The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine
With the transition to market economic conditions the problem of enhancing the role of social partnership as a main method of achieving the compromise in conflict-free regulation of social and labor relations has become especially actual. The paper focuses on such main forms of realization of social...
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irk-123456789-1234072017-09-04T03:03:15Z The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine Buntovskaya, L.L. Management of Labour and Safety With the transition to market economic conditions the problem of enhancing the role of social partnership as a main method of achieving the compromise in conflict-free regulation of social and labor relations has become especially actual. The paper focuses on such main forms of realization of social partnership as social dialogue, collective bargaining, branch, regional agreements and General agreement. It is marked that Ukraine has done a lot in this area. The law of Ukraine “On Social Dialogue” was adopted, the steps are taken to adapt the national legislation on social partnership to the international standards, some ILO Conventions and Recommendations that relate to collective bargaining were ratified. However, there are many problems which are not solved yet. According to the purpose of this study, the present situation with social partnership relations in Ukraine has been analyzed, and the drawbacks have been revealed which significantly increase the potential for conflicts at the production level, in particular numerous violations of the collective agreements’ terms by employers, the low coverage of employees by collective agreements, the formalism in their preparation or failure to enter into them, etc. The grounds are given why it is necessary to increase the responsibility of stakeholders for elaboration and implementation of collective agreements on the legislative level, as well as for the resistance of employers to conclude them. The arguments are advanced to pay attention to the importance of inclusion of provisions on promotion of production democracy into collective agreements, branch and regional agreements. It will help to eliminate the causes of protest moods in working collectives. The importance of creating the effective mechanism of social partnership with business is stressed, and the conclusion is made that to solve this task it is necessary to accelerate the elaboration and adoption of the Law of Ukraine “On Social Responsibility of Business”. It is emphasized that the organization of the system of teaching conflict resolution on the permanent basis is of great importance, as well as the training of qualified specialists in the field of settlement of labor disputes (conflicts). У статті досліджено проблему забезпечення стабільності соціально-трудових відносин в Україні шляхом використання механізмів соціального партнерства та соціального діалогу. Надано пропозиції щодо підвищення ефективності соціально-партнерської взаємодії між суб’єктами господарювання. Обґрунтовано необхідність організації на постійній основі системи підготовки кваліфікованих спеціалістів у сфері врегулювання трудових спорів (конфліктів). В статье исследована проблема обеспечения стабильности социально-трудовых отношений в Украине путем использования механизмов социального партнерства и социального диалога. Даны предложения по повышению эффективности социально-партнерского взаимодействия между субъектами хозяйствования. Обоснована необходимость организации на постоянной основе системыподготовки квалифицированных специалистов в сфере урегулирования трудовых споров (конфликтов). 2013 Article The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine / L.L. Buntovskaya // Економічний вісник Донбасу. — 2013. — № 4 (34). — С. 209–214. — Бібліогр.: 22 назв. — англ. 1817-3772 http://dspace.nbuv.gov.ua/handle/123456789/123407 316.47:331.101.262 en Економічний вісник Донбасу Інститут економіки промисловості НАН України |
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Digital Library of Periodicals of National Academy of Sciences of Ukraine |
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Management of Labour and Safety Management of Labour and Safety |
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Management of Labour and Safety Management of Labour and Safety Buntovskaya, L.L. The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine Економічний вісник Донбасу |
| description |
With the transition to market economic conditions the problem of enhancing the role of social partnership as a main method of achieving the compromise in conflict-free regulation of social and labor relations has become especially actual. The paper focuses on such main forms of realization of social partnership as social dialogue, collective bargaining, branch, regional agreements and General agreement. It is marked that Ukraine has done a lot in this area. The law of Ukraine “On Social Dialogue” was adopted, the steps are taken to adapt the national legislation on social partnership to the international standards, some ILO Conventions and Recommendations that relate to collective bargaining were ratified. However, there are many problems which are not solved yet. According to the purpose of this study, the present situation with social partnership relations in Ukraine has been analyzed, and the drawbacks have been revealed which significantly increase the potential for conflicts