مشروعية الاضراب في المرافق العامة بين الشريعة والقانون "المعلمون أنموذجاً"
Date
2025-01-11
Authors
ابراهيم محمد علي شريتح
Ibraheem Mohammad Ali Shreteh
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
يعد الموظف هو الركيزة الأساسية في سير المرفق العام، وهو وسيلة الادارة الرئيسية في تنفيذ مهامها وواجباتها في تسيير المرفق العام، وهو الأداء لتحقيق المصلحة العامة، ولا يتصور وجود مرفق عام بدون موظفين يقومون بالعمل فيه، ولكي يقوم هذا الموظف بدوره في عمله فلا بد للجهة المختصة او الإدارة العمل على إعطاء الموظف حقوقه للقيام بواجبه.
وبما ان القانون نظم حقوق وواجبات الموظف العام في الوظيفة العمومية، الا انه في كثير من الأحيان تكون هناك متطلبات عامة للموظف العام بشكل عام والمدرسون بشكل خاص، ولا يمكن تحقيق هذه المطالب الا باللجوء الى الاضراب، وقد وأدرج الاضراب كعنصر من عناصر الحريات العامة والأساسية، وتم الاعتراف به كحق دستوري من الحقوق السامية التي لم يعترف بها إلا بعد نضال طويل للعمال والموظفين في اغلب الدول، كما كان للمنظمات والمواثيق الدولية الدور الأساسي والسند القانوني الذي اعتمدت عليه اغلب النظم القانونية الداخلية في إقرار مشروعيته والاعتراف به كحق من الحقوق الأساسية للموظفين، فقد تبنت اغلب الاتفاقيات و المنظمات الدولية التي تسعى إلى حماية الموظف كطرف ضعيف في عقد العمل، حق الإضراب ذلك أن هذا الحق مرتبط بالحقوق الأخرى خصوصا الحق في العمل احد أهم الحقوق الاقتصادية للإنسان وهو مرتبط كذلك بالحق في التنظيم النقابي.
وقد تم التركيز على تعريف الإضراب ومدى مشروعيته في الشريعة الإسلامية و التشريع الفلسطيني والمصري ، وكذلك بيان أسباب الاضراب، والآثار المترتبة عليه لذا فان موضوع الدراسة تناول أحد هذه الحقوق وهو الاضراب باعتباره الحق والوسيلة المهمة من أجل الحصول على مطالبات معينة تخصهم بشكل جماعي للضغط على الإدارة في تحقيقها، فقد تطرقت في رسالتي العلمية الى الحالات التي يعد فيها الاضراب مشروعاً، وحالات أخرى قد يكون فيها الاضراب غير مشروع، وهنا القاعدة لا تأخذ على اطلاقها في كلتا الحالتين بل فرضت عليه القيود والضوابط التي من شانها ان تكفل حق ممارسته بما يتفق والغرض الذي يشرع من أجله وفق النظام العام.
وقد خلصت الدراسة الى عدة نتائج وتوصيات، كان من اهم النتائج
الى ان الاضراب هو اتفاق جماعي من قبل الموظفين بالتوقف عن العمل الموكل إليهم من قبل الإدارة لمدة مؤقتة مع تمسكهم بحقهم في الوظيفة، وقد اقرت الشريعة الاسلامية بحق الموظف في الاضراب، واعتبرته من الوسائل التي يمكن اللجوء اليها لرفع الظلم الواقع على الموظفين من قبل الإدارة، ولا يمكن اللجوء الى هذه الوسيلة الا في حالة الضرورة، وهو إن الاضراب هو آخر الوسائل وأهمها التي قد يلجأ اليها الموظفين للضغط على الإدارة في المطالبة بحقوقهم المشروعة الممكن تحقيقها في حال تم، وهي من وسائل الضغط التي يمكن ان تشل وتعرقل سير المرفق العام حتى يتم تحقيق المطالب، كما أكدت الاتفاقيات الدولية كالعهد الخاص بالحقوق الاقتصادية والاجتماعية والثقافية عام 1966 على حق الاضراب، واعتبرته من الحقوق والحريات العامة، ولكنها تركت للمشرع في الدول حق تنظيمه داخلياً، وإن حق الاضراب هو حق مكفول ايضاً بموجب التشريع الفلسطيني وعلى رأسه القانون الاساسي الفلسطيني الذي يمثل المرجعية الدستورية والتي سمحت للعاملين في القطاع العام في فلسطين ممارسة الحق في الاضراب.
