Individually-Psychological Aspects of the Conciliation-Mediation Procedure to Resolve Labour Disputes

Abstract

The article investigates the use of conciliation procedures for resolving labour disputes through the negotiation process. The article also reveals the advantages of the negotiation process in conciliation procedures. Tactical methods of negotiations are analyzed, individual psychological aspects of their conduct and interests of the parties to labour disputes are taken into account. The proposal for the expediency of introducing into the labour law the international legal ways of resolving disputes with the participation of a third (neutral) person is justified by fixing the following procedures under the following sequence: arbitration-mediation, conciliation or settlement of the dispute by means of the ombudsman, independent establishment of disputes assessment of circumstances, facilitation, creation of commissions for the settlement of disputes, «court with many doors». In the process of conciliation procedures the employer, employee and third parties should be involved in the settlement of the dispute, the main task of which is to assist the parties to the dispute to reach understanding and settlement of the existing dispute through the negotiations established by law. It is established that the individual-psychological aspects of the negotiation process are traced in the resolution of labour disputes, the introduction of a third (neutral) person during conciliation procedures. On the basis of the conducted research it is grounded expediency of normative consolidation of conciliation-mediation procedures in the labour legislation, which will promote reconciliation of interests of parties to the dispute and protection of labour rights of employees. It would be expedient in labour law to lay down requirements for the protection of the rights and legitimate interests of workers, in particular their physical and mental health, to fix the notion of «mobbing» and measures of liability that can be applied to the offender of the rights and legitimate interests of workers.