DISPUTE RESOLUTION MECHANISM IN AN INDUSTRIAL RELATIONS IN MALAYSIA: A REVIEW

Employers, employees, and trade unions are in reliance on each other. Any acrimonious between employers, employees, and trade unions exigently to be resolved to maintain a harmonious industrial relationship. The parties have the option either to resolve the said dispute through the mechanism of alternative dispute resolutions of the court of law. Therefore, the objective of this paper is to discuss the alternative dispute resolutions with particular reference to the Industrial Relations Act 1967. The methodology used in this paper is pure legal research and data is collected from decided cases, journals, legal documents, articles, and textbooks. The findings reveal that there are several alternative dispute resolution mechanisms as therein provided under the Industrial Relations Act 1967, viz conciliation, fact-finding, and investigation, as well as arbitration. Apart from the above said mechanism under the Industrial Relations Act 1967, industrial disputes can also be solved by the way of direct negotiation.

Download Full-text

Putting into Place Solutions for Nazi Era Dispossessions of Cultural Objects: The UK Experience

International Journal of Cultural Property ◽

10.1017/s0940739116000278 ◽

2016 ◽

Vol 23 (4) ◽

pp. 385-406 ◽

Cited By ~ 3

Author(s):

Charlotte Woodhead

Keyword(s):

Dispute Resolution ◽

Alternative Dispute Resolution ◽

Advisory Panel ◽

Cultural Objects ◽

The Uk ◽

Dispute Resolution Mechanism ◽

Nazi Era ◽

The Way

Abstract:Since 2000, the United Kingdom’s Spoliation Advisory Panel has provided an alternative dispute resolution mechanism for resolving disputes surrounding Nazi era dispossessions of cultural objects. This article analyzes the way in which the panel has reached its recommendations and how they have been implemented. While the panel’s recommendations provide a means of resolving disputes in circumstances where litigation might fail a claimant, claimants may encounter difficulties should an institution fail to implement the recommended remedy because of the extra-judicial nature of the recommendations. This article therefore analyzes the effectiveness of the panel’s work in overcoming some of the shortcomings of litigation and the way in which the parties have put into effect the panel’s recommendations. Furthermore, suggestions are made for ways in which to ensure compliance with the recommendations even in the absence of judicial enforcement.

Download Full-text

Penyelesaian Perselisihan Hubungan Industrial Menurut Undang-Undang Ketenagakerjaan

Jurnal Ilmiah Raad Kertha ◽

10.47532/jirk.v2i2.164 ◽

2020 ◽

Vol 2 (2) ◽

pp. 82-97

Author(s):

I Ketut Simpen ◽

Herry Indiyah Wismani

Keyword(s):

Dispute Resolution ◽

Industrial Relations ◽

Labor Law ◽

Human Relationship ◽

Legal Research ◽

Labor Organizations ◽

Positive Law ◽

Dispute Resolution Mechanism

Disputes or disputes are always possible in every human relationship including disputes inwork relations. Industrial relations disputes usually occur between workers / employers and employersor between workers 'organizations / labor organizations and company organizations / employers'organizations. Industrial relations disputes can be divided into two, namely: a) Industrial relationsdisputes according to their nature, which consist of: Collective industrial relations disputes, andindividual industrial relations disputes b) Industrial Relations Disputes according to their type, whichconsist of Rights Disputes and Interest Disputes. This research is a normative legal research that is astudy that mainly analyzes the provisions of positive law and the principles of law, by carrying outsystematic explanations. The problems studied are how is the Industrial Relations Dispute ResolutionMechanism according to the Labor Law. The industrial relations dispute resolution mechanism iscarried out in two ways, namely through a non-litigation path that is carried out by bipartid (eachdisputing party) and tripartid (mediation, negotiation, and consolidation) and through litigationchannels (court lines namely Industrial Relations Control.

