Abstract
Freedom of association for trade union has been generally accepted as part of basic human rights in Islam. Freedom of association, which include the right to join and participate in trade union activities, can be susceptible to disputes between employers and employees as well as trade unions. Islam provides freedom of association in labour relations and also mechanisms to settle disputes pertaining to such freedom. Conciliation (sulh) and arbitration (tahkim) are both used methods in the inception of Islam, which have similarities with the modern sense. We shall discuss in this article the right to dispute resolution between employers and trade unions in the context of freedom of association in labour relations as based on Shari’ah law and using modern legal systems of Islamic countries such as Iran, Malaysia and Saudi Arabia as examples.
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Notes
Article 2(3) of the ILO Constitution.
http://www.locate-a-ombudsman.com/MalaysiaOmbudsman.html (accessed 14 April 2012).
Article 2044 of France Civil Code (amended in 1906) states that ‘A compromise is a contract by which the parties put an end to a dispute which has arisen or prevent a dispute which is about to arise. A contract of compromise must be in writing’.
To read more about the case, refer to http://www.islamicstudies.info/muhammad/benefactor/benefactor.php?id=5 (accessed 15 April 2012).
http://www.kforknowledge.com/2012/01/the-holy-prophet-of-islam-pre-prophethood-period-571-610-c-e.html (accessed 14 April 2012).
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Hassan, K.H., Seraji, M. Addressing Workers’ Freedom of Association and its Dispute Resolution in the Context of the Shari’ah . Hum Rights Rev 14, 89–105 (2013). https://doi.org/10.1007/s12142-013-0263-5
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DOI: https://doi.org/10.1007/s12142-013-0263-5