داوری اختلافات ناشی از کار میان کارگر و شرکت تجاری

یکی از مسائل بحث‌برانگیز در زمینۀ نهاد داوری، امکان استفاده از آن در زمینۀ اختلافات ناشی از کار است. این مسئله که در مورد اختلافات کارگران و شرکت‌های تجاری به‌عنوان کارفرمایان آنها نیز مطرح است، موجب بروز اختلاف‌نظرهای فراوانی شده است. به همین سبب، مقالۀ کنونی به بررسی رویکرد نظام حقوقی کشورها و شرکت‌های تجاری در این زمینه پرداخته است. یافته‌های این پژوهش دلالت بر آن دارد در برخی نظام‌های حقوقی، انواع داوری (اجباری و اختیاری) در اختلافات ناشی از کار پذیرفته شده، اما در برخی دیگر، تنها داوری اختیاری آن هم در موارد محدود به رسمیت شناخته شده است. در تعداد دیگری از نظام‌های حقوقی نیز ارجاع این اختلافات به داوری، به‌کلی پذیرفته نشده است. شرکت‌های تجاری نیز در این زمینه رویه‌های مختلفی دارند؛ برخی شرکت‌ها با اعتقاد به منافع فراوان داوری برای شرکت آن را به‌منزلۀ نخستین شیوۀ حل‌وفصل اختلافات کار برگزیده‌اند. برخی دیگر از شرکت‌ها با وجود پذیرش نهاد داوری، از آن به‌عنوان یک روش فرعی یا ثانویه، یعنی در صورت عدم حصول نتیجه از سایر روش‌های غیرقضایی، استفاده می‌کنند و در نهایت شرکت‌هایی وجود دارند که در حل‌وفصل اختلافات ناشی از کار تمایلی به ارجاع امر به داوری ندارند.

arbitration of labor disputes between the worker and the company

one of the most controversial issues in the field of arbitration is the possibility of using it in the field of labor disputes. this issue that was also raised on the disputes between workers and commercial companies as their employers, has caused many disagreements. therefore, this article examines the approach of the legal system of countries and commercial companies in this field. the findings of this study indicate that in some legal systems, various types of arbitration (mandatory and voluntary) in labor disputes haشone of the most controversial issues in the field of arbitration is the possibility of using it in the field of labor disputes. this issue that was also raised on the disputes between workers and commercial companies as their employers, has caused many disagreements. therefore, this paper examines the approach of the legal system of countries and commercial companies in this field. the findings of this study indicate that in some legal systems, various types of arbitration (mandatory and voluntary) in labor disputes have been accepted but in others, only voluntary arbitration is recognized in limited cases. in a number of other legal systems, referring these disputes to arbitration is not accepted at all. commercial companies also have different procedures in this regard; some companies, believing in the many benefits of arbitration for companies, have chosen it as the first way to resolve labor disputes. some other companies, despite accepting the arbitration, use it as a secondary method, ie if other non-judicial methods are not obtained and finally, there are companies that are reluctant to refer arbitration to dispute resolution.ve been accepted but in others, only voluntary arbitration is recognized in limited cases. in a number of other legal systems, referring these disputes to arbitration is not accepted at all. commercial companies also have different procedures in this regard; some companies, believing in the many benefits of arbitration for companies, have chosen it as the first way to resolve labor disputes. some other companies, despite accepting the arbitration, use it as a secondary method, ie if other non-judicial methods are not obtained and finally, there are companies that are reluctant to refer arbitration to dispute resolution.