at the production level, in particular numerous violations of the collective agreements’ terms by employers, the low coverage of employees by collective agreements, the formalism in their preparation or failure to enter into them, etc. The grounds are given why it is necessary to increase the responsibility of stakeholders for elaboration and implementation of collective agreements on the legislative level, as well as for the resistance of employers to conclude them. The arguments are advanced to pay attention to the importance of inclusion of provisions on promotion of production democracy into collective agreements, branch and regional agreements. It will help to eliminate the causes of protest moods in working collectives. The importance of creating the effective mechanism of social partnership with business is stressed, and the conclusion is made that to solve this task it is necessary to accelerate the elaboration and adoption of the Law of Ukraine “On Social Responsibility of Business”. It is emphasized that the organization of the system of teaching conflict resolution on the permanent basis is of great importance, as well as the training of qualified specialists in the field of settlement of labor disputes (conflicts). |
| format |
Article |
| author |
Buntovskaya, L.L. |
| author_facet |
Buntovskaya, L.L. |
| author_sort |
Buntovskaya, L.L. |
| title |
The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine |
| title_short |
The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine |
| title_full |
The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine |
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The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine |
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The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine |
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role of social partnership in the regulation of social and labor relations in ukraine |
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Інститут економіки промисловості НАН України |
| publishDate |
2013 |
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Management of Labour and Safety |
| url |
http://dspace.nbuv.gov.ua/handle/123456789/123407 |
| citation_txt |
The Role of Social Partnership in the Regulation of Social and Labor Relations in Ukraine / L.L. Buntovskaya // Економічний вісник Донбасу. — 2013. — № 4 (34). — С. 209–214. — Бібліогр.: 22 назв. — англ. |
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Економічний вісник Донбасу |
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2025-07-08T23:36:42Z |
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2025-07-08T23:36:42Z |
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| fulltext |
209
Економічний вісник Донбасу № 4 (34), 2013
L. L. Buntovskaya
UDC 316.47:331.101.262
L. L. Buntovskaya,
Donetsk National University, Ukraine
THE ROLE OF SOCIAL PARTNERSHIP IN
THE REGULATION OF SOCIAL AND LABOUR RELATIONS IN UKRAINE
The world practice shows that one of the key criteria
for providing stability of the social and labour relations in
society is the balance between the interests of different
social groups that can be achieved through mechanisms
of social partnership. The subject of social partnership is
the collective relations between the social partners which
arise from the participation of labour collectives in solving
various production and social problems .
In Ukraine, in the pre-reform period there were
certain forms of social partnership, such as collective
agreements at enterprises, councils of labour collectives,
works councils. During the years of economic reforms
in the country and the transition to market economic
conditions some experience in the use of new mechanisms
of social partnership has been accumulated, the appropriate
legal framework for regulating social and labour relations
is in progress now and it is gradually adapted to the
international standards. However, the existing positive
developments do not make the problems less urgent, and
the situation with unresolved problems does not allow
the national system of social partnership to develop
effectively, which determines the need for further research
in this direction.
The problem of harmonizing and reconciling the
interests of employers and employees through social
partnership has been highlighted in the researches of the
Ukrainian scientists and practitioners from different views.
Among them are L. Bezzubko [1], L. Barannik [2],
V. Berelіzova [3], E. Grishnova [4], O. Gerasymov [5],
I. Hnybidenko [6], V. Gorbach [7], М. Deych [8],
V. Ignatenko [9], A. Kolot [10], O. Kazachenko [11],
G. Osovoy [12], S. Skalko [13] and many others. The
works of above authors pay great attention to the problems
of the development of social partnership as the instrument
of achieving the harmonization of interests of the state,
employers and employees. They analyze the objective
preconditions and subjective factors of social partnership
development, investigate the issues of development and
implementation of socio-economic policy and regulation
of labour relations at the production and regional level of
management, as well as the different aspects of collective
bargaining and social responsibility of business. However,
despite the significant results obtained in this area, many
urgent issues related to the development and increase of
the efficiency of social partnership remain poorly studied,
and objectively they require further research.