كما توصل الباحث في الدراسة الى عدة توصيات كان من أهمها:
التعديل على القرار بقانون رقم 11 لسنة 2017 بشأن اضراب الموظفين في المرافق العامة بأن يتناول كافة المسائل الموضوعية والاجرائية ولا نحيل في المسائل الاجرائية الى القواعد الواردة في قانون العمل كون ان القانونان يختلفان من حيث الفئة المستهدفة والاهداف وغير ذلك، وأن يراعي المشرع الفلسطيني الاتفاقيات والمعاهدات الدولية التي صادقت عليها دولة فلسطين باعتباره قانوناً يسمو على القوانين والدساتير الداخلية وتوافقا له مع احكام الشريعة الاسلامية والتي اعتبرت حق الاضراب من الحقوق الأساسية للموظفين والمواطنين على حد سواء، وأن يحدد المشرع الفلسطيني معيارا واضحا لتطبيق مبدأ سير المرفق العام بانتظام واطراد والموازنة ما بين مصلحة المرفق ومصلحة الأفراد ومنحهم حق الاضراب سواء في المرافق الحيوية ام بغيرها كونه حقاً دستورياً يمنح للجميع بالتساوي دون تمييز، نوصي القضاء بالحيادية والاستقلالية من خلال تطبيق النصوص المتعلقة بالإضراب في المرافق العامة وأن يكون أكثر وضوحاً في نظر قضايا الاضراب
The employee is the main pillar in the operation of the public facility, and he is the main means of administration in carrying out its tasks and duties in managing the public facility, and he is the performance to achieve the public interest, and it is inconceivable that there is a public facility without employees who work in it, and in order for this employee to perform his role in his work, the competent authority or administration must work to give the employee his rights to perform his duty. Since the law regulates the rights and duties of the public employee in the public service, there are often general requirements for the public employee in general and teachers in particular, and these demands cannot be achieved except by resorting to a strike. The strike has been included as an element of public and basic freedoms, and it has been recognized as a constitutional right among the supreme rights that were not recognized except after a long struggle by workers and employees in most countries. International organizations and charters also played the primary role and legal basis on which most internal legal systems relied in establishing its legitimacy and recognizing it as a basic right for employees. Most international agreements and organizations that seek to protect the employee as a weak party in the employment contract have adopted the right to strike, as this right is linked to other rights, especially the right to work, one of the most important economic rights of man, and it is also linked to the right to union organization. The focus was on defining the strike and its legitimacy in Islamic law, Palestinian and Egyptian legislation, as well as explaining the reasons for the strike and its consequences. Therefore, the subject of the study dealt with one of these rights, which is the strike, as it is the right and the important means to obtain certain demands that concern them collectively to pressure the administration to achieve them. In my scientific thesis, I addressed the cases in which the strike is considered legitimate, and other cases in which the strike may be illegitimate. Here, the rule is not taken absolutely in both cases, but rather imposed restrictions and controls on it that would guarantee the right to practice it in accordance with the purpose for which it is legislated according to the public order. The study concluded with several results and recommendations, the most important of which was that the strike is a collective agreement by employees to stop the work assigned to them by the administration for a temporary period while adhering to their right to the job. Islamic law has recognized the employee's right to strike, and considered it one of the means that can be resorted to to lift the injustice inflicted on employees by the administration. This means can only be resorted to in cases of necessity, which is that the strike is the last and most important means that employees may resort to to pressure the administration to demand their legitimate rights that can be achieved if they are achieved. It is one of the means of pressure that can paralyze and obstruct the operation of the public service until the demands are achieved. International agreements such as the Covenant on Economic, Social and Cultural Rights in 1966 also confirmed the right to strike, and considered it one of the public rights and freedoms, but left the legislator in the countries the right to organize it internally. The right to strike is also a right guaranteed under Palestinian legislation, headed by the Palestinian Basic Law, which represents the constitutional reference that allowed workers in the public sector in Palestine to exercise the right to strike. The researcher also reached several recommendations in the study, the most important of which were: Amending Decree-Law No. 11 of 2017 regarding the strike of employees in public facilities to address all substantive and procedural issues and not referring in procedural matters to the rules contained in the Labor Law, since the two laws differ in terms of the target group, objectives, etc., and that the Palestinian legislator take into account the international agreements and treaties ratified by the State of Palestine as a law that is superior to internal laws and constitutions and in accordance with the provisions of Islamic Sharia, which considered the right to strike as one of the basic rights of employees and citizens alike, and that the Palestinian legislator determines a clear standard for applying the principle of the regular and steady operation of the public facility and balancing between the interest of the facility and the interest of individuals and granting them the right to strike, whether in vital facilities or otherwise, as it is a constitutional right granted to all equally without discrimination. We recommend that the judiciary be neutral and independent by applying the texts related to the strike in public facilities and be more clear in considering strike cases.
