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Hurtado, Falvy Juan Manuel. "From the Decision Conciliation to the Dispute Resolution Board: Notes in relation to the Dispute Resolution Board as a New Method of Conflict Resolution for a Formalized Work Contract Under the scope of the New Public Procurement Law." Derecho & Sociedad, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/117996.
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The new Public Procurement Law introduces the Dispute Boards as a new settlement ofdisputes and contestations during the contractual execution of the work phase. The present article works, in the first place, the framework of public procurement and the controversies that are originated in the matter. Then, it will expose the development of the Dispute Boards in other countried and their characteristics. Finally, it concludes identifying the type of Dispute Boards that is being adopted in Peruvian law, showing his vantages and disadvantages.La nueva Ley de Contrataciones del Estado, Ley N° 30225, incorpora la Junta de Resolución de Disputas, como un nuevo mecanismo de resolución de conflictos durante la fase de ejecución contractual de obras.En el artículo se desarrolla, en primer lugar, el marco de las contrataciones del Estado y las controversias que se originan en el mismo. Posteriormente, se expone el desarrollo de los Dispute Boards internacionalmente y sus características, y se concluye identificando el tipo de Dispute Boards adoptado en la legislación peruana, exponiendo sus fortalezas y debilidades.
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Snyman, Chanel. "Determining jurisdiction at conciliation and arbitration." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20648.
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Jurisdiction is the power or competence of a Court to hear and determine an issue between parties, as well as the power to compel the parties to give effect to a judgment. The approach of a CCMA commissioner faced with a jurisdictional challenge is therefore an important issue that requires legal certainty. Unfortunately, our case law has not been uniform with regard to the various issues surrounding jurisdiction of the CCMA, for example: what facts need to be established in order for the CCMA to have jurisdiction and at what stage of the process should a commissioner deal with the issue of jurisdiction. The purpose of this treatise is to consider the various approaches of our courts to the issue of the jurisdiction of the CCMA and to determine what approach is practically best suited for CCMA commissioners when the issue of jurisdiction is in dispute. The research methodology is based on the various approaches of our courts to the jurisdiction of the CCMA as set out in Bombardier Transportation v Mtiya [2010] 8 BLLR 840 (LC). The more practical “third” approach as proposed by van Niekerk J, in Bombardier Transportation v Mtiya [2010] 8 BLLR 840 (LC), has been favoured by the Labour Court and the CCMA following the judgment. The correct approach of a commissioner when dealing with specific jurisdictional facts such as condonation and the jurisdiction of a bargaining council will further be considered. However, the predicament that commissioners face is that the Labour Appeal Court’s approach to jurisdiction is in conflict with that of the Labour Court’s approach. In conclusion, it is submitted that the Labour Appeal Court must pronounce on the issue of jurisdiction, taking into consideration the approach of the Labour Court as to create certainty regarding the correct approach of a commissioner when faced with a jurisdictional challenge.
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Noko, Mokate Victor. "Legal representation at the commission for conciliation mediation and arbitration." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65705.
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The right to legal representation at the Commission for Conciliation, Mediation and Arbitration was initially not recognized in South Africa as it was not recognized by the Roman Dutch Law in respect of administrative tribunals. This right was gradually introduced into administrative tribunals although exercisable only with the consent of all parties. The position was subsequently modified and the right can now only be exercised subject to the discretion of the arbitrator although that right is not automatically available to misconduct and incapacity hearings. The question became whether the limitation in the exercise of the right is justifiable more particularly since the dawn of the new constitution in South Africa. There are two cases which were decided by the Supreme Court of Appeal where it was stated that the limitation is not unconstitutional. Both cases were referred to the Constitutional Court which could not make an unequivocal pronouncement on this issue. With this background this mini-dissertation seeks to examine whether the Constitutional Court is likely to decide consistently with the Supreme Court of Appeal or would find in favour of the disputants claiming that the limitation is unconstitutional. The mini-dissertation will in addition present a comparative survey from different jurisdictions on the right to legal representation, challenges faced by the dispute resolution institutions and possible solutions.Mini Dissertation (LLM)--University of Pretoria, 2017.
Mercantile Law
LLM
Unrestricted
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Maluleke, Nkhensani Millicent. "Review of CCMA arbitration awards." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/523.
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Ndimurwimo, Leah Alexis. "An evaluation of the dispute resolution mechanisms of conciliation and arbitration." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/753.
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South African labour laws have undergone tremendous amendments before and after independence. This paper focuses on the development after independence, therefore section 34 of the Constitution of 1996, provisions of the Labour Relations Act of 1995 and other laws which deal with labour matters and regulate the labour relations and disputes in the country will be considered. The labour laws in South Africa provide inter alia for the dispute resolution mechanisms, the manner on which disputes should be handled by different organs which are empowered to do so. My focus will be to see how alternative disputes resolution processes of conciliation and arbitration in the Eastern Cape Province aim to transform the South African and global labour market by promoting an integrated simple, quick but efficient and inexpensive dispute settlement services in order to reduce the back log of cases, maintain labour peace, promote democracy at workplace with the view of advancing economic and social justice.
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Young, Kirsty Leigh. "Justifiability as grounds for the review of labour arbitration proceedings." Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1003070.
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This thesis focuses on the review of labour arbitration awards given under the auspices of the following bodies: the Commission for Conciliation, Mediation and Arbitration ("CCMA"), bargaining councils, statutory councils, accredited private agencies and private arbitration tribunals. The general grounds of review applicable to the arbitration awards of each body are set out. Against this background, the case of Carephone (Pty) Ltd v Marcus NO & Others (1998) 19 ILJ 1425 (LAC) is analysed and the principles pertaining to the justifiability test are clarified. The judicial rationale for the application of the test to CCMA arbitration proceedings and criticisms of the test are then examined. Currently the justifiability test applies in the review of CCMA proceedings only, so the judicial reasoning for the rejection of justifiability as a ground for private arbitration review is examined. Three approaches are suggested for the application of the justifiability test in private arbitration review. First it is proposed that the Arbitration Act could be interpreted to include the justifiability test under the statutory review grounds. Failing the acceptance of this approach, the second submission is that arbitration agreements could be interpreted to include an implied term that the arbitrator is under a duty to give justifiable awards. A third suggestion is that the law should be developed by attaching an ex lege term to all arbitration agreements requiring arbitrators to give justifiable awards. In the final chapter, the requirement of justifiability in awards given under the auspices of collective bargaining agents and accredited private agencies highlights the incongruity in applying the justifiability test in CCMA arbitration review and in rejecting this test in private arbitration review.
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Burrill, David Michael. "Third party intervention in industrial disputes : an empirical study of the processes and effectiveness of ACAS conciliation in British collective bargaining." Thesis, University of Bradford, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.235614.
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Concannon, H. M. G. "The practice of voluntary arbitration in British industrial relations : A study focused on the method of single arbitration organised by the Advisory Conciliation Service." Thesis, University of Salford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372134.
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Kirunda, Solomon Wilson. "Slithering towards uniformity: the international commercial arbitration and conciliation working group of UNCITRAL as a key player in the strengthening and liberalisation of international trade." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2438_1254403625.
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The objective of this study was to examine and review the main features and works of the arbitration and conciliation working group of UNCITRAL while demonstrating their impact on international trade.
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Bourne, Glen Steve. "The arbitration review board: an analysis of its development and impact on the arbitration process in the coal industry." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/74758.
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The Arbitration Review Board existed in the bituminous coal industry from 1974 to 1981. Established during the 1974 contract negotiations between the Bituminous Coal Operators Association and the United Mine Workers of America, the ARB represented an effort to obtain consistency in arbitration decisions. The ARB operated as an industry appellate board designed to hear appeals of arbitration awards, and the decisions of the ARB were contractually mandated as industry precedents requiring arbitrator compliance. Although the parties terminated the ARB in 1981, they have continued to incorporate the precedent decisions in subsequent contracts. This study utilizes both a qualitative assessment and an empirical analysis of arbitration decisions to determine the impact of the ARB on the arbitration process in the coal industry.
Structured interviews were conducted with former ARB members, arbitrators, management representatives, and union representatives to gather information with which to construct a complete historical perspective of the ARB's inception, operation, and termination. A total of 44 individuals were interviewed. The empirical assessment involved a content analysis of 300 arbitration decisions to determine the extent to which arbitrators have adhered to the ARB precedents.
Conclusions of the research suggest that the ARB has had a profound impact on coal industry arbitration. Arbitrators increasingly adhered to ARB decisions during its existence, and have continued to exhibit a high degree of adherence following the ARB's termination. The difficulties encountered in implementing the ARB and the factors contributing to its termination are discussed.Ph. D.
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Kwakwala, Blazius Oscar Kasungula. "A critical evaluation of the dispute resolution functions of the Commission for Conciliation, Mediation and Arbitration (CCMA)." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4241.
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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: One of the transformations that occurred in post-apartheid South Africa was the overhaul of labour legislation. The Labour Relations Act, 1995, the most pivotal product of the exercise, enacted the Commission for Conciliation, Mediation and Arbitration (CCMA) as a statutory labour dispute resolution institution. Given the failures of the previous dispute resolution system, the creators of the CCMA meant it to provide efficient, accessible and quality dispute resolution structured around conciliation and arbitration. The CCMA came into being in November 1996. The question that arises is: is the CCMA delivering efficient, accessible and quality dispute resolution? This research attempts to answer this question. The literature review indicates that, in terms of efficiency, the CCMA underperformed in the early years, from its inception to the year ended 2004. Improvements started trickling in after 2004. The literature review portrays a positive picture of accessibility: that the CCMA is accessible to its users. As for the quality of dispute resolution, the literature review paints a negative picture: that the CCMA does not provide a quality dispute resolution service. The researcher collected secondary data from the CCMA and primary data from parties to dispute resolution at the Cape Town Office of the CCMA, using a self-developed questionnaire. The data was analysed using Statistica version 9. The results show that the CCMA continues to grow and build on its previous efficiency successes: the CCMA concludes conciliations and arbitrations within the statutory time limits of 30 days and 60 days respectively. The results also show that the CCMA is accessible: the respondents found the process of referral and the actual processes of conciliation and arbitration informal. The results also show that the CCMA provides quality dispute resolution. All the respondents ranked the quality of conciliations and arbitrations positively. The results for efficiency and accessibility support the literature review. The results for quality of dispute resolution contradict the literature review. Based on these findings, insightful conclusions are drawn and recommendations are made, to both the CCMA and for future research.
AFRIKAANSE OPSOMMING: Die hersiening van arbeidswetgewing was een van die transformasies wat plaasgevind het in post-apartheid Suid-Afrika. Die mees uitstaande produk van hierdie oefening, naamlik die nuwe Wet op Arbeidsverhoudinge, 1995, het die Kommissie vir Versoening, Bemiddeling en Arbitrasie (KVBA) daargestel as 'n instelling vir statutêre geskilbeslegting. Gesien teen die agtergrond van die mislukkings van die vorige geskilbeslegtingstelsel het die skeppers van die KVBA probeer om effektiewe, toeganklike en kwaliteit geskilbeslegting met betrekking tot versoenings en arbitrasies te skep. Die KVBA het in November 1996 tot stand gekom en funksioneer vir die afgelope 13 jaar. Die literatuurstudie toon aan dat, in terme van effektiwiteit, die KVBA onderpresteer het vanaf sy ontstaan tot en met 2004. Ná 2004 het verbeteringe drupsgewys ingetree. Die literatuurstudie skets 'n negatiewe beeld met verwysing na die gehalte van geskilbeslegting: die KVBA verskaf nie 'n geskilbeslegting diens van gehalte nie. Die navorsing het sekondêre data vanaf die KVBA en primêre data van die partye betrokke by geskilbeslegting in die Kaapstad-kantoor van die KVBA ingesamel deur van 'n selfontwikkelde vraelys gebruik te maak. Die resultate toon dat die KVBA voortgaan om te groei en te bou op vorige suksesse ten opsigte van effektiwiteit: die KVBA handel versoenings en arbitrasies binne die statutêre tydsbepalings van 30 en 60 dae onderskeidelik af. Die resultate toon ook dat die KVBA toeganklik is: die respondente het die proses van arbitrasie as informeel ervaar. Die resultate toon ook dat die KVBA 'n kwaliteit geskilbeslegtingsfunksie verskaf. Alle respondente het die gehalte van versoenings positief beoordeel. Die resultate ten opsigte van effektiwiteit en toeganklikheid ondersteun die literatuurstudie. Die resultate ten opsigte van die gehalte van die geskilbeslegtingsfunksie is strydig met die literatuurstudie. Voortvloeiend uit hierdie bevindinge, word tot insiggewende gevolgtrekkings gekom en aanbevelings word gemaak vir gebruik deur die KVBA, asook vir toekomstige navorsing.
