Thesis (M.A.)--University of Akron, School of Family and Consumer Sciences-Child and Family Development, 2009. / "August, 2009." Title from electronic thesis title page (viewed 11/11/2009) Advisor, Pamela A. Schulze; Faculty Readers, Gary Rosen, David Witt; School Director, Sue Rasor-Greenhalgh; Dean of the College, James M. Lynn; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

Zugl.: Fribourg, Univ., Diss., 1997.

This topic deals with unfair labour practice relating to promotion and will focus mainly on the public education sector. The Labour Relations Act of 1956 and 1995, with respect to the concept of unfair labour practice, will be analysed. It is through this discussion that one appreciates how the concept of unfair labour practices has evolved in South African law. An attempt is made to define promotion and in this regard reference is made to cases decided upon by the Commission for Conciliation, Mediation and Arbitration (CCMA) or the Labour Court (LC). Furthermore, promotion is defined within the context of public education and applicable legislation. Due regard must be to the employment relationship between the employer and the employee as well as compare the current employee’s job with the job applied to. Unfair conduct by the employer will be discussed within the context of promotion. The prerogative of the employer will be discussed with reference to case law and that discussion will include an analysis of various principles with regard to procedural and substantive fairness. Various remedies provided for in dispute resolution mechanism in line with the provisions of the Labour Relations Act 66 of 1995 and relevant case laws will also be discussed. The last chapter deals with how to strike a balance between employee rights (that is educators) and the rights of learners, in the context of promotion disputes. In this regard reference to case laws will be made. In general the topic will deal with unfair labour practice, definition of promotion including promotion of educators, unfair conduct of the employer, onus of proof, remedies and striking the balance between the rights of the learners and educators.

In this chapter, we provide an overview of the broad field of Online Dispute Resolution (ODR) so that we can set the stage for a more nuanced discussion of how e-mediation might contribute to dispute resolution mechanisms in the workplace. We discuss the context in which e-mediation has developed and grown, and consider non e-commerce uses for e-mediation such as the use of e-mediation in workplace conflicts. The primary aims of this chapter are (a) providing an overview of the ODR field and (b) provoking new and promising areas of expansion for e-mediation generally and in the workplace specifically. We propose several research avenues as well as suggestions for the application of e-mediation to online and on-ground workplace disputes based on relevant research. It is our hope that this chapter encourages further exploration and experimentation in the field of e-mediation at work.

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The submitted thesis describes mediation in civil matters - settlement solution carried out of court - under legislation newly enacted in Czech Republic. After years without concrete legal regulation the lawmakers were forced by the European Union legislation represented by the Directive 2008/52/EC on mediation to respond with special national legislation. Adoption of the Act no. 202/2012 Coll. (Mediation Act) brought a substantial development in this area of Czech legal environment. The author focuses on analysis of the process of mediation and how the legislation is reflected in its individual elements. The work consists of four related chapters. The first chapter describes mediation as one of out-of-court settlement methods, principles of which have been applied thorough history but which has been going through its renaissance in the last decades. The second chapter contains analysis of mediation process, its types and suitability of their use. Here the author describes psychological elements which affect the course of the mediation and their impact on the whole process. The subsequent chapters are crucial for the aim of the work. The third one analyses the former and mainly the recent regulation relating to mediation in civil matters and certain essential institutes that are affected by the new...

Les crises actuelles, sous leurs multiples aspects, mettent en lumière la responsabilité des entreprises dans notre société, bousculant ainsi l'un des dogmes néolibéraux résumé par la célèbre formule de Milton Friedman (1970) : « La responsabilité sociétale de l’entreprise est d’accroître ses profits». C’est en réaction à ces crises et grâce au rôle actif de la société civile qui condamne désormais certaines pratiques, que le concept de responsabilité sociétale des entreprises (ci-après RSE) a émergé. L’enjeu est donc, aujourd’hui, de mettre en place un marché responsable entre l’entreprise et ses parties prenantes. Le législateur, par la loi Grenelle I, dispose que la médiation sera un des outils de mise en oeuvre de la RSE. Il en appelle donc au développement du droit processuel qu’est la médiation pour mettre en oeuvre ce droit substantiel qu’est la RSE. La médiation, à la fois préventive et curative, est donc un outil de mise en oeuvre de la RSE. Le couple RSE et médiation permet ainsi de combiner efficacité économique, respect social,sociétal et environnemental / Current multifaceted crises bring to light the importance of corporate responsibility in our society, thereby challenging a neoliberal tenet summarized by Milton Friedmand’s famous saying (1970): “The social responsibility of business is to increase its profits”.It is in response to these crises and thanks to the active role played by civil society who now condemns certain practices that the concept of corporate social responsibility (“CSR”) has emerged.Today’s challenge is thus to put in place a responsible marketplace between the company and its stakeholders.In the so-called Grenelle I Law, the French legislator specifies that mediation should be a toolto implement CSR.He therefore advocates the development of mediation as a procedural tool to implement CSR as an integral part of substantive law.Mediation, from both a preventive and a remedial perspective, is accordingly an instrument toimplement CSR.The CSR / mediation nexus successfully combines economic efficiency and social, societal and environmental respect

Many family mediators encounter intimate partner violence (IPV) during the course of child-custody and divorce mediation. By interviewing family mediators in Oregon I have established concrete strategies that mediators use when working with parties who may have a history of IPV. These strategies may be structural, such as building design and intake procedures, or they may be verbal interventions employed during the course of mediation. Mediators employed a wide variety of strategies based on their experience, situations, and intuition. Some strategies, like the use of shuttle mediation, were used by all the mediators I contacted. Other strategies, such as naming problematic behavior, were limited to only a few of the mediators. All the participating family mediators were aware of the possibility of IPV and consciously took measures to limit its influence on the mediation process when it existed.

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.