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Hernoko Dono Wibowo
"The dispute of Industrial Relationship is the main issue frequently takes place to work relation at each company. Such a dispute may be caused by various factors which later need a solution by means of dispute settlement to industrial relationship. The manners of industrial relation settlement taken by public have changes in line with the more complex issues to be resolved. In the settlement mechanism of the disputes in industrial relationship is regulated in the Law Number 2 of 2004, re: Industrial Relationship Dispute Settlement. They are: Consolidation, Mediation, Industrial Relationship Arbitration, Industrial Relationship Court, and Appeal. With the presence of industrial relationship arbitration system regulated in legislation, it is expected positive impacts for the legal development in Indonesia, namely, legal certainty for the parties in a quick manner to continue harmonious work relationship."
Depok: Fakultas Hukum Universitas Indonesia, 2007
T19637
UI - Tesis Membership  Universitas Indonesia Library
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Rakha Gusti Wardhana
"ABSTRACT
Penelitian ini membahas proses penyelesaian perselisihan hubungan industrial oleh Serikat Pekerja (SP) PT X, beserta hambatan yang dihadapi oleh Serikat Pekerja (SP) PT X dalam proses penyelesaian perselisihan hubungan industrial. Penelitian ini menggunakan metode kualitatif dengan bentuk deskriptif. Hasil penelitian ini menyimpulkan bahwa SP PT X sebagai anggota FSPMI berhasil mengupayakan penyelesaian perselisihan hubungan industrial melalui proses perundingan secara kolektif dengan menggunakan berbagai strategi secara bertahap. Dalam proses tersebut, SP PT X menghadapi berbagai hambatan, yaitu belum maksimalnya fungsi dan struktur serikat pekerja, kapasitas pengurus SP yang masih belum maksimal, kurangnya motivasi dan keseriusan pengurus SP dalam memperjuangkan isu perselisihan, miskomunikasi dan perbedaan penafsiran dalam mengupayakan perundingan, adanya pandangan negatif dari pekerja terhadap SP PT X, serta belum adanya Perjanjian Kerja Bersama (PKB). Kemudian, SP PT X mengatasi hambatan tersebut dengan memaksimalkan peran tim perunding, serta mengembangkan kapasitas tim perunding.

ABSTRACT
This study discusses the process of industrial relation dispute resolution carried out by worker union, along with the obstacles experienced by that worker union in the process of resolving industrial relation disputes. This study uses qualitative methods with descriptive forms. The results of this study conclude that worker union as a member of FSPMI managed to seek industrial relations dispute resolution through a collective bargaining process by using various strategies in stages. Meanwhile, the obstacles faced by the worker union in the process of industrial relations dispute resolution in the form of not optimal function and structure of trade unions, lack of capacity of worker union officer, lack of motivation and seriousness of worker union officer in fighting disputes, miscommunication and differences in interpretation seek negotiations, views on worker union are still viewed negatively by workers, as well as the absence of a Collective Labor Agreement (PKB). Then this worker union overcame these obstacles by maximizing the role of the negotiating team, as well as developing the capacity of the negotiating team."
2019
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UI - Skripsi Membership  Universitas Indonesia Library
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Indah Kurnia
"Analisis Alternative Dispute Resolution ADR dalam Penyelesaian Perselisihan Hubungan Industrial PPHI, merupakan penelitian yuridis yang mengkaji proses penyelesaian perselisihan hubungan industrial berdasarkan kaidah peraturan perundang-undangan dan prinsip ADR serta menjabarkan lebih lanjut praktik tersebut melalui perbandingan hukum dengan negara Amerika Serikat. Penelitian yang bertujuan untuk menganalisis praktik ADR dalam PPHI dan menganalisis proses PPHI yang tepat bagi Indonesia didasarkan pada suatu permasalahan Pengadilan Hubungan Industrial dan Undang-Undang Penyelesaian Perselisihan Hubungan Industrial yang belum mengatur prinsip ADR secara jelas. Penelitian ini menggunakan bahan hukum primer, sekunder, dan tersier, yang diperoleh melalui kajian kepustakaan library research, wawancara, dan pengamatan. Hasil penelitian menunjukan bahwa PPHI belum sesuai dengan prinsip ADR dan pelaksanaan PPHI harus didasarkan pada tujuan hukum ketenagakerjaan dengan membangun kesadaran moral dan penegakkan sanksi yang tegas. Hasil penelitian menyarankan agar Pemerintah merevisi Undang-Undang Penyelesaian Perselisihan Hubungan Industrial, mempertimbangkan lembaga independen untuk menyelesaikan perselisihan hubungan industrial, peningkatan pola pengawasan terhadap kompetensi mediator, dan merencanakan pengadaan Aparatur Sipil Negara khususnya bagi tenaga mediator dan pengawas.

