Definitions. In this Proclamation:
...
labour dispute means any controversy arising between a worker and an employer or trade union and employers in respect of the application of law, collective agreement, work rules, employment contract or customary rules and also any disagreement arising during collective bargaining or in connection with a collective agreement
...
[Ethiopia, Labour Proclamation No. 42/1993, Section 136(3)]
Sect. 42. In this Part, dispute means any dispute or difference between an employer or employers' organization and employees or a trade union, as to the employment or nonemployment, or the terms of employment, or the conditions of labour or the work done or to be done, of any person, or generally regarding the social or economic interests of employees.
[Definition covering both rights and interests disputes, both subject to conciliation under sections 43-44. Under section 45, disputes unresolved after conciliation are divided between rights disputes (i.e. disputes concerning the interpretation or application of any statutory provision or any provision of a collective agreement or contract of employment) which go the Court for adjudication and interest disputes (other than in essential services which go to compulsory arbitration by the Court), which are subject to strike or lockout or can be submitted by agreement of the parties to arbitration by the Court.]
[Malawi, Labour Relations Act, 1996, No. 16 of 1996]
Definition. For the purpose of this part the term labour dispute means a dispute between a trade union or group of employees and an employer or employers' organization which relates to -
[ILO draft provision for a Member country]
Sect. 6. Labour Disputes. In this Law, a labour dispute shall mean a disagreement over claims regarding labour relations arising between the parties concerned with labour relations resulting in either the occurrence of acts of dispute or the danger of such occurrence.
Sect. 7. Act of Dispute. In this Law, an act of dispute shall mean a strike, a slowdown, a lock-out or other act or counteract hampering the normal course of work of an enterprise, performed by the parties concerned with labour relations with the object of attaining their respective claims.
[Japan, Labour Relations Adjustment Law (Law No. 25 of 27 September 1946 as amended through Law No. 82 of 14 June 1988)]
Sect. 5. The term industrial disputes means any controversy or difference arising from disagreement between the trade union and employer or employers' association (hereinafter referred to as parties to labour relations) concerning the determination of terms and conditions of employment such as wages, working hours, welfare, dismissal, other treatment, etc. In this case, disagreement is referred to as situations in which no agreement is likely to be reached by the parties even though they continue to attempt to make an agreement.
[Korea, Trade Union and Labour Relations Adjustment Act, 1997]
Sect. 237. Individual disputes.
An individual labour dispute is a dispute which opposes a worker and her or his employer in the course of employment or on the occasion of the termination of a contract of employment.
[Benin, Labour Code, 1998]
Chapter 1. Individual disputes
Part 1. Settlement by agreement
Sect. 81. 1. Any worker or employer may request the inspector of labour and labour legislation, her or his delegate or legal substitute to endeavour to achieve a settlement to an individual dispute by agreement between the parties. In such case, the defendant is bound to comply with this attempt.
Part 2. Unresolved disputes
Sect. 81. 7. Labour tribunals shall hear individual disputes which may arise in relation to a contract of employment or apprenticeship, and to employment accidents and occupational diseases, between workers or apprentices and their employers or masters.
Such tribunals shall also be competent to decide upon any individual disputes relating to the validity and implementation of collective agreements and regulations in lieu of such agreements. Their competence shall include disputes between workers or apprentices in relation to contracts of employment or apprenticeship.
Chapter 2. Collective disputes
Sect. 82.1 et seq. [the following sections cover the right to strike and lock out and related settlement procedures]
[Côte d'Ivoire, Labour Code, 1995]
Individual disputes, Labour jurisdiction.
Sect. L611.1 The labour tribunals shall hear:
1. disputes which may arise in relation to a contract of employment or apprenticeship
between workers or apprentices and their employers or masters;
2. disputes between workers or apprentices and employers or masters relating
to contracts of employment or apprenticeship;
3. disputes relating to collective agreements and orders issued in lieu of
such agreements;
4. disputes arising out of the application of regulations respecting employment
accidents and occupational safety and health.
Collective disputes
Sect. L620.1 et seq. [the following sections cover the right to strike and lock out and related settlement procedures]
[Niger, Labour Code, 1996]
Sect. 10. Under this Act, a collective dispute shall be understood to be a dispute relating to the conclusion of a collective agreement or to the fulfilment of obligations under a collective agreement, but not giving rise to claims from individual workers.
[Czech Republic, Collective Bargaining Act, 1990]
Section 194. (1) In the event of employment disputes (collective labour
disputes) between the employer and the works council or the employer (employers'
representative organization) and the trade union, conciliatory negotiations
shall take place between the parties concerned.
...
Section 199. (1) In accordance with the provisions of this law, the employee,
the trade union or the works council may initiate legal proceedings as a result
of an action (omission) of the employer that contravenes relevant legal provisions
concerning employment as well as to enforce claims arising from the employment
relationship.
(2) Unless otherwise stipulated in this Act, the employer may initiate legal proceedings in order to enforce his claims arising from the employment relationship.
[Hungary, Labour Code, 1992]
Section 395. Economic conflict is what ensues when one or more workers’ trade unions and one or more employers or one or more employers’ unions deem it necessary to establish new work conditions or to modify the existing ones.
Section 480. Labor courts will act:
1. As conciliation court in the claims brought up between workers and employers
or between the workers themselves, as a result of the enforcement of the
laws and regulations, or of the enforcement of work contracts and collective
work condition settlements, excepting, in this last case, when the purpose
of the claim is to modify the existing working conditions, as well as when
giving a ruling about strikes or walkouts;
2. As trial courts, in first and last instances, in any of the claims mentioned
above that fail to be solved by means of conciliation, when the amount of the
claim is no larger than ten minimum salaries; and as courts of appeal when
the claim exceeds this amount or its amount is undetermined.
[Dominican Republic, Labour Code, 1992]
Art. 468. A collective dispute of a legal nature is one arising out of non-compliance with or interpretation of a collective contract or agreement or one seeking the enforcement of the legislation or works rules, where a collectively of workers is affected.
Art. 469. A collective dispute of an economic nature is one arising out of a difference of collective economic interests of workers and employers or of the defence of the common occupational interests of workers.
[El Salvador, Labour Code, 1972 (Amended by Decree 859 (1994))]