DO ALTERNATIVE DISPUTE RESOLUTION METHODS AND EMPLOYMENT DISPUTES FIT LIKE A HAND AND GLOVE? ALTERNATIVE DISPUTE RESOLUTION IN INDIVIDUAL EMPLOYMENT DISPUTES

Yıl 2024, Cilt: 32 Sayı: 2, 649 - 678, 28.06.2024

Mustafa Nalbant

https://doi.org/10.15337/suhfd.1418193

Öz

There is a growing focus on resolving disputes through Alternative Dispute Resolution (ADR) methods in the world. This article explores ADR’s role in settling employment-related disputes. It highlights the distinctive characteristics (sui generis) of employment disputes with particular focus on the power imbalance between parties and examine how ADR aligns with the that of employment disputes. It considers advantages and disadvantages of employing ADR within the realm of employment law by looking from the perspectives of both employers and employees.
Article reveals that the advantages and disadvantages of ADR are interconnected. Furthermore, a single advantage might also come with a disadvantage. These drawbacks mainly rely on the potential power imbalance. However, most disputes inherently involve some degree of power imbalance, and because mere power imbalance, completely disregarding ADR methods would not be reasonable unless parties are unable to seek their rights in courts or tribunals after attempting ADR.

Anahtar Kelimeler

ADR, Mediation, Arbitration, Employment Disputes, Power Imbalance

Etik Beyan

The article which information is given above and submitted to Selcuk University Law Review does not require ethics committee permission or any special permission.

ALTERNATİF UYUŞMAZLIK ÇÖZÜM YOLLARI (AUÇY) VE İŞ UYUŞMAZLIKLARI UYGUN BIR TERCİH MİDİR? BİREYSEL İŞ ANLAŞMAZLIKLARINDA AUÇY

Öz

Alternatif Uyuşmazlık Çözümü Yöntemleri (AUÇY) aracılığıyla uyuşmazlıkları çözme hususunda tüm dünyada artan bir eğilim vardir. Bu makale ise AUÇY'nin iş uyuşmazlıklarını çözmedeki rolünü araştırmaktadadır. Bu amaçla, iş uyuşmazlıklarının kendine özgü yapısını inceler, özellikle tara-flar arasındaki güç dengesizliğine odaklanır. AUÇY'nin iş uyuşmazlıklarının çözümü için uygun olup olmadığını inceler. Bu bağlamda, bu uyuşmazlıkların çözümünde AUÇY'nin kullanılmasının avantajlarını ve dezavantajlarını işverenlerin ve çalışanların bakış açılarından değerlendirerek ele alır.

Bu AUÇY'nin avantajlarının ve dezavantajlarının birbiriyle bağlantılı olduğunu ortaya koymaktadır. Diğer bir deyişle, bir avantajın aynı zamanda bir dezavantaj olarak tezahür edebileceğini belirtir. Bu dezavantajlar genellikle potansiyel güç dengesine dayanmaktadır. Ancak, çoğu anlaşmazlığın doğası gereği bir dereceye kadar güç dengesizliği içermektedir ve sadece güç dengesizliği nedeniyle, AUÇY yöntemlerini tamamen göz ardı etmek, tara-fların sonrasında mahkemelere erişim hakkına sahip olduğu müddetçe, mantıklı olmayacaktır.

Anahtar Kelimeler

• AUÇY, Arabuluculuk, Tahkim, Iş uyuşmazlıkları, Güç Dengesizliği

Etik Beyan

Yukarıda verilen bilgilere dayalı olarak hazırlanan ve Selçuk Üniversitesi Hukuk Dergisi'ne sunulan makale, etik kurul izni veya özel izin gerektirmemektedir.

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