The Analysis of Alternative Dispute Resolution ADR in the Industrial Relations Disputes Settlement PPHI is a juridical study that examines the process of resolving industrial relations disputes based on rules of legislation and the principles of ADR and further expounding the practice through comparative law with the United States. A study aimed at scrutinizing ADR practices in PPHI and analyzing the appropriate PPHI process for Indonesia based on an Industrial Relations Court and Industrial Relations Dispute Settlement Act that has not clearly set the principles of ADR. This study uses primary, secondary, and tertiary legal materials, obtained through library research, interviews, and observations. The results show that PPHI is not in accordance with the principles of ADR and the implementation of PPHI should be based on the objectives of the labor law by building moral awareness and enforcing strict sanctions. The results suggested that the Government should revise the Industrial Relations Dispute Settlement Act, consider independent agencies to resolve industrial relations disputes, improve supervisory patterns of mediator competence, and plan the procurement of the State Civil Apparatus especially for mediators and supervisors.
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Depok: Fakultas Hukum Universitas Indonesia, 2017
T48365
UI - Tesis Membership  Universitas Indonesia Library
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Butarbutar, Lizy Marchelina
"Perubahan Era Industri membawa dampak langsung pada hubungan industrial.Potensi perselisihan hubungan industrial juga meningkat. Disamping sedang menghadapi era industri 4.0, saat ini sangat ramai dibicarakan dan menjadi tuntutan para buruh setiap kali demo hari buruh selama 3 tahun terakhir adalah mengenai upah Pekerja. Hadirnya Undang-Undang No 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial pada saat itu untuk menyempurnakan undang undang sebelumnya yang menyelesaiakan perselisihan hubungan industrial dengan tidak sederhana dan tidak cepat. Namun sampai saat ini Penyelesaian perselisihan hubungan industrial masih belum sederhana, cepat, dan biaya ringan. Dalam bebrapa kasus perselisihan Hak sekitar 2017-2018 masih belum diselesaikan dengan cepat. Dalam menganalisis Efektivitas Undang Undang No 2 Tahun 2004 Tentang Penyelesaian Perselisihan Hubungan Industrial dalam penerapan asas sederhana, cepat, dan biaya ringan digunakan  metode penelitian normatif yuridis, melalui studi kepustakaan pada data hukum sekunder dengan sifat penelitian deskriptif dan analisis. Dengan menggunakan Teori Efektivitas Hukum penerapan asas sederhana, Cepat, dan biaya ringan lemah pada bagian penegakan hukum dan kesadaran hukum masyarakat, walaupun Undang Undangnya sendiri juga masih perlu beberapa penyempurnaan dalam penerapan asas ini. Perlu dilakukan perubahan dalam aturan hukum, karena saat ini masyarakat sudah berubah sehingga hukum juga harus bergerak dinamis dalam mengatur masyarakat. Selain itu juga dibutuhkan usaha pemerintah dalam meningkatkan kesadaran hukum baik kepada para penegak hukum ataupun masyarakat itu sendiri.

Industry 4.0 have a direct impact on industrial relations. The potential for industrial relations disputes has also increased. In addition to facing the industrial era 4.0, currently hot issue on may day for the last 3 years is about wages of workers. Indonesia Regulation No.2/2004 About Completion Industrial Relation Disputes at that time was to completing the previous law which resolved industrial relations disputes without simplicity and slowly. But until now industrial relations dispute resolution is still not Simple, Fast and Low Cost Justice. In some cases industrial relations disputes about normative issue around 2017-2018 are still not resolved quickly. To analyzing the Effectiveness implementation of simple, fast, and inexpensive principles through Regulation No.2/2004 About Completion Industrial Relation Disputes, with juridical normative research methods, through literature studies on secondary legal data by descriptive and analysis research. By using the Theory of Legal Effectivenes, weaknessess of implementation Simple, Fast and Low Cost Justice Principles in the law are the  lawa enforcement itself  and legal awareness of the community, even though the regulation itself still needs a little improvement. There needs to be a change in the rule of law, because now society has changed so that the law must also move dynamically in regulating the community. In addition, government efforts are also needed to increase legal awareness for both law enforcement and the community itself."
