集体劳动争议解决中调解组织的调解原则探讨  

The Discussion upon Principles of Mediating Organization in Collective Labour Dispute Resolution

作　　者：宋湛[1] 

机构地区：[1]首都经济贸易大学劳动经济学院

出　　处：《中国人力资源开发》2016年第14期69-73,107,共6页Human Resources Development of China

基　　金：国家社会科学基金重大项目<集体劳动争议预防与处理机制的系统化建构研究>(项目编号:14ZDA066)的资助;为子课题二的阶段性成果

摘　　要：集体劳动争议采用劳动争议调解组织(或民间调解、或非官方调解)为调解主体的方式来进行调解,具有成本相对低、因保全双方关系(面子)而减少后续矛盾和问题等好处。然而,当前由于劳动争议调解组织的组成人员素质参差不齐、而集体劳动争议调解对调解工作的要求高,因而造成调解后续问题较多、双方当事人不愿意选择调解等情况的发生。本文以调解目标的回顾和阐述为基础,对调解应具有的基本原则进行逐一分析,来讨论如何构建政策体系来提升调解效率,化解冲突并减少后续遗留问题。The involvement of mediation organization （unofficial or nongovernmental） within the collective labour disputes is characterized by low cost, reducing subsequent contradiction and problems for guaranteeing relationship between the employer and employees. Nevertheless, due to different qualification of mediators whilst much requirement for the mediators, the consequence after mediation are very problematic. Or the two sides are reluctant to choose meditation in dealing with problems. According to elaborating on mediating objectives, all fundamental principles of mediation are analysed, thereby discussing how to construct policy system in pursuit of improving efficiency, addressing conflict as well as reducing subsequent issues.

关 键 词：集体劳动争议 调解组织 调解原则 

分 类 号：D922.5[政治法律—民商法学]