scholarly journals Analisa Dan Pengaruh Metode Hubungan Industrial Terhadap Penyelesaian Perselisihan Di Serikat Pekerja Sektoral Kota Cilegon Tahun 2019

2020 ◽  
Vol 14 (2) ◽  
pp. 91-100
Author(s):  
Udi Iswadi ◽  
Mahfudoh Haerani
Keyword(s):  
Dispute Resolution ◽  
Trade Unions ◽  
Dispute Settlement ◽  
Mutual Influence ◽  
Alternative Hypothesis ◽  
Industrial Relations ◽  
Internal And External Factors ◽  
Settlement Of Disputes ◽  
The Relationship ◽  
The City

Abstrak - Hubungan merupakan tindakan yang saling mempengaruhi antar pihak, saling memberi manfaat guna mencapai tujuan, hubungan dapat dikatakan pula sebuah representasi kegiatan yang dilandasi keinginan untuk saling memberi dan memenuhi keperluan masing-masing pihak. Keselarasan akan timbal balik pada sebuah hubungan yang sesuai menghasilkan kedekatan dan kenyamanan antar pihak. Konsep sebuah hubungan didasari oleh faktor internal dan eksternal organisasi atau perusahaan. Sedangkan hubungan yang terjadi dalam perusahaan yaitu hubungan Industrial, dimaknai sebuah metode dalam menyelesaikan persoalan yang timbul di antara pengusaha dan pekerjanya. Hal yang diselesaikan sudah barang tentu adalah perselisihan. Pelaksanaan metode penelitian dalam pengumpulan data berupa kuesioner. Jumlah populasi yang digunakan yaitu 35 serikat pekerja atau dengan jumlah pekerja sebanyak 5.860 pekerja sebagai populasi dari serikat pekerja sektoral yang tergabung dengan Federasi Serikat Pekerja Sektoral Kimia di kota Cilegon. Untuk mengetahui bagaimana metode hubungan Industrial yang efektif dipakai maka harus ditentukan jenis perselisihannya terlebih dahulu, dalam penelitian ini ditemukan perselisihan kepentingan kecenderungannya akan diselesaikan ditingkat hubungan Industrial bipatride. Adapun perselisihan yang banyak diselesaikan peneliti melihat waktu kejadiannya seperti perselisihan upah maka akan banyak muncul di awal tahun. Sedangkan untuk melihat seberapa kuat korelasi yang didapat antara Variabel Metode Hubungan Industrial terhadap Penyelesaian Perselisihan, maka hasil perhitungan Uji Korelasi Product Moment r hitung 0,920, dapat dikatakan bahwa pengaruhnya Sangat Kuat. Hal tersebut menunjukkan bahwa variabel Metode Hubungan Industrial mempengaruhi variabel Penyelesaian Perselisihan sebesar 84,6% sedangkan sisanya dipengaruhi oleh faktor-faktor lainnya. Nilai Sig. 0,000 < 0,05, diartikan bahwa pengaruh Variabel Metode Hubungan Industrial (X) terhadap Penyelesaian Perselisihan (Y) signifikan. Dari perhitungan ttabel diperoleh nilai 1,987. Berdasarkan kriteria pengujian hipotesis terhadap nol (Ho), yaitu Ho ditolak jika thitung > ttabel. Diperoleh thitung  5,458 > ttabel 1,987 maka Hipotesis nol (Ho) di tolak, dan menerima Hipotesis alternatif (Ha). Dalam penelitian ini dapat ditarik kesimpulan bahwa “Terdapat Pengaruh Metode Hubungan Industrial terhadap Penyelesaian Perselisihan di Serikat Pekerja Sektoral Kimia Kota Cilegon Tahun 2019”. Dengan regresi sebagai berikut : Ÿ = 20,710 + 1,010 X.      Abstract - Relationship is an act of mutual influence between parties, mutually beneficial to achieve goals, the relationship can also be said to be a representation of activities based on the desire to give and meet the needs of each party. Alignment of reciprocity in an appropriate relationship results in closeness and comfort between parties. The concept of a relationship is based on internal and external factors of the organization or company. While the relationships that occur within a company that is industrial relations, is interpreted as a method of solving problems that arise between employers and their workers. The matter that was resolved was naturally a dispute. The implementation of research methods in collecting data in the form of a questionnaire. The population used is 35 trade unions or with a total of 5,860 workers as a population of sectoral trade unions that are members of the Federation of Chemical Sector Trade Unions in the city of Cilegon. For know, how effective industrial relations methods are used, the type of dispute must be determined first. In this study, it was found that disputes over the interests of fraud will be resolved at the bipartite industrial relations level. As for the disputes that many researchers have resolved, seeing when it occurs, such as wage disputes, many will appear at the beginning of the year. To see how strong the correlation obtained between the Industrial Relations Method Variables on Dispute Resolution, the results of the Product Moment Correlation Test r count of 0.920, it can be said that the effect is very Strong. This shows that the Industrial Relations Method variable affected 84.6% Dispute Resolution while the rest was influenced by other factors. The Sig. 0,000 <0.05, which means that the effect of the Industrial Relations Method Variable (X) on Dispute Settlement (Y) is significant. From the ttable calculation, the value is 1.987. Based on the hypothesis testing criteria for zero (Ho), i.e. Ho is rejected if tcount> ttable. Obtained tcount 5.458> t table 1.987 then the null hypothesis (Ho) was rejected, and accepted the alternative hypothesis (Ha). In this study, it can be concluded that "There is an Effect of the Industrial Relations Method on the Settlement of Disputes in the Chemical Sectoral Trade Unions of Cilegon City in 2019". With the regression as follows: Ÿ = 20,710 + 1,010 X.

