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2018, vol. 56, iss. 7-9, pp. 431-460
Amicable resolution of disputes concerning family responsibility discrimination
University of Belgrade, Faculty of Law
Keywords: parent; employee; family life; professional life; discrimination at work; mediation; arbitration
Abstract
The initial stage of harmonization of work and family life of employees was aimed at ensuring equal participation of men and women in the labour market, but today it entails the right of employees to family life in light of the recognition of the right to maternity leave, child care leave or sick leave to care for an incapacitated family member, introduction of flexible working conditions and the enjoyment of various social benefits. These rights cannot be effectively exercised without protection against discrimination that may arise during the employment relationship, as well as in the exercise of any employment rights, including putting employees who exercised their right to leave of absence in an unfavourable position or obstructing employees in exercising and using that right. Disputes over family responsibility discrimination are characterized by mediability and arbitrability, since the national law does not provide sole jurisdiction of the court or another authority for their resolution. They can be resolved in accordance with the Law on Mediation, the Labour Law and the Law on Amicable Resolution of Labour Disputes, whose revision is in progress. Both arbitration and mediation have certain advantages (quick decision making, low costs, flexibility, informality, non-publicity, special skills and knowledge of arbitrators and mediators, etc.) and disadvantages (e.g. problems related to the two-instance decision-making and execution of an arbitration decision) when compared to the court handled disputes arising from challenging, endangering or violating equality at work. Therefore, this article will discuss the subject and nature of these disputes, as well as the methods of their amicable resolution, in light of the changes of traditional family roles and the need to reconcile the different aims of social, pronatalism and anti-discrimination policies.

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article language: Serbian
document type: unclassified
published in SCIndeks: 02/08/2018

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