Legal regulation of the conflict management system in the UK
The analysis of the legal regulation of conflict resolution in the organisation and the rather effective practice of its application in Great Britain proves the necessity of using foreign experience to improve Russian labour law in this sphere. At the same time, despite the absence of similar regulations in Russia, it is not enough to speak only of the need to develop and implement them to resolve social and labour disputes that have already arisen in the organisation. The concept of conflict management as a strategic goal of the employer for the development of social and labour relations should be introduced. The conflict management system can be a unity of: the employer's conflict management policy; organizational conditions that ensure distribution and implementation of conflict management authority among representatives of the employer; the system of local regulations mediating conflict management in the organization; and conflict management procedures. Conflict management procedures should include both measures to anticipate and prevent disagreements in the course of joint work activities and to resolve and resolve conflicts that have arisen. Preventing the emergence of conflicts involves: 1) creation of a culture of diversity and inclusive environment in the organisation; 2) detailed regulation of business processes with clear distribution of functions between structural units and labour duties between employees occupying relevant positions; 3) distribution of conflict management responsibilities between employer representatives using management levels; 4) procedures for organising and conducting training of officials in conflict management; 5) informing and advising employees on ur. Regulations on the structural subdivisions of the organisation, job descriptions of heads of structural subdivisions should stipulate responsibilities for settlement and resolution of conflicts, including personal interviews with subordinate employees to prevent disagreement, acceptance of applications and complaints, their review and making initial (final) decisions on the complaint, etc. The procedures for resolving and settling conflicts that have arisen should describe the procedure for holding employees liable for labour law violations and handling complaints against the employer, its representatives and other participants in the labour process. The conclusions presented in this article could be used by Russian employers in local rulemaking and organisational, managerial and enforcement practice in the organisation. The author declares no conflicts of interests.