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Dyer, Joshua Bendict. "Searching for breakdowns on the diversion routes from SEN tribunals : an exploration of disagreement resolution processes." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/17102.
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Study One: Special Educational Needs and Disability Tribunals (SENDIST) provide independent adjudication of parental appeals against Local Authority (LA) decisions. The Parent Partnership Service (PPS) and Disagreement Resolution Services (DRS) are both arranged to reduce disagreements and, specifically, to prevent tribunals. Study One aimed to explore parental experiences of Local Disagreement Resolution Services (LDRSs) including the PPS and DRS. A secondary aim of Study One was to identify barriers to and facilitators of disagreement resolution from a parental perspective. Methods: Study One utilised semi-structured interviews as a means of exploring seven parents' experiences and constructs. Interview transcripts were analysed using thematic analysis in order to specify key themes relating to the resolution of disagreements about SEN. Results: Parents reported a sense of embattlement with the Local Authority that appeared to act as a barrier to the resolution of disagreements. Parents also identified a number of facilitators of disagreement resolution including: Feeling 'listened to'; Having access to a 'legitimate decision-maker'; and becoming better informed. A number of barriers to disagreement resolution were also reported, including but not limited to: a perception that no one is listening to them; a perception that LA staff lack independence; a perception that the LA cannot be trusted to deliver SEN provision. Study Two:Special Educational Needs and Disability Tribunals (SENDIST) provide independent adjudication of parental appeals against Local Authority (LA) decisions. The Parent Partnership Service (PPS) and Disagreement Resolution Services (DRS) are both arranged to reduce disagreements and, specifically, to prevent tribunals. Study Two aimed to explore experiences of professionals working within Local Disagreement Resolution Services (LDRSs) including the PPS and DRS. A secondary aim of Study Two was to identify barriers to and facilitators of disagreement resolution from a professional perspective. A final aim of Study Two was to synthesise the perceptions reported by professionals in Study Two with those reported by parents in Study One. Methods: Study Two utilised semi-structured interviews as a means of exploring six LA-employed professionals' experiences and constructs. Interview transcripts were analysed using thematic analysis in order to specify key themes relating to the resolution of disagreements about SEN. Findings emerging from Study Two were integrated with findings from Study One using the themes generated through thematic analysis. Results: Professionals reported a number of parental factors that were perceived to act as a barrier to disagreement resolution. These included but were not limited to: weak understanding of SEN systems and a lack of confidence to engage in mediation processes. Professionals did not identify any parental factors perceived to be conducive to disagreement resolution. A smaller number of facilitators of disagreement resolution were reported, including: early intervention; and face-to-face meetings. Synthesis of findings from Studies One and Two resulted in the creation of clusters of themes that can inform future policy and practice. Findings from Studies One and Two indicate that disagreement resolution is best supported where Local Authorities can promote: collaboration, information-sharing, and reassurance for parents.
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Gathongo, Johana Kambo. "Labour dispute resolution in Kenya: compliance with international standards and a comparison with South Africa." Thesis, Nelson Mandela Metropolitan University, 2018. http://hdl.handle.net/10948/23980.
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The thesis examines the effectiveness of the Kenyan labour dispute resolution system by undertaking a comparative analysis of South African and international labour standards. A comparative approach is adopted, which relies on primary and secondary sources of data, thereby undertaking an in-depth content analysis. The study provides a comprehensive discussion of the current legislative provisions and alternative dispute resolution (ADR) framework as recognised in both countries' national labour legislation as well as in a number of international labour standards instruments. In particular, the study illuminates and discusses the bottlenecks in the current Kenyan system and argues that it does not adequately respond to the needs of parties in terms of the international labour conventions. The study argues further that labour disputes should be resolved as quickly and informally as possible and at the lowest level possible. Similarly, disputes should ideally be resolved with little or no procedural technicalities, and without allowing them to drag on indefinitely. However, this study observes that there have been notable concerns in the current dual system of labour dispute resolution in Kenya. The problems include protracted referral timeframe for dismissal disputes, non-regulation of maximum timeframe for the agreed extension after 30 days conciliation period has lapsed, the absence of a statutory timeframe for appointing a conciliator/commissioner and arbitration process under both the Labour Relations Act, 2007 and the Employment Act, 2007. The study argues for Kenya to incorporate provisions in its labour laws of a proactive and expeditious dispute resolution thereby helping to resolve labour disputes in the most effective and efficient manner without necessarily having to resort to the courts. Likewise, the responsibility of resolving statutory labour disputes in Kenya is still heavily under the control of the government of Kenya through the Ministry of Labour. There is still no independent statutory dispute resolution institution (Conciliation, Mediation Commission) as envisaged by the Labour Relations Act, 2007. As a result, the Kenyan dispute resolution system has been criticised for lack of impartiality leading to the increases in strikes and lockouts. Similarly, it has made the attainment of effective and efficient labour dispute resolution difficult. In view of that, a comparative approach with South Africa is adopted with a view to informing Kenya how the establishment of independent institutions similar to the Commission for Conciliation Mediation and Arbitration, Bargaining Councils and specialised labour courts can lead to effective dispute resolution in Kenya. Given above, the study provides a wide range of remedial intervention intended to address the gaps and flaws highlighted in the study. Systematically, the study provides important suggestions and possible solutions for a better institutional framework and processes to address them. However, the study acknowledges that making effective and efficient labour dispute resolution a reality calls for renewed commitment from government and social partners and investment in appropriate human and financial resources. This requires a strong political will as well as concerted efforts from all role players in the labour relations community in the two respective countries.
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Allie, Shouket. "Exploring the concept of conciliation (ṣulḥ) as a method of alternative dispute resolution in Islamic law." University of the Western Cape, 2020. http://hdl.handle.net/11394/7632.
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Magister Legum - LLMThis research will chart and navigate the early stages in the development, conceptualisation, and formulation of Islāmic law and the concept of ṣulḥ as a mechanism of legal redress in Islāmic law (Sharī’a). The research shows that firstly, the mechanism is deeply rooted and embedded in scriptural (Qur’ānic) and extrascriptural text namely the corpus of Ḥadīth. There is a plethora of instructions to prove that reconciliation is indeed a lofty goal which is rewarded as an act of worship. Like many other aspects of the Sharī’a, ṣulḥ is regulated by provisions of the scripture and extra-scriptural sources considered by Muslims as the (Sharī’a). Secondly ṣulḥ is also the preferred method of alternative dispute resolution because it is fluid, contractual, expeditious and one of the most effective ways of solving different types of disputes, whether commercial or family. It has therefore gained considerable traction in modern western financial industry which I think is largely due to its contractual nature and the absence of the adversarial element. As a mechanism of redress, ṣulḥ is governed by Islāmic law of contract which takes the form of an agreement which can be mutually negotiated between two or more parties. Of late it has also become the mechanism of choice in family and marital disputes.
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Mtumtum, Lungisa Shadrack. "Effecting social justice during conciliation and CON-ARB processes conducted at the CCMA and bargaining councils." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19245.
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The primary purpose of this treatise is to reexamine the South African labour dispute resolution bodies to see if they live up to the legislation’s promise of promoting social justice in conciliation, arbitration and con-arb processes concluded by them. The study defines social justice and examines this term in relation to employment law. The promotion of social justice was reaffirmed by the International Labour Organisation in its 1944 Conference which was later incorporated into its Constitution. The study briefly reviews the importance of this conference of the 10 May 1944 in relation to promoting social justice. The study also examines the social justice in the context of South African employment laws by briefly analyzing each South African labour legislation and the Constitution. This analysis is based on the provisions of legislation and considers if the respective provisions promote social justice as required by the International Labour Organisation’s Constitution and later by the South African Constitution. In analyzing the Constitution, and other legislation like the; Employment Equity Act (EEA), and Labour Relations Act (LRA), the treatise examines certain cases that were determined under the legislation from social justice perspective. The Labour Relations Act 66 of 1995 represents one of the major reforms of the labour relations system in South Africa. It is guided by the Constitution in terms of promoting social justice. The LRA established the dispute resolution bodies that are mandated by the legislation to resolve labour disputes. The study examines the systems and the processes employed by these bodies mainly the Commission for Conciliation; Mediation and Arbitration (CCMA) and the Bargaining Councils to determine if these systems are promoting social justice as required by the legislation. In conducting this analysis the study considers not only the processes adopted but also the manner in which the relevant dispute resolution bodies market their services; their strategies and operational plans; and accessibility and more. The study further investigates the challenges that these bodies are faced with that have a negative impact on their responsibility to promote social justice. These challenges faced by society range from unemployment, the level of literacy and the growing inequality within South African society. They constantly pose a challenge and require these bodies to consistently devise means and strategies to overcome them. A limited comparative study is undertaken in order to determine whether South Africa can learn anything from another country. There are several countries that may have been chosen to conduct this study but the study considered the fact that it needs to look at the country without the sub-Saharan Africa. The country that shares a history similar to South Africa due to the fact that the social challenges faced by the South African society might be similar to those faced by the country chosen. In this research Namibia was chosen as a suitable country to determine whether there is something to learn from it or not. In conclusion it is submitted that South African legislation pertaining to labour dispute resolution needs to constantly evolve in order to promote social justice challenges of the time.
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Sponagel, Moritz. "An overview of the development of the German and UK labour dispute resolution systems and assessment of their respective strengths and weaknesses." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/50572.
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Thesis (MBA)--Stellenbosch University, 2006.ENGLISH ABSTRACT: In many countries in the world today, Labour Courts have developed as an integral part of the law system arising from the need to afford labour disputes specialised adjudication, independent from the ordinary civil courts. This study presents a comparison of the German Labour Court System and the British Employment Tribunal System, representing the Continental Law System and the Common Law System respectively. In comparing the German Labour Courts and the British Employment Tribunals, the study highlights the special qualities of labour law and why labour disputes are treated differently from other legal disputes. It demonstrates that both systems have attempted to achieve the handling of labour disputes in different ways and proceedings. Similarly, the study reveals that both systems have their pros, cons and limitations and that no system can guarantee an optimal way to achieve a "better" justice. Nonetheless, the study attempts to show that each system can learn from the other's strengths and weaknesses by being open and reasonable to criticism. Another important objective of this study is to determine whether Labour Courts and Employment Tribunals should be maintained as a separate part of the law system or whether to merge them into the ordinary civil courts as some critics feel that such courts and tribunals create added expenses to governments. Furthermore, the study explores other dispute resolution mechanisms that if encouraged, provide additional benefit to labour issues in teoday's complex business environment. As a whole, the study proves that the German Labour Courts and British Employment Tribunals are a quicker, cheaper and better way of achieving justice, preferable to the civil litigation system. It is therefore concluded that such courts and tribunals should be maintained because of their significant successes so far. Furthermore, it is suggested that labour dispute resolution can be further developed through the increased use of mechanisms such as conciliation, negotiation and mediation in the management of organizations today.
AFRIKAANSE OPSOMMING: In baie lande van die wereld vandag, het gespesialiseerde arbeids tribunale ontwikkel as 'n integrale deel van die regsisteem as gevolg van die behoefte om arbeidsdispute te onderwerp aan gespesialiseerde beregting, onafhanklik van gewone siviele howe. Hierdie studie behels 'n vergelyking van die Duitse Arbiedshofsisteem en die Britse "Employment Tribunal" sisteem, wat die kontinentale regsisteem en 'n gemeenregtelike regsisteem respektiewelik verteenwoordig. Deur die Duitse Arbeidshowe en die Britse "Employment Tribunals" te vergelyk, beklemtoon hierdie studie die spesiale eienskappe van arbeidsreg en waarom arbeidsdispute anders as andere regsdispute hanteer word. Dit demonstreer dat beide sisteme probeer het om die hantering van arbeidsdispute op verskillende maniere en deur middel van verskillende prosesse te bereik. Terselfdertyd, wys die studie dat beide sisteme hulle voordele, nadele en tekortkomings het, en dat nie een sisteem 'n optimale manier het om "beter" geregtigheid tussen werkgewer en werknemer te laat geskied nie. Nietemin, probeer die studie wys dat elke sisteem kan leer van die ander se sterktepunte en tekortkominge. 'n Verdere belangrike doel van hierdie studie is om te bepaal of die Duitse Arbeidshowe en Britse "Employment Tribunals" as aparte deel van die regsisteem behoort te voortbestaan, of hulle saamgesmelt moet word met die gewone siviele howe, want sekere kritici voel dat sulke howe en tribunale addisionele koste vir owerhede meebring. Verder ondersoek die studie ander dispuutoplossings meganismes, wat, indien dit bevorder sou word, dalk addisionele voordele in vandag se komplekse besigheidsomgewing kan meebring. In geheel toon hierdie studie dat die Duitse Arbeidshowe en Britse "Employment Tribunals" 'n vinniger, goedkoper en beter manier bied om geregtigheid te bereik en verkies word bo die siviele litigasie sisteem. Die gevolgtrekking is dat sulke howe en tribunale behou moet word as gevolg van hulle sukses tot dusver. Verder word dit voorgestel dat arbeidsgeskilbeslegting verder ontwikkel kan word deur groter gebruik te maak van meganismes soos konsiliase, onderhandeling en mediasie in organisasies.