To create an effective system of partnerships in
Ukraine the appropriate conditions should be provided
which include, first of all, a stable economic development,
active social policy pursued by the government, the use
of the parliamentary form of democracy, strengthening
the credibility of workers’ organizations in the society
[9, 25]. It’s no doubt that the legal framework for collective
bargaining relations must become an unconditional component
in the development of social partnership mechanism, as
well as changing the mindset of employees and employers,
allowing to perceive the social dialogue as the most
efficient means of establishing peace and reconciliation
between the conflicting parties. However, the practice
shows that such conditions have not been yet provided
in Ukraine in full measure, and the present mechanism of
social partnership requires some improvements.
The aim of the study is to analyze the current state
of social partnership in Ukraine and justify some ways
of increasing the effectiveness of social dialogue in the
context of management of labour disputes.
The importance of social partnership as the primary
method of reaching a compromise in resolving social
tensions increases especially under the transition of
Ukraine to new market conditions and because of many
negative phenomena in the system of labour relations
accompanying this process, which cause the appearance
of protest moods in the working collectives often
developing into labour conflicts [13; 14].
In Ukraine, the process of social dialogue is regulated
by the provisions of the Labour Code of Ukraine, the
Economic Code of Ukraine, the Law of Ukraine “On
Collective Contracts and Agreements”, the Law of Ukraine
“On Trade Unions, Their Rights and Guarantees”, the
Law of Ukraine “On the Organization of Employers, Their
Associations, Rights and Guarantees”, the Law of Ukraine
“On the Procedure for Settling Collective Labour Disputes
(Conflicts)” and other legal acts. In 1998, the Presidential
Decree established the National Mediation and Conciliation
Service (NMCS) and its regional offices in the regions.
Taking into account the practice of the European Union,
a tripartite body of social partnership – the National
Tripartite Social and Economic Council has been created
which performs advisory, consultative and conciliatory
functions through the development of a common position
and elabouration of recommendations and proposals to
the parties of social dialogue on the formulation and
210
Економічний вісник Донбасу № 4 (34), 2013
implementation of the government economic and social
policy, regulation of labour, economic, and social relations;
preparation of draft laws and other legal acts related to
the social and economic policy and labour relations,
government programs of the economic and social
development, and other state target programs, state social
standards, wages, etc. [15, p. 11].
In December 2010, a special law of Ukraine “On
Social Dialogue in Ukraine" [16] was adopted that fixed
legally the social dialogue in the system of management
of the economy and social and labour sector of the
country. According to this law the social dialogue in
Ukraine is carried out on the national, branch, territorial
and local (enterprise, institution, organization) levels on
a trilateral or bilateral basis. The steps are taken to adapt
the national legislation in the field of the social dialogue
and collective agreement regulation of the social and labour
relations to the international standards. Ukraine ratified
several ILO Conventions and Recommendations concerning
the social partnership, in particular “Freedom of Association
and Protection of the Right to Organise” No. 87, 1948;
“Right to Organise and Collective Bargaining” No. 98,
1949; “Tripartite Consultation (International Labour
Standards) No. 144, 1976; “Promotion of Collective
Bargaining” No. 154, 1981, and others. In 2006, Ukraine
ratified the European Social Charter having joined its 27
articles and 74 points. Thus, we can say that currently in
Ukraine a certain legal framework has been created to
reconcile the interests of employees and employers, to
conduct negotiations and conclude collective agreements.
However, in the opinion of many experts and based on
the practice, it should be said that the need for further
improvements of the system of social partnership is still
urgent now.