Download Full-text

Penyelesaian Sengketa Para Pihak Yang Telah Terikat Dalam Perjanjian Arbitrase (Studi Kasus Di Pengadilan Negeri Denpasar)

Jurnal Analogi Hukum ◽

10.22225/ah.2.1.1615.119-123 ◽

2020 ◽

Vol 2 (1) ◽

pp. 119-123

Author(s):

Ni Made Intan Maharani ◽

Anak Agung Sagung Laksmi Dewi ◽

Luh Putu Suryani

Keyword(s):

Dispute Resolution ◽

Alternative Dispute Resolution ◽

Class I ◽

District Court ◽

Legal Research ◽

Legal Relationship ◽

The Way

Aside from going through the courts, there are alternatives that can be passed through the dispute, namely negotiation, mediation and arbitration. Arbitration institutions are bodies chosen by the parties to the dispute to provide decisions regarding certain disputes, these institutions can also provide a binding opinion of a legal relationship from matters that have not arisen yet. The formulation of the problem raised in this study is how this arrangement for dispute resolution of parties who have been bound in an arbitration agreement, as well as how the judges' legal considerations in resolving disputes in an arbitration agreement. This research is a normative legal research. Arrangement for dispute resolution of parties that have been bound in the arbitration agreement is contained in law number 30 of 1999 concerning arbitration and alternative dispute resolution, in which the dispute resolution is handed over by professional Arbitrators who will act as judges or private courts who will apply the procedure the way the peace law has been mutually agreed upon by the parties to arrive at a final and binding decision. Judge's Legal Considerations in the Case Verdict of the Denpasar District Court Class I A Number 3/Pdt.G/2017/PN.Dps. that is based on Article 3 of Law Number 30 of 1999 Concerning Arbitration and Alternative Dispute Resolution, which states that the District Court is not authorized to adjudicate disputes of parties who have been bound in an arbitration agreement Selain melalui pengadilan, teruntuk mengatasi kasus sengketa ada suatu alternatif yang dapat dilalui, yaitu dengan cara negosiasi, mediasi, dan arbitrase. Lembaga arbitrase merupakan badan yang dipilih oleh para pihak yang bersengketa untuk memberikan putusan mengenai sengketa tertentu, lembaga tersebut juga dapat memberikan pendapat yang mengikat dari sebuah keterkaitan hukum dari hal yang belum timbul sengketa. Adapun rumusan masalah yang diangkat dalam penelitian ini adalah bagaimana ini pengaturan penyelesaian sengketa para pihak yang telah terikat dalam perjanjian arbitrase, serta bagaimana pertimbangan hukum hakim dalam penyelesaian sengketa dalam perjanjian arbitrase. Penelitian ini merupakan penelitian hukum normative. Pengaturan penyelesaian sengketa para pihak yang telah terikat dalam perjanjian arbitrase yaitu terdapat pada undang-undang nomor 30 tahun 1999 tentang arbitarse dan alternatif penyelesaian sengketa umum, yang dimana penyelesaian sengketa tersebut diserahkan Arbiter yang profesional yang akan bertindak sebagai hakim atau peradilan swasta yang akan menerapkan tata cara hukum perdamaian yang telah disepakati bersama oleh para pihak tersebut untuk sampai pada putusan yang final dan mengikat. Pertimbangan Hukum Hakim Dalam Putusan Perkara Pengadilan Negeri Denpasar Kelas I A Nomor 3/Pdt.G/2017/PN.Dps. yaitu didasarkan pada Pasal 3 Undang-Undang Nomor 30 Tahun 1999 Tentang Arbitrase Dan Alternatif Penyelesaian Sengketa, yang menyatakan bahwa Pengadilan Negeri tidak berwenang untuk mengadili sengketa para pihak yang telah terikat dalam perjanjian arbitrase.