The employee is the main pillar in the operation of the public facility, and he is the main means of administration in carrying out its tasks and duties in managing the public facility, and he is the performance to achieve the public interest, and it is inconceivable that there is a public facility without employees who work in it, and in order for this employee to perform his role in his work, the competent authority or administration must work to give the employee his rights to perform his duty. Since the law regulates the rights and duties of the public employee in the public service, there are often general requirements for the public employee in general and teachers in particular, and these demands cannot be achieved except by resorting to a strike. The strike has been included as an element of public and basic freedoms, and it has been recognized as a constitutional right among the supreme rights that were not recognized except after a long struggle by workers and employees in most countries. International organizations and charters also played the primary role and legal basis on which most internal legal systems relied in establishing its legitimacy and recognizing it as a basic right for employees. Most international agreements and organizations that seek to protect the employee as a weak party in the employment contract have adopted the right to strike, as this right is linked to other rights, especially the right to work, one of the most important economic rights of man, and it is also linked to the right to union organization. The focus was on defining the strike and its legitimacy in Islamic law, Palestinian and Egyptian legislation, as well as explaining the reasons for the strike and its consequences. Therefore, the subject of the study dealt with one of these rights, which is the strike, as it is the right and the important means to obtain certain demands that concern them collectively to pressure the administration to achieve them. In my scientific thesis, I addressed the cases in which the strike is considered legitimate, and other cases in which the strike may be illegitimate. Here, the rule is not taken absolutely in both cases, but rather imposed restrictions and controls on it that would guarantee the right to practice it in accordance with the purpose for which it is legislated according to the public order. The study concluded with several results and recommendations, the most important of which was that the strike is a collective agreement by employees to stop the work assigned to them by the administration for a temporary period while adhering to their right to the job. Islamic law has recognized the employee's right to strike, and considered it one of the means that can be resorted to to lift the injustice inflicted on employees by the administration. This means can only be resorted to in cases of necessity, which is that the strike is the last and most important means that employees may resort to to pressure the administration to demand their legitimate rights that can be achieved if they are achieved. It is one of the means of pressure that can paralyze and obstruct the operation of the public service until the demands are achieved. International agreements such as the Covenant on Economic, Social and Cultural Rights in 1966 also confirmed the right to strike, and considered it one of the public rights and freedoms, but left the legislator in the countries the right to organize it internally. The right to strike is also a right guaranteed under Palestinian legislation, headed by the Palestinian Basic Law, which represents the constitutional reference that allowed workers in the public sector in Palestine to exercise the right to strike. The researcher also reached several recommendations in the study, the most important of which were: Amending Decree-Law No. 11 of 2017 regarding the strike of employees in public facilities to address all substantive and procedural issues and not referring in procedural matters to the rules contained in the Labor Law, since the two laws differ in terms of the target group, objectives, etc., and that the Palestinian legislator take into account the international agreements and treaties ratified by the State of Palestine as a law that is superior to internal laws and constitutions and in accordance with the provisions of Islamic Sharia, which considered the right to strike as one of the basic rights of employees and citizens alike, and that the Palestinian legislator determines a clear standard for applying the principle of the regular and steady operation of the public facility and balancing between the interest of the facility and the interest of individuals and granting them the right to strike, whether in vital facilities or otherwise, as it is a constitutional right granted to all equally without discrimination. We recommend that the judiciary be neutral and independent by applying the texts related to the strike in public facilities and be more clear in considering strike cases.
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Citation
شريتح، ابراهيم محمد. (2025). مشروعية الاضراب في المرافق العامة بين الشريعة والقانون "المعلمون أنموذجاً" [رسالة ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة القدس.