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The author of the article has analyzed the history of legal regulation of individual labor disputes. It has been noted that historically disputes about the working conditions began to appear in the world together with the emergence of hired labor relations in the era of the formation of the capitalist mode of production. States began to take care of the regulation of working conditions and resolving disputes between employees and employers at the end of the 19th and early 20th century, when the collective struggle of employees for the improvement of working conditions and rest already acquired force, which threatened the stability and even the existence of states.The author has provided a definition of the category of "an individual labor dispute", which refers to unregulated differences between an employer and an employee (the applicant for a position, dismissed employee) on the application of labor legislation, collective agreements, local regulatory acts, an employment contract or the establishment or modification of individual working conditions reported to the agency (an official), endowed with appropriate powers to resolve them.The author has offered the classification of individual labor disputes for the following reasons: 1) according to the subjects of application: labor disputes where the applicant is an employee; labor disputes where the applicant is an employer; labor disputes where the applicant is an applicant for a position; labor disputes where the applicant is a dismissed employee; 2) according to the subject matter: labor disputes on the recognition of the refusal to conclude an employment contract as unlawful; labor disputes on wage payment; labor disputes regarding the recognition of dismissal as illegitimate and reinstatement in a job; labor disputes on the recognition of the imposition of disciplinary sanction as illegal; labor disputes about compensation for pecuniary damage, etc.; 3) according to the nature: labor disputes on the application of labor laws, collective agreements, local regulatory acts, an employment contract; labor disputes about the establishment or modification of individual working conditions not regulated by labor legislation, collective agreements, local regulatory acts, an employment contract; 4) according to the procedure of consideration: labor disputes which are considered in the general procedure; labor disputes which are considered exclusively in the court; labor disputes that are considered in the special procedure; 5) according to the types of legal relations which are the basis for a labor dispute: labor disputes arising from labor legal relations; labor disputes arising out of legal relations that are related to labor (except for collective legal relations in the field of hired labor).The author has provided propositions on the improvement of the procedure for solving individual labor disputes. The author has offered to ensure the functioning of commissions on labor disputes at all enterprises, institutions, organizations with a number of employees of not less than 15 people and to increase the efficiency of their activities. To accomplish this, within the legislative procedure the author has offered the following: first, to oblige employers to set up commissions on labor disputes at enterprises, institutions, organizations with at least 15 employees and to establish liability for non-compliance; and secondly, to extend the guarantees for employees who are part of these commissions stipulated by the law for the members of the conciliation commissions created in accordance with the Law of Ukraine "On the Procedure for the Resolution of Collective Labor Disputes (Conflicts)" and for the employees elected for trade unions.Article received 06.02.2019 ; У статті здійснено аналіз історії правового регулювання індивідуальних трудових спорів. Вивчено законодавчі та наукові підходи до визначення категорії «індивідуальний трудовий спір». Наведено авторське визначення категорії «індивідуальний трудовий спір» як неврегульованих розбіжностей між роботодавцем і працівником (претендентом на посаду, звільненим працівником) з питань застосування трудового законодавства, колективних угод, локальних нормативно-правових актів, трудового договору або встановлення чи зміни індивідуальних умов праці, про які заявлено в орган (посадовій особі), наділений відповідними повноваженнями з їх вирішення.Запропоновано класифікацію індивідуальних трудових спорів. Окреслено причини їх виникнення. Визначено особливості порядку вирішення індивідуальних трудових спорів та надано пропозиції з його удосконалення, зокрема щодо підвищення ефективності діяльності комісій по трудових спорах.Матеріал надійшов 06.02.2019

The author of the article has analyzed the history of legal regulation of individual labor disputes. It has been noted that historically disputes about the working conditions began to appear in the world together with the emergence of hired labor relations in the era of the formation of the capitalist mode of production. States began to take care of the regulation of working conditions and resolving disputes between employees and employers at the end of the 19th and early 20th century, when the collective struggle of employees for the improvement of working conditions and rest already acquired force, which threatened the stability and even the existence of states.The author has provided a definition of the category of "an individual labor dispute", which refers to unregulated differences between an employer and an employee (the applicant for a position, dismissed employee) on the application of labor legislation, collective agreements, local regulatory acts, an employment contract or the establishment or modification of individual working conditions reported to the agency (an official), endowed with appropriate powers to resolve them.The author has offered the classification of individual labor disputes for the following reasons: 1) according to the subjects of application: labor disputes where the applicant is an employee; labor disputes where the applicant is an employer; labor disputes where the applicant is an applicant for a position; labor disputes where the applicant is a dismissed employee; 2) according to the subject matter: labor disputes on the recognition of the refusal to conclude an employment contract as unlawful; labor disputes on wage payment; labor disputes regarding the recognition of dismissal as illegitimate and reinstatement in a job; labor disputes on the recognition of the