Archivo de la categoría: ALTERNATIVE DISPUTE RESOLUTION. GESTIÓN DEL CONFLICTO.

celsa-exige

Celsa exige un duro ajuste salarial para mantener la actividad en Trefilería Moreda. FUENTE: La Nueva España

Celsa Group, multinacional de origen español con presencia en 14 países, prevé trasladar a una de sus fábricas en Cataluña la mayor parte de la producción de la factoría gijonesa de Moreda Rivière Trefilerías (antigua Trefilería Moreda), si sus trabajadores no asumen una drástica reducción salarial y un incremento de su jornada laboral. La empresa exige una reducción de emolumentos del 6% en 2013, la congelación de sueldos de 2014 a 2017 inclusive e incremento de la jornada anual en 24 horas. A cambio ofrece no llevarse la producción a Cataluña, lo que dejaría en el aire el futuro de la fábrica gijonesa y abocaría al paro a la mayor parte de sus alrededor de 200 trabajadores.

Así se lo trasladó ayer el director de la trefilería gijonesa, Jordi Gotor a los representantes de los trabajadores en la reunión que mantuvieron en el Servicio Asturiano de Solución Extrajudicial de Conflictos (Sasec), negociación que proseguía sin acuerdo al cierre de esta edición. Después de más de siete horas de debate entre las partes el acercamiento de posturas entre las partes aún era insuficiente. Los trabajadores están dispuestos a ceder en sus salarios, pero exigen inversiones e incremento de plantilla como muestra de compromiso de permanencia la multinacional en Gijón.

La intención inicial de la empresa fue la de reducir los salarios un 12% este año y congelarlos luego hasta 2017. Para ello aprovecharon la reforma de la legislación laboral que permite a las empresas descolgarse de los convenios. El de Trefilería Moreda había sido pactado en 2011 y con vigencia hasta finales de 2015. La respuesta del comité de empresa ante este hachazo salarial fue impugnarlo ante la Comisión Consultiva Nacional de Convenios, órgano que el pasado mes de agosto dictó una resolución que concedía a la empresa una reducción salarial del 6% este año para la mayoría de la plantilla y del 8% para los sueldos más altos, pero sin congelación posterior.

La reacción de la empresa fue plantear a los sindicatos el traslado de la mayor parte de la producción de Gijón a la planta de Moreda Rivière en Cerdanyola (Cataluña), que ahora tienen bajo mínimos. Se llevarían las lineas de alambre pintado y galvanizado. Una medida que supondría reducir a la mínima expresión la factoría gijonesa, con previsibles regulaciones laborales y pérdida de empleo, según explican fuentes sindicales.

En la reunión de ayer, el comité de empresa se mostró dispuesto a asumir la prolongación de la rebaja salarial hasta 2017, tal como reclama la compañía, pero planteó que en 2013 el recorte del 6% se mitigara con la subida del IPC. En todo caso, el recorte salaria supondrá unos ahorros anuales de alrededor de cuatro millones de euros. A cambio, los sindicatos le exigen a la empresa una inversión de unos 300.000 euros en una nueva planta de pintura y el traslado a la factoría gijonesa de una máquina que tienen en la factoría de Cerdanyola, como muestra del compromiso de Celsa con el futuro de Trefilería Moreda.

La empresa se niega a aceptar esas inversiones. La compañía también rechaza la petición de los sindicatos de hacer fijos de plantilla a 30 eventuales por la misma razón. Tanto las inversiones como el afianzamiento de los eventuales estaban contemplados en el convenio colectivo del que se descolgó Moreda Rivière.

Los sindicatos tampoco asumen un incremento de la jornada anual de 24 horas.

the future

The future of legal education and practice: Should ADR be compulsory in legal education? FUENTE: Herbert Smith Freehills and others

Legal practitioners must understand which factors make ADR appropriate and must educate their clients to assist them in choosing the most appropriate process. This is particularly important now that some ADR processes are integrated with pre-trial litigation procedures. This requires a critical understanding of the advantages, disadvantages and strategic considerations of different methods and what characteristics of disputes or disputants lend themselves better to one or another form of ADR, if any.

In light of the increasing focus on ADR, Lauren Whitehead, a solicitor in our Sydney office, considers below what type of education the modern legal practitioner needs. Although focussed on the Australian context, the analysis is equally relevant to other jurisdictions where ADR is being embraced.