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Devahoma-Indongo, Mirjam Nelao. "The dispute prevention and resolution systems in Namibia." University of the Western Cape, 2021. http://hdl.handle.net/11394/8097.
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Magister Legum - LLMThe resolution of disputes, including unfair dismissal disputes under the Labour Act 2007 is being criticised for being too complex, inefficient, protracted, expensive, and highly legalistic. This thesis would denote that the provision of proactive and expeditious dispute resolution systems helps to resolve labour disputes in the most effective and efficient manner, without necessarily having to resort to the courts. The ultimate goal is to ensure that the legal framework regulating the labour dispute system in Namibia assures the use of alternative dispute resolution (ADR) of its credibility, thereby creating confidence and enabling stakeholders to trust the system. Ideally, disputes should be resolved at the conciliation level, resulting in the minority of disputes being referred to arbitration or the Labour Court. The Office of the Labour Commissioner must be independent of the state, since the state is the largest employer, to ensure the stakeholders trust the system. However, it has been established that there are gaps between the legal framework relating to labour dispute resolution and the application of laws and regulations in practice, making the attainment of effective and efficient labour dispute resolution difficult. Therefore, the thesis will analyse the ADR in Namibia to finding out if the system is sufficient and appropriate for society’s need and to provide a recommendation for the system that is a quicker, equitable, and amicable way of resolving the disputes outside the courts through conciliation and arbitration.
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Monnot, Maurice. "Les procédures extra-judiciaires de règlement des conflits en droit du travail." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020085.
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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 dissuasifLabor 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
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Cavalcanti, Fernanda Daniele Resende. "Mediação interdisciplinar e sua integração com o poder judiciário de Pernambuco." Universidade Católica de Pernambuco, 2009. http://www.unicap.br/tede//tde_busca/arquivo.php?codArquivo=644.
Full textAbstract:
O presente trabalho tem por objetivo analisar o sistema da mediação interdisciplinar sob o novo paradigma da ciência, porém sem posicioná-lo como alternativa ou como anteparo de
acesso ao sistema jurisdicional tradicional, mas a este tentando se integrar, se inter-relacionar, como mais um papel assumido pelo Estado do Bem-Estar Social. O estudo parte de um relato histórico da mediação no mundo, com ênfase nos países que mais vêm influenciando o Brasil na construção do seu sistema próprio de mediação. Discorre sobre os novos paradigmas da ciência em suas dimensões de complexidade, instabilidade e intersubjetividade, as quais
fundamentam a necessidade de integração entre o sistema jurisdicional e o da mediação e, por fim, analisa a mediação em seus aspectos mais relevantes: poder de gestão de conflitos, natureza jurídica, interdisciplinariedade e participação do mediador. O movimento legislativo
brasileiro pela regulamentação da mediação também é apresentado, juntamente com a descrição do uso da mediação no Estado de Pernambuco por meio da Central de Conciliação, Mediação e Arbitragem do Recife. O método de pesquisa tomou por base a leitura do repertório bibliográfico sobre o tema no âmbito da Ciência do Direito com aporte em outras disciplinas, bem como o estudo de caso realizado por meio da análise de 1.481 termos de
acordo realizados perante a CMA-Recife entre os meses de junho/2008 a maio/2009. Os resultados passaram por uma avaliação estatística e levaram ao cumprimento do seu objetivo, especialmente ao identificar uma via adequada para a solução consensual e pacífica de conflitos integrada ao sistema jurisdicional tradicionalThis study aims to analise the interdisciplinar mediation system under the new science paradigm, however, not as an alternative or same break to use the traditional litigation system, but trying to integrate or connect one to another, as one more function of Welfare state. The work starts from a historical account of mediation throghout the world, with enphasis in the countries which have more influence over Brazils own mediation system construction. New science paradigms are discussed by their dimensions of complexity, instability and intersubjectivity, which validate the need of integration between legal and mediation systems and, at last, the mediation is analysed into its more relevants aspects, that is, the power of management of conflicts, legal nature, interdiciplinarity and mediators interventions. Brazilian legislative moviment towards the legalization of mediation is also presented, as well as the description of mediation use in Pernambuco State by the Conciliation, Mediation and Arbitration Center of Recife. The research method was based upon the reading of a vaste bibliography about the subject at the Law Science framework, helped by same other disciplines, as well as by a case study which was built after the analysis of 1,481 legal agreements that took place in the period between June, 2008 and May, 2009 at CMA-Recife. The results suffered a statistic evaluation and acchieved their aims, specially by the identification of an adequate way for peaceful and kind conflicts resolution that should be integrated to the traditional legal system
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Manla, Ahmad Jassem. "Les modes alternatifs de règlement des litiges administratifs en droit français et en droit syrien." Thesis, Université de Lorraine, 2017. http://www.theses.fr/2017LORR0226.
Full textAbstract:
Longtemps ignorés par la doctrine ainsi que par le droit positif, les modes alternatifs de règlement des litiges (MARL) suscitent, ces dernières années, un intérêt particulier en droit administratif français ainsi qu’en droit administratif syrien. De façon commode, ces modes alternatifs peuvent désigner un ensemble de procédés ayant pour objectif de mettre fin aux litiges administratifs sans passer par un procès administratif ou judiciaire. Pêle-mêle, se trouvent ainsi regroupés le recours administratif, l’arbitrage, la médiation, la conciliation et la transaction. C’est à l’étude de leur place restreinte dans le règlement des litiges administratifs, en France comme en Syrie, et des perspectives de leur développement souhaitable en droits administratifs français et syrien que la présente étude est consacrée. Il s’agit d’une étude comparée entre le système français et le système syrienHaving been ignored, for a long time, by the doctrine as well as by the positive law, alternative means of dispute resolution (ADR) have recently aroused a particular interest in both French and Syrian administrative laws. Conveniently, theses alternative modes would designate a set of processes with the objective of putting an end to the administrative disputes without going through an administrative or judicial process. The administrative recourse, arbitration, mediation, conciliation and transaction have all been haphazardly found out and grouped together. It is the study of their restrained place in the resolution of the administrative disputes in France and in Syria, as well as the study of the perspectives of their desired development in French and Syrian administrative laws that the present study is devoted to. In this sense, this is a comparative study between the French system and the Syrian system
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Steele, Garza José Guadalupe. "El procedimiento arbitral de consumo como mecanismo efectivo en la solución de conflictos entre consumidores y empresarios en México y España." Doctoral thesis, Universidad de Murcia, 2012. http://hdl.handle.net/10803/97341.
Full textAbstract:
El objetivo central de ésta investigación es el análisis del Sistema Arbitral de Consumo en España y México, su ámbito de aplicación y sus principales características, así como la Mediación y la Conciliación de una forma general, que tienen lugar dentro del mismo contexto. Por ello se investigaron las distintas normativas que regulan el procedimiento especial en el ámbito del consumo en ambos países respecto a sus bondades, ventajas, limitaciones y los campos de oportunidad, en este sentido se utilizó el método de investigación de estudio de casos de tipo explicativo, apoyándose en fuentes de Investigación Jurídica, como leyes, jurisprudencia y doctrina, concluyendo con propuestas de algunas adiciones de ambos sistemas sustanciales y destacando los logros que se obtendrán de la instalación de una reforma legislativa al sistema en beneficio de la comunidad.The objective of this research is the analysis of Consumer Arbitration System in Spain and Mexico, its scope and its main features, as well as mediation and conciliation taking place within the context. We investigated the different regulations governing special procedure in both countries regarding their benefits, advantages, limitations and areas of opportunity, in that way the research method of case study explanatory type was used, leaning on sources of legal research, such as laws, jurisprudence and doctrine, concluding with the suggestion of some additions to both substantial systems and highlighting the achievements to be obtained from the installation of a legislative reform to the system, in benefit of the community.
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Webb, Brandon. "Legal representation at internal disciplinary enquiries: the CCMA and bargaining councils." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021066.
Full textAbstract:
The right to legal representation at internal disciplinary hearings and arbitration proceedings at the Commission for Conciliation, Mediation and Arbitration (CCMA), and bargaining councils, where the reason for dismissal relates to misconduct or incapacity is a topic that is raised continuously and often debated. Despite no amendments to labour legislation pertaining to the issue at hand there was however a recent Supreme Court of Appeal judgment. This judgment alters one’s view and clarifies the uncertainties that were created around Rule 25 of the CCMA rules, it also brings a different perspective to the matter, but it will however continue to ignite significant interest. There is no automatic right to legal representation at disciplinary hearings, at the CCMA, and at bargaining councils where disputes involve conduct or capacity and this is the very reason why it is a contentious matter for all parties to grapple with. The dismissal of an employee for misconduct may not be significant to the employer, but the employee’s job is his major asset, and losing his employment is a serious matter to contend with. Lawyers are said to make the process legalistic and expensive, and are blamed for causing delays in the proceedings due to their unavailability and the approach that they adopt. Allowing legal representation places individual employees and small businesses on the back foot because of the costs. Section 23(1) of the Constitution of the Republic of South Africa, Act 108 of 1996, provides everyone with the right to fair labour practices, and section 185 of the Labour Relations Act 66 of 1995 gives effect to this right and specifies, amongst others, that an employee has the right not to be unfairly dismissed. At internal disciplinary hearings, the Labour Relations Act 66 of 1995 is silent as to what the employee’s rights are with regards to legal representation and the general rule is that legal representation is not permitted, unless the employer’s disciplinary code and procedure or the employee’s contract allows for it, but usually an employee may only be represented by a fellow employee or trade union representative, but not by a legal representative. In MEC: Department of Finance, Economic Affairs and Tourism, Northern Province v Mahumani, the Supreme Court of Appeal held that there exists no right in terms of the common law to legal representation in tribunals other than in courts of law. However, both the common law and PAJA concede that in certain situations it may be unfair to deny a party legal representation. Currently the position in South Africa is that an employee facing disciplinary proceedings can put forward a request for legal representation and the chairperson of the disciplinary hearing will have the discretion to allow or refuse the request. In Hamata v Chairperson, Peninsula Technikon Internal Disciplinary Committee, the Supreme Court of Appeal found that the South African law does not recognise an absolute right to legal representation in fora other than courts of law, and a constitutional right to legal representation only arises in respect of criminal matters.
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Buchner, Jacques Johan. "The constitutional right to legal representation during disciplinary hearings and proceedings before the CCMA." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/294.