imposition of disciplinary sanction as illegal; labor disputes about compensation for pecuniary damage, etc.; 3) according to the nature: labor disputes on the application of labor laws, collective agreements, local regulatory acts, an employment contract; labor disputes about the establishment or modification of individual working conditions not regulated by labor legislation, collective agreements, local regulatory acts, an employment contract; 4) according to the procedure of consideration: labor disputes which are considered in the general procedure; labor disputes which are considered exclusively in the court; labor disputes that are considered in the special procedure; 5) according to the types of legal relations which are the basis for a labor dispute: labor disputes arising from labor legal relations; labor disputes arising out of legal relations that are related to labor (except for collective legal relations in the field of hired labor).The author has provided propositions on the improvement of the procedure for solving individual labor disputes. The author has offered to ensure the functioning of commissions on labor disputes at all enterprises, institutions, organizations with a number of employees of not less than 15 people and to increase the efficiency of their activities. To accomplish this, within the legislative procedure the author has offered the following: first, to oblige employers to set up commissions on labor disputes at enterprises, institutions, organizations with at least 15 employees and to establish liability for non-compliance; and secondly, to extend the guarantees for employees who are part of these commissions stipulated by the law for the members of the conciliation commissions created in accordance with the Law of Ukraine "On the Procedure for the Resolution of Collective Labor Disputes (Conflicts)" and for the employees elected for trade unions.Article received 06.02.2019 ; У статті здійснено аналіз історії правового регулювання індивідуальних трудових спорів. Вивчено законодавчі та наукові підходи до визначення категорії «індивідуальний трудовий спір». Наведено авторське визначення категорії «індивідуальний трудовий спір» як неврегульованих розбіжностей між роботодавцем і працівником (претендентом на посаду, звільненим працівником) з питань застосування трудового законодавства, колективних угод, локальних нормативно-правових актів, трудового договору або встановлення чи зміни індивідуальних умов праці, про які заявлено в орган (посадовій особі), наділений відповідними повноваженнями з їх вирішення.Запропоновано класифікацію індивідуальних трудових спорів. Окреслено причини їх виникнення. Визначено особливості порядку вирішення індивідуальних трудових спорів та надано пропозиції з його удосконалення, зокрема щодо підвищення ефективності діяльності комісій по трудових спорах.Матеріал надійшов 06.02.2019

The author of the article has analyzed the history of legal regulation of individual labor disputes. It has been noted that historically disputes about the working conditions began to appear in the world together with the emergence of hired labor relations in the era of the formation of the capitalist mode of production. States began to take care of the regulation of working conditions and resolving disputes between employees and employers at the end of the 19th and early 20th century, when the collective struggle of employees for the improvement of working conditions and rest already acquired force, which threatened the stability and even the existence of states.The author has provided a definition of the category of "an individual labor dispute", which refers to unregulated differences between an employer and an employee (the applicant for a position, dismissed employee) on the application of labor legislation, collective agreements, local regulatory acts, an employment contract or the establishment or modification of individual working conditions reported to the agency (an official), endowed with appropriate powers to resolve them.The author has offered the classification of individual labor disputes for the following reasons: 1) according to the subjects of application: labor disputes where the applicant is an employee; labor disputes where the applicant is an employer; labor disputes where the applicant is an applicant for a position; labor disputes where the applicant is a dismissed employee; 2) according to the subject matter: labor disputes on the recognition of the refusal to conclude an employment contract as unlawful; labor disputes on wage payment; labor disputes regarding the recognition of dismissal as illegitimate and reinstatement in a job; labor disputes on the recognition of the imposition of disciplinary sanction as illegal; labor disputes about compensation for pecuniary damage, etc.; 3) according to the nature: labor disputes on the application of labor laws, collective agreements, local regulatory acts, an employment contract; labor disputes about the establishment or modification of individual working conditions not regulated by labor legislation, collective agreements, local regulatory acts, an employment contract; 4) according to the procedure of consideration: labor disputes which are considered in the general procedure; labor disputes which are considered exclusively in the court; labor disputes that are considered in the special procedure; 5) according to the types of legal relations which are the basis for a labor dispute: labor disputes arising from labor legal relations; labor disputes arising out of legal relations that are related to labor (except for collective legal relations in the field of hired labor).The author has provided propositions on the improvement of the procedure for solving individual labor disputes. The author has offered to ensure the functioning of commissions on labor disputes at all enterprises, institutions, organizations with a number of employees of not less than 15 people and to increase the efficiency of their activities. To accomplish this, within the legislative procedure the author has offered the following: first, to oblige employers to set up commissions on labor disputes at enterprises, institutions, organizations with at least 15 employees and to establish liability for non-compliance; and secondly, to extend the guarantees for employees who are part of these commissions stipulated by the law for the members of the conciliation commissions created in accordance with the Law of Ukraine "On the Procedure for the Resolution of Collective Labor Disputes (Conflicts)" and for the employees elected for trade unions.Article received 06.02.2019 ; У статті здійснено аналіз історії правового регулювання індивідуальних трудових спорів. Вивчено законодавчі та наукові підходи до визначення категорії «індивідуальний трудовий спір». Наведено авторське визначення категорії «індивідуальний трудовий спір» як неврегульованих розбіжностей між роботодавцем і працівником (претендентом на посаду, звільненим працівником) з питань застосування трудового законодавства, колективних угод, локальних нормативно-правових актів, трудового договору або встановлення чи зміни індивідуальних умов праці, про які заявлено в орган (посадовій особі), наділений відповідними повноваженнями з їх вирішення.