Download Full-text

Alternative Dispute Resolution and Collective Conciliation in Nigeria: A Review of Contemporary Literature

International Journal of Business and Management ◽

10.5539/ijbm.v12n8p261 ◽

2017 ◽

Vol 12 (8) ◽

pp. 261

Author(s):

Ige Adejoke Yemisi

Keyword(s):

Dispute Resolution ◽

Trade Union ◽

Trade Unions ◽

Alternative Dispute Resolution ◽

Contemporary Literature ◽

Employment Relations ◽

Roles And Responsibilities ◽

Contextual Understanding ◽

Dispute Resolution Mechanism

The aim of this paper is to present detailed contextual understanding of employment relations, alternative dispute resolution (ADR) and collective conciliation in Nigeria. This contextual understanding is important in order to comprehend the specific evolution of ADR and collective conciliation in Nigeria, the particular configuration of employment relations institutions and the role of different stakeholders such as trade unions and employers’ associations. The outcomes of this study, affirms the significance of the roles and responsibilities of the actors (employer, trade union, state and conciliator) and highlights the procedures inherent in the dispute resolution mechanism hence, revealing how the weakness of state machinery tends to frustrate the process of conciliation in practice. Additionally, this study offers a reflection of what previous studies have presented, concerning the perceptions of users about the outcomes of collective conciliation within the Nigerian context.

Download Full-text

PERSPEKTIF PENYELESAIAN SENGKETA KETENAGAKERJAAN MELALUI PENGADILAN HUBUNGAN INDUSTRIAL DALAM MENGHADAPI MASYARAKAT EKONOMI ASEAN

Jurnal Poros Hukum Padjadjaran ◽

10.23920/jphp.v1i2.225 ◽

2020 ◽

Vol 1 (2) ◽

pp. 158-171

Author(s):

Agus Mulya Karsona ◽

Sherly Ayuna Putri ◽

Etty Mulyati ◽

R. Kartikasari

Keyword(s):

Dispute Resolution ◽

Trade Unions ◽

Conflicts Of Interest ◽

Industrial Relations ◽

District Court ◽

Economic Community ◽

Labour Dispute ◽

Asean Economic Community ◽

Dispute Resolution Mechanism ◽

Relationship Of

ABSTRAKHubungan industrial yang merupakan keterkaitan kepentingan antara pekerja dengan pengusaha, berpotensi menimbulkan perbedaan pendapat, bahkan perselisihan antara kedua belah pihak. Sehubungan dengan itu perangkat Undang-Undang penyelesaian perselisihan perburuhan sangat diperlukan. Perselisihan Hubungan Industrial adalah perbedaan pendapat yang mengakibatkan pertentangan antara pengusaha atau gabungan pengusaha dengan pekerja/buruh atau serikat pekerja/serikat buruh karena adanya perselisihan mengenai hak, perselisihan kepentingan, perselisihan pemutusan hubungan kerja dan perselisihan antar serikat pekerja/serikat buruh dalam satu perusahaan. Keberadaan Pengadilan Hubungan Industrial yang menggantikan kedudukan Panitia Penyelesaian Perselisihan Perburuhan ditandai dengan adanya perubahan mekanisme penyelesaian perselisihan perburuhan dimaksudkan agar proses penyelesaian perselisihan dapat dilaksanakan secara cepat, tepat, adil dan murah seiring dengan perkembangan era industrialisasi dan ilmu pengetahuan. Pengadilan Hubungan Industrial (PHI) adalah pengadilan khusus yang dibentuk di lingkungan pengadilan negeri yang berwenang memeriksa, mengadili dan memberi putusan terhadap perselisihan hubungan industrial. Penyelesaian perselisihan hubungan industrial perlu dilaksanakan secara cepat, karena berkaitan dengan proses produksi dan terciptanya hubungan industrial yang harmonis dalam suatu hubungan kerja. Dalam rangka menghadapi era Masyarakat Ekonomi ASEAN (MEA) perlu dipersiapkan Pengadilan Hubungan Industrial yang mampu menyelesaikan sengketa ketenagakerjaan yang timbul di era globalisasi. Permasalahan yang timbul adalah sejauh mana prospek dan kesiapan PHI dalam menyelesaikan sengketa ketenagakerjaan secara global di era MEA.Kata kunci: ketenagakerjaan; globalisasi; pengadilan; sengketa.ABSTRACTIndustrial relations that are a relationship of interest between workers and entrepreneurs, potentially cause disagreements, even disputes between the two parties. In connection with the device the settlement law of labor disputes is indispensable. Industrial relations disputes are disagreements that result in conflicts between entrepreneurs or joint entrepreneurs with workers/laborers or trade unions/unions due to disputes over rights, conflicts of interest, disputes of termination of employment and disputes between trade unions/unions in one company. The existence of the Industrial Relations Court which replaces the position of the Labour Dispute Resolution Committee is characterized by the change of the labor dispute resolution mechanism intended for the dispute resolution process to be implemented quickly, precisely, fairly and with cheap as the era of industrialization and science. The Industrial Relations Court (PHI) is a special court formed in an area of the District Court which is authorized to examine, prosecute and give judgment against Industrial relations disputes. Settlement of industrial relations disputes needs to be implemented quickly, because it relates to the production process and the creation of a harmonious industrial relations in a working relationship. In order to face the ASEAN Economic Community era (MEA), the Industrial relations Court has been prepared to settle employment disputes arising in the globalization era. The problem arises is the extent of the prospect and readiness of PHI in resolving employment disputes globally in the MEA era.Keywords: employment; globalization; court; dispute.

