Abstract
In conventional dispute resolution procedures, assistance from third parties, whether they be public dispute resolution agencies or privately-engaged facilitators, usually arises several steps into the procedure where deadlock has arisen. This has long been viewed as a key principle of voluntary collective bargaining in which the parties are expected to take primary responsibility for their mutual dealings and for striving to reach settlements in negotiations or disputes before seeking assistance from third parties (Steadman 2003). The ‘classic triad’ of dispute resolution activities, conciliation, mediation (often taken to mean a more directive style of conciliation in which proposals may be put to the parties by the third party) and arbitration, pivot around this principle (EIRO 2006; Valdes Dal-Re 2003; Welz and Kauppinen 2005).
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Notes
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In 2015 the LRC will merge with other state agencies responsible for mediation and adjudication in employment rights disputes and for policing the enforcement of employment standards to form a new agency, the Workplace Relations Commission. The LRC conciliation and facilitation services will continue within the new agency.
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Roche, W.K. (2016). Turning Third-Party Intervention on Its Head: Assisted Bargaining and the Prevention of Workplace Conflict in Ireland. In: Saundry, R., Latreille, P., Ashman, I. (eds) Reframing Resolution. Palgrave Macmillan, London. https://doi.org/10.1057/978-1-137-51560-5_11
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DOI: https://doi.org/10.1057/978-1-137-51560-5_11
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