scholarly journals MENDAPAT BAYARAN DIBAWAH KETENTUAN UPAH MINIMUM REGIONAL (UMR)

NOTARIUS ◽  
2018 ◽  
Vol 11 (1) ◽  
pp. 68
Author(s):  
Harin Nadindra Kirti
Keyword(s):  
Dispute Resolution ◽  
Minimum Wage ◽  
Industrial Relations ◽  
Legal Protection ◽  
Work Force ◽  
Settlement Of Disputes ◽  
The Relationship ◽  
The City

AbstractRemuneration is the most vulnerable and the most important in the relationship between labor and employers also have differences and even frequent conflicts, especially if it is associated with the perception or interpretation that is not the same on the interests of each party that basically does have differences, so that study of the legal protection of the labor mendapatk paid below the regional minimum wage needs to be analyzed properly in order to achieve the welfare of workers. Issues examined in this research is how the legal protection for workers who are not in wages in accordance with the provisions of the minimum wage cities / districts in the city, as well as how the dispute resolution to resume the work force of less than 10 people, who do not earn the minimum wage. The method used in this research is the empirical juridical approach. The results of this study finally provides an answer that the legal protection for workers who are not in wages in accordance with the provisions of the minimum wage city / county in the city of Semarang is to make a complaint to the All Indonesian Workers Union (SPSI) Semarang to be pursued advocacy and admonition to the employer the conflict in order to realize the protection and welfare of workers, related to the settlement of disputes to the CV workforce of less than 10 people who do not get the minimum wage is that it can be done by utilizing a system of Pancasila Industrial Relations with the aim to advise the order to resolve the issue amicably and consensus by Entrepreneur with workers so that outcomes could satisfy both sides.   AbstrakPengupahan merupakan bagian yang paling rawan dan paling penting di dalam hubungan antara tenaga kerja dan pengusaha yang sering kali menimbulkan konflik. Hal ini membuat kajian tentang perlindungan hukum terhadap tenaga kerja yang  dibayar dibawah ketentuan upah minimum regional perlu dianalisis dengan baik, demi terwujudnya kesejahteraan bagi tenaga kerja. Masalah dalam  penelitian ini adalah bagaimanakah perlindungan hukum terhadap tenaga kerja yang tidak di upah sesuai dengan ketentuan upah minimum kota/kabupaten di Kota Semarang, serta bagaimana penyelesaian sengketa terhadap CV yang tenaga kerjanya kurang dari 10 orang, yang tidak mendapatkan upah sesuai UMR. Metode yang digunakan dalam penelitian ini adalah dengan pendekatan yuridis empiris. Hasil penelitian ini menunjukkan bahwa perlindungan hukum terhadap tenaga kerja yang dibayar di bawah ketentuan upah minimum kota/kabupaten di Kota Semarang adalah dengan melakukan pengaduan kepada Serikat Pekerja Seluruh Indonesia (SPSI) Kota Semarang untuk diupayakan advokasi hingga peneguran kepada pihak pengusaha yang terlibat konflik, terkait penyelesaian sengketa terhadap CV yang tenaga kerjanya kurang dari 10 orang yang tidak mendapatkan upah sesuai UMR adalah dengan memanfaatkan Sistem Hubungan Industrial Pancasila dengan tujuan untuk menyarankan kepada para pihak, baik pengusaha maupun tenaga kerja, agar menyelesaikan persoalan secara musyawarah dan mufakat sehingga hasil yang dicapai dapat memuaskan kedua belah pihak.   