Depok: Fakultas Hukum Universitas Indonesia, 2019
T52856
UI - Tesis Membership  Universitas Indonesia Library
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Hamzah Asaddullah
"ABSTRAK
Hubungan industrial tidak dapat selalu berjalan harmonis dan dapat timbul konflik antar perusahaan dengan pekerja. Dalam Undang-undang No. 2 Tahun 2004 Tentang Penyeleseaian Perselisihan Hubungan Industrial telah menyantumkan tata cara penyelesaian perselisihan hubungan industrial. Dinas Tenaga Kerja Kota Depok sebagai lembaga pemerintah di wilayah Depok memiliki peranan untuk menyelesaikan perselisihan hubungan industrial di Kota Depok. Penelitian ini bertujuan menganalisis peran Pemerintah Kota Depok dalam upayanya untuk menyelesaikan perselisihan hubungan industrial di Kota Depok. Skripsi ini menggunakan pendekatan kualitatif. Data primer diperoleh dengan wawancara mendalam dengan narasumber-narasumber mengetahui permasalahan Hasil penelitian menunjukkan peran Pemerintah Kota Depok dalam upayanya untuk menyelesaikan perselisihan hubungan industrial di Kota Depok. Mediasi dari Dinas Tenaga Kerja Kota Depok memenuhi peraturan perundang-undangan. Akan tetapi, dalam upayanya menyelesaikan perselisihan hubungan industrial di Kota Depok, masih terdapat kendala dalam penyelesaiannya, baik dari kekurangan pengawasan dan mediatornya.

ABSTRACT
Industrial relations cannot always be harmonious and there must always be conflicts between companies and workers. In Law No. 2 of 2004 concerning Industrial Relation Dispute Resolution has stated the procedures for resolving industrial relations disputes. The Depok City Manpower Office as a government agency in the Depok area has the role to resolve industrial relations disputes in the City of Depok. This study aims to analyze the role of the Depok City Government in its efforts to resolve industrial relations disputes in the City of Depok. The method of data retrieval in the thesis was carried out with a qualitative approach, namely by in-depth interviewing related speakers and knowing the problems related to the writers questions for the analysis of this thesis. The results showed the role of the Depok City Government in its efforts to resolve industrial relations disputes in the City of Depok. Mediation from the Depok City Manpower Office is very fulfilling the laws and regulations. However, in its efforts to resolve industrial relations disputes in the city of Depok, there are still obstacles in its resolution, both from lack of supervision and mediators."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2020
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
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Purba, Nova Christina
"Penyelesaian perselisihan hubungan industrial melalui luar pengadilan memberikan kebebasan bagi kedua belah pihak untuk menentukan lembaga penyelesaiannya. Lembaga penyelesaian perselisihan hubungan industrial di luar pengadilan yaitu bipartit, konsiliasi, arbitrase dan mediasi. Salah satu lembaga yang mempunyai kekuatan mengikat adalah Arbitrase yang dapat menyelesaikan perselisihan kepentingan dan perselisihan antar serikat pekerja/serikat buruh dalam satu perusahaan. Adapun yang menjadi permasalahan dalam penelitian ini adalah untuk mengetahui dan menganalisis tentang lembaga arbitrase yang dianggap kurang efektif dalam penyelesaian perselisihan hubungan industrial dan upaya yang harus dilakukan untuk meningkatkan efektifitas lembaga arbitrase dalam penyelesaian perselisihan hubungan industrial. Penelitian ini dapat memberikan pengetahuan secara teoritis dan praktis dalam perselisihan hubungan industrial. Metode penelitian yang digunakan oleh penulis yaitu berdasarkan penelitian empiris atau penelitian lapangan. Penelitian lapangan dilakukan oleh penulis yaitu kepada Kementerian Tenaga Kerja Indonesia, Dinas Tenaga Kerja Kabupaten Tangerang, PT Hokiku Utama Sakti dan Serikat Buruh Kasbi.
Hasil penelitian menyatakan bahwa penggunaan arbitrase dalam pelaksanaan penyelesaian perselisihan hubungan industrial masih kurang efektif. Hal ini dikarenakan masih kurangnya pemahaman tentang arbitrase itu sendiri, terbatasnya kewenangan yang diberikan terhadap arbitrase, kekhawatiran terhadap hasil putusan arbitrase yang mengikat para pihak, jalur mediasi mekanisme wajib dan kemampuan para arbiter yang menyelesaikan perselisihan tidak sesuai dengan harapan pekerja dan pengusaha. Untuk meningkatkan efektifitas arbitrase maka ditempuh dengan pelaksanaan sosialisasi yang diberikan oleh Kementerian TenagaKerja, adanya penambahan wewenang yang diberikan bagi Arbitrase, ketentuan dalam hal biaya dan ada suatu jaminan kerahasiaan dalam perselisihan antara para pihak.
