure elle-même doit présenter des garanties tenant à la confidentialité des échanges et des documents communiqués, à une durée assez réduite pour préserver le droit à l’accès au juge des parties, et à un coût qui ne soit pas dissuasif. / Labor law aknowledges for a long time amicable settlement procedures of labor disputes: conciliation in labor courts and mediation in harassment cases for disputes between an employer and its employees ; conciliation, mediation and arbitration in case of strikes. All of them failed and their reform must be studied: compulsory mediation for employees and unions, mandatory industrial peace and the creation of a public service in charge of labor conflict resolution are some of the options explored. These procedures require to respect several essential guarantees. The person in charge of the procedure must be independant, impartial and competent in both labor law and dispute resolution. The procedure itself must guarantee the confidentiality of the discussion and the documents communicated, take place during a limited amount of time to preserve the right of access to a judge, and have a non-dissuasive cost.

Cette thèse examine la dynamique des relations professionnelles dans les entreprises publiques en Chine, à partir de deux monographies réalisées dans des établissements situés à Shanghai. Elle s’interroge notamment aux conséquences des transformations du secteur public dans le prolongement des réformes engagées dans les années 1980. Ces réformes conduisent à distinguer véritablement les intérêts des salariés de ceux des directions d’entreprise. En ce sens, elles ouvrent la voie à l’émergence d’un système de relations professionnelles. Elle s’attache à l’analyse des politiques du personnel dans ces entreprises, marquées par une autonomisation croissante à l’égard des autorités publiques, à la transformation du rôle du syndicat dans ce contexte et à l’action collective des salariés notamment dans le contexte de restructurations et d’incertitude sur l’avenir de l’entreprise. / This thesis examines the dynamics of employments relations in state-owned enterprises in China based on monographs produced in the Shanghai branches of two companies. In particular, it is intended to discuss the impact of transformations in the public sector from reforms in the 1980s. These reforms led to truly distinguish the interests of labor from those of management. In this sense, they paved the way for the emergence of a system of employments relations. This thesis focuses on the analysis of human resource policies in these companies, which were marked by increasing independence from the public authorities, the changing role of the union in this context, and the collective action of workers in the context of restructuring and uncertainty about the future of the company.

為落實勞工團結權、團體協商權及爭議權，我國於2007年起陸續修正《工會法》、《團體協約法》及《勞資爭議處理法》，於2010年5月1日起施行，且參考美國與日本之立法，建立不當勞動行為裁決機制，以保障勞工權利不受侵害。 勞動三法修正對於集體勞資關係帶來重大影響，其中一項即為誠信協商制度之導入。根據修正後《團體協約法》第6條第1項之規範：「勞資雙方應本誠實信用原則，進行團體協約之協商；對於他方所提團體協約之協商，無正當理由者，不得拒絕。」規定今後勞資任一方若向他方請求協商時，他方不僅有回應的義務，且須以誠實信用原則為之。由於此制度我國尚處於起步之階段，許多問題須進一步檢討釐清。 因此，本文首先說明目前《團體協約法》所規範之團體協商制度，再從裁決委員會之裁決決定書當中，整理及分析我國實務上拒絕誠信協商之態樣。另外，再輔以說明美國法上誠信協商義務以及協商事項之重要類型、提供協商中必要資料義務之範圍，作為對我國誠信協商制度之啟示。 / To implement the right of employees to organize, bargain collectively, and strike, the government has revised “Labor Union Act”, “Collective Agreement Act” and “Act for Settlement of Labor-Management Disputes” since 2007, and finally has been in place since May 2011. In addition, the Labor Dispute Resolution Scheme for unfair labor practices also be structured by reference to the legislation of United States and Japan, to protect people from unfair labor practices. One of the biggest influences in the collective labor-management relations after the Legal amendments is to establish the principle of bargaining in good faith. According to Section 1 of Article 6 of the newly amended Collective Agreements Act, both the labor and the management shall proceed in good faith when bargaining for a collective agreement; any party without justifiable reasons cannot reject the collective bargaining proposed by the other party. Because it’s the first time to implement the institution in Taiwan, there are many questions in need of clarification. Therefore, this Article intends to introduce the collective bargaining scheme under the current Collective Agreements Act, and also sort out the decision of the Labor Dispute Resolution Scheme for unfair labor practices, attempt to analysize of the aspect of refusing to bargain in good faith in the practice. Moreover, the article is supplemented by the obligations and the important types of bargaining in good faith, the obligation of providing information necessary for the bargaining in the process in Unites States labour law, expected to have implications in Taiwan.