scholarly journals International Legal and Economic Aspects of Dispute Resolution within the WTO in the Context of International Integration

2021 ◽  
Vol 14 (2) ◽  
pp. 64-71
Author(s):  
V. P. Kirilenko ◽  
Yu. V. Mishalchenko ◽  
A. N. Shchepova
Keyword(s):  
Dispute Resolution ◽  
Dispute Settlement ◽  
The European Union ◽  
Advantages And Disadvantages ◽  
Legal Remedies ◽  
The World ◽  
System Functioning ◽  
Dispute Settlement System ◽  
Dispute Resolution Mechanism ◽  
Settlement Of Disputes

The article discusses issues related to the settlement of disputes within the framework of the World Trade Organization, as well as assesses the advantages and disadvantages of this system. The specific problems of the dispute settlement system functioning today are considered, and options for optimizing the dispute resolution mechanism and various ways to improve the effectiveness of legal remedies in cases of non-compliance with decisions are proposed. Special attention is paid to the latest topical disputes involving the Russian Federation, the European Union, Ukraine, China and USA resolved within the framework of the World Tr ade Organization, as well as to the crisis faced by the organization due to the absence of a permanent appeals body.

scholarly journals СУТНІСТЬ ТА ОСОБЛИВОСТІ ДОСУДОВОГО ВРЕГУЛЮВАННЯ АДМІНІСТРАТИВНО-ПРАВОВИХ СПОРІВ

2019 ◽  
Vol 14 ◽  
pp. 5-18
Author(s):  
C. В. Ківалов
Keyword(s):  
Dispute Resolution ◽  
Alternative Dispute Resolution ◽  
Dispute Settlement ◽  
The Relationship

У статті проаналізовано поняття, сутність та особливості досудового урегулювання адміністративно-правових спорів. Особливу увагу приділено співвідношенню понять «спо­соби, альтернативні правосуддю» й «альтернативне вирішення спорів». Здійснено поділ до­судових способів за такими критеріями: 1) за суб'єктом, що здійснює процедуру вирішення спору: а) державні процедури врегулювання спору; б) недержавні процедури врегулювання спору; 2) за методом врегулювання спору: а) примирювальні (компромісні) процедури; б) правовїдновлювальні процедури; в) змішані процедури. Визначено, що найбільш поши­реними методами досудового вирішення спорів с переговори, посередництво, арбітраж.   The paper analyzes the concept, essence, and characteristics of pre-trial settlement of administrative legal disputes. Particular attention is paid to the relationship between the concepts "methods alternative to justice" and "alternative dispute resolution". The author carries out the classification of pre-trial methods according to the following criteria: 1) by the entity that carries out the procedure for dispute settlement: a) state dispute settlement procedures; b) non-state dispute settlement procedures; 2) by the method of settlement of the dispute: a) conciliation (compromise) procedures; b) procedures for restoration of rights; c) mixed procedures. It is determined that the most common methods of pre-trial dispute resolution are: negotiation, mediation, arbitration.

Introduction

2020 ◽  
pp. 1-26
Author(s):  
Frances C. Galt
Keyword(s):  
Gender Discrimination ◽  
Trade Unions ◽  
Methodological Approach ◽  
Industrial Relations ◽  
Television History ◽  
Trade Union Movement ◽  
Film And Television ◽  
Women's Film ◽  
And Gender ◽  
The Relationship

This chapter establishes the original contribution of the book by addressing why this research is necessary, where it sits within the existing literature and how this research has been conducted. Firstly, this chapter illustrates the timeliness of the book with reference to women’s renewed activism against sexual harassment and gender discrimination in the film and television industries and in the trade union movement. Secondly, this chapter explains the rationale for its focus and establishes the three central themes which underpin the book’s analysis of the relationship between women and trade unions in the British film and television industries: the operation of a gendered union structure, women’s union activism, and the relationship between class and gender in the labour movement. Thirdly, this chapter surveys existing literature in the fields of Women’s Labour History, Industrial Relations Scholarship and Women’s Film and Television History. Fourthly, this chapter details the methodological approach of this project, which combines archival research with oral history. Finally, this chapter outlines the structure of the book.

