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A mediáció lehetőségei a büntető igazságszolgáltatásban munkajogi szemmel
Views:38Mediation or agreement between perpetrator and victim in criminal law is a special form of damage reparation. Contrary to the simple reparation – where is no need to have a formal contract between the parties – mediation means a meeting between the parties to make an agreement that suits to both of them.
Development of mediation in criminal law has its roots in the birth of diversion. It was a formal legal procedure to rebuild the injured legal system and repair damages. The first programs of mediation have appeared in Canada and the United States.
Differently from the conciliation in labour law authorities have to define guidelines about forms of procedures outside the trial, about the process and modes of harmonization to preserve the prestige of state’s power of punish.
In the mediation process competence of making decisions are in the hand of the parties too. Parties have to order upon the agreement. This extra-jurisdictional form of agreement means that the potential victim gives up his right to accusation. This agreement frees the perpetrator from the criminal liability.
We can say that fundamental principles of mediation are the same in any fields of law, but mediation in criminal law has the most interesting and numerable specification because of the state power.
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A kárhelyreállítás jelene és jövője a magyar büntetőeljárásban
Views:67A la deuxième moitié du XX ième siècle la victime a commancé á jouer un rôle important de nouveau dans les procédures pénales. Les legislateurs veulent assurer les droit de la victime et garantir qu’elle soit indemnisée le plus tôt possible et pour que tout le monde soit content du résultat.Ce sont les cadres de la juridiction restaurative qui en assurent les possibilités.
Dans cet essai premièrement je présente le cadre de la constitution de partie civile dans la législation hongroise. C’est une procédure très intéressante parce qu’il faut appliquer d’un côté le droit civil et la procédure civile et de l’autre le drot pénal et la procédure pénale dans le cadre de la juridiction pénale (dans une procédure).
J’ai analysé le terme de la victime, les règle appliquables et les décisions du juge. J’ai constaté qu’en Hongrie les tribunaux correctionnels ne délibèrent pas les décisions sur le fond dans les cas de partie civile mais ils renvoient les affaires devant les tribunaux civils.
Ensuite, je présente les institution juridique hongroise qui vise á l’entremise dans la procédure pénale. On peut trouver deux institution juridique en vigeur. En premièr lieu il faut mentionner que dans les cadres de la procédure par constitution de partie civil (où la victime soutient l’accuation) il existe une audition personnelles des parties où le but est donc l’arrangement des parties.
Il y a une autre institution juridique qui s’appelle l’ajournement de la mise en accusation. On peut l’appliquer si la peine ne mérite pas de trois ans de prison et il y a beaucop de circonstances atténuantes, le procureur peut décider l’ajournement de la mise en accusation d’une au deux ans. On peut prévoir différentes obligations et règlements du comportement pour le prévenu. Par example on peut prévoir de dédommager la victime avec l ‘accord des parties. J’ai examiné cette institution juridique et son efficacité dans la pratique aussi.
Troisièmement j’ai analysé une institution juridique qui entrera en vigeur le 1er janvier 2007. C’est la médiation pénale. Il y a un cadre de décision européen (2001/220/IB) qui préconise aux États memnbres d’introduire la médiation pénale. Pour pouvoir appliquer cette institution juridique il faut modifier le Code Pénale et la loi de la procédure pénale. C’est le procureur qui aura le droit de la suspension du procès pour maximum six mois et renvoyer l’affaire devant un méditeur. Cette procédure devant le médiateur sera regie par une loi d’exeption.( Il y a déja une projet de la loi). Je présente les problèmes en relation la médiation pénale. En résumé on peut dire que la mise en place et la régulation de la médiation demandent du temps et de l’énergie. Je statue qu’il faut attendre beaucoup de temps en Hongrie pour que l’opinion publique et les justiciables acceptent et appliquent avec efficacité la médiation pénale.
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Possibilities of workplace mediation in the European Union
1-13.Views:377The world of labor market and industrial relations is a field where conflicts and disputes are inevitable characteristics of the operation, regardless of the form of employment. Also, labor disputes appear both from an individual aspect, where the disputants are the employer and the employee, and in a collective respect, where the disputes take place between the employer(s) and the collective of the workers, typically represented by an employee organization (union) or a works council.
When a conflict or a dispute cannot be resolved through negotiation, the law offers dispute resolution mechanisms for the participants. Therefore, several legal mechanisms have been evolved in order to resolve disputes, starting from the classical form of litigation, where a court determines the end of the dispute by its judgement, and other alternative forms of dispute resolution, such as arbitration, mediation and conciliation, where the parties can reach a decision or a settlement outside of the judicial system of the state.
EU Member States have introduced various legislative rules for labor dispute resolution covering all manner of individual and collective disputes. ADR schemes are also supported by the ILO, as the ILO Recommendation No. 92 (1951) suggests that voluntary conciliation should be made available to assist in the prevention and settlement of industrial disputes between employers and workers. Within the aegis of the European Union, several instruments have emerged with the attempt to elaborate the basic principles for the operation of ADR schemes in the context of cases between businesses and consumers. The Directive 2013/11/EU on alternative dispute resolution for consumer disputes (the “ADR Directive”) and Regulation (EU) No 524/2013 on online dispute resolution for consumer disputes (the “ODR Regulation”) ensured that consumers could turn to quality alternative dispute resolution entities for all kinds of contractual disputes with traders, and established an EU-wide online platform for consumer disputes that arise from online transactions with traders.