Download Full-text

KEWENANGAN PENGADILAN DALAM PEMBATALAN PUTUSAN ARBITRASE INTERNASIONAL DI INDONESIA

Jurnal Privat Law ◽

10.20961/privat.v5i2.19384 ◽

2017 ◽

Vol 5 (2) ◽

pp. 26

Author(s):

Yuanita Permatasari ◽

Pranoto ,

Keyword(s):

Dispute Resolution ◽

Alternative Dispute Resolution ◽

District Court ◽

International Arbitration ◽

Legal Research ◽

Recognition And Enforcement ◽

Materials Used ◽

Legal Substances ◽

Arbitration Award

Abstract This article aims to find out the recognition and enforcement of international arbitration award in Indonesia, as well as the authority of the courts in annulment the international arbitration award in Indonesia. This research is a normative and prescriptive legal research. The type and source of materials used is the source of secondary legal material. The legal substances used in this study are of two kinds, namely primary legal materials and secondary legal materials. The method of collecting legal materials in this study is obtained through assessment of existing libraries, books, law journals, and court awards. Based on the result of the discussion, it can be concluded: Firstly, the international arbitration award can be recognized and enforced if the award is registered and obtain an execution from the Central Jakarta District Court. International arbitration rulings can only be recognized and enforced if they full fil the conditions in Article 66 of Arbitration and Alternative Dispute Resolution law. Second, the international arbitration award is final and binding. However, in reality many international arbitration awards are requested for annulment to the Court in Indonesia.Keywords: international arbitration award, annulment of international arbitration award, enforcement of international arbitration awardAbstrak Artikel ini bertujuan untuk mengetahui pengakuan dan pelaksanaan putusan arbitrase internasional di Indonesia, serta kewenangan pengadilan dalam membatalkan putusan arbitrase internasional di Indonesia. Metode penelitian yang digunakan adalah penelitian hukum normatif bersifat preskriptif. Pendekatan yang digunakan penulis adalah pendekatan kasus. Sumber bahan hukum yang digunakan adalah bahan hukum primer dan bahan hukum sekunder, dengan teknik analisis bahan hukum menggunakan metode silogisme dan interpretasi dengan menggunakan pola berpikir deduktif. Berdasarkan hasil pembahasan dapat disimpulkan: Pertama, agar putusan arbitrase internasional dapat diakui dan dilaksanakan, maka putusan tersebut harus terlebih dahulu didaftarkan dan memperoleh exequatur dari Pengadilan Negeri Jakarta Pusat. Putusan arbitrase internasional hanya dapat diakui dan dilaksanakan apabila memenuhi syarat-syarat yang ditentukan dalam Pasal 66 Undang-Undang Nomor. 30 Tahun 1999 tentang Arbitrase dan Alternatif Penyelesaian Sengketa. Kedua, putusan arbitrase internasional bersifat final and binding. Sehingga, putusan arbitrase internasional tidak dapat diajukan upaya pembatalan putusan arbitrase. Namun, dalam realitanya banyak putusan arbitrase internasional yang dimintakan pembatalannya kepada Pengadilan di Indonesia.Kata Kunci: putusan arbitrase internasional, pembatalan putusan arbitrase internasional, pelaksanaan putusan arbitrase internasional