12. The peaceful settlement of disputes

2017 ◽  
Author(s):  
Anders Henriksen
Keyword(s):  
Security Council ◽  
Dispute Settlement ◽  
International Court Of Justice ◽  
Court Of Justice ◽  
Peaceful Settlement ◽  
International Court ◽  
Un Security Council ◽  
Settlement Of Disputes ◽  
Advisory Opinions ◽  
The Relationship

This chapter discusses some of the more relevant methods for peaceful dispute settlement. It begins by introducing a number of non-adjudicatory settlement mechanisms and providing a brief overview of the role played by the UN. It then discusses the adjudicatory means of settling disputes, including international arbitration; the competences and powers of the International Court of Justice; issues of access to the Court and the Court's jurisdiction in contentious cases; the power of the Court to issue provisional measures; the effects of the Court's decisions; the relationship between the Court and the UN Security Council; and the Court's competence to issue advisory opinions.

scholarly journals PERLINDUNGAN KONSUMEN ATAS KERUGIAN PELAYANAN DAN KENAIKAN BIAYA INDIHOME DI KOTA PADANG

2020 ◽  
Vol 2 (4) ◽  
pp. 434-443
Author(s):  
Vony Febryan
Keyword(s):  
Dispute Resolution ◽  
Legal Protection ◽  
Customer Care ◽  
The Cost ◽  
Settlement Of Disputes ◽  
The City

The problems discussed:How are consumers protection for service losses and increased indihome costs in padang city? How are Dispute resolution of consumer in service losses and increased of indihome costs?This research is Descriptive analytical, normative juridical and empirical juridical approach conducted in Padang city By using interview consumers, and manager of customer care (PT) Telecommunications Indonesia Regional of Padang. The results of this researchConsumer protection for the loss of service and an increase in the cost of Indihome in the city of Padang that the consumer has not fully obtained legal protection, because PT. Telkom only cancel Internet content Catchplay service To prevent future charges from appearing, An Indihome service fee increases that the charge is still charged to the consumer. In the absence of compensation from PT. Telkom, consumers are Highly harmed.Dispute resolution of consumer Loss of service and increase of indihome costs is the consumer only signed a statement letter containing the release of PT. Telkom City of Padang demands,PT.TELKOM does not conduct deliberations in accordance with the provisions Indihome Contract subscription regarding the settlement of disputes between PT. Kota Padang Telkom with the customer must be resolved by means of deliberation.

Keeping dispute resolution internal: Exploring the role of the industrial relations climate, organizational embeddedness and organizational turbulence

2020 ◽  
pp. 0143831X2095971
Author(s):  
Pengxin Xie ◽  
Lian Zhou
Keyword(s):  
Dispute Resolution ◽  
Industrial Relations ◽  
Theoretical Explanation ◽  
Labour Dispute ◽  
Climate Influences ◽  
Organizational Embeddedness ◽  
High Level ◽  
The Relationship

Drawing on job embeddedness theory, this study investigates how and when the industrial relations climate influences employees’ preference for particular labour dispute resolution procedures. Analyses of multisource and multilevel data from China show that organizational embeddedness mediates the relationship between the industrial relations climate and preference for internal dispute resolution (IDR) and this indirect effect is stronger in organizations with a high level of turbulence. These findings provide novel theoretical explanation of the linkage between the industrial relations climate and employees’ preference for IDR and highlight the interactions between the industrial relations climate and organizational turbulence. Practical implications are also offered to facilitate employees’ preferences for IDR by improving the quality of the industrial relations climate.

scholarly journals THE FORMATION OF A SYSTEM OF ALTERNATIVE DISPUTE RESOLUTION MECHANISMS IN SERBIA

2016 ◽  
pp. 0-0
Author(s):  
Валерий Шрам ◽  
Valeriy Shram
Keyword(s):  
Dispute Resolution ◽  
Alternative Dispute Resolution ◽  
Dispute Settlement ◽  
Third Parties ◽  
The State ◽  
Settlement Agreement ◽  
Minor Children ◽  
Rights And Interests ◽  
Settlement Of Disputes ◽  
State Rights