Full textAbstract:
The right to legal representation at labour proceedings of an administrative or quasi-judicial nature is not clear in our law, and has been the subject of contradictory debate in the South African courts since the1920’s. Despite the ambiguities and uncertainty in the South African common law, the statutory regulation of legal representation was not comprehensively captured in labour legislation resulting in even more debate, especially as to the right to be represented by a person of choice at these proceedings in terms of the relevant entrenched protections contained in the Bill of Rights. The Labour Relations Act 12 of 2002 (prior to amendment) is silent on the right to representation at in-house disciplinary proceedings. Section 135(4) of Act 12 of 2002 allows for a party at conciliation proceedings to appear in person or to be represented by a director or co employee or a member or office bearer or official of that party’s registered trade union. Section 138(4) of the same Act allows for legal representation at arbitration proceedings, but subject to section 140(1) which excludes legal representation involving dismissals for reasons related to conduct or capacity, unless all parties and the commissioner consent, or if the commissioner allows it per guided discretion to achieve or promote reasonableness and fairness. The abovementioned three sections were however repealed by the amendments of the Labour Relations Act 12 of 2002. Despite the repealing provision, Item 27 of Schedule 7 of the Amendment reads that the repealed provisions should remain in force pending promulgation of specific rules in terms of section 115(2A)(m) by the CCMA. These rules have not been promulgated to date. The common law’s view on legal representation as a compulsory consideration in terms of section 39 of the Constitution 108 of 1996 and further a guidance to the entitlement to legal representation where legislation is silent. The common law seems to be clear that there is no general right to legal representation at administrative and quasi judicial proceedings. If the contractual relationship is silent on representation it may be permitted if exceptional circumstances exist, vouching such inclusion. Such circumstances may include the complex nature of the issues in dispute and the seriousness of the imposable penalty ( for example dismissal or criminal sanction). Some authority ruled that the principles of natural justice supercede a contractual condition to the contrary which may exist between employer and employee. The courts did however emphasize the importance and weight of the contractual relationship between the parties in governing the extent of representation at these proceedings. Since 1994 the entrenched Bill of Rights added another dimension to the interpretation of rights as the supreme law of the country. On the topic of legal representation and within the ambit of the limitation clause, three constitutionally entrenched rights had to be considered. The first is the right to a fair trial, including the right to be represented by a practitioner of your choice. Authority reached consensus that this right, contained in section 35 of the Constitution Act 108 of 1996 is restricted to accused persons charged in a criminal trial. The second protection is the entitlement to administrative procedure which is justifiable and fair (This extent of this right is governed y the provisions of the Promotion of Access to Administrative Justice Act 3 of 2000) and thirdly the right to equality before the law and equal protection by the law. In conclusion, the Constitution Act 108 of 1996 upholds the law of general application, if free and justifiable. Within this context, the Labour Relations Act 66 of 1995 allows for specific representation at selected fora, and the common law governs legal representation post 1994 within the framework of the Constitution. The ultimate test in considering the entitlement to legal representation at administrative and quasi judicial proceedings will be in balancing the protection of the principle that these tribunals are masters of their own procedure, and that they may unilaterally dictate the inclusion or exclusion of representation at these proceedings and the extent of same, as well as the view of over judicialation of process by the technical and delaying tactics of legal practitioners, against the wide protections of natural justice and entrenched constitutional protections.
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Dias, Fernanda Maria dos Santos Ferreira. "Resolução alternativa de litígios de Consumo na União Europeia." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2018. http://hdl.handle.net/10400.5/16155.
Full textAbstract:
Dissertação de Mestrado em Relações InternacionaisO aprofundamento do Mercado Único Europeu colocou a Resolução Alternativa de Litígios de Consumo (RALC) como um elemento importante para promover a confiança nas trocas transfronteiriças de bens e serviços na União Europeia. A Dissertação apresenta alguns modelos nacionais de RALC em determinados países e como confluíram para um modelo europeu. Apesar da criação do Mercado Único em 1993, só muito recentemente se deu um passo importante para estabelecer um quadro normativo de acesso simples dos consumidores à justiça em todos os Estados-Membros da União Europeia, salvaguardando os direitos destes ao mesmo tempo que se promove o comércio transfronteiriço. A Diretiva 2013/11/UE entrou em vigor em julho de 2015 e determinou a criação de entidades RALC que lidam com casos C2B; o Regulamento 2013/524 operacionalizou, a partir do início de 2016, uma plataforma online para receção de reclamações decorrentes do comércio eletrónico transfronteiriço. Será que esta legislação veio aumentar a perceção de consumidores e empresas para uma justiça simples em conflitos relevantes para os consumidores, que de outra forma provavelmente nunca seriam submetidos a um tribunal em razão do seu reduzido valor? Espera-se que este seja mais um passo para o aprofundamento do mercado único na União Europeia.
The deepening of the European Single Market has made Consumer Alternative Dispute Resolution (CADR) an important tool in promoting trust in cross-border trade of goods and services in the European Union. This text presents some national models of CADR in certain countries and how they converge to a European model. Indeed, despite the creation of the European Single Market in 1993, an important step has been taken only recently to establish a regulatory framework for simple consumers’ access to justice in all Member States of the European Union while safeguarding their rights and at the same time promoting cross-border trade in the single area. Directive 2013/11/EU entered into force in July 2015 and established the creation of CADR entities dealing with C2B cases; Regulation 2013/524 applies from the beginning of 2016 and set up an online dispute resolution platform for receiving complaints arising from cross-border e-commerce. Has this legislation increased consumers' and firms' perception of simple fairness in conflicts that are relevant to consumers, and which would otherwise probably never be submitted to a court because of their reduced value? This is expected to be another step towards deepening the single market in the European Union.
N/A
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Ehongo, Messina Bérange. "Le juge de paix : agent de réalisation d'un idéal révolutionnaire : Dix ans de justice de paix au quotidien (1790-1800) : étude des cantons de Clermont-Ferrand, Thiers, Augerolles (département du Puy-de-Dôme)." Thesis, Clermont-Ferrand 1, 2014. http://www.theses.fr/2014CLF10438/document.
Full textAbstract:
La justice de paix, ancêtre de notre justice de proximité actuelle, a été créée par la loi des 16 et 24 août 1790 portant sur l’organisation judiciaire. Cette loi place le juge de paix au dernier échelon de la hiérarchie et lui attribue des compétences en matières civile et pénale. L’aspect civil sur lequel porte ce travail présente des singularités: le juge de paix est à la fois conciliateur et juge tout en étant également chargé d’accomplir des actes extrajudiciaires. Les constituants ont fondé de grands espoirs sur ce magistrat qui, dans le but de rapprocher la justice des justiciables exerce dans un ressort restreint(le canton), juge en équité et a pour fonction principale la conciliation. La loi rend d’ailleurs obligatoire le préalable de conciliation. À travers l’exemple du Puy-de-Dôme et notamment des cantons de Clermont-Ferrand, Thiers et Augerolles, se pose la question de savoir si les justices de paix ont répondu aux attentes des constituants pour qui la conciliation devait éviter des procès longs et couteux. Une recherche approfondie sur les justices de paix révolutionnaires, permettra de tirer les leçons du passé et de mieux aborder les concepts de conciliation et de proximité si prisés de nos joursThe Justice of the peace, the ancestor of our current justice of proximity was established by the law of August 16 and 24, 1790 which focused on the judicial organization. This law puts the Justice of the peace at the lowest grade of the hierarchy and gives him competences in civil and penal cases. The civil aspect on which this work is based offers peculiarities: the justice of the peace is both a conciliator and a judge equally in charge of extra judiciary cases. Constituents based their expectances on this magistrate who in order to bring closer the justice to those subject to trial, practices his missions in a restricted area (district), a judge of equity, and whose main mission is conciliation. The law makes obligatory a prior procedure of conciliation. Throughout the example of the Puy-de-Dôme and particularly districts of Clermont-Ferrand, Thiers and Augerolles, we can raisethe following question: did the Justice of the peace answered to the constituents expectances for whom conciliation had to avoid long and expensive judiciary procedures.A deepened research on the revolutionary justices of the peace will enable us to draw lessons from the past and have a better approach of conciliation and proximity conceptsso valued nowadays
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Foley, Edmund Amarkwei. "Taking a critical look at conflict resolution and human rights from the Organisation of African Unity to the African Union." Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/1083.
Full textAbstract:
"The Organisation of African Unity (OAU), in spite of its commitments to human rights, failed to develop its institutions for conflict resolution and thus address the problem of massive and grave human rights violations that occurred as a result of conflicts. The OAU failed to actively engage the African Commission, which was established to promote and protect human rights, in addressing any of the conflicts in Africa. The OAU also failed to take action on the reports of the African Commission, in which the Commission had highlighted cases of massive and grave violations of human rights occasioned from conflicts. Consequently, most of the conflicts in Africa have not been fully resolved and there are still instances of sporadic outbreaks of violent conflicts with fatal consequences. The African Union (AU) improves upon the commitment of the OAU to human rights and conflict resolution by incorporating human rights norms into its Constitutive Act and the establishment of the Peace and Security Council of the African Union (AUPSC). However, the AU is yet to demonstrate its real commitment to human rights and conflict resolution particularly in taking action on reports of violations of human rights occurring as a result of conflicts. ... This thesis is composed of five chapters. This first chapter provides a general introduction to the thesis and outlines its structure. Chapter two looks at the relationship between human rights and conflict resolution and examines some of the tensions that exist between the two fields in terms of their normative standards, objectives and strategies. The third chapter then looks at the mechanisms for conflict resolution in Africa under the OAU, manely the Commission of Mediation, Conciliation and Arbitration (CMCA) and the Mechanism for Conflict Prevention, Management and Resolution (MCPMR), their successes and failures and the lessons that can be drawn from their performance and also discusses the role of the African Commission in conflict resolution. Chapter four discusses the AUPSC, its structure, powers, organisaton and performance so far. Chapter five covers the conclusions and recommendations of the study." -- Introduction.Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2004.
Prepared under the supervision of Dr. Enid Hill at the Department of Political Science, School of Humanities and Social Sciences, American University in Cairo, Egypt
http://www.chr.up.ac.za/academic_pro/llm1/llm1.html
Centre for Human Rights
LLM
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Dadras, Peyman. "Le droit des investissements et la révision des traités bilatéraux d'investissement en Iran : le modèle des TBI français et américains." Thesis, Paris 1, 2014. http://www.theses.fr/2014PA010253.
Full textAbstract:
Le rôle du droit international des investissements est bien connu dans le monde entier. Afin de développer l'économie interne d'un pays, nous avons besoin de fonds étrangers dans le cadre d 'un investissement et pour réaliser cet objectif, nous avons étudié la place des traités bilatéraux des investissements vis-à-vis de l'investisseur étranger. En réalité, nous proposons un modèle adéquat pour les traités bilatéraux des investissements (TBI) iraniens, malgré les défauts qui existent au sein de ces traités et qui résultent du droit interne. Nous comparons les TBI iraniens avec les TBI français et américains car, d'un côté, les sociétés américaines sont parmi les plus grands investisseurs étrangers dans le monde et de l'autre côté, le régime juridique français a influencé le droit iranienThe role of international law is well known worldwide. To develop the domestic economy of a country, we need foreign within an investment and to achieve this goal, we studied the role of bilateral investment treaties vis-à-vis the foreign investor. In fact, we suggest a suitable model for Iranian bilateral investment treaties (BIT), despite the flaws that exist within these treaties and resulting from domestic law. We compare the Iranian BIT with the French and American BIT because, on the one other hand, US companies are among the largest foreign BIT because, on the other band, the French legal system has influenced Iranian law
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Scheffer, da Silveira Gustavo. "Les modes de règlement des différends dans les contrats internationaux de construction." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020080.
Full textAbstract:
Les modes de règlement des différends dans les contrats internationaux de construction est un sujet d’importance pratique inégalable car, en raison de leur complexité et des aléas auxquels ces contrats à long terme sont exposés, les différends sont une constante, depuis la conclusion du contrat jusqu’à l’achèvement des travaux. Par ailleurs, ces différends sont très variables, présentant chacun des caractéristiques propres. Face à cela, les parties cherchent à exécuter le contrat dans le délai et le prix contractés pour pouvoir utiliser l’ouvrage et retirer le profit espéré du contrat. Afin d’atteindre ce but, elles doivent donc régler ces différends de la manière la plus efficace possible pour éviter que ceux-ci ne viennent perturber l’exécution des travaux. Dans ce contexte, l’arbitrage, mode normal de règlement des litiges pour les contrats internationaux de construction, semble de plus en plus concurrencé par d’autres modes de règlement des différends. L’idée sous-jacente est que l’arbitrage ne serait pas adapté à tous les différends susceptibles de naître de ces contrats. Cependant, contrairement à cette idée de concurrence, la pratique a consacré, par le biais des clauses échelonnées, un système qui met en avant la complémentarité entre les différents mécanismes. L’objectif est que ce système soit adapté à régler efficacement le plus grand nombre de différends possible. L’objet de cette thèse est de faire le point sur les raisons de la consécration du système échelonné, ainsi que sur les difficultés de sa mise en oeuvre, que ce soit dans sa phase pré-juridictionnelle, juridictionnelle ou dans la relation entre les deuxThe Dispute Resolution Mechanisms in International Construction Contracts is a subject of paramount practical importance. In light of their complexity, and the unforeseeable circumstances to which these long term contracts are exposed, disputes are a constant factor, from the signature of the contract to the completion of works. Furthermore, these disputes are very diverse, each one presenting its own set of characteristics. Facing these issues are the parties, who wish to complete the project within the time and price agreed, in order to be put it to use and make the expected profit. To achieve this goal, the parties need to resolve their disputes in the most efficient manner possible, preventing disputes from disrupting the execution of works. In this regard, arbitration, that has been for a long time the predominant method for settling disputes in international construction contracts, would seem to be suffering from the concurrence of other dispute resolution mechanisms. The underlying reason is that arbitration would not be adapted to all types of disputes that could arise from these contracts. However, contrary to this idea of concurrence, the industry has established, via multi-tiered clauses, a system that puts forward and interplay between the different dispute resolution mechanisms. The purpose of this system is to be flexible to adapt and efficiently resolve the largest potential number of disputes. The objective of this thesis is to give a comprehensive analysis of the reasons for the rise of the multi-tiered system, as well as of the difficulties of its practical application, may that be with respect to the pre-jurisdictional phase, jurisdictional phase, or the relationship between both
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Lahouazi, Mehdi. "Le développement des modes alternatifs de réglement des différends dans les contrats administratifs." Thesis, Lyon, 2017. http://www.theses.fr/2017LYSE3056.