Download Full-text

Kewenangan Badan Penyelesaian Sengketa Konsumen (BPSK) dalam Menyelesaikan Sengketa Asuransi Pasca Keluarnya Peraturan Otoritas Jasa Keuangan (OJK) Nomor 1/POJK.07/2014

JURNAL MERCATORIA ◽

10.31289/mercatoria.v12i2.2748 ◽

2019 ◽

Vol 12 (2) ◽

pp. 102

Author(s):

Wisnu Kumala ◽

Yaswirman Yaswirman ◽

Ulfanora Ulfanora

Keyword(s):

Dispute Resolution ◽

Consumer Protection ◽

Financial Services ◽

Alternative Dispute Resolution ◽

Dispute Settlement ◽

Legal Research ◽

Research Results ◽

Consumer Protection Act ◽

Legal Effect ◽

Legal Consequences

There is a tug of authority in resolving insurance disputes outside the court between the Consumer Dispute Settlement Agency (BPSK) based on Law Nomor 8 of 1999 concerning Consumer Protection with Alternative Dispute Resolution Institutions (LAPS) based on Financial Services Authority Regulation Number 1/POJK.07/2014. This encourages the author to conduct legal research in order to determine the authority of BPSK in resolving insurance disputes as well as the legal consequences of the decision after the issuance of the Financial Services Authority Regulation Number 1/POJK.07/2014 using the statutory approach. This legal research results in the finding that BPSK is still authorized to settle insurance disputes following the issuance of the Financial Services Authority Regulation Number 1/POJK.07/2014, this is based on the provisions of the Lex superior derogat legi inferiori principle. Then there is no legal effect on the BPSK decision after the issuance of the Financial Services Authority Regulation. This is because BPSK's decision has been based on Law Number 8 of 1999 concerning Consumer Protection, whose position is higher than the Regulation of the Financial Services Authority. So there is no need for BPSK to follow the provisions of the regulations whose hierarchy of legislation is lower than the Consumer Protection Act. Therefore BPSK's decision is "final and binding" as explained in Article 54 paragraph 3 of the Consumer Protection Act.

Download Full-text

Analisa Dan Pengaruh Metode Hubungan Industrial Terhadap Penyelesaian Perselisihan Di Serikat Pekerja Sektoral Kota Cilegon Tahun 2019

Ekono Insentif ◽

10.36787/jei.v14i2.291 ◽

2020 ◽

Vol 14 (2) ◽

pp. 91-100

Author(s):

Udi Iswadi ◽

Mahfudoh Haerani

Keyword(s):

