TOPLU PAZARLIKTA MENFAAT UYUŞMAZLIKLARININ ÇÖZÜMÜ

This article is an industrial relations system, with a particular interest in this system attempts to explain the relationship between dispute resolution procedures are applied for. Conflicts of interest arising during collective bargaining negotiations with explanations here we are restricted. However, in doing so, the rights provided by law or the rights arising from the violation of an existing collective agreement do not we underestimated the importance of disputes. The point we wish to draw attention to, the more conflicts of interest with distinct characteristics * mek present and take care of these discrepancies is difficult to find appropriate modalities for the carriage of nature. The main thesis of this article is the following: a voluntary system, but between workers and employers, if they are willing to reach an agreement regarding the responsibility to move the handle. Assistance and intervention of a third party settlement of the disputes, long engaged, but to have a responsibility to ensure that the parties concerned can provide the results most effective if directed. Otherwise, the free decisions of the parties to the dispute, instead of a third party (whether or not binding) decisions were undergoing a procedure to improve the mechanism of karate free between workers and employers, but on the contrary, to avoid making an impact. These comments mainly ^ A. B. D. system, they are the expression of the experience gained, we have a number of them I hope they will have a wider field of application.