Full textAbstract:
Le développement des modes alternatifs de règlement des différends dans les contrats administratifs est une nécessité. En effet, l’encombrement des juridictions administratives, conjugué au besoin d’un règlement des différends plus consensuel et apaisé, plaide en faveur de l’émergence d’une justice alternative. Néanmoins, l’ordre public encadrant l’activité des personnes publiques, et protégé par des normes impératives, impose que le développement des modes alternatifs soit régulé. À ce titre, l’étude du droit positif démontre que ce phénomène n’est pas inconnu dans le règlement des différends intéressant les contrats administratifs. Par exemple, les parties à un différend peuvent déjà librement recourir aux modes amiables (médiation, conciliation ou transaction), et quelques dérogations au principe d’interdiction faite aux personnes publiques de recourir à l’arbitrage sont prévues. Cela étant, les lacunes et les défaillances du régime actuel des modes alternatifs dans les contrats administratifs (absence de véritable statut du médiateur, défaut d’encadrement de la conciliation inter partes, complexité de la notion de concessions réciproques ou, encore, difficulté pour le juge administratif d’asseoir sa compétence en matière d’arbitrage international...) complexifient leur compréhension et leur mise en œuvre et risquent, par suite, d’accroître les violations de l’ordre public. Il est donc nécessaire de proposer un régime pérenne des modes alternatifs permettant d’assurer, d’une part, la protection des normes impératives du droit public et, d’autre part, la liberté des parties dans le choix et la conduite d’une justice alternative. Pour cela, leur futur régime devra autoriser l’arbitrage dans les contrats administratifs et le doter de garanties procédurales prenant en compte sa nature spécifique mais, aussi, certaines caractéristiques inhérentes aux personnes publiques et au droit administratif. De même, les procédures de médiation et de conciliation devront être améliorées afin d’assurer aux parties, un encadrement souple et favorable à la conclusion de transactions équilibrées et sécurisées. Enfin, ce régime devra définitivement consacrer le rôle du juge administratif. À cet effet, ce dernier pourra être amené à assister les parties dans la mise en œuvre des modes alternatifs (création d’un juge administratif d’appui dans l’arbitrage, combinaison des procédures de référé avec les modes amiables...). Le juge administratif devra être aussi chargé du contrôle de conformité de la solution alternative à l’ordre public. Cette attribution de compétence, qui résonne de plus fort en matière d’arbitrage international, est indispensable à la protection de l’intérêt public. Ce n’est qu’à ces conditions, que le développement des modes alternatifs de règlement des différends pourra prendre toute sa place dans les contrats administratifsThe development of alternative dispute resolution in administrative contracts is a necessity. Indeed, the congestion of the administrative courts, combined with the need for a more consensual and calm settlement of disputes, pleads in favour of the emergence of an alternative justice. Nevertheless, the public order governing the activities of public bodies, and protected by imperative norms, requires that the development of alternative methods be regulated. As such, the study of positive law shows that this phenomenon is not unknown in the settlement of disputes concerning administrative contracts. For instance, the parties to a dispute can already freely resort to amicable methods (mediation, conciliation or settlement agreement), and some exceptions to the principle prohibiting public bodies from resorting to arbitration are provided for. However, the voids and shortcomings of the current system of alternative dispute resolution in administrative contracts (lack of proper status of the mediator, paucity of framework for inter partes conciliation, complexity of the concept of reciprocal concessions or, difficulty for the administrative judge to assert its competence in international arbitration...) make its understanding and implementation more complex and more prone to increasing public order violations. It is therefore necessary to propose a sustainable regime of alternative methods to ensure, on the one hand, the protection of peremptory norms of public law and, on the other hand, the freedom of the parties in the choice and conduct of an alternative justice. For that purpose, the future regime will have to authorize arbitration in administrative contracts and endow it with procedural guarantees taking into account its specific nature but also certain characteristics inherent in public entities and administrative law. Furthermore, the mediation and conciliation procedures will have to be improved in order to provide the parties with a flexible framework conducive to the conclusion of balanced and secure settlement agreements. Finally, this regime must definitively establish the role of the administrative judge. To this end, that judge may be called upon to assist the parties in the implementation of alternative methods (creation of an administrative support judge in arbitration, combination of interim reliefs with amicable procedures...). The administrative judge must also be responsible for checking the compliance of the alternative solution to the public order. This attribution of jurisdiction, which is resonates all the more in international arbitration, is fundamental for the protection of the public interest. It is only under these conditions that the development of alternative dispute resolution mechanisms can take its place in administrative contracts
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Traore, Mandiou. "Le réglement de litiges commerciaux en Afrique de l'Ouest." Thesis, Lyon, 2021. http://www.theses.fr/2021LYSE3009.
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L’organisation du règlement des litiges commerciaux en Afrique de l’ouest notamment dans les États Parties au Traité OHADA est marquée à la fois par l’intervention des juridictions nationales d’instance et d’appel et de la Cour commune de justice et d’arbitrage. En effet, la mise en place d’une législation commune en matière de droit des affaires a nécessité l’institution d’une Cour de cassation unique pour unifier la jurisprudence. L’uniformisation de la jurisprudence a conduit à la mise à l’écart des juridictions nationales supérieures de tout enjeu de règlement de litiges liés à l’application du droituniforme excepté les décisions appliquant des sanctions pénales. Dès lors, les relations entre les deux ordres de juridictions supérieures sont plus empreintes de conflits que basées sur un véritable dialogue des juges. Eu égard à ce qui précède, pour assurer aux opérateurs économiques un meilleur règlement de leurs litiges en évitant les difficultés liées au règlement judiciaire, il convient de promouvoir d’autres outils alternatifs de règlement des litiges. Dès lors, l’adoption des actes uniformes relatifs à l’arbitrage et à la médiation ont permis de donner aux opérateurs économiques, d’autres lieux alternatifs pour régler leurs litiges. En outre, le développement des centres d’arbitrage, de médiation et de conciliation semble être une alternative aux juridictions judiciaires. Au regard, des multiples saisines du centre d’arbitrage, de médiation et de conciliation de Ouagadougou par les banques et établissements financiers, les sociétés d’assurances, de transports et de télécommunications, les entreprises minières et énergétiques, l’on peut en déduire que ce centre joue un rôle important dans le règlement alternatif des litiges commerciaux en Afrique de l’ouestThe organization of the settlement of commercial disputes in West Africa, particularly in the States Parties to the OHADA Treaty, is marked by the intervention of national courts of instance and appeal and the Common Court of Justice and Arbitration. Indeed, the establishment of common business law legislation has necessitated the institution of a single Court of Cassation to unify jurisprudence. The standardization of jurisprudence has led to the exclusion of the higher national courts from any dispute resolution issues related to the application of uniform law, except for decisions applying criminalsanctions. Consequently, relations between the two orders of higher courts are more marked by conflict than based on a genuine dialogue between judges. In order to ensure that economic operators have a better settlement of their disputes by avoiding the difficulties associated with judicial settlement, alternative dispute resolution tools should be promoted. Consequently, the adoptions of the Uniform Acts on Arbitration and Mediation have made it possible to give economic operators other alternative places to settle their disputes. In addition, the development of arbitration, mediation and conciliation centers seems to be an alternative to judicial jurisdictions. In view of the numerous referrals to the Ouagadougou Arbitration, Mediation and Conciliation Center by banks and financialinstitutions, insurance, transport and telecommunications companies, mining and energy companies, it can be deduced that this center plays an important role in the alternative settlement of commercial disputes in West Africa
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Homolková, Lucie. "Řešení obchodních sporů ze smluvních závazkových vztahů na úrovni EU." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-164053.
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The master thesis first deals with definition of business contractual relationship (sources, formation, freedom of contract) and indicates ways of resolving disputes arising from it within the Czech legal code. Through defining the concept of cross-border element the master thesis attains on how to resolve business disputes over contractual obligations at the EU level. Core topic of thesis deals with jurisdiction in commercial matters, the law applicable to contractual obligations, alternative dispute resolution as well as the recognition and enforcement of judgements or of different rulings. The last part of the thesis deals with a practical procedure which shows how to resolve dispute between domestic businessman and foreign businessman via legal proceedings.
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Merçon-Vargas, Sarah. "Meios alternativos na resolução de conflitos de interesses transindividuais." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/2/2137/tde-06032013-091823/.
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O presente trabalho destina-se a examinar as perspectivas ao uso de meios extrajudiciais de resolução de conflitos para a composição de conflitos coletivos no Brasil. Para tanto, serão analisadas as principais características da negociação, mediação, conciliação e arbitragem, identificados os requisitos de admissibilidade para o uso de tais técnicas e explicitados os elementos a serem considerados no exame de adequação do uso de meios extrajudiciais. Além disso, serão examinadas as principais características dos direitos difusos, coletivos stricto sensu e individuais homogêneos, assim como as regras processuais pertinentes à legitimação e coisa julgada no processo coletivo. Mais adiante, o presente trabalho tentará sistematizar hipóteses sobre o cabimento e sobre a adequação das técnicas extrajudiciais para a resolução de conflitos que envolvem direitos coletivos. Ao final, será possível concluir que tais direitos podem e devem ser resolvidos por meio de técnicas extrajudiciais, em especial por meio da negociação, da conciliação e da arbitragem.The following work aims at examining prospects in the use of alternative dispute resolution techniques in Brazilian class actions. To this end, it will, at first, analyze negotiation, mediation, conciliation and arbitration main characteristics. Also, admission criteria for each of these dispute resolution techniques will be identified and the elements that should be considered for the adequacy exam will be outlined. Further on, the three kinds of Brazilian class action and the main characteristics of each class procedures will be examined, with special concern to procedure laws pertaining legitimacy and res judicata. Moreover, the paper will systematically study the hypothesis in which extrajudicial conflict resolution techniques may be applied and the adequacy of their use in cases encompassing collective rights. Finally, in its conclusion, it will be demonstrated that extrajudicial techniques can be used to solve conflicts involving collective rights, mainly through negotiation, conciliation and arbitration.
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Murray, Nicky. "A history of apprenticeship in New Zealand." Lincoln University, 2001. http://hdl.handle.net/10182/1599.
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This Master's thesis is a history of apprenticeship in New Zealand. Apprenticeship has traditionally been the main route for entry into the skilled trades. At one level apprenticeship is a way of training people to do a particular job. The apprentice acquires, in a variety of formal and informal ways, the skills necessary to carry out their trade. The skills involved with each trade, tied inextricably to the technology that is used, are seen as the 'property' of the tradesperson. Learning the technical aspects of the job, however, is only a part of what goes on during an apprenticeship. The apprentice is also socialised into the customs and practices of the trade, learning implicitly and explicitly the hierarchies within the workplace, and gaining an appreciation of the status of his or her trade. Apprenticeship must also be viewed in the wider context of the relationship between labour and capital. The use of apprenticeship as an exclusionary device has implications for both worker and employer. Definitions of skill, and the ways in which technological advances are negotiated, are both dependent on the social setting of the workplace, which is mediated by social arrangements such as apprenticeship. This thesis thus traces the development of apprenticeship policies over the years, and examines within a theoretical context the debate surrounding those policies. Several themes emerge including the inadequacy of the market to deliver sustained training, the tension between educators and employers, and the importance of a tripartite accord to support efficient and equitable training. Apprenticeship has proved to be a remarkably resilient system in New Zealand. This thesis identifies factors that have challenged this resilience, such as changes in work practices and technology, and the historically small wage differentials between skilled and unskilled work. It also identifies the characteristics that have encouraged the retention of apprenticeship, such as the small-scale nature of industry in New Zealand, and the latter's distinctive industrial relations system. It is argued that benefits to both employer and worker, and the strength of the socialisation process embodied in apprenticeship, will ensure that some form of apprenticeship remains a favoured means of training young people for many of the skilled trades.