Dispute Resolution ◽

Trade Unions ◽

Dispute Settlement ◽

Mutual Influence ◽

Alternative Hypothesis ◽

Industrial Relations ◽

Internal And External Factors ◽

Settlement Of Disputes ◽

The Relationship ◽

The City

Abstrak - Hubungan merupakan tindakan yang saling mempengaruhi antar pihak, saling memberi manfaat guna mencapai tujuan, hubungan dapat dikatakan pula sebuah representasi kegiatan yang dilandasi keinginan untuk saling memberi dan memenuhi keperluan masing-masing pihak. Keselarasan akan timbal balik pada sebuah hubungan yang sesuai menghasilkan kedekatan dan kenyamanan antar pihak. Konsep sebuah hubungan didasari oleh faktor internal dan eksternal organisasi atau perusahaan. Sedangkan hubungan yang terjadi dalam perusahaan yaitu hubungan Industrial, dimaknai sebuah metode dalam menyelesaikan persoalan yang timbul di antara pengusaha dan pekerjanya. Hal yang diselesaikan sudah barang tentu adalah perselisihan. Pelaksanaan metode penelitian dalam pengumpulan data berupa kuesioner. Jumlah populasi yang digunakan yaitu 35 serikat pekerja atau dengan jumlah pekerja sebanyak 5.860 pekerja sebagai populasi dari serikat pekerja sektoral yang tergabung dengan Federasi Serikat Pekerja Sektoral Kimia di kota Cilegon. Untuk mengetahui bagaimana metode hubungan Industrial yang efektif dipakai maka harus ditentukan jenis perselisihannya terlebih dahulu, dalam penelitian ini ditemukan perselisihan kepentingan kecenderungannya akan diselesaikan ditingkat hubungan Industrial bipatride. Adapun perselisihan yang banyak diselesaikan peneliti melihat waktu kejadiannya seperti perselisihan upah maka akan banyak muncul di awal tahun. Sedangkan untuk melihat seberapa kuat korelasi yang didapat antara Variabel Metode Hubungan Industrial terhadap Penyelesaian Perselisihan, maka hasil perhitungan Uji Korelasi Product Moment r hitung 0,920, dapat dikatakan bahwa pengaruhnya Sangat Kuat. Hal tersebut menunjukkan bahwa variabel Metode Hubungan Industrial mempengaruhi variabel Penyelesaian Perselisihan sebesar 84,6% sedangkan sisanya dipengaruhi oleh faktor-faktor lainnya. Nilai Sig. 0,000 < 0,05, diartikan bahwa pengaruh Variabel Metode Hubungan Industrial (X) terhadap Penyelesaian Perselisihan (Y) signifikan. Dari perhitungan ttabel diperoleh nilai 1,987. Berdasarkan kriteria pengujian hipotesis terhadap nol (Ho), yaitu Ho ditolak jika thitung > ttabel. Diperoleh thitung 5,458 > ttabel 1,987 maka Hipotesis nol (Ho) di tolak, dan menerima Hipotesis alternatif (Ha). Dalam penelitian ini dapat ditarik kesimpulan bahwa “Terdapat Pengaruh Metode Hubungan Industrial terhadap Penyelesaian Perselisihan di Serikat Pekerja Sektoral Kimia Kota Cilegon Tahun 2019”. Dengan regresi sebagai berikut : Ÿ = 20,710 + 1,010 X. Abstract - Relationship is an act of mutual influence between parties, mutually beneficial to achieve goals, the relationship can also be said to be a representation of activities based on the desire to give and meet the needs of each party. Alignment of reciprocity in an appropriate relationship results in closeness and comfort between parties. The concept of a relationship is based on internal and external factors of the organization or company. While the relationships that occur within a company that is industrial relations, is interpreted as a method of solving problems that arise between employers and their workers. The matter that was resolved was naturally a dispute. The implementation of research methods in collecting data in the form of a questionnaire. The population used is 35 trade unions or with a total of 5,860 workers as a population of sectoral trade unions that are members of the Federation of Chemical Sector Trade Unions in the city of Cilegon. For know, how effective industrial relations methods are used, the type of dispute must be determined first. In this study, it was found that disputes over the interests of fraud will be resolved at the bipartite industrial relations level. As for the disputes that many researchers have resolved, seeing when it occurs, such as wage disputes, many will appear at the beginning of the year. To see how strong the correlation obtained between the Industrial Relations Method Variables on Dispute Resolution, the results of the Product Moment Correlation Test r count of 0.920, it can be said that the effect is very Strong. This shows that the Industrial Relations Method variable affected 84.6% Dispute Resolution while the rest was influenced by other factors. The Sig. 0,000 <0.05, which means that the effect of the Industrial Relations Method Variable (X) on Dispute Settlement (Y) is significant. From the ttable calculation, the value is 1.987. Based on the hypothesis testing criteria for zero (Ho), i.e. Ho is rejected if tcount> ttable. Obtained tcount 5.458> t table 1.987 then the null hypothesis (Ho) was rejected, and accepted the alternative hypothesis (Ha). In this study, it can be concluded that "There is an Effect of the Industrial Relations Method on the Settlement of Disputes in the Chemical Sectoral Trade Unions of Cilegon City in 2019". With the regression as follows: Ÿ = 20,710 + 1,010 X.

