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Аннотация

This article deals with the consideration of labor disputes and strikes in society in accordance with the labor legislation and the procedures for finding a solution to them. Keywords: employee, conflict, attitude, criteria, team, law, contract, competent authority, participant, social, reason, principle. ТРУДОВЫЕ СПОРЫ И ЗАБАСТОВКИ Аннотация. Данная статья посвящена рассмотрению трудовых споров и забастовок в обществе в соответствии с трудовым законодательством и процедурам поиска их решения. Ключевые слова: сотрудник, конфликт, отношение, критерии, команда, закон, контракт, компетентный орган, участник, социальный, разум, принцип. Enter. First of all, while talking about labor disputes and strikes, we will dwell on their origin, essence and consequences. Disputes in the field of labor are conflicts of organizational labor relations, characterized by direct social conflicts between individuals and groups of employees. The statute does not create any organizational labor disputes. Such a situation arises in the following cases, if: - if the conflicts reflect mutually exclusive points of view of the subjects; - if the level of conflicts is high enough; - if the conflicts are easy to understand, i.e. if individuals and groups understand these conflicts or, on the contrary, if they are incomprehensible; - when conflicts arise immediately, unexpectedly, or accumulate for a long time before some social conflicts arise. There are open and closed conflicts depending on the nature and degree of manifestation of the signs of conflicts in the field of labor. The main criteria for dividing into these types are as follows: - level of understanding of the conflict situation, its subjects, reasons and perspectives; - the presence or absence of real conflicting transactions, activity in the sphere of its regulation; - the fact that the conflict situation is known to the surrounding people and their influence on this situation; Closed (private) conflicts are often uncomfortable. They often have a destructive effect on the organization and organizational labor relations, and there are very few opportunities to solve them. In closed disputes, not only individuals, but also groups become a source of mutual quarrels, they do not have the opportunity to influence negative processes. In addition to the individual, there are also conflicts related to collective work. Consideration of collective labor disputes is regulated by Chapter 61 of the Labor Code of the Russian Federation. Collective labor disputes - this is the refusal to take into account the opinion of the representative body elected by the employer in the adoption of documents of the working conditions between workers and the employer or his representatives, including drawing up, changing and changing wages, collective agreements and agreements. unresolved disputes regarding access; including labor legislation. Employers must take into account the requirements of the employees sent to them. The procedure for solving a collective labor dispute consists of the following stages: 1. Consideration of the collective labor dispute by the conciliation commission; 2. Consideration of a collective labor dispute with the participation of a mediator; 3. Consideration of a collective labor dispute in labor arbitration. 3 96 International scientific journal ISSN: 2181-3906 «MODERN SCIENCE АND RESEARCH» 2023 VOLUME 2 / ISSUE 8 / UIF:8.2 / MODERNSCIENCE.UZ The conciliation commission is established within 3 working days from the moment of the collective labor dispute. The decision to establish a commission is formalized by the appropriate order of the employer and the decision of the employee's representative. The conciliation commission is made up of representatives of the parties on an equal basis. The parties to the collective labor dispute may not withdraw from the formation of the conciliation commission. The dispute must be considered within five working days from the date of creation of the commission. This period can be extended by mutual agreement of the parties. The decision of the conciliation commission is adopted according to the agreement of the parties and is formalized in a protocol that is binding for both parties and must be executed within the time limit set by the commission. If no mutual agreement is reached in the conciliation commission, the parties will continue the procedures with the participation of a mediator. The parties to the labor dispute may invite a mediator within three working days after the conciliation commission draws up a report on the disagreements. If the parties do not reach an agreement on the candidate of the mediator within three days, they should proceed to create a labor arbitration. Labor arbitration is a temporary body for consideration of a collective labor dispute if the parties have agreed in writing on the binding of their decisions. Arbitration shall be established by the parties to the dispute in conjunction with the collective l