First of all, it goes about the poor state of the
regulation by means of a collective agreement on the
production level of management. The collective agreement
is a particular form of social partnership between
employers and employees, its provisions obtain regulatory
and legal significance [17, p. 46]. In Ukraine, according
to the legislation the conclusion of the collective agreement
is compulsory for the enterprises, regardless of their form
of ownership and management provided that they use
hired labour and have the right of a legal entity. As of
31.12.2012, the total number of concluded and registered
collective agreements amounted to 101712. The number
of workers covered by collective agreements was 8730.0
thousand people, or 81.4% of the account number of the
staff. For the corresponding period in 2010 this figure
amounted to 8,967.6 thousand, or 81.6%, for the same
period in 2011 – 8766.5 thousand people, or 81.6%. At
the same time, the coverage by collective agreements in
such economic activities as trade, repair of motor vehicles,
household appliances and personal items (41.7%),
financial services (64.1%), construction (65.9%) remains
rather low [18, p. 37].
It should be noted that if during the period from
1995 to 2004, Ukraine saw an upward trend in the level
of coverage by collective agreement regulation of
employees of enterprises, organizations and institutions
(from 60.7% in 1995 to 83.1% in 2004), in recent years,
this trend has not been preserved. Since 2008, there has
been a downward trend in both the number of employees
covered by collective agreements and the proportion of
their coverage in the general account number of the staff
[15; 14].
The analysis of current practices reveals much
formalism manifested in the preparation and formulation
of the collective agreement. There are also many violations
of the terms of collective agreements and industrial
agreements, including delay of wages payment, the
presence of wage arrears, delaying the transition to a
new level of tariff wages and salaries, “shadowing” of
wages, violations in hiring and firing, the application of
penalties not provided by the law, the introduction of
working conditions that violate the provisions of labour
law, the absence of the collective agreement at the
enterprise, and others. According to the World Bank’s
information nearly 5 million Ukrainians capable to work
are employed without any formalization of labour relations
that ranks Ukraine as the country occupying one of the
first places in the world by volumes of the “shadow
economy” [5, p. 15; 10, p. 16].
Insufficient attention of enterprises’ heads to pressing
problems in the field of labour relations, ensuring good
working conditions, compliance with labour regulations,
a sharp decline of trust in the trade union bodies and
their leaders as defenders of the interests of employees’
interests as evidenced by the reduction of the number of
trade unions’ members during the years of reforms from
25.0 million to 15.0 million [6, p. 56] – all this provokes
the emergence of tensions in the labour collectives, labour
disputes and conflicts.
The development of social partnership is also
complicated by increasing social inequality in society.
Thus, according to the Institute of Sociology of NAS of
Ukraine, while in the early 90s the ratio of income of the
richest 10% and the poorest 10% in the Ukrainian society
was 12/1, in 2002 – it increased to 30/1, and in 2010 it
amounted already to 40/1. In such circumstances, the
potential for conflicts increases substantially [19, p. 101].
Vividly, this information is presented by The National
Mediation and Reconciliation Service in 2008, the number
of enterprises whose workers took part in collective labour
disputes (conflicts) was 5937, and they put forth 475
requirements; in 2009 the number of such enterprises
L. L. Buntovskaya
211
Економічний вісник Донбасу № 4 (34), 2013
amounted to 5606, and the number of requirements was
490; in 2010 – 5550 and 459, respectively; in 2011, these
figures were 5597 and 491; and in 2012, the number of
enterprises was 5582, and the number of requirements
put by the workers of these enterprises was 473. 44%
of total number of requirements put forth by the workers
in 1999 – 2012 were the requirements concerning the
non-compliance of the provisions of the labour legislation;
40.5% of total requirements concerned the implementation
of the collective agreement; 11.9% of total requirements
were those which concerned the establishment of new
or changes in the existing working conditions and
industrial life [18, p. 39; 20, p. 38].
