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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.

随着工会代表性的不断下降，以及工人在不诉诸法院的情况下解决个人就业纠纷/冲突的法律的激励措施的引入，ADR在英国劳资关系领域越来越突出（CIPD，2021）。这一变化最重要的标志和动力是（Acas，2021年）向所有希望在就业法庭提出索赔的工人提供的调解服务。虽然ADR在英国受到鼓励，在英国，ADR作为一种减少劳资纠纷的诉讼费用的手段，对ADR作为解决劳资纠纷的一种手段的学术研究相对较少。(Acas，2021）。在尼日利亚，由于大多数组织缺乏敏感性（Umegbolu，2021年），与英国相比，这已成为一个新兴的研究领域。英国工人在向就业法庭提出索赔之前，必须先向ACAS提出争议（Araujo等人，2020年）。然而，对于尼日利亚工人来说，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纠纷调解的比较分析，注重发挥调解作用。这将需要对两国现有的灰色文献进行文献分析，并与两国合格的调解员、调解员、董事和（律师）以及公共部门组织的潜在工会进行访谈。它将对这两个司法管辖区的知识作出原创性贡献，特别是在尼日利亚，那里的替代性争议解决办法的赞助率很低。必须指出的是，商业创新和法律是在英国之后形成的。法律（Burns 1978）。例如，拉各斯是2004年第一个根据伍尔夫勋爵的改革（Umegbolu 2021）引入新的民事诉讼规则的地方。因此，这项研究中提出的任何政策和建议都将在尼日利亚得到接受和执行。