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Silva, Juliano Santana. "O PRINCÍPIO DA RAZOÁVEL DURAÇÃO DO PROCESSO E AS PERSPECTIVAS DO NOVO CPC EM RELAÇÃO À ESSE DIREITO FUNDAMENTAL." Pontifícia Universidade Católica de Goiás, 2015. http://localhost:8080/tede/handle/tede/2742.
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Previous issue date: 2015-12-07This paper examines the fundamental right to reasonable length of proceedings, expressly inserted in item LXXVIII of Article 5 of the Constitution of 1988 by Constitutional Amendment 45 and later, in the same vein, reaffirmed in infraconsticional legislation through Article 4 of new Civil Procedure Code 2015, guaranteeing everyone the right to reasonable length of proceedings. It also analyzes the mechanisms that can assist the procedure within a reasonable time in order to contribute to overcoming existing delays in the Brazilian legal system. The paper also discusses the outlook for the postulate that with the entry into force of the new Civil Procedure Code. It is observed that the issue is of great importance, since the positivization reasonable procedural length as a constitutional principle rescues a state s commitment to its jurisdictional, aiming to give effectiveness gain to the process and ensure everyone a state response in fair weather . This conclusion was obtained using the literature, case law and minunciosa analysis of pertinent legislation, and converging on assumptions which support the applicability of that principle, from a historical and evaluative analysis. As a result, it is clear that it is not just designing laws that creates conditions for a dynamic process that achieves a proper adjudication, within a reasonable time span and with a satisfactory result, but, yes, among other things, providing structural support, by sufficient financial transfers to the Judiciary.
O presente trabalho examina o direito fundamental à razoável duração do processo, inserido expressamente no inciso LXXVIII, do artigo 5º, da Constituição de 1988, pela Emenda Constitucional nº 45 e posteriormente, neste mesmo diapasão, reafirmado na legislação infraconsticional por meio do artigo 4º do novo Codigo de Processo Civil de 2015, garantindo a todos, o direito à razoável duração do processo. Analisa, ainda, os mecanismos que podem auxiliar na tramitação processual em tempo razoável como forma de contribuir para a superação da morosidade existente no sistema processual brasileiro. O trabalho também aborda as perspectivas em relação a esse postulado com a entrada em vigor do novo Código de Processo Civil. Observa-se que o tema é de grande relevância, já que a positivação da razoável duração processual como princípio constitucional resgata um compromisso do Estado para com seus jurisdicionados, objetivando dar um ganho de efetividade ao processo e assegurar a todos uma resposta estatal em tempo justo. Tal conclusão foi obtida utilizando-se de pesquisa bibliográfica, jurisprudencial e análise minunciosa da legislação pertinente ao tema, e convergindo para pressupostos que sirvam de suporte à aplicabilidade do referido princípio, a partir de uma análise histórica e valorativa. Como resultados, evidencia-se que não é apenas elaborando leis que se cria condições para uma dinâmica processual que alcance uma prestação jurisdicional adequada, dentro de um lapso temporal razoável e com resultado satisfatório, mas, sim, dentre outras coisas, propiciando suporte estrutural, por meio de repasse financeiro suficiente ao Poder Judiciário.
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Aires, Neto Abilio Wolney. "Princípio da Razoável Duração do Processo: contribuição ao desenvolvimento de legislação e medidas que o levem a efeito." Pontifícia Universidade Católica de Goiás, 2012. http://localhost:8080/tede/handle/tede/2641.
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Previous issue date: 2012-10-19The present study aims at the analysis of Constitutional Amendment No. 45/2004, which entered the principle of reasonable duration of the process within the fundamental guarantees assured to each individual and is insculpido in item LXXVIII of art. 5, of the Constitution of 1988, in view of the judicial protection must be effective, timely and appropriate. It is seen that this issue is of paramount importance, since the introduction of the term reasonable in adjudication as a constitutional principle brings a commitment of the state to the citizen in order to give greater effectiveness to the process and ensure the fundamental right of access to justice . To reach this conclusion, we used literature search, legislative, administrative and judicial, with theoretical frameworks in several authors, starting with Barroso and converging into arguments which support the applicability of this Amendment, from a historical analysis (ontological) and evaluative (axiological). Then, there was the jurisprudential research on the subject in the main Brazilian courts, celing in the Superior Courts, to then undertake a comparative analysis with the bibliographic material. The importance of the principle stands out as a precondition for full citizenship in Democratic States of law, guaranteeing citizens the realization of their rights are constitutionally guaranteed. The principles of speed and duration of the process should be applied with observation of the principles of reasonableness and proportionality, ensuring that the process does not extend beyond the reasonable deadline, nor will compromise other principles such as defense and full of contradiction. It is certain, however - and for the benefit of people who need an effective justice - that Constitutional Amendment 45/04 (which among other novelties inserted explicitly the principle of reasonable duration of the process) seeks to reform the judiciary means for ensuring that become more agile and stronger, which is essential in a society like ours so devoid of enforcing rights to citizens. The current concern guiding procedures and the right to a speedy and effective duration of the process, summons us to an analysis of the role of the National Council of Justice - CNJ and programs, like the "Update" in the Goiás FONAJE and Process Judicial E-EO, as these tools, among others, that result in responses necessary for today's social and economic problems. On the other hand, alternative means of conflict resolution, complementary to the formal judicial process, even because of its informality and adaptability, suggest the solution many cases, in the antechambers of mediation and conciliation (consensus building). It would be a paradigm shift, erecting alternative model judicialization as a counter-archetype adjunct to mitigate the culture of demanda.Daí the idea of the Courts or adoptive Forums Multiport as promoting integrative means for the settlement of disputes. The traditional process would be for more complex cases, adapting to the American experience to our reality, given the similarity.
O presente estudo tem por objeto a analise da Emenda Constitucional nº 45/2004, que inseriu o princípio da razoável duração do processo dentro das garantias fundamentais asseguradas a cada indivíduo e está insculpido no inciso LXXVIII, do art. 5º, da Constituição Federal de 1988, na perspectiva de que a tutela jurisdicional deve ser efetiva, tempestiva e adequada. Vê-se que tal questão é de suma importância, vez que a introdução do prazo razoável na prestação jurisdicional como princípio constitucional traz um compromisso do Estado para com o cidadão a fim de dar maior efetividade ao processo e garantir o direito fundamental de acesso à Justiça. Para chegar a essa conclusão, utilizou-se pesquisa bibliográfica, legislativa, administrativa e jurisprudencial, com marcos teóricos em diversos autores, iniciando-se com Barroso e confluindo para argumentos que sirvam de suporte à aplicabilidade da referida Emenda, a partir de uma análise histórica (ontológica) e valorativa (axiológica). Em seguida, foi feita a pesquisa jurisprudencial relativa ao tema nos principais tribunais brasileiros, máxime nos Tribunais Superiores, para então proceder a uma análise comparativa com o material bibliográfico. A importância do princípio se destaca como pressuposto para o exercício pleno da cidadania nos Estados Democráticos de Direito, garantindo aos cidadãos a concretização dos direitos que lhes são constitucionalmente assegurados. Os princípios da celeridade e da duração do processo devem ser aplicados com observação aos princípios da razoabilidade e da proporcionalidade, assegurando que o processo não se estenda além do prazo razoável, nem tampouco venha comprometer outros princípios como o da plena defesa e do contraditório. É certo, porém e para benefício da população que necessita de uma justiça efetiva que pela Emenda Constitucional 45/04 (que dentre outras novidades inseriu expressamente o princípio da duração razoável do processo) procura-se reformar o Poder Judiciário garantindo meios para que se torne mais ágil e fortalecido, o que é fundamental em uma sociedade como a nossa tão carente da efetivação de direitos aos cidadãos. A preocupação atual que norteia os procedimentos e o direito a uma rápida e eficaz duração do processo, nos convoca a uma análise do papel do Conselho Nacional de Justiça CNJ e de Programas, a exemplo do Atualizar , em Goiás do FONAJE e do Processo Judicial Eletrônico PJE, estes como ferramentas, dentre outras, que resultam em repostas necessárias aos problemas sociais e econômicos hodiernos. De outro lado, os meios alternativos de solução dos conflitos, complementares ao processo judicial formal, em razão mesmo da sua informalidade e adaptabilidade, sugerem a solução de muitos casos, nas antecâmaras de mediação e conciliação (consensus building). Seria uma mudança de paradigmas, erigindo alternativa ao modelo de judicialização como um contra-arquétipo coadjuvante para mitigar a cultura da demanda.Daí a idéia adotiva dos Tribunais ou Fóruns Multiportas, como promoção de meios integrativos para a solução das controvérsias. O processo tradicional ficaria para os casos de maior complexidade, adaptando-se a experiência norteamericana à nossa realidade, dada a similitude.
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Nguyen, Thi Hoa. "Les procédures de règlement des litiges en matière de construction appliquant les contrats-types FIDIC." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020095/document.
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La présente thèse est consacrée aux procédures de règlement des litiges en matière de construction internationale appliquant les contrats-types FIDIC en vertu desquels les litiges entre les parties à ces contrats peuvent être réglés par l’ingénieur, le comité de règlement des litiges (CRL), la procédure amiable et l’arbitrage. Sous l’angle du droit, toutes ces procédures sont favorisées. Cependant, il existe une limite. Le droit français distingue, dans la période de garantie des désordres, deux types de responsabilités - légale et contractuelle - de l’entrepreneur envers le maître de l’ouvrage de sorte que les procédures contractuelles ne s’appliquent pas aux litiges relatifs aux désordres relevant de la responsabilité légale. Cette limite n’existe pas en droit anglais et vietnamien selon lesquels tous litiges relatifs à la responsabilité de l’entrepreneur envers le maître de l’ouvrage pour des dommages de l’ouvrage relèvent de la responsabilité contractuelle et sont donc soumis à la procédure contractuelle. Quant à l’application de chaque procédure, la question la plus notable tient à la mise à exécution des décisions résultant de chaque procédure. Sur ce point, la reconnaissance de la valeur arbitrale dans la décision du DAB doit être considérée. En outre, pour que ces procédures soient efficaces dans la pratique, nous proposons à la FIDIC la modification de certaines stipulations autour de cette procédure et également de la procédure amiable de règlement des litiges. Quant à l’arbitrage, dans le contexte actuel, il n’est plus de mise de penser que l’arbitrage en droit et celui en équité ne sont qu’une alternative. On peut les combiner en vue de l’arbitrage en équité précédent et celui en droit subséquent. Dans le cas d’absence de convention des parties sur le droit applicable aux litiges, la primauté de l’arbitrage en équité au lieu de celui en droit mérite d’être considérée. Hormis ce problème, nous recherchons aussi un nouveau fondement pour reconnaître la jurisprudence arbitrale internationale selon lequel on reconnaît le droit des parties ainsi que des arbitres de se référer à la solution d’une sentence précédente dans le cas similaire lorsque les conditions pour appliquer une jurisprudence sont réunies. De surcroît, il convient de porter l’attention sur la détermination de la compétence du tribunal arbitral à l’égard du tiers-non signataire du contrat. Enfin, l’annulation de la sentence entraîne ipso facto la nullité de la clause d’arbitrage comme en droit vietnamien où cette disposition inadéquate nécessite d’être modifiéeThe subject of this thesis deals with international construction dispute settlement procedures stipulated in the FIDIC standard forms of contracts under which disputes between the parties to these contracts may be settled by the Engineer, the Dispute Adjudication Board (DAB), the amicable mechanism and arbitration.From the standpoint of law, these procedures are favored. However, there is a limit under French law. This limit lies in the fact that French law distinguishes, after handing over of the works, between two kinds of - legal and contractual - responsibilities of the contractor towards the employer. In this way, the contractual procedures do not apply to disputes relating to correct defective works which are relevant to legal liability of the contractor, which does not exist in English and Vietnamese laws where the contractor is only responsible towards the employer for damage to the work under the contract and so disputes between them has to be settled by the contractual procedure.In application of the contractual procedures, attention should be paid to the implementation of the decision from these procedures. On this point, the arbitral nature of DAB’s decision must be considered so that it can be rapidly enforced. In addition, in order to make these procedures effective in practice, we also propose that the FIDIC should modify certain points of the “claim, Dispute and Arbitration” clause.As far as arbitration is concerned, in the actual context, it is no longer correct to think that ex aequo and bono arbitration and arbitration in law are only an alternative but we can combine them for the purpose of previous fairness arbitration and subsequently the arbitration in law. In the absence of the parties' agreement on the rules of law to be applied by the arbitral tribunal, the tribunal shall assume the powers of an amiable compositor. Apart from this problem, we also seek a new basis for recognizing the precedent value of the international arbitral award according to which the right of the parties as well as arbitrators to refer to the solution of a previous award in the similar case is recognized when the conditions to apply a precedent are met. In addition, attention should be paid to the determination of the jurisdiction of the arbitral tribunal towards the third-party non signatory to the arbitration clause. Finally, the setting aside of the award lead ipso facto to nullity of the arbitration clause as in Vietnamese law is an inadequate provision of the law that requires modification
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Senate, University of Arizona Faculty. "Faculty Senate Minutes May 1, 2017." University of Arizona Faculty Senate (Tucson, AZ), 2017. http://hdl.handle.net/10150/625406.