Practitioners are said to gain a standard philosophical map through their legal education, with an emphasis on the role of litigation in dispute resolution. Arguably this comes from the nature of conventional legal education, the focus in law schools of teaching appellate decisions and the use of the Socratic method in classrooms. It is not a surprise that this route is said to promote an adversarial approach in students’ legal education, leading to the view that a collaborative or consensual approach is inconsistent with good lawyering and the strong representation of client interests. However, this adversarial approach may create conflicts with practical training and experience as a practitioner.

There is increasing commentary that ADR should be included as a continuum in the course of students and practitioners’ legal education and development. In fact, some scholars have suggested that traditional legal jobs will soon no longer exist and that the modern legal practitioner is likely to be more engaged in dispute resolution. Richard Susskind has stated that:
“The market is increasingly unlikely to tolerate expensive lawyers for tasks (guiding, advising, drafting, researching, problem solving and more) that can equally or better be discharged, directly or indirectly by smart systems and processes. It follows that the jobs of many traditional lawyers will be substantially eroded and often eliminated. At the same time, I foresee new law jobs emerging which may be highly rewarding, even if very different from those of today.”

Another legal scholar, Julie Macfarlane, has noted that if lawyers do not represent conflict resolution in our public culture, then what is their function? There is an urgent need for lawyers to modify and evolve their professional role consistent with changes in their professional environment. As areas of traditional practice evolve, law students who understand ADR will be able to function easily and effectively in today’s justice system and take on the work forecasted by Susskind. Those who fail to take seriously basic ADR education and practical training will find it difficult to function as a modern legal practitioner. Tania Sourdin argues that even those involved in transactional lawyering rather than dispute resolution or management will need to ‘get’ ADR because they must draft clauses that support it and negotiate using processes developed in ADR world.

One obstacle to this is the lack of a well-defined relationship between the practising and academic branches of the legal ADR professions. Current academic standards are not responding to the changes that have occurred in the justice system and this will have significant implications for the future development of the law curriculum. A recent study shows that both legal academics and practitioners believe that legal education could favour a more practical approach, including an emphasis on understanding and advising on ADR methods, rather than marching down the well-worn path of escalating threats to litigate and inflating claims about possible trial outcomes.

Indeed, the National Alternative Dispute Resolution Advisory Council (NADRAC) has also proposed that ADR and negotiation should be a part of all undergraduate university courses in a diverse range of areas, including business, health and social welfare. This proposal is out of concern that law students will be left behind while graduates from other disciplines will become increasingly skilled and better able to deal with conflict. At worst, these law students will find that their education and training has equipped them for a limited role in the area of disputes, with out-dated skills and diminishing relevance as lawyers within society.

Many law schools have made considerable changes to their curricula in light of the NADRAC proposal and ADR is now being taught in most Australian law schools, either as a separate subject or as part of civil procedure or litigation. One of the main benefits of the compulsory teaching of ADR is in the impact that it will have on the quality of future lawyers in responding to the changing justice system and the changing needs of clients. However, in most cases, ADR courses are an elective in a law degree, or feature as a small subsection of a course and thus it reaches only a minority of students.

Changes to the legal education environment are needed in order to support ADR teaching in comprehensive way, rather than at the margins. This will ensure that there is a greater chance that legal education in Australia will continue to be both relevant and supportive of dispute resolution in its traditional and alternative forms.
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logo final aeade

Manuel Pimentel, nuevo miembro del panel de árbitros de la AEADE. FUENTE: Boletín de Arbitraje de la AEADE

Con motivo de su incorporación al panel de árbitros de la Asociación Europea de Arbitraje AEADE, Manuel Pimentel, Director de PIMENTEL, responde a una serie de preguntas que tratan de analizar la situación actual del arbitraje y otros métodos ADR en España.

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logopimentel_noticias

Nace una nueva actividad, la resolución de conflictos. FUENTE: Directivos y empresas

Vivimos en la sociedad del conflicto, exacerbados por una crisis económica que parece no tener fin. Lo padecemos en nuestras familias, nuestra sociedad y política y, sobre todo, en
nuestras empresas. Tradicionalmente el conflicto aparece envuelto en una profunda carga negativa, que supone dolor y ruina a quien la padece.

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