University of Zenica , Zenica , Bosnia and Herzegovina
Posljednjih nekoliko desetljeća zabilježen je kontinuiran rast interesa za
primjenom mirnih načina rješavanja radnih sporova (tzv. alternativno rješavanje
sporova). Postojanje efikasnog i djelotvornog načina rješavanja spora od
posebnog je značaja za rješavanje kolektivnih radnih sporova, obzirom da isti
imaju posebnu ulogu u okviru postupka kolektivnog pregovaranja, ostvarivanja
prava na štrajk, i, u konačnici, obezbjeđenja sudske zaštite kolektivnih prava
i interesa. Način pravnog uređenja procedura za provođenje posredovanja,
mirenja i arbitraže, kao mirnih načina rješavanja sporova, u ovom pogledu
mogu imati ključnu ulogu u osnaživanju socijalnog dijaloga. Ovo je vidljivo i
u standardima Međunarodne organizacije rada i Vijeća Evrope, koji mirenje i
arbitražu prvenstveno stavljaju u funkciju ostvarivanja saradnje između socijalnih
partnera. Istraživanje će pokazati da su međunarodni i evropski standardi prije
svega usmjereni u pravcu uređenja pitanja dobrovoljnosti, odnosno, obaveznosti
mirenja i arbitraže, i potencijalnog ograničenja prava na kolektivno pregovaranje
i kolektivnu akciju. Evropski sud za ljudska prava dodatno je razmatrao u tom
pogledu pitanje ograničenja prava na pravično suđenje u okviru člana 6. Evropske
konvencije o ljudskim pravima. U radu će u konačnici biti dat osvrt na trenutno
pravno uređenje mirnih načina rješavanja kolektivnih radnih sporova u radnom
zakonodavstvu u Bosni i Hercegovini, i dopuštenosti postojećih modela, ukoliko
uzmemo u obzir relevantna tumačenja međunarodnih i evropskih standarda o
ovom pitanju.
The last few decades have seen a continuous increase in interest in the
peaceful dispute resolution (or “alternative dispute resolution” – ADR) of labour
disputes. The existence of an efficient and effective way of resolving disputes is
of utmost importance for resolving collective labour disputes, since these play a
specific role in the collective bargaining process, exercising the right to strike,
and, ultimately, ensuring judicial protection of collective rights and interests. The
manner of legal regulation of procedures for conducting mediation, conciliation
and arbitration as peaceful methods of resolving disputes in this regard can play
a key role in strengthening social dialogue. This is also evident in the standards
of the International Labour Organization and the Council of Europe, which put
conciliation and arbitration primarily in the function of achieving cooperation
between social partners. The research will show that international and European
standards are primarily directed towards regulating the issue of voluntary vs.
compulsory conciliation and arbitration, and its potential limitation of the right to
collective bargaining and collective action. The European Court of Human Rights
has further considered in this regard the issue of limitations on the right to a fair
trial under Article 6 of the European Convention on Human Rights. The paper
will ultimately give an overview of the current legal regulation of alternative
dispute resolution methods of collective labour disputes in labour legislation in
Bosnia and Herzegovina, and the admissibility of existing models, in relation to
the relevant interpretations of international and European standards on this issue.
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