Ige Adejoke Yemisi1 .

bargaining and dispute resolution in Nigeria, there is no employers’ association that carries out this function and. as such, this obligation is conducted by management representatives within individual organisations. indicates that the responsibility of negotiating with trade unions during collective bargaining and dispute.

Collective bargaining;labour market;strikes;trade unions.

The arbitrator listens as each side argues its case and presents relevant evidence, then renders a binding decision

The arbitrator listens as each side argues its case and presents relevant evidence, then renders a binding decision. The disputants can negotiate virtually any aspect of the arbitration process, including whether lawyers will be present at the time and which standards of evidence will be used.

Factfinding: A Dispute Resolution Procedure for Collective Bargaining," Papers 5, Queen's at Kingston - Sch. of Indus. More about this item. Collective Bargaining; Labour Market; Strikes; Trade Unions; JEL classification: J50 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - General.

Presentation on theme: "Chapter Dispute Resolution Procedures 9. .the NLRA -Fact-finding is part of the national emergency dispute procedures of th.

16 1 - 16 9 -16 Fact-Finding A third party is used to study the issues in dispute when an impasse has been reached -The fact finder issues a report and often makes recommendations for an appropriate settlement -It is assumed that this neutral report will bring pressure upon both parties to settle -Rarely used in the private sector, and not required by. the NLRA -Fact-finding is part of the national emergency dispute procedures of the NLRA.

When there is administrative or legislative oversight of the dispute resolution process and there is the potential for subsequent action or intervention, the emphasis on the creation of a record of fact-finding and the report may appear to equal, or to exceed, the emphasis on assisting the parties in the resolution of the dispute.

A recent analysis of international labour dispute data for the period .

Furthermore, Germany has seen a general decline in labour dispute over the last three decades. If the original joint resolution procedure fails, both parties may agree on "pendulum" arbitration under an impartial chair.

The discussion then turns to fact-finding, a more constraining proce- dure .

The discussion then turns to fact-finding, a more constraining proce- dure in which the third party makes their recommendations in a formal report. The next dispute procedure considered is interest arbitration where the parties are constrained to adhere to the decision of the third party, the arbitrator. As with our other aspects of collective bargaining, in the area of dispute resolution there are a number of new techniques and roles emerging Chapter 9 Dispute Resolution Procedures skills to induce the parties to reach a voluntary agreement. A mediator's power is limited by the fact that he or she is an invited guest who can be asked to leave by ei- ther labor or management.

Collective bargaining is a means of regulating relations between management and employees and for settling disputes between them. It is based upon the realization that employers enjoy greater social and economic power than individual workers. Collective labor disputes are closely connected with the history of the labor movement for sake of the improvement of working and living conditions of workers. However, the legislation anywhere in the world up to 50-th in the XX century didn’t regulate the settlement of collective labor disputes.