The analysis shows that in 2013 there were no any
positive changes concerning the reduction of social
tensions. Thus, in the first half of the year the National
Mediation and Reconciliation Service of Ukraine has
registered 488 cases of destabilization of social and labour
relations. 1.6 million employees from 7395 domestic
enterprises have taken part in collective labour disputes.
Most of the requirements of employees concerned non-
fulfillment of collective agreements, branch agreements
or some of their provisions by employers (51.4%),
redemption of wage arrears (47.6%), non-compliance
with labour regulations (42.6%). The largest number of
such requirements has been registered in the enterprises
of Luhansk region (86.7% of the total number of
requirements registered in the region), Kharkiv region
(66.7%), Kherson region (50%) [21, p. 42 – 43, 51].
The attention should be paid to the fact that
the developed market economies demonstrate the social
and labour relations of a new type which are actively
formed on the basis of real participation of employees in
management, ownership and distribution of profits. Such
rights of employees are fixed legally, and in this respect
the international community has a great positive experience.
The decisions made by the European Commission in 1991
and by the Council of the EU in 1992 recommended to
encourage the plans of the participation of employees in
management and distribution of enterprise results in the
countries-members of the community [22, p. 86].
In Ukraine, as rightly noted L. Barannik, both the
legislation itself and its application so far “consider the
institute of labour collective as a formal tribute to the
democratic trends”. Its rights are curtailed, the Law “On
the Labour Collectives” is not adopted for a long time [2,
41]. The interest in the problem of the participation of
labour collectives in production management has been
practically lost. For example, in Donetsk region, one of
the most industrial regions of Ukraine, in 1987 there were
650 councils of labour collectives in the production
collectives, in 1988 – 2527, and in 1990 – 1991 their number
grew to 3300. Now, such forms of social partnership as
production councils, councils of labour collectives are
not used by domestic trade unions and employers. At the
same time, it should be emphasized that the existing labour
regulations (Article 245 of the Labour Code of Ukraine)
and the Commercial Code of Ukraine (paragraphs 7 – 9,
Article 65) create real conditions for this. However, to
ensure the practical realization of the legitimate rights of
workers to take part in production management these
provisions should be reflected in collective agreements,
branch and regional agreements in accordance with the
legislation. Thereby, the conditions will be created to
reduce social tensions in the labour collectives, to prevent
possible occurrence of collective labour disputes and
conflicts through the active involvement of employees in
settlement of actual industrial and social problems.
The establishment of an effective system of social
partnership involves objectively the formation of an
effective mechanism of social responsibility of business.
As evidenced by the foreign experience, in 90s in Europe
there appeared many companies that adhere to the
principles of social responsibility of business and which
are characterized by “corporate social responsibility”. As
for Ukraine, this practice is not yet widely used. Along
with it, the results of inspections conducted by the state
labour inspectors show that today almost 92% of
employers violate the labour regulations [3, p. 25]. In
this regard, the proposals of some scholars and practitioners
should be supported who say about the necessity of
adopting the Law of Ukraine “On Social Responsibility
of Business” [2, p. 43]. Especially, as Ukraine in 2007
joined the development of ISO 26000 “Guidance on Social
Responsibility” initiated by the International Organization
for Standardization in January 2005 [8, p. 30]. The
growing conflict of interests of business and employees
in maters of employment, wages, distribution of profits,
use of resources for the development and modernization
of production, compliance with labour regulations create
the situation in Ukraine when the business should take
into account the consequences entailed by its activities
and search for compromise ways to prevent and settle
labour disputes (conflicts) using social partnership
mechanism as the most effective tool for achieving a
mutual agreement of social obligations and social
responsibility. Social orientation of domestic business
should become the most important principle of corporate
governance.
The effective development of social partnership is
impossible without appropriate staffing. So, it is necessity
to make training of specialists in this field more active in
order to increase the legal culture of the participants
of collective labour disputes (conflicts), the level of
skills of specialists in social partnership, and to teach
them conflict-free communication in the negotiation, as
L. L. Buntovskaya
212
Економічний вісник Донбасу № 4 (34), 2013
well as the methods of settling the contradictions by
establishing a constructive social dialogue between the
parties.