Запропоновано класифікацію індивідуальних трудових спорів. Окреслено причини їх виникнення. Визначено особливості порядку вирішення індивідуальних трудових спорів та надано пропозиції з його удосконалення, зокрема щодо підвищення ефективності діяльності комісій по трудових спорах.Матеріал надійшов 06.02.2019

Urgency of the research. In modern conditions of development of economic relations in Ukraine the issues of proper material incentives and increase of labor motivation of employees by paying them additional payments and surcharges remain relevant. Target setting. Violation of laws – non-payment or untimely/incomplete payment of premiums/increments to staff – is one of basic reasons for the most of labor disputes and conflict situations. Insufficient motivation of staff negatively affects the growth rate of production, leads to decreased labor productivity, and low performance of staff. Actual scientific researches and issues analysis. At different times, problem of applying the premiums and increments was studied by D. D. Hordiyenko, I. V. Zhyhley, G. T. Zavinovska, A. V. Kalyna, A. M. Kolot, M. V. Koryahin, P. O. Kutsyk, O. V. Lyshylenko, M. B. Makhsma, G. A. Semenovand othes. Uninvestigated parts of general matters defining. Despite the significant scope of theoretical and practical developments made by scientists, issue of enhancing the role of premiums/increments, as material incentive for improved performance and productivity, remains open and requires further scientific research. The research objective. Identifying the economic and legal content of premiums and increments, on the basis of research, and generalization of normative acts regulating the remuneration issues in Ukraine. The statement of basic materials. Premiums and increments, paid for labor success, ingenuity, and special terms of work, form an integral component in variable part of wages. By their intended purpose, they should be considered as compensatory and incentive payments. Conclusions. Premiums and increments form an essential tool of material incentives for staff – to maximize the quality, productivity, and efficiency of work. So far, there is an urgent need for legislative framework of "premium" and "increment" terms – for their proper understanding and application in practice. ; Актуальність теми дослідження. В сучасних умовах розвитку економічних відносин в Україні актуальними залишаються питання належного матеріального стимулювання та підвищення трудової мотивації працівників шляхом виплати їм доплат і надбавок. Постановка проблеми. Порушення законодавства щодо невиплати доплат і надбавок працівникам або їх виплати несвоєчасно чи не в повному обсязі є однією з головних причин більшості трудових спорів та конфліктних ситуацій. Недостатня мотивація працівників негативним чином впливає на темпи зростання виробництва, призводить до зниження продуктивності праці й ефективності використання персоналу. Аналіз останніх досліджень і публікацій. Дослідженням проблеми застосування доплат і надбавок у різний час займалися Д. Д. Гордієнко, І. В. Жиглей, Г. Т. Завіновська, А. В. Калина, А. М. Колот, М. В. Корягін, П. О. Куцик, О. В. Лишиленко, М. Б. Махсма, Г. А. Семенов та інші. Виділення недосліджених частин загальної проблеми. Незважаючи на значну кількість теоретичних і практичних розробок науковців, питання підвищення ролі доплат і надбавок як матеріального стимулу до поліпшення результативності та продуктивності праці залишається актуальним і потребує подальших наукових досліджень. Постановка завдання. Визначити економіко-правовий зміст доплат і надбавок на основі дослідження та узагальнення нормативних актів, що регулюють питання оплати праці в Україні. Виклад основного матеріалу. Невід'ємною складовою змінної частини заробітної плати є доплати і надбавки, які виплачуються за трудові успіхи та винахідливість і за особливі умови праці. За цільовим призначенням їх варто розглядати в якості компенсаційних та стимулюючих виплат. Висновки відповідно до статті. Доплати і надбавки є суттєвим інструментом матеріального стимулювання працівників до якомога якісної, результативної та продуктивної праці. Наразі назріла нагальна потреба в законодавчому закріпленні термінів «доплата» і «надбавка» задля правильного їх розуміння та застосування на практиці.

As the European case-law shows, nowadays, there are numerous problems in the social sphere. Accordingly, there appears to be a need to study international regulation of equality and current social security problems to find possible solutions to the existing shortcomings and to strengthen human rights protection. The article aims to analyse the universal international regulation of equality and gender equality, in particular, and to study the problems of gender inequality in social security based on the European Court of Human Rights (ECtHR) case law to eliminate this discrimination. The leading research method is a legalistic one. It allowed us to analyse the international legislation on gender equality and to look into the ECtHR case law in gender discrimination in social security. It was found that gender inequality in social security is often a result of prior gender-based discrimination in labour relations. Despite the fact that legal acts protect women in cases of inequality, the analysis of the ECtHR case-law permitted us to conclude that men suffer from gender discrimination as much as women. Therefore, it is suggested to adopt legal acts on the equality of men and women in social security to overcome such discriminative practices at the legislative level. It is also recommended to implement the governmental policy on counteracting gender stereotypes in society. The research results can improve national legislation and international legal acts, further research into equality issues, and develop a methodological base for teaching human rights and social security.