Workplace mediation is widely and successfully utilized in the USA for solely employment purposes both in the private and the public sector. Also, in the United States is a “employment at will” doctrine prevails, that basically means – unless stipulated to the contrary by the parties – the employment relationship can be terminated with immediate effect without any justification (just cause), thus workers do not have access to legal remedies as in the EU where the statutory laws provide a broad protection against arbitrary or unjust termination. Mediation, however, provide an effective solution for employees and workers, even if situated outside the protective scope of labor law.
While the role of customer/consumer ADR and mediation is increasing throughout the whole European Union, workplace and employment mediation still constitutes a “grey zone”. In many of the legal instruments of the EU and also in several products of the national legislations, consumers and workers are treated with the same legal awareness, thus protective laws compensate their weaker position in their legal relationships, but as far as the utilization and access of dispute resolution schemes are concerned, a significant but not always reasonable differentiation can be detected. Also, while mediation is an available tool for individual employment matters, still has not been utilized considerably, and remained an instrument only to resolve mostly collective conflicts. Therefore, the aim of this paper to present various styles of mediations from a comparative perspective, to express their biggest advantages and to highlight the areas where mediation could be more suitable to use in the context of the individual disputes of the workplace.
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A büntetőjogi mediáció gyakorlati aspektusai
1-12Views:105Mediation is a conflict-management method designed to achieve restorative justice (offenders should assume responsibility and pay the penalty for their deeds, with the greatest emphasis on reparation of the victim, and the affronted community should be conciliated). This method may be applied to solving a variety of disputes or conflicts (e.g. disputes involving neighbours, families, couples, and companies).
The mediation technique has already been used in the fields of civil law, family law and employment law. From 2007 onwards, it can also be applied in criminal procedures. According to Article 221/A of the Code on Criminal Procedure (Act XIX of 1998) the mediation process may be used in criminal procedures dealing with certain offences against the person, property or traffic offences if the crime is punishable with no more than five years imprisonment, and the offender has made a confession during the criminal investigation. -
Gerhard G. Hösl: A mediáció mint eredményes konfliktuskezelő megoldás elvei és gyakorlata
74-81Views:149A mediáció mint diverziós eljárási modell létjogosultsága és hatásfoka az egyik legvitatottabb kérdése a hazai és nemzetközi jogtudománynak. Gerhard G. Hösl tanulmánya ugyanakkor olyan pragmatikus módszerrel dolgozza fel e jogintézmény alkalmazásának folyamatát, amely komoly iránymutatást adhat a hazai jogalkalmazás számára is. A könyv gyakorlati példákon keresztül illusztrálja a közvetítői eljárásban résztvevő személyek számára irányadó magatartásformákat, a közvetítőként eljáró személy (ld. mediátor) lehetséges feladatait, valamint a szóban forgó jogintézmény előnyös hatásait.
Elöljáróban megjegyezném: a jogtudomány számos képviselője azon az állásponton van, hogy jelen eljárásjogi konstrukció derogálja a bíróságok presztízsét, míg mások a jogviták megoldásának hatékonyabb, gyorsabb és az érdekeltek számára minden szempontból kedvezőbb lehetőségét látják benne. E teoretikus vitapontok ellenére megállapítható, hogy a legfejlettebb uniós tagállamokban már rutinszerűen alkalmazzák e lehetőséget: Ausztriában több mint 4000 mediációs szervezet létezik, Németországban - Hannoveri székhellyel - 2003 óta évente országos kongresszusokat tartanak e tárgykörben, Svájcban kógens jogszabályi előírásokat hoztak a mediátorok képzési rendszerével kapcsolatosan, stb. Leszögezhető tehát, hogy e konstrukció igénybevétele növekedő tendenciát mutat, mégpedig - nemzetközi szinten - elsősorban a családi, az öröklési, a munka-, a gazdasági és a büntetőjog területén. A könyv tárgyát képező praxis jövőbeni fejlődése azonban természetesen a jogalkotó, illetőleg jogalkalmazó kezében van, teljes mértékben kikristályosodott gyakorlatról pedig még egy európai állam esetében sem beszélhetünk.
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A munkaügyi alternatív vitafeloldó módszerek a bírósághoz fordulás alapjogának fényében
Views:77Thanking to the fact that numerous European countries have become more democratized, and to the practical experience based on common law legal system, from the middle of the XXth century some of the continental legal systems have begun to apply alternative procedures for solving disputes between parties, such as facilitation, arbitration or mediation. We can stress two important common features of these solutions. Firstly, if parties apply these ways, they can avoid the traditional judicial way (or, if the result of the chosen method is not satisfactory, these ways can be considered as the preliminary step before the judicial way). Secondly, these procedures have appeared firstly in labour law.
As we emphasized, applying these solutions parties try to avoid the judicial way, for this reason in this study we try to introduce the relationship between these methods and the basic right to turn a (traditional) court. Expert’s opinions in connection with these processes are very different, we introduce only the two farthest standpoint: on the one hand these ways can speed up the procedure between parties, and can increase the efficiency of it, and parties can agree with each other by amicable way. On the other hand, applying these ways some of the basic rights (for example the principle of independence of courts and the right of fair trial or the principle of contradictory) will be decreased.
In this study we try to examine the problem determined in the title, on the basis of the rules of the Convention for the Protection of Human Rights and Fundamental Freedoms, and the Constitution of Hungary. But, we have to examine not only the right of fair trial and turning to a (traditional) court, but the monopoly of courts in connection with solving legal disputes (as constitutional principle) in details. We utilize the orders of the Hungarian Constitutional Court as well as the theological and practical experience of these procedures. We have to emphasize that from the different alternative dispute-solving mechanisms we examine not all of the models, but only the model of New York, because only the procedures follow these model are relevant for us in this study.