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Bezuidenhout, Susan Antoinette. "The powers of the Labour Court to review arbitration awards of the Commission for Conciliation, Mediation and Arbitration : a comparative study." Thesis, 2004. http://hdl.handle.net/10500/2001.
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A critical and in-depth discussion of the powers of the labour court to review arbitration awards of the Commission for Conciliation, Mediation and Arbitration, the application of the author's findings relating to common-law, legislation and case law and a critical analysis thereof. Special reference is made to the provisions of sections 145 and 158(1)(g) of the Labour Relations Act 66 of 1995 including, in particular, the alternative application thereof in practice and scope for improvement in order to address potential prejudice to parties occasioned by the compulsory nature of (certain) dispute resolutions. This thesis incorporates a comparative study of the British and German labour law systems with reference to the relevant appeal and/or review procedures (as applied in their tribunals/courts), together with a discussion and application of certain other provisions relevant to South Africa labour law.Jurisprudence
LL.M
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Macnab, David Scott. "Mediation arbitration : a better way to justice." Thesis, 1985. http://hdl.handle.net/10413/5159.
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Motswakhumo, Ediretse Donald. "A study on the grounds upon which the commission for conciliation, mediation and arbitration awards are reviewed by the labour courts with specific reference to challenges posed to arbitrators." Thesis, 2003. http://hdl.handle.net/10413/5210.
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Yi-JuLin and 林宜儒. "Analysis and Suggestion of Arbitration, Mediation and Conciliation in Public Construction Contract Disputes：Focus on the Government Procurement Act and the PPIP Act." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/kym57p.
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碩士國立成功大學
法律學系
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In order to develop the public construction and promote private participation, the government promulgated the “GOVERNMENT PROCUREMENT ACT” and the “ACT FOR PROMOTION OF PRIVATE PARTICIPATION IN INFRASTRUCTUREPROJECTS（PPIP）”, which allow the administrative organ to conclude a contract with the private entity (public-private partnerships mode). Besides, alternative dispute resolutions (ADR) like arbitration, mediation and conciliation are also be allowed to resolve public construction contract disputes in the act above. In addition, in arbitration, mediation or conciliation and judicial practice, the participants and the judge usually consider government procurement contracts and PPIP contracts as private contracts, and deal with disputes on the basis of civil contract law. However, the authority of the administrative organ to choose arbitration, mediation or conciliation as a dispute resolution is in accordance with law, including public law related to the contract, not with fundamental rights prescribed in the Constitution, so the application of civil law should be abided by public law. Even though government procurement contracts are characterized as private contracts pursuant to the Government Procurement Act, the source of authority should also be noticed. As mentioned above, the particularity of the administrative organ makes public construction contract disputes resolutions different from the ADR between private entities on substantive law, procedure of dispute resolution and judicial review after the ADR.
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Carvalho, Luís Alberto Oliveira. "A conflitualidade laboral: Do seu nascimento ate às suas formas de resolução extrajudicial." Master's thesis, 2017. http://hdl.handle.net/10316/83921.
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Dissertação de Mestrado em Direito apresentada à Faculdade de DireitoO tema da presente dissertação expõe um problema, que tem tanto de fascinante como de complexo, e que se vem arrastando ao longo de vários anos. Embora seja demasiado imprudente avançar com uma data precisa, constatamos que a conflitualidade sempre esteve presente no domínio laboral. Não há duvidas quanto ao papel que este desempenha e, por esse motivo, neste estudo não poderíamos de deixar de estudar as formas que existem no ordenamento português para o resolver.Tendo tudo isto em conta, decidimos adotar na dissertação, uma estrutura repartida em quatro capítulos. No primeiro capítulo é feito um enquadramento geral desta dissertação bem como a delimitação do seu objeto de estudo: a conflitualidade laboral e as suas formas de resolução extrajudicial. No segundo capítulo começamos por traçar uma abordagem ao que é o conflito em Direito Laboral. Nomeadamente, no capítulo três expomos e analisamos os meios de resolução de conflitos que o nosso ordenamento oferece, com um grande destaque aos meios extrajudiciais por serem aqueles que resolvemos abordar na dissertação. São, então, a conciliação, a mediação e a arbitragem. Depois de feita uma análise a cada um deles, procedemos a uma crítica onde salientamos as inegáveis vantagens destes meios sem, contudo, descurar as possíveis falhas que cada um apresenta sem, no entanto, deixar de formular propostas tendentes à sua modificação, que achamos poder beneficiar o ordenamento jurídico. Para o último capítulo, o IV, reservamos o estudo da comissão paritária, onde, tal como no capítulo antecedente, seguimos uma lógica de exposição e, posteriormente, de crítica, com o objetivo de ver como este meio de resolução de conflitos jurídicos, serve os conflituantes e quais as potencialidades que tem, nomeadamente, no que toca à possibilidade de resolução de conflitos de interesses.
The theme of this thesis brings forth one problem, one that’s so fascinating as it is complex, the same that has been dragging on throughout the years. Although it is too imprudent to come forth with a precise date, we’ve stated that conflict was always present in the labour sphere. There are no doubts as to the role it plays, and for that reason, in this study, we couldn’t abstain from studying the resolving ways that exist in the Portuguese juridical ordainment.Taking all of this into account, for this thesis we decided to adopt a structure divided into 4 chapters. We have made in the first chapter a general framework of this thesis, as well established its object of study: labour conflict and its means of extrajudicial resolution. In the second chapter, we start by tracing an approach to what is conflict in Labour Law. In chapter three we present and analyse the means of conflict resolution that our ordainment offers, with emphasis in the extrajudicial means, since they are the ones we decided to analyse in this thesis. They are as follows, conciliation, mediation and arbitration. After analysing each one of them, we proceed to an assessment where we point out the undeniable advantages of this means, as well possible flaws of each one of them, and put forward propositions pertaining to their alteration, that we believe can be beneficial to our juridical ordainment. The fourth and last chapter, is dedicated to the study of the joint committee, and, following the same scheme as in the previous chapter, we will present and assess it with the objective of seeing how this mean of juridical conflict resolution serves the parts in conflict and what potential it has, regarding the possibility of resolving conflicts of interest.
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"The role of Bargaining Councils in dispute resolution in the private sector." Thesis, 2012. http://hdl.handle.net/10210/5597.
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M.Phil.The Labour Relations Act 66 of 1995 introduced new structures for resolution of labour disputes. The Commission for Conciliation Mediation and Arbitration (CCMA) was established as an independent body to resolve labour disputes. The CCMA also took over the functions of the old Industrial Court. The Act also replaced the old Industrial councils with bargaining councils. The function of the bargaining councils is to play a parallel role to the CCMA in dispute resolution within their scope of jurisdiction. The purpose of the legislature in establishing the bargaining councils was to alleviate part of the burden of the CCMA in resolving of labour disputes. The Act envisaged that the CCMA would resolve disputes speedily and inexpensively. If bargaining councils fail in their task of resolving disputes, these disputes are referred back to the CCMA adding to its caseload. The study seeks to establish the effectiveness of bargaining councils in handling dispute resolution function and whether they assist the CCMA in alleviating part of its burden. There are 43 bargaining councils that are accredited by the CCMA to conciliate and arbitrate disputes. Some bargaining councils are accredited to do both conciliations and arbitrations but are failing to perform both tasks. Some bargaining councils are closing down. Other registered bargaining councils do not apply for accreditation. Disputes that are not handled by these councils are referred to the CCMA. The CCMA caseload is escalating every year since inception in 1996. In view of these circumstances the study seeks to understand from bargaining councils and from both the unions and employers organizations that are party to the bargaining council agreements, whether there are any problems that hinder the effectiveness of bargaining councils in dispute resolution in the private sector. It has been concluded in the study that there are a number of problems that can cause bargaining councils not to exercise dispute resolution function effectively. It has been established that only few bargaining councils receive a high number of disputes referred. Bargaining councils are quicker in handling disputes than the CCMA, however, most bargaining councils receive a small number of disputes. Bargaining councils also complain about insufficient funds in handling dispute resolution function. They complain that the subsidy they receive from the CCMA is not enough for this function. Small bargaining councils are the most suffering because of low numbers of referrals. It has also been established that bargaining councils pay their panelists very high rates. The non-accredited bargaining councils are rejected when applying for accreditation because of not meeting the required criteria. Employers are negative about belonging to bargaining councils because they feel it is costly. Some employers who belong to bargaining councils are also reluctant to contribute to established council's fund.
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Jourdain, Catherine. "Le règlement des différends commerciaux internationaux en Chine par voie arbitrale." Thèse, 2007. http://hdl.handle.net/1866/2921.
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Le contexte culturel particulier à la Chine influe sur le choix du mode de résolution des différends commerciaux comportant un lien d'extranéité. Plusieurs mécanismes de préventions des litiges sont utilisés en Chine. La conciliation et médiation sont issues d'une tradition plus que millénaire en Chine, elles occupent donc un rôle important dans la résolution des différends commerciaux. La conciliation est ainsi presque toujours mise en branle antérieurement à un règlement des différends comportant des solutions contraignantes pour les parties soit un jugement ou une sentence arbitrale. L'analyse de la structure juridique chinoise nous permet de soulever les lacunes relatives à l'utilisation de ce véhicule dans la résolution d'un litige. Effectivement, l'indépendance judiciaire est défaillante ce qui a pour conséquences de préférer l'arbitrage aux tribunaux judiciaires. Malgré cette défaillance, certains investisseurs étrangers pourraient y recourir ce qui nécessite alors une connaissance minimale de ce système juridique. Le règlement des différends, en Chine, relatif à un élément d'extranéité s'effectue principalement par voie arbitrale. De ce fait, deux catégories d'arbitrage doivent alors être présentées ce qui permet d'écarter en Chine l'arbitrage ad hoc qui n'est pas expressément interdit, ni permis. Cette situation a permis à l'arbitrage institutionnel de se développer de façon considérable particulièrement par le biais de la CIETAC qui constitue ainsi l'institution de choix. Mais parallèlement à elle, il ne faut pas négliger les institutions arbitrales étrangères ayant sis sur le territoire chinois qui, de plus en plus, attirent les investisseurs étrangers, et leurs partenaires.China's particular cultural background influences the mode of resolution that is chosen to resolve foreign-related commercial conflicts. A lot of prevention mechanisms are used in China. Conciliation and mediation come from a millenary tradition and thus have a very important place in resolving commercial conflicts. Conciliation is almost always used before any other kind of conflict resolution solution, such as legal action, is taken into consideration by both parties. By analyzing Chinese judicial structure it is possible to find some omissions in this mode of resolution. Indeed, the judicial independence is in such default that both parties will almost always prefer arbitration rather than a judgment by the court. This being said, some foreign investors can chose to go through with the judicial process but then a basic knowledge of the local judicial system becomes necessary. Therefore foreign-related conflict resolution in China is usually done by arbitration. There are two categories of arbitration that must be known. One of them is the ad hoc arbitration who is not expressly permitted or prohibited in China. This situation has been a benefit to the development of the institutional arbitration which has been developed a lot by the most important arbitration institution that is the CIETAC in China. In other hand, we cannot forget the foreign arbitration institutions in China that attract more and more foreign investors and their Chinese partners.
