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Providing a Balance between Employers’ and Employees’ Interests through the Development of a Procedural Mechanism for Protecting Their Rights

Summary: 1. Introduction. – 1.1. Employment Relations. – 1.2. Clashing Interests of Employers and Employees in the Context of Kazakhstan. – 1.3. Assessing the Legislation. – 1.4. Theoretical Framework. – 2. Methodology. – 3. The Procedural Mechanism for Balanced Employment/Industrial Relations in Kazakhstan. – 3.1. Social Dialogue as the Foremost Step. – 3.2. Right to Organise and Bargaining Representation. – 3.3. Dispute Resolution and Prevention Mechanisms. – 4. Clashing Interests of Employers and Employees in the Context of US. – 4.1. Assessing the Legislation of US. – 5. The Procedural Mechanism for Balanced Employment/Industrial Relations in US Collaborative Processes. – 5.1. Workplace Mediation. – 5.2. Right to Organise and Bargaining Representation. – 6. Concluding Remarks.

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Abstract

 

Background: This article presents a study of the theoretical and practical aspects of balancing the interests of employers and employees in the context of Kazakhstan and the United States. The core purpose was to develop such mechanisms that can aid in balanced employer-employee relations in Kazakhstan. The article analyses the role of legal codes and frameworks for the elimination of imbalance in disputed employment relations. 

Methods: A qualitative study was conducted and the relevant legislation, codes and extant literature related to the rights of employees and employers were explored, which included ILO documents and relevant research articles. The article investigates Kazakhstan’s and United States’ labour code and legislation to determine the applicable procedural mechanisms for balancing the interests of employers and employees.  

Results and Conclusions: On the basis of this study, a number of recommendations have been developed, aimed at protecting the interests of both employers and employees. In particular, the article presents a procedural developed mechanism based on three aspects of employment relations: social dialogue, collective bargaining and dispute resolution aimed at securing the rights and interests of both parties. The developed mechanisms not only facilitate mutually beneficial decisions appealing to the interests of employees and employers via social dialogue and collective bargaining agreements but also aim to reduce the number of labour disputes in the courts in the future with alternative resolution mechanisms.





About Authors



Aibar Seidimbek

 Master of Law, 3rd year doctoral student at the KAZGUU Law School, M. Narikbayev KAZGUU University, Astana, Kazakhstan 

seidimbekaibar@gmail.com

https://orcid.org/0000-0002-1557-1792  

Corresponding author, responsible for conceptualization, methodology, and supervision. Competing interests: The author has no competing interests.  Disclaimer: The author declares that his opinion and views expressed in this manuscript are free of any impact of any organisations.

Managing editor – Mg. Polina Siedova. English Editor – Lucy Baldwin.

Copyright: © 2023 A Seidimbek, M Khassenov, M Alenov. This is an open access article distributed under the terms of the Creative Commons Attribution License, (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.



Muslim Khassenov
Ph.D. (Law), Associate Professor at the KAZGUU Law School, M. Narikbayev KAZGUU University, Astana, Kazakhstan 
m.k.khassenov@outlook.com 
https://orcid.org/0000-0002-8064-1267   

Co-author, responsible for investigation and writing – review & editing.  Competing interests: The author has no competing interests.  Disclaimer: The author declares that his opinion and views expressed in this manuscript are free of any impact of any organisations.


Marat Alenov
 Dr. Sc. (Law), Professor at the Higher School of Law, Astana International University, Astana, Kazakhstan 
dr.alenov@hotmail.com   
https://orcid.org/0000-0002-4352-5494   

Co-author, responsible for resources and writing – original draft preparation.  Competing interests: The author has no competing interests.  Disclaimer: The author declares that his opinion and views expressed in this manuscript are free of any impact of any organisations.

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 Айбар Сейдімбек, Муслім Хасенов і Марат Аленов


АНОТАЦІЯ

Передумови. У статті представлено дослідження теоретичних і практичних

аспектів збалансування інтересів роботодавців і найманих працівників у

контексті Казахстану та Сполучених Штатів Америки. Основна мета

полягала в розробленні таких механізмів, які можуть сприяти збалансованим

відносинам роботодавець-працівник у Казахстані. У статті проаналізовано

роль правових кодексів і засад для усунення дисбалансу у спірних трудових

відносинах. Трудові відносини підкреслюють украй важливу потребу в

забезпеченні всім працівникам доступу до своїх трудових прав і переваг у

сфері трудового права та соціального забезпечення. Водночас відносини

зобов’язують працівників працювати в інтересах роботодавця.

Методи. Проведено якісне дослідження та вивчено відповідне законодавство,

кодекси та наявну літературу, пов’язану з правами працівників і роботодавців,

яка включала документи МОП та відповідні дослідницькі статті. Досліджено

трудові кодекси та законодавство Казахстану та Сполучених Штатів Америки

з метою визначення застосовних процедурних механізмів для збалансування

інтересів роботодавців і працівників.

Результати та висновки. На основі цього дослідження розроблено низку

рекомендацій, спрямованих на захист інтересів як роботодавців, так і

працівників. Зокрема, у статті представлено розроблений процедурний

механізм, що базується на трьох аспектах трудових відносин: соціальному

діалозі, колективних переговорах та вирішенні спорів, спрямованих на

забезпечення прав та інтересів обох сторін. Розроблені механізми не тільки

сприяють ухваленню взаємовигідних рішень в інтересах працівників і

роботодавців через соціальний діалог і колективні договори, а й мають на

меті зменшення кількості трудових спорів у судах у майбутньому за рахунок

альтернативних механізмів їх вирішення. Було вивчено Трудовий кодекс і

законодавство Казахстану, щоб визначити застосовний процесуальний

механізм для країни. Дослідження показало, що захист прав працівників у

Казахстані є слабким, і необхідно розробити ефективні процесуальні

механізми, щоб збалансувати інтереси роботодавців і працівників.

Keywords

  • Balance of Interests; Employers; Employees; Labour Rights; Labour Relations

Publication history

  •  Submitted on 25 Jan 2023 / Revised 06 Feb 2023 / Approved 17 Feb 2023
    Published online: 06 Mar 2023  // Last Published: 15 May 2023

How to cite it?

  • A Seidimbek, M Khassenov, M Alenov ‘Providing a Balance between Employers’ and Employees’ Interests through the Development of a Procedural Mechanism for Protecting Their Rights’ 2023 2(19) Access to Justice in Eastern Europe 100-121. https://doi.org/10.33327/AJEE-18-6.2-a000202