Practical Challenges of Mandatory Mediation in Individual Labor Law: A Sample of İzmir

Hatice Erol; Gizem Ülgü

Makale detayları

Practical Challenges of Mandatory Mediation in Individual Labor Law: A Sample of İzmir

Yazarlar:

Hatice Erol | Gizem Ülgü

Yayıncı:

Manisa Celal Bayar University

Ana Başlıklar:

Çalışma Ekonomisi ve Endüstri İlişkileri

Dergi:

Yönetim ve Ekonomi Dergisi Vol.31 Issue 4, pp.765-787

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001334226

pISSN:

1302-0064

Anahtar kelimeler:

Özet:

 Technological advancements and the phenomenon of globalization have led to profound transformations in labor principles. Due to factors such as the changing structure of the workforce and evolving work practices, there has been a growing search for alternative dispute resolution methods outside of the judiciary to address increasing conflicts between employers and employees. Voluntary mediation, introduced into the legal system through the Law on Mediation in Civil Disputes Law No. 6325 dated 7 June 2012, became mandatory with certain exceptions for disputes related to employee and employer claims, compensation, and reinstatement cases starting from 1 January 2018, following the enactment of the Labor Courts Law Law No. 7036 in 2017. This study aims to examine the potential impacts of mandatory mediation on the resolution of disputes between employers and employees, as well as to gather insights from mediators regarding the process. The study employs a literature review and an in-depth interview technique. Comprising three sections, the first part of the study evaluates the nature of labor law and the mandatory mediation system within the framework of discussions in the literature. The second section examines the potential effects of mandatory mediation on dispute resolution, based on Ministry of Justice statistics. The third section, which is based on field research, evaluates the findings from interviews conducted with ten mediators operating in İzmir under six thematic categories. The research findings reveal that the parties approach each other with prejudice and view mediation as an obstacle to be overcome. It was observed that employees are generally uninformed about the process, fear being misled, and expect to receive the entirety of their claims. Furthermore, employees often agree to settle for less than their entitled rights due to economic concerns. The employers attitude is a decisive factor in achieving a resolution, with employers generally directing representatives to attend meetings instead of participating personally. It was also noted that the impartiality of mediators and their inability to make explicit recommendations could create issues for employees. Additionally, a lack of knowledge about the process on the part of both the parties and, in some cases, the mediators, led to challenges. However, it was determined that, over time, the system has gained acceptance among mediators. Key Words: Labor Dispute, Mandatory Mediation, Labor Law. JEL Classification: J01, J52, K31.

 Technological advancements and the phenomenon of globalization have led to profound transformations in labor principles. Due to factors such as the changing structure of the workforce and evolving work practices, there has been a growing search for alternative dispute resolution methods outside of the judiciary to address increasing conflicts between employers and employees. Voluntary mediation, introduced into the legal system through the Law on Mediation in Civil Disputes Law No. 6325 dated 7 June 2012, became mandatory with certain exceptions for disputes related to employee and employer claims, compensation, and reinstatement cases starting from 1 January 2018, following the enactment of the Labor Courts Law Law No. 7036 in 2017. This study aims to examine the potential impacts of mandatory mediation on the resolution of disputes between employers and employees, as well as to gather insights from mediators regarding the process. The study employs a literature review and an in-depth interview technique. Comprising three sections, the first part of the study evaluates the nature of labor law and the mandatory mediation system within the framework of discussions in the literature. The second section examines the potential effects of mandatory mediation on dispute resolution, based on Ministry of Justice statistics. The third section, which is based on field research, evaluates the findings from interviews conducted with ten mediators operating in İzmir under six thematic categories. The research findings reveal that the parties approach each other with prejudice and view mediation as an obstacle to be overcome. It was observed that employees are generally uninformed about the process, fear being misled, and expect to receive the entirety of their claims. Furthermore, employees often agree to settle for less than their entitled rights due to economic concerns. The employers attitude is a decisive factor in achieving a resolution, with employers generally directing representatives to attend meetings instead of participating personally. It was also noted that the impartiality of mediators and their inability to make explicit recommendations could create issues for employees. Additionally, a lack of knowledge about the process on the part of both the parties and, in some cases, the mediators, led to challenges. However, it was determined that, over time, the system has gained acceptance among mediators. Key Words: Labor Dispute, Mandatory Mediation, Labor Law. JEL Classification: J01, J52, K31.

 Technological advancements and the phenomenon of globalization have led to profound transformations in labor principles. Due to factors such as the changing structure of the workforce and evolving work practices, there has been a growing search for alternative dispute resolution methods outside of the judiciary to address increasing conflicts between employers and employees. Voluntary mediation, introduced into the legal system through the Law on Mediation in Civil Disputes Law No. 6325 dated 7 June 2012, became mandatory with certain exceptions for disputes related to employee and employer claims, compensation, and reinstatement cases starting from 1 January 2018, following the enactment of the Labor Courts Law Law No. 7036 in 2017. This study aims to examine the potential impacts of mandatory mediation on the resolution of disputes between employers and employees, as well as to gather insights from mediators regarding the process. The study employs a literature review and an in-depth interview technique. Comprising three sections, the first part of the study evaluates the nature of labor law and the mandatory mediation system within the framework of discussions in the literature. The second section examines the potential effects of mandatory mediation on dispute resolution, based on Ministry of Justice statistics. The third section, which is based on field research, evaluates the findings from interviews conducted with ten mediators operating in İzmir under six thematic categories. The research findings reveal that the parties approach each other with prejudice and view mediation as an obstacle to be overcome. It was observed that employees are generally uninformed about the process, fear being misled, and expect to receive the entirety of their claims. Furthermore, employees often agree to settle for less than their entitled rights due to economic concerns. The employers attitude is a decisive factor in achieving a resolution, with employers generally directing representatives to attend meetings instead of participating personally. It was also noted that the impartiality of mediators and their inability to make explicit recommendations could create issues for employees. Additionally, a lack of knowledge about the process on the part of both the parties and, in some cases, the mediators, led to challenges. However, it was determined that, over time, the system has gained acceptance among mediators. Key Words: Labor Dispute, Mandatory Mediation, Labor Law. JEL Classification: J01, J52, K31.

