Labour dispute systems: guidelines for improved performance
Fuente:
Organización Internacional del Trabajo (OIT)
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| Natura: | Entrada de enciclopedia |
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| Pubblicazione: |
International Labour Organization
2013
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| Accesso online: | |
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| contents | Labour dispute systems: guidelines for improved performance Notes that many countries have put in place dispute prevention and resolution systems, both inside and outside their ministries of labour, with different organizational structures and roles. Demonstrates that the International Labour Organization has been assisting member States, as well as worker's and employer's organizations, to set up, or strengthen, such systems. Proposes to strengthen the prevention and resolution of labour disputes by providing advice to both ILO constituents and industrial relations practitioners interested in dispute resolution. Provides advice on the steps to be taken to either revitalize an existing system, or establish an independent institution, ensuring that they operate efficiently and provide effective dispute resolution services. Includes an outline of what needs to be done if a country seeks to reorganize and restructure its entire labour dispute management system by the creation of an independent body or commission. Concerned with both dispute prevention and dispute resolution, presents the prevention of disputes through conflict management in the workplace as an important component of a sound industrial relations system, while the maturity of an industrial relations system is closely related to the capacity of employers and employees and their organizations, without State intervention, to resolve their disputes through information sharing, dialogue, consultation, negotiation, and bargaining. Mentions the ILO's Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), Right to Organise and Collective Bargaining Convention, 1949 (No. 98), Worker's Representatives Convention, 1971 (No. 135), Labour Administration Convention, 1958 (No. 150), Labour Relations (Public Service Convention), 1978 (No. 151), Collective Bargaining Convention, 1981 (No. 154), and Termination of Employment Convention, 1982 (No. 158). Mentions also various ILO's Recommendations : Voluntary Conciliation and Arbitration Recommendation, 1951 (No. 92), Co-operation at the Level of the Undertaking Recommendation, 1952 (No. 94), Consultation (Industrial and National Levels) Recommendation, 1960 (No. 113), Communications within the Undertaking Recommendation, 1967 (No. 129), Examination of Grievances Recommendation, 1967 (No. 130), Labour Administration Recommendation, 1978 (No. 158), Labour Relations (Public Service) Recommendation, 1978 (No. 159), and Collective Bargaining Recommendation, 1981 (No. 163). International Training Centre of the ILO publication.encyclopediaEntry |
| format | Entrada de enciclopedia |
| id | ilo_995668551602676 |
| institution | Organización Internacional del Trabajo (OIT) |
| publishDate | 2013 |
| publisher | International Labour Organization |
| spellingShingle | Labour dispute systems: guidelines for improved performance Labour dispute systems: guidelines for improved performance Notes that many countries have put in place dispute prevention and resolution systems, both inside and outside their ministries of labour, with different organizational structures and roles. Demonstrates that the International Labour Organization has been assisting member States, as well as worker's and employer's organizations, to set up, or strengthen, such systems. Proposes to strengthen the prevention and resolution of labour disputes by providing advice to both ILO constituents and industrial relations practitioners interested in dispute resolution. Provides advice on the steps to be taken to either revitalize an existing system, or establish an independent institution, ensuring that they operate efficiently and provide effective dispute resolution services. Includes an outline of what needs to be done if a country seeks to reorganize and restructure its entire labour dispute management system by the creation of an independent body or commission. Concerned with both dispute prevention and dispute resolution, presents the prevention of disputes through conflict management in the workplace as an important component of a sound industrial relations system, while the maturity of an industrial relations system is closely related to the capacity of employers and employees and their organizations, without State intervention, to resolve their disputes through information sharing, dialogue, consultation, negotiation, and bargaining. Mentions the ILO's Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), Right to Organise and Collective Bargaining Convention, 1949 (No. 98), Worker's Representatives Convention, 1971 (No. 135), Labour Administration Convention, 1958 (No. 150), Labour Relations (Public Service Convention), 1978 (No. 151), Collective Bargaining Convention, 1981 (No. 154), and Termination of Employment Convention, 1982 (No. 158). Mentions also various ILO's Recommendations : Voluntary Conciliation and Arbitration Recommendation, 1951 (No. 92), Co-operation at the Level of the Undertaking Recommendation, 1952 (No. 94), Consultation (Industrial and National Levels) Recommendation, 1960 (No. 113), Communications within the Undertaking Recommendation, 1967 (No. 129), Examination of Grievances Recommendation, 1967 (No. 130), Labour Administration Recommendation, 1978 (No. 158), Labour Relations (Public Service) Recommendation, 1978 (No. 159), and Collective Bargaining Recommendation, 1981 (No. 163). International Training Centre of the ILO publication.encyclopediaEntry |
| title | Labour dispute systems: guidelines for improved performance |
| url | https://researchrepository.ilo.org/esploro/outputs/encyclopediaEntry/Labour-dispute-systems-guidelines-for-improved/995668551602676 |