南非调解仲裁委员会研究

发布时间：2018-01-23 12:45

本文关键词： 南非调解仲裁委员会 1995年劳动关系法调解仲裁　出处：《湘潭大学》2009年硕士论文　论文类型：学位论文

【摘要】： 南非调解仲裁委员会是在新南非成立后,依据1995年劳动关系法成立的劳动争议解决机构。它的建立借鉴了历史上出现的几个争议解决机构的争端解决模式。南非的劳动争议解决制度的产生与发展可以分为以下阶段:白人单元劳动争议解决机制阶段;黑白二元劳动争议解决体制;对黑白二元劳动争议解决制度改革;南非调解仲裁委员会的成立。南非调解仲裁委员会的法律渊源主要有1996年南非宪法,1997年基本就业条件法,1998年平等就业法,1999年技能开发法,2001年失业保险法,南非调解仲裁委员会程序行为规则等。南非调解仲裁委员会的宗旨在于通过制度化的调解、仲裁提供简单的劳动争议处理程序,因此它的主要职能是调解和仲裁劳动争议。在处理劳动争议时,委员会遵循着独立性,救济保护最大化,争议解决效率性,调解前置,强制仲裁,仲裁终局的基本原则。1995年劳动关系法以及随后的修正案,以及调解仲裁委员会行为规则逐渐为其提供了制度化的争议解决程序,对各种程序进行了清晰的界定。南非调解仲裁委员会在整个劳动争议解决机制中占有特殊地位。与其他劳动争议解决机构之间在业务上互相联系。劳动法院对委员会既有监督,也有支持。谈判委员会作为集体谈判机构,被赋予了解决与集体协议有关的争议的职能,且在调解仲裁委员会的授权下,还可以行使调解仲裁委员会的职能。南非独立调解委员会是成立于20世纪80年代初提供调解、仲裁服务的非政府组织,在南非调解仲裁委员会成立之初提供了人力、经验上的支持。在南非调解仲裁委员会走上正轨后,于2000年停止运行。2001年2月成立的Tokiso公司填补了这一空白,作为南非最大的私人争议解决机构仍然在南非劳动争议解决机制中发挥着重要作用,与南非调解仲裁委员会并存,从专业化的角度入手,弥补了南非调解仲裁委员会的能力不足。在实际运营中,南非调解仲裁委员会向世人证明了它的成就:可进入性提高,解决率提高,解决速度快。但是也面临着挑战:案件提交率过高,处理效率不能达到预期目的,部分委员不称职,案件处理出现低质量问题等等。委员会的资源无法支撑对它的过高期望。这些问题提醒我们劳动争议解决机构的管辖权应与其能力相适应,采用ADR的劳动争议解决机制不应设计太多的技术规则。
[Abstract]:The South African Conciliation Arbitration Commission was established after the establishment of the new South Africa. A labor dispute settlement body established under the Labor Relations Act of 1995. Its establishment draws lessons from the dispute settlement models of several dispute settlement bodies in history. The birth and Development of the Labor dispute settlement system in South Africa. It can be divided into the following phases:. White unit labor dispute settlement mechanism stage; Black and white dual labor dispute settlement system; Reform of black and white labor dispute settlement system; The main legal sources of the South African Conciliation Arbitration Commission are the South African Constitution of 1996, the basic conditions of Employment Act of 1997 and the Equal Employment Act of 1998. 1999 skill Development Act, 2001 unemployment Insurance Act, South African Mediation Arbitration Commission procedure rules, etc. The aim of the South African Conciliation Arbitration Commission is to provide a simple procedure for handling labour disputes through institutionalized mediation, so its main function is to mediate and arbitrate labour disputes... when dealing with labour disputes. The Commission adheres to the basic principles of independence, maximization of relief protection, efficiency of dispute resolution, pre-mediation, compulsory arbitration, and final arbitration. Labor Relations Act of 1995 and subsequent amendments. And the rules of conduct of mediation and arbitration commission provide it with systemized dispute settlement procedure gradually, and define all kinds of procedure clearly. The South African Mediation and Arbitration Commission occupies a special position in the whole mechanism of labor dispute settlement. There was also support... the negotiating Committee, as a collective bargaining body, was entrusted with the function of resolving disputes relating to collective agreements and was authorized by the Conciliation Arbitration Commission. The Independent Conciliation Commission of South Africa was established in early 1980s as a non-governmental organization providing conciliation and arbitration services. Manpower and empirical support was provided at the beginning of the establishment of the South African Conciliation Arbitration Commission. Once the South African Conciliation Arbitration Commission was on track. It stopped running on 2000. Tokiso, founded in February 2001, filled the gap. As the largest private dispute settlement institution in South Africa, it still plays an important role in the South African labor dispute settlement mechanism, coexisting with the South African Mediation and Arbitration Commission, from the perspective of specialization. Made up for the capacity of the South African Conciliation Arbitration Commission. In practice, the South African Mediation and Arbitration Commission has proven its achievements: increased accessibility, higher resolution rates and faster resolution. But it also faces challenges: the case submission rate is too high. The efficiency of the treatment could not achieve the desired purpose, and some members were incompetent. The Commission's resources do not support the high expectations placed on it. These issues remind us that the jurisdiction of the labour dispute settlement body should be commensurate with its capabilities. The ADR labor dispute settlement mechanism should not design too many technical rules.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：D947.8;DD915.7

【引证文献】