Penyelesaian melalui arbitrase harus melalui kesepakatan tertulis dari para pihak yang berselisih untuk menyerahkan penyelesaian perselisihan kepada arbiter yang putusannya mengikat para pihak dan bersifat final. Peran dari arbitrase hubungan industrial yang sangat penting dalam penyelesaian perselisihan hubungan industrial memerlukan adanya peningkatan efektifitas dalam menyelesaikan perselisihan antara tenaga kerja dan perusahaan. Saran yang diberikan yaitu sebaiknya Kementerian Tenaga Kerja memberikan sosialisasi tentang arbitrase dan diperlukan perubahan dalam peraturan Undang-undang Penyelesaian Perselisihan Hubungan Industrial mengenai arbitrase.

Alternative settlement of industrial disputes outside of court room provides freedom for both parties to determine the institution for the settlement. Institutions available for the alternative settlement of industrial disputes outside of court are bipartite, conciliation, arbitration and mediation. One of the institutions that has a binding power is arbitration, which seek store solve the conflict of interests and the conflict between labor unions in a company.The issue within this research is to study and to analyze arbitration institutions considered less effective in the resolution of industrial disputes and the efforts necessary to improve the effectiveness of arbitration institutions in the settlement of industrial disputes. This research can provide the theoretical and practical knowledge in industrial relations disputes. The method used by the authors is based on empirical research or field research. The field research is conducted by the author on the Indonesian Ministry of Labor, the Department of Labor of Tangerang Regency, PT Hokiku Utama Sakti and Kasbi Labor Union.
The study states that the application of arbitration on the settlement of industrial disputes is still not effective. This is due to the lack of understanding of the arbitration itself, the limited authority given to the arbitration institution, the concerns over the results of the arbitration decision binding on the parties, the compulsory mediation mechanisms and the ability of the arbiters inresolving disputes that do not meet the expectations of both workers and employers. To increase the effectiveness of arbitration, education is provided by the Ministry of Labor, the addition of the authority is given to the arbitration, provisions in terms of cost, and confidentiality in dispute between the parties is guaranteed.
Settlement through arbitration must be done through a written agreement between the parties to a dispute to submit the settlement of disputes to the arbiter whose decision binds the parties and shall be final. The role of industrial relations arbitration that is so vital in the resolution of industrial disputes demands an increase in effectiveness in resolving any conflict between workers and the company. The recommendations here are for the Ministry of Labor to provide the necessary education of arbitration and for some regulatory amendments in the Law on Industrial Dispute Settlement arbitration.
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Depok: Fakultas Hukum Universitas Indonesia, 2014
T41714
UI - Tesis Membership  Universitas Indonesia Library
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Matthew Haskel Anggiat
"Skripsi ini membahas mengenai penyelesaian perselisihan hubungan industrial mengacu kepada ketentuan hukum Indonesia yang diimplementasikan dalam keberlakukan Lembaga Kerja Sama Bipartit untuk mengatasi mogok kerja yang timbul dari kasus PT. Adhimix Precast Indonesia dengan para pekerjanya mengacu pada putusan nomor register 167/PDT.SUS-PHI/2020/PN.JKT.PST. Skripsi ini ditinjau melalui metode penelitian yuridis normatif menggunakan data sekunder yang diperoleh melalui studi kepustakaan dan dianalisis secara kualitatif. Penelitian ini mendeskripsikan urgensi Lembaga Kerja Sama Bipartit sebagai sarana hubungan industrial dalam penyelesaian perselisihan hubungan industrial yang mampu mengakomodasikan pandangan-pandangan dan mampu menjadi bahan pertimbangan sebelum dilakukan mogok kerja. Peraturan perundang-undangan yang berlaku telah menyatakan kriteria mogok kerja sebagai bagian hak fundamental pekerja/buruh dengan pelaksanaan yang dapat menjadi tidak sah. Dengan demikian, penegakan atas anjuran pendirian Lembaga Kerja Sama Bipartit diperlukan untuk diberlakukan secara optimal.

The discussion in this thesis is the settlement of industrial relations disputes referring to the provisions of Indonesian law which are implemented in the implementation of the Bipartite Cooperation Institution resolve the strike that in the case of PT. Adhimix Precast Indonesia and its employees refer to court decision number 167/PDT.SUS-PHI/2020/PN.JKT.PST. The research method in writing this thesis is through the use of normative juridical writing methods using secondary data obtained from literature study and qualitative analysis. This study examines the urgency of the Bipartite Cooperation Institution as a means of industrial relations in the settlement of industrial relations disputes that provides an opportunity to share views and can be considered before a strike is carried out. The applicable legal provisions have stated the criteria for a strike as part of the fundamental rights of workers/laborers with the implementation of which may become invalid. It can be said that enforcement of the recommendation for the establishment of the Bipartite Cooperation Institution is needed to be implemented optimally."
Depok: Fakultas Hukum Universitas Indonesia, 2022
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library