 . İşgücünün değişen yapısı, çalışma biçimlerinin değişmesi gibi nedenlerle işçi ve işveren ilişkilerinde artan uyuşmazlıklar karşısında, yargı yolu dışında alternatif çözüm yolları arayışı da artmıştır. 7.6.2012 tarihli 6325 sayılı Hukuk Uyuşmazlıkları Arabuluculuk Kanunu ile hukuk sistemine giren ihtiyari arabuluculuk, 2017 tarihli 7036 sayılı İş Mahkemeleri Kanunu ile 01.01.2018 tarihinden itibaren istisnalar dışında işçi ve işveren alacakları, tazminatları ve işe iade talebiyle açılan davalarda zorunlu hale gelmiştir. Dava şartı arabuluculuğun işçi ve işveren arasındaki uyuşmazlıkların çözümündeki olası etkilerini ve arabulucuların sürece ilişkin görüşlerinin belirlenmesinin amaçlandığı bu çalışmada, literatür taraması ve derinlemesine mülakat tekniği kullanılmıştır. Üç bölümden oluşan çalışmada ilk olarak iş hukukunun niteliği ve dava şartı arabuluculuk sistemi literatürdeki tartışmalar çerçevesinde değerlendirilmiştir. İkinci bölümde dava şartı arabuluculuğun uyuşmazlıkların çözümüne olası etkileri Adalet Bakanlığı istatistikleri üzerinden incelenmiştir. Alan araştırmasına dayalı üçüncü bölümde İzmir ilinde faaliyet gösteren on arabulucu ile yapılan görüşme bulguları belirlenen altı tema altında değerlendirilmiştir. Araştırma sonucunda; tarafların birbirlerine önyargı ile yaklaştıkları ve arabuluculuğu aşılması gereken bir engel olarak gördüğü, işçilerin sürece ilişkin bilgisiz olduğu ve aldatılma endişesi taşıdığı, beklentilerinin alacaklarının tamamını almak olduğu, işçilerin ekonomik kaygılarla kazanılmış haklarından daha azına razı olduğu, işverenin tutumunun sürecin uzlaşma ile sonuçlanmasında belirleyici olduğu ve genelde toplantılara bizzat katılmayıp temsilcilerini yönlendirdiği, arabulucuların tarafsızlığının ve açıkça önerilerde bulunamamasının işçi açısından sorunlara yol açabildiği, süreç hakkında tarafların hatta bazı arabulucuların bilgi eksikliğinden kaynaklı sorunlar yaşandığı ancak zaman içinde sistemin arabulucular tarafından benimsendiği tespit edilmiştir. Anahtar Kelimeler: İş Uyuşmazlığı, Dava Şartı Arabuluculuk, İş Hukuku JEL Sınıflandırması: J01, J52, K31.

Makale detayları

Practical Challenges of Mandatory Mediation in Individual Labor Law: A Sample of İzmir

Yazarlar:

Hatice Erol | Gizem Ülgü

Yayıncı:

Manisa Celal Bayar University

Ana Başlıklar:

Çalışma Ekonomisi ve Endüstri İlişkileri

Dergi:

Yönetim ve Ekonomi Dergisi Vol.31 Issue 4, pp.765-787

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001334226

pISSN:

1302-0064

Labour Dispute

Ccompulsory Mediation

Labour Law.İş Uyuşmazlığı

Zorunlu Arabuluculuk

İş Hukuku.

Sayı

Makale detayları

Practical Challenges of Mandatory Mediation in Individual Labor Law: A Sample of İzmir

Yazarlar: Hatice Erol | Gizem Ülgü

Yayıncı: Manisa Celal Bayar University

Ana Başlıklar: Çalışma Ekonomisi ve Endüstri İlişkileri

Dergi: Yönetim ve Ekonomi Dergisi Vol.31 Issue 4, pp.765-787

Belge Tipi: Makale

Yayın Tarihi: 12/2024

Belge Dili: Türkçe

Document ID (Org No.): 2001334226

pISSN: 1302-0064

Labour Dispute

Ccompulsory Mediation

Labour Law.İş Uyuşmazlığı

Zorunlu Arabuluculuk

İş Hukuku.

Sayı

Yazarlar:

Hatice Erol | Gizem Ülgü

Yayıncı:

Manisa Celal Bayar University

Ana Başlıklar:

Çalışma Ekonomisi ve Endüstri İlişkileri

Dergi:

Yönetim ve Ekonomi Dergisi Vol.31 Issue 4, pp.765-787

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001334226

pISSN:

1302-0064