Alternative Dispute Resolution and workplace conflict: a British-Nigerian Comparison

替代性争议解决和工作场所冲突：英国与尼日利亚的比较

基本信息

批准号：
ES/X006999/1
负责人：
Chinwe Umegbolu
金额：
$ 11.4万
依托单位：
University of Brighton
依托单位国家：
英国
项目类别：
Fellowship
财政年份：
2022
资助国家：
英国
起止时间：
2022 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FX006999%2F1
关键词：
Alternative Dispute Resolution workplace conflict

项目摘要

With the continuous decline of union representation and the introduction of legal incentives for workers to resolve individual employment disputes/conflicts without resorting to the courts, ADR is gaining increasing prominence in the British landscape of industrial relations (CIPD, 2021). The most important sign and motor of this change have been the conciliation service offered by (Acas, 2021) to all workers wishing to lodge a claim in Employment Tribunals. Whilst the ADR has been encouraged in the U.K. as means to reduce litigation costs in relation to employment tribunal claims, there have been relatively few scholarly research on ADR as a means to settle workplace disputes in the U.K. (Acas, 2021). In Nigeria, due to lack of sensitisation in most organisations (Umegbolu, 2021), this has become an emergent field of study compared to the U.K. British workers have been mandated to lodge their dispute with ACAS before proceeding to an employment tribunal claim (Araujo et al., 2020). However, when it comes to Nigerian workers, this needs further work. A new field of study would be a comparative analysis of mediation in workplace disputes in Nigeria and the U.K., focusing on the role of mediation. It would entail a documentary analysis of existing grey literature in both countries and interviews with qualified mediators, conciliators, directors and (lawyers) in both countries and potentially trade unions in public sector organisations. It will make an original contribution to knowledge in both jurisdictions, particularly in Nigeria, where there is low patronage of ADR. It is imperative to point out that business innovations and laws are shaped after U.K. law (Burns 1978). For instance, Lagos was the first to introduce the new rules of civil procedure in 2004 based on Lord Woolf's reform (Umegbolu2021). Hence any policy and recommendation stipulated in this research would be embraced and implemented in Nigeria.

随着工会代表的持续下降，并引入了工人解决个人就业纠纷/冲突而不诉诸法院的法律激励措施，ADR在英国劳资关系景观中的突出越来越越来越重要（CIPD，2021年）。这一变化的最重要标志和电动机是（ACA，2021）向所有希望提出就业法庭提出索赔的工人提供的和解服务。虽然在英国被鼓励是减少与就业法庭索赔有关的诉讼成本的手段，但对ADR的学术研究相对较少，作为解决英国工作场所纠纷的一种手段（ACAS，2021年）。在尼日利亚，由于大多数组织缺乏敏感性（Umegbolu，2021），与英国英国工人相比，这已成为一个新兴的研究领域，在进行就业法庭索赔之前，已授权与ACA提出争议Al。，2020）。但是，在尼日利亚工人方面，这需要进一步的工作。一个新的研究领域将是对尼日利亚和英国工作场所争端中调解的比较分析，重点是调解的作用。它将需要对两国现有灰色文献进行文献分析，并在两个国家 /地区对合格的调解员，和解者，董事和（律师）的访谈以及公共部门组织中的潜在贸易工会。它将为这两个司法管辖区，特别是在尼日利亚的尼日利亚，在ADR的光顾中为知识做出原始贡献。必须指出，在英国法律之后，商业创新和法律是塑造的（Burns 1978）。例如，拉各斯是根据伍尔夫勋爵（Lord Woolf）的改革（Umegbolu2021）第一个在2004年介绍新的民事诉讼规则的人。因此，本研究中规定的任何政策和建议将在尼日利亚接受和实施。