Download Full-text

Assessing the efficacy of forum selection agreements in Commonwealth Africa

Journal of Comparative Law in Africa ◽

10.47348/jcla/v7/i2a1 ◽

2020 ◽

Vol 7 (2) ◽

pp. 1-40

Author(s):

Theophilus Edwin Coleman

Keyword(s):

Dispute Resolution ◽

Alternative Dispute Resolution ◽

Arbitral Tribunal ◽

African Countries ◽

The Subject ◽

Dispute Resolution Mechanism ◽

Domestic Support ◽

Commercial Disputes

Any international commercial agreement has the potential to be the subject of a dispute. In resolving international commercial disputes, parties to a contract are at liberty to choose any dispute resolution mechanism that best serves and meets their commercial interests. Generally, parties to an international commercial contract may resort to courtroom litigation or choose an alternative dispute resolution (ADR) mechanism as a method of resolving their transnational disputes. Underlying almost every international commercial contract, therefore, is a very primary question about where, by whom and how the parties prefer their disputes to be litigated. The response to this question depends on whether parties prefer traditional courtroom litigation, or an ADR mechanism. In most instances, countries put in place dispute resolution regimes that seek to afford contracting parties the liberty to submit their disputes to a foreign forum or an arbitral tribunal for legal redress and/or a remedy. However, while the efficacy of resolving international disputes through arbitration has garnered immense international and domestic support, the submission of disputes by parties to a foreign forum through a forum selection agreement is regarded with much ambivalence in most countries. This article assesses the efficacy of forum selection agreements in Commonwealth Africa. It appraises the judicial approach of courts in Commonwealth African countries relative to the essence and effect of forum selection agreements. This article argues and calls for a higher degree of judicial commitment to the juridical choices of private individuals who are party to an international commercial contract, especially with regard to forum selection agreements.

Download Full-text

From alternative dispute resolution to pluralist dispute resolution: towards an integrated dispute-resolution mechanism in China

International Journal of Law in Context ◽

10.1017/s1744552320000129 ◽

2020 ◽

Vol 16 (2) ◽

pp. 165-180

Author(s):

Zhiqiong June Wang ◽

Jianfu Chen

Keyword(s):

Social Control ◽

Dispute Resolution ◽

Alternative Dispute Resolution ◽

Careful Examination ◽

National Strategy ◽

Resolution System ◽

Future Direction ◽

Dispute Resolution Mechanism ◽

Dispute Resolution System

AbstractSince 1978, we have observed the steady development of institutions, mechanisms and processes of dispute resolution in China. In the last ten years or so, we then noted frequent issuance of new rules and measures as well as revision of existing laws, the promotion of mediation as the preferred method for resolving disputes and, more recently, the promotion of an integrated dispute-resolution system as a national strategy for comprehensive social control (as well as for resolving disputes), in the name of reforming and strengthening ‘the Mechanism for Pluralist Dispute Resolution’. Careful examination of these latest developments suggests that fundamental changes are taking place that may potentially alter the course of the development of the Chinese dispute-resolution system. These developments are the focus of this paper with an aim to ascertain the nature of the developments and their future direction or directions.

Download Full-text