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Ralph, Malinda. "Beregting van arbeidsgeskille deur middel van privaat arbitrasie." Thesis, 2015. http://hdl.handle.net/10210/14147.
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Gontsana, Zikhona. "The review of CCMA arbitration proceedings conducted under section 145 of the Labour Relations Act 56 of 1995." Thesis, 2013. http://hdl.handle.net/10413/11069.
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Marule, Thabang Eniel. "Dispute-resolution processes in the Public Health and Social Development Sector Bargaining Council (PHSDSBC)." Thesis, 2010. http://hdl.handle.net/10210/3041.
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M.Comm.With the adoption of the 1995 Labour Relations Act (LRA) and the creation of the Commission for Conciliation, Mediation and Arbitration (CCMA), expectations ran high that the era of workplace conflict that had characterised previous labour dispensation would come to an end. The reality, however, is that parties have abdicated their responsibility in dispute-resolution, and have transferred this responsibility to the CCMA and Bargaining Councils. The purpose of this study was to gain insight into the perceptions of users of the current model with regard to its effectiveness, flaws and challenges. Based on the data received, this study presents a case for a new approach to discouraging disputes from being taken beyond the level of the workplace. The following research questions were formulated: Given the prevailing lack of ownership by parties over dispute-resolution and the resultant rise in case load and costs, what alternative strategies could be adopted? With the introduction of such new strategies, what dispute resolution model would be appropriate to enable the parties to focus on the core issues and also reduce costs? These questions are based on the set of main problems and sub-problems. The main problems are the low dispute-resolution/settlement rate (the conciliation stage being a mere formality), even when arbitration takes place; and the lack of ownership for dispute prevention by line managers and organised labour. In collecting data I followed the triangulation approach which combined both qualitative and quantitative research. During the qualitative stage, I collected data by using unstructured interviews and audio-recording the interviews with the Secretary of the PHSDSBC. I used quantitative methods to distribute participants’ agenda points and to record the numbers returned. The same method was used to analyse the patterns and themes emerging from data collected. Forty-nine negotiators, shop stewards, human resource managers across the nine provinces, and staff in the office of the Secretary of the PHSDSBC, were selected. Because participants in the study were distributed over a wide area, my level of physical contact with them was restricted to the normal business schedules of the Bargaining Council, during teambuilding exercises, and during Employer Caucus meetings. As a participant in these meetings, I was able to adopt an auto-ethnographic stance. I analysed the data, using graphical depictions, and categorised it into thoughts and later into themes. The findings indicate that the current dispute-resolution system model, being reactive in its application, is time-consuming for the both employee and the employer.
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Milhomens, Otília de Fátima Oliveira. "A cessação de contrato de trabalho : uma análise jurídico-económica." Master's thesis, 2015. http://hdl.handle.net/10400.3/3637.
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Dissertação de Mestrado, Ciências Económicas e Empresariais, 18 Dezembro de 2015, Universidade dos Açores.O presente trabalho de investigação: "A cessação do contrato de trabalho: análise jurídico-económica" tem como objetivo principal, em primeiro lugar, enquadrar o contrato de trabalho numa perspetiva jurídica-económica e social, caracterizar este mesmo contrato de trabalho, seus princípios e intervenientes e, finalmente, perceber as diversas formas de cessar o contrato de trabalho em Portugal. Neste âmbito, constatamos que a cessação do contrato de trabalho pode ser agrupadas em 3 (três) categorias: caducidade, revogação e despedimento por iniciativa unilateral, que, por sua vez, inclui duas subcategorias: o despedimento por iniciativa do empregador e o despedimento por iniciativa do trabalhador. Cada uma destas subcategorias divide-se em modalidades: despedimento por justa causa, despedimento por extinção de posto de trabalho, despedimento por inadaptação ou despedimento coletivo, no caso de despedimento por iniciativa do empregador, e resolução e denúncia, no caso de despedimento por iniciativa do trabalhador. Ou seja, e dito de outro modo, temos então 8 (oito) modalidades de cessação de contrato de trabalho: a caducidade, a revogação, as 4 (quatro) relativas a despedimento por iniciativa do empregador e as 2 (duas) relativas a despedimento por iniciativa do trabalhador. Este estudo visou, em segundo lugar, analisar como se processa cada uma destas modalidades de cessação do contrato de trabalho na Região Autónoma dos Açores, em concreto, na ilha de S. Miguel. Para o efeito, no Capítulo II, realizamos um estudo empírico na Comissão de Conciliação e Arbitragem de Ponta Delgada e Secção de Trabalho da Instância Central de Ponta Delgada, de onde, retiramos pertinentes dados estatísticos suscetíveis de estabelecer uma correlação interessante entre a atual crise económico-financeira que assola um pouco por toda a Europa e a cessação do contrato de trabalho.
ABSTRACT: This research work: “The cessation of the employment contract: legal and economic analysis”, aims, first, to frame the employment contract in a legal, economic and social perspective, characterize this contract, its principles and stakeholders and, then, study the ways to terminate the employment contract in Portugal. In this context, we find out that the termination of the employment contract can be grouped into 3 (three) categories: contract expiry, revocation and dismissal unilaterally, wich includes 2 (two) subcategories: the dismissal by the initiative of the employer and the dismissal by the initiative of the employee. Each of these subcategories is divided into types: dismissal for cause, dismissal for extinguishing job, dismissal for unsuitability or collective dismissal, if dismissal by the initiative of the employer, and resolution and denunciation, if dismissal by the employee. That is, and in other words, we have 8 (eight) types of termination of the employment contract: contract expiry, revocation, 4 (four) types for the dismissal by the initiative of the employer and 2 (two) types for the dismissal by the initiative of employee. This paper intends, secondly, to analyse how to proceed in each type of termination of the employment contract in Azores, more specifically in S. Miguel Island. So, in Chapter II, an empirical analysis at the Commission of Conciliation and Arbitration of Ponta Delgada and Section of the Work at the Central Instance of Ponta Delgada was made, where, we withdraw relevant statistical data susceptible to establish an interesting correlation between the current economic and financial crisis that is affecting one bit throughout all Europe and the termination of the employment contract.
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Viana, Fernando Manuel Martins. "A resolução alternativa de litígios e as tecnologias de informação e comunicação: o caso particular da resolução de conflitos na Internet em Portugal e na UE." Master's thesis, 2015. http://hdl.handle.net/1822/41173.
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Dissertação de mestrado em Direito e InformáticaA mudança é cada vez mais célere e imprevisível, afetando todas as dimensões da vida das pessoas e das sociedades, à qual não escapa a justiça. A sociedade de consumo, em que vivemos e que conhece hoje uma grande complexidade, fruto do desenvolvimento sócio-económico, das tecnologias e do Direito inclusivé, é uma das áreas de maior conflitualidade na atualidade. A globalização dos mercados, a existência de espaços de integração económica como a UE, em que as fronteiras praticamente desapareceram, requerem sistemas de resolução de conflitos capazes de responder em tempo útil às exigências dos cidadãos e das empresas. Face à impossibilidade dos Estados assegurarem o funcionamento do sistema de justiça meramente suportado nos tribunais judiciais convencionais, o século XX assistiu ao aparecimento e desenvolvimento de diversos meios de resolução alternativa de litígios (RAL) que, em especial na área do consumo frutificaram e de que Portugal constitui um exemplo marcante. Entretanto, o início do século XXI conheceu um grande desenvolvimento das tecnologias da informação e comunicação (TIC), com particular projeção na Internet, o que levanta um conjunto novo de desafios, que obrigam a redesenhar a RAL, nesta área convertida em resolução de litígios em linha (RLL). A presente dissertação perpassa por estes temas, designadamente pelos instrumentos legais comunitários (Diretiva RAL e Regulamento RLL) que determinaram a institucionalização em toda a União Europeia de meios efetivos de resolução de conflitos de consumo, incluindo a resolução em linha.
Nowadays things change rapidly and unpredictably, affecting all dimensions of people’s lives, societies and justice, too. We live in a very complex consumer society that is a result of the socioeconomic development, technologies and Law. Therefore, it is one of the areas of greatest conflict today. The globalization of markets, the existence of economic integration as the UE, where the borders virtually disappeared, requires conflict resolution systems capable of promptly responding to the needs of citizens and companies. According to the inability of States to guarantee the operation of the justice system which is only carried out by conventional judicial courts, the 20th century witnessed the emergence and development of various means of alternative dispute resolution (ADR) that, especially in the area of consumption, were successful and that Portugal is a striking example. Meanwhile, the beginning of the 21st century experienced a great development of information and communication technologies (ICT), with particular Internet projection, which raises a new set of challenges, which require redesigning ADR in this area converted to online dispute resolution (ODR). This dissertation addresses these issues, namely by community legal instruments (Directive on consumer ADR and Regulation on consumer ODR) that determined the institutionalization throughout the European Union with effective means of conflict resolution, including the online resolution.
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Biron, Julie. "La responsabilité de l'intermédiaire de marché et la protection du petit investisseur : à la recherche d'un certain équilibre." Thèse, 2005. http://hdl.handle.net/1866/2357.
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Le recours à diverses stratégies d'investissement ainsi qu'aux services des
intermédiaires de marché a pris, dans les dernières années, une place
importante dans la planification financière de la retraite des Canadiens.
Toutefois, une question demeure: les marchés financiers contemporains sont-ils
adaptés aux petits investisseurs? Cette question, étant réapparue à plusieurs
reprises au fil des ans, nous frappe avec d'autant plus d'acuité à la lumière de la
dégringolade qu'ont subie les marchés boursiers depuis mars 2000.
Pour répondre à cette question, un examen du contexte dans lequel évolue la
relation établie entre l'intermédiaire de marché et l'investisseur s'avère
nécessaire. Tout d'abord, la mise en place d'un système réglementaire technique
visant à encadrer les activités des intermédiaires de marché, complétée par les
règles adoptées par les organismes professionnels auxquels ces derniers
appartiennent, viennent d'emblée imposer un modèle de conduite visant à
maintenir la confiance des investisseurs dans le marché de valeurs. De même,
l'adoption de cet ensemble de règles fait en sorte que le comportement adopté
par les intermédiaires de marché corresponde le plus possible aux attentes des
investisseurs.
En outre, ces règles viennent, avec le nouveau Code civil, établir l'ensemble des
obligations imposées aux parties dans leur relation. Il va sans dire que
l'assujettissement à un certain nombre de devoirs et d'obligations amène
inévitablement des litiges en matière de responsabilité civile. Toutefois, la
formulation d'une demande devant les tribunaux judiciaires afin d'obtenir une
compensation pour les pertes subies amène un lot important d'inconvénients
(poids financier des procédures, délais, technicité du fardeau de preuve). Par
ailleurs, ce constat pourra, dans certains cas, entraîner un questionnement sur
l'étendue réelle de la protection des droits du public investisseur. Dans ce cadre,
l'apparition dans les demières années de modes alternatifs de règlement de
litiges propose une solution intéressante en permettant d'envisager une nouvelle
forme de justice plus adaptée aux litiges consuméristes pouvant survenir dans le
cadre de la relation entre l'investisseur et l'intermédiaire de marché.In the past few years, use of various investment strategies and intermediary market services has occupied an important place in the Canadians' retirement financial planning. However, one question remains unanswered: Are contemporary financial markets adapted to small investors? Asked many times over the years, this question is ail the more striking in light of the upheaval that stock exchanges have suffered since March 2000. To answer this question, it is necessary to examine the context in which the relationship between market intermediaries and investors is established. The application of a technical regulatory system that gives structure to market intermediaries' activities and which is further completed by the rules of organizations that these professionals belong to readily imposes a model of conduct that aims to maintain investors' confidence in securities markets. Similarly, by adopting this set of rules, market intermediaries also adopt behavior that corresponds as much as possible to investors' expectations. Moreover, these rules, along with the new Code Civil, establish a set of obligations for parties in contact. It goes without saying that restraining certain duties and obligations inevitably causes legal disputes over civil responsibility. However, drafting a claim before the court to obtain compensation for losses suffered causes major inconvenience (financial burden of the proceedings, the delays and hold-ups, and the technicality of the duty to produce evidence). In certain cases, this finding can put into question how long the protection of public investors' rights actually last. In this context, the appearance in the last years of alternative means of settling litigation presents an interesting solution. It allows us to envision a new form of justice that is more adapted to consumer disputes and may very weil arise in the relationship between investors and market intermediaries.
"Mémoire présenté à la Faculté des études supérieures en vue de l'obtention du grade de maîtrise, option droit des affaires"