In Ukraine, the specialists in social partnership are
prepared in two educational establishments Kharkiv
Social and Economic Institute and the Academy of
Labour and Social Relations under the Federation of
Trade Unions of Ukraine. Training of specialists in
settlement of conflicts is carried out only on the basis
of the NMCS or within certain mediation centers, which
is not enough under modern realities and social tension
in the society. The need to provide an ongoing teaching
the heads of enterprises and organizations, HR –
professionals, managers, trade unionists and other
categories the basic knowledge of conflict, social
dialogue, mediation followed by the introduction of the
specialty “conflictologist (conflict manager)” and
creation of the department of conflictology at the higher
educational establishments is quite obvious. The learning
process can involve leading experts who are engaged in
conflict settlement in the course of the professional
activity. It may be specialists of regional offices of the
National Mediation and Reconciliation Service of
Ukraine, as well as the research workers, teachers,
professional managers.
In this regard, the experience of St. Petersburg
Humanitarian University of Trade Unions is particularly
noteworthy where the first in Russia the department of
conflictology was created in 2010. The adoption of the
Federal Law “On Alternative Procedure for Resolving
Disputes with the Participation of a Mediator (Mediation
Procedure)” in 2011 is also of great importance.
The first steps in this direction have been taken at
the Donetsk National University, on the basis of its
economic department the educational and practical expert
centre ArtDialog was created with the participation of
the author that is aimed at teaching students and
professionals the basics of conflict-free communication
through different forms of training.
Conclusions. Social partnership realized in the form
of social dialogue, collective bargaining, consultation,
conclusion of collective agreements, branch, regional,
and General agreements is an essential tool for regulating
and achieving stability of the social and labour relations
in the society, reducing social tensions in the labour
collectives, preventing and resolving labour disputes
(conflicts).
In this direction, Ukraine is doing a great job.
However, as the practice shows, many problems are not
solved completely which reduces the efficiency of social
partnership.
Analysis of the practice of collective agreement
regulation of the social and labour relations clearly
confirmed the need to strengthen on the legislative level
the responsibility of all stakeholders for the formulation
of the content of collective agreements, the establishment
of specific mutual obligations on the regulation of
production, labour, social and economic relations, the
fulfillment of commitments, as well as for the resistance
of employers to conclude collective agreements, and
violation of labour regulations. It is very important to
include the provisions on promotion of industrial
democracy, involvement of employees in the management
of production into collective agreements, branch and
regional agreements. This will help to reduce the level of
conflicts and detect quickly the reasons causing protest
moods and social tensions in the labour collectives, as
well as to prevent them. To achieve stability at the
production level and in the society, it is also necessary to
increase the social responsibility of business. To provide
a practical solution of the problem of creating an effective
mechanism of social partnership with business, it is
necessary to accelerate the development and adoption of
a special Law of Ukraine “On Social Responsibility of
Business”.
The given research and analysis of current policies
convince that under current economic conditions and
social tensions in the labour collectives the system of
training skilled personnel in the area of settlement of labour
disputes (conflicts) should become a key component of
social partnership interactions. To solve this task, it is
necessary to elabourate by the Ministry of Education and
Science of Ukraine a relevant state comprehensive
program that will provide the organization of teaching
heads of enterprises, managers, trade unionists,
professionals of business structures the ability to conflict-
free communication, the art of constructive dialogue, the
use of alternative methods of settling labour disputes
(mediation), advanced foreign techniques of resolving
contradictions that arise in the labour collectives. It should
be done on the basis of higher educational institutions,
training institutions, courses, business schools, mediation
centers. The adoption of the Law of Ukraine “On
Mediation” by the Supreme Council of Ukraine, the draft
of which is a long time under consideration by the relevant
committees of the Supreme Council. Promotion of the
active introduction of alternative forms and methods of
settlement of social and labour conflicts in the management
of labour conflicts, in particular mediation, improvement
of forms, methods, ways and procedures of social and
labour conflicts settlement with consideration of the best
foreign experience, the legal definition of the scope of
application are the important perspective directions of
the researches aimed at the development of specific
methodical principles and recommendations useful for
the practice.
