الوسائل البديلة لتسوية منازعات العمال في فلسطين
Date
2025-05-19
Authors
ليث محمد جميل كفافي
laith mohammad jameel kafafi
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
هدفت هذه الدراسة إلى بيان موقف المشرع الفلسطيني من اللجوء إلى الوسائل البديلة لتسوية منازعات العمال في إطار قانون العمل الفلسطيني رقم 7 لسنة 2000م. حيث أن تسوية النزاعات العمالية إما أن يتم بوسائل رضائية قائمة على المفاوضات والتراضي والتوفيق، وإما أن يتم بوسائل قسرية قائمة على الإضراب والإغلاق، وصولاً إلى التحكيم والقضاء المختص بحل النزاعات العمالية، ونظراً لأهمية حل النزاعات العمالية على العمال وأصحاب العمل وعلى الاقتصاد والمجتمع بشكل عام، فقد كان لا بد من وجود وسائل بديلة لتسوية هذه النزاعات، تكون أكثر سرعة وأقل تكلفة للأطراف، ومن خلالها يتم أيضاً حصر الآثار السلبية للنزاعات العمالية على العمال وأصحاب العمل وعلى المنشآت والمؤسسات العمالية أيضاً.
ولما كانت الفئة العظمى في المجتمع هم العمال وأصحاب العمل، فقد نظم المشرع الفلسطيني علاقات العمل بموجب قانون العمل رقم 7 لسنة 2000م، والذي تضمن العديد من القواعد القانونية المنظمة للعلاقة بين العمال وأصحاب العمل بما فيها منازعات العمل الفردية والجماعية، وعلى وجه التحديد وسائل تسوية هذه المنازعات الرضائية والقسرية.
ويتم تسوية المنازعات العمالية بعديد الوسائل الرضائية، وهي: المفاوضة الجماعية، والصلح، والوساطة، والتحكيم، والتسوية الودية، أما الوسائل القسرية لتسوية المنازعات العمالية، فتتمثل في الإضراب والإغلاق والقضاء العمالي المختص، ولتسوية المنازعات العمالية بالوسائل البديلة أهمية كبرى، حيث إن طبيعة قواعد قانون العمل الفلسطيني تتسم بالطبيعة الآمرة التي لا يجوز للأفراد الاتفاق على مخالفتها لتعلقها بالنظام العام، ولكن ليست الآمرة المطلقة، إذ يجوز مخالفتها إذا كان لذلك مصلحة أفضل للعامل، ولذلك تناقش هذه الدراسة مدى إمكانية اللجوء للوسائل البديلة لتسوية المنازعات العمالية الفردية والجماعية في ظل الطبيعة الآمرة لقواعد قانون العمل، وخلو النظام القانوني في فلسطين من وجود محاكم عمالية مختصة، حيث أن إجراءات التقاضي في الدعاوى العمالية تخضع للقواعد العامة للتقاضي المنصوص عليها في قانون أصول المحاكمات المدنية والتجارية الفلسطيني رقم 2 لسنة 2001م، وذلك على العكس من القوانين المقارنة.
This study aimed to clarify the Palestinian legislator's position on resorting to alternative means of resolving labor disputes within the framework of Palestinian Labor Law No. 7 of 2000. Labor disputes are settled either through consensual means based on negotiation, consent, and conciliation, or through coercive means based on strikes and lockouts, leading to arbitration and the judiciary specializing in resolving labor disputes. Given the importance of resolving labor disputes for workers and employers, the economy, and society in general, alternative means of resolving these disputes were necessary. These means were faster and less costly for the parties, and could also limit the negative effects of labor disputes on workers and employers, as well as on labor establishments and institutions. Since the majority of society is made up of workers and employers, the Palestinian legislator regulated labor relations under Labor Law No. 7 of 2000, which included numerous legal rules governing the relationship between workers and employers, including individual and collective labor disputes, specifically the means of resolving these consensual and coercive disputes. Labor disputes are settled through several amicable means, including collective bargaining, conciliation, mediation, arbitration, and amicable settlement. Coercive means of settling labor disputes include strikes, lockouts, and specialized labor courts. Settling labor disputes through alternative means is of great importance, as the nature of the Palestinian labor law rules is characterized by a mandatory nature that individuals may not agree to violate due to their connection to public order. However, they are not absolutely mandatory, as they may be violated if it is in the best interest of the worker. Therefore, this study discusses the possibility of resorting to alternative means of settling individual and collective labor disputes in light of the mandatory nature of the labor law rules, and the absence of specialized labor courts in the legal system in Palestine, as litigation procedures in labor cases are subject to the general rules of litigation stipulated in the Palestinian Civil and Commercial Procedure Law No. 2 of 2001, in contrast to comparative laws.
This study aimed to clarify the Palestinian legislator's position on resorting to alternative means of resolving labor disputes within the framework of Palestinian Labor Law No. 7 of 2000. Labor disputes are settled either through consensual means based on negotiation, consent, and conciliation, or through coercive means based on strikes and lockouts, leading to arbitration and the judiciary specializing in resolving labor disputes. Given the importance of resolving labor disputes for workers and employers, the economy, and society in general, alternative means of resolving these disputes were necessary. These means were faster and less costly for the parties, and could also limit the negative effects of labor disputes on workers and employers, as well as on labor establishments and institutions. Since the majority of society is made up of workers and employers, the Palestinian legislator regulated labor relations under Labor Law No. 7 of 2000, which included numerous legal rules governing the relationship between workers and employers, including individual and collective labor disputes, specifically the means of resolving these consensual and coercive disputes. Labor disputes are settled through several amicable means, including collective bargaining, conciliation, mediation, arbitration, and amicable settlement. Coercive means of settling labor disputes include strikes, lockouts, and specialized labor courts. Settling labor disputes through alternative means is of great importance, as the nature of the Palestinian labor law rules is characterized by a mandatory nature that individuals may not agree to violate due to their connection to public order. However, they are not absolutely mandatory, as they may be violated if it is in the best interest of the worker. Therefore, this study discusses the possibility of resorting to alternative means of settling individual and collective labor disputes in light of the mandatory nature of the labor law rules, and the absence of specialized labor courts in the legal system in Palestine, as litigation procedures in labor cases are subject to the general rules of litigation stipulated in the Palestinian Civil and Commercial Procedure Law No. 2 of 2001, in contrast to comparative laws.
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Citation
كفافي، ليث محمد. (2025). الوسائل البديلة لتسوية منازعات العمال في فلسطين [رسالة ماجستير غير منشورة]. جامعة القدس.