L. L. Buntovskaya
213
Економічний вісник Донбасу № 4 (34), 2013
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Бунтовська Л. Л. Роль соціально-партнер-
ської взаємодії в регулюванні соціально-трудових
відносин в Україні
У статті досліджено проблему забезпечення ста-
більності соціально-трудових відносин в Україні шля-
хом використання механізмів соціального партнерства
та соціального діалогу. Надано пропозиції щодо підви-
щення ефективності соціально-партнерської взаємодії
між суб’єктами господарювання. Обґрунтовано не-
обхідність організації на постійній основі системи
підготовки кваліфікованих спеціалістів у сфері врегу-
лювання трудових спорів (конфліктів).
Ключові слова: підприємство, соціально-трудові
відносини, соціальне партнерство, трудові спори, кон-
фліктологічне навчання.
L. L. Buntovskaya
214
Економічний вісник Донбасу № 4 (34), 2013
Бунтовская Л. Л. Роль социально-партнер-
ского взаимодействия в регулировании социаль-
но-трудовых отношений в Украине
В статье исследована проблема обеспечения ста-
бильности социально-трудовых отношений в Украине
путем использования механизмов социального парт-
нерства и социального диалога. Даны предложения
по повышению эффективности социально-партнерс-
кого взаимодействия между субъектами хозяйство-
вания. Обоснована необходимость организации на по-
стоянной основе системы подготовки квалифициро-
ванных специалистов в сфере урегулирования трудо-
вых споров (конфликтов).
Ключевые слова: предприятие, социально-трудо-
вые отношения, социальное партнерство, трудовые спо-
ры, конфликтологическое обучение.
Buntovskaya L. L. The Role of Social Partnership
in the Regulation of Social and Labor Relations in
Ukraine
With the transition to market economic conditions
the problem of enhancing the role of social partnership
as a main method of achieving the compromise in
conflict-free regulation of social and labor relations has
become especially actual.
The paper focuses on such main forms of
realization of social partnership as social dialogue,
collective bargaining, branch, regional agreements and
General agreement. It is marked that Ukraine has done
a lot in this area. The law of Ukraine “On Social Dialogue”
was adopted, the steps are taken to adapt the national
legislation on social partnership to the international
standards, some ILO Conventions and Recommendations
that relate to collective bargaining were ratified.
However, there are many problems which are not
solved yet.
According to the purpose of this study, the present
situation with social partnership relations in Ukraine has
been analyzed, and the drawbacks have been revealed
which significantly increase the potential for conflicts at
the production level, in particular numerous violations of
the collective agreements’ terms by employers, the low
coverage of employees by collective agreements, the
formalism in their preparation or failure to enter into them,
etc. The grounds are given why it is necessary to increase
the responsibility of stakeholders for elaboration and
implementation of collective agreements on the legislative
level, as well as for the resistance of employers to conclude
them. The arguments are advanced to pay attention to
the importance of inclusion of provisions on promotion
of production democracy into collective agreements,
branch and regional agreements. It will help to eliminate
the causes of protest moods in working collectives. The
importance of creating the effective mechanism of social
partnership with business is stressed, and the conclusion
is made that to solve this task it is necessary to accelerate
the elaboration and adoption of the Law of Ukraine “On
Social Responsibility of Business”.
It is emphasized that the organization of the system
of teaching conflict resolution on the permanent basis is
of great importance, as well as the training of qualified
specialists in the field of settlement of labor disputes
(conflicts).
Key words: enterprise, social and labor relations,
social partnership, labor disputes, teaching conflict
resolution.
Received by the editors: 15.09.2013
and final form 04.12.2013
L. L. Buntovskaya
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