The article is devoted to the analysis of the formation of a system of alternative dispute resolution mechanisms in Serbia as one of the instruments stimulating the development of entrepreneurship and combating corruption. The author considers such nonjudicial legitimate methods of dispute resolution as negotiations of the parties, mediation, arbitration (binding arbitration) and the court of honor at the Economic chamber of Serbia, as well as other conciliation procedures. One of the main characteristic by which non-judicial methods of dispute resolution can be classified is the participation in them of third parties. The Serbian law relates to them participation of mediators in the reconciliation procedures, ombudsmen, state rights activists (authorized to protect the rights and interests of the state), judges, lawyers. Special attention is paid to mediation as a set of voluntary modes of settlement of the conflicting parties with the participation of third parties. The mediation is conducted on the good will of the conflicting parties by the mediator who seeks to resolve disputes through a settlement agreement. Under the law mediation can be realized by mediators, ombudsmen, state rights activists (authorized to protect the rights and interests of the state) who are trained by judges and lawyers. The article discusses the mechanism of pre-trial dispute settlement between the conflicting parties. Special attention is paid to the analysis of pre-trial settlement of disputes between parents of minor children decided to divorce. In Serbia an important role in the formation of alternative dispute resolution mechanisms of economic entities plays a chamber of Commerce of Serbia under which exists the court of honor and court of arbitration. Their competence includes the resolution of disputes through mediation.

scholarly journals Settlement of Industrial Relations Disputes and Termination of Work Relations according to the Applicable Legislation

2020 ◽  
Vol 2 (2) ◽  
pp. 169
Author(s):  
Agus Pramono
Keyword(s):  
Minimum Wage ◽  
Industrial Relations ◽  
Job Creation ◽  
Work Relations ◽  
City District ◽  
The Relationship ◽  
The City

<p>This article discusses the settlement of industrial relations disputes and termination of employment according to the applicable laws. Industrial relations disputes can be divided into two types: disputes over rights and disputes over interests. The relationship between workers and employers is a relationship that needs each other; workers need wages, employers benefit. However, in practice there are problems, so employers give Warning Letters I and II which are followed by Termination of Employment (PHK). The process of resolving this problem can be carried out through Bipartite, Mediation, or to the Industrial Relations Court. This paper is written with a normative juridical approach. The results show that the labor-employer problem is getting more complicated since the existence of the Omnibus Law on Job Creation, one of which contains the elimination of the city / district minimum wage (UMK) and replaced with the provincial minimum wage (UMP). The elimination of MSEs results in lower wages for workers. In fact, in the Manpower Act Number 13 of 2003, no worker may receive a wage below the minimum wage, because the determination of wages is based on the calculation of Living Needs.</p><p align="center">[]</p><p><em>Artikel ini membahas mengenai penyelesaian perselisihan hubungan industrial dan pemutusan hubungan kerja menurut perundang-undangan yang berlaku. Perselisihan hubungan industrial menurut jenisnya dapat dibagi menjadi dua: perselisihan hak dan perselisihan kepentingan. Hubungan pekerja dan pengusaha merupakan hubungan yang saling membutuhkan; buruh memerlukan upah, pengusaha mendapatkan keuntungan. Namun, dalam prakteknya terjadi permasalahan, sehingga pengusaha memberikan Surat Peringatan I dan II yang diikuti dengan Pemutusan Hubugan Kerja (PHK). Proses penyelesaian persoalan ini dapat dilakukan melalui Bipartit, Mediasi, atau ke Pengadilan Hubungan Industrial. Tulisan ini ditulis dengan pendekatan yuridis normatif. Hasil penelitian menunjukkan bahwa permasalahan buruh-pengusaha semakin pelik seja hadirnya Undang-Undang Omnibus Law Cipta Lapangan Kerja yang salah satu isinya penghapusan upah minimum kota/kabupaten (UMK) dan diganti dengan upah minimum provinsi (UMP). Penghapusan UMK membuat upah pekerja lebih rendah. Padahal, dalam Undang-Undang Ketenagakerjaan Nomor 13 Tahun 2003 tak boleh ada pekerja yang mendapat upah di bawah upah minimum, karena penetapan upah didasarkan atas perhitungan Kebutuhan Layak Hidup.</em></p>

scholarly journals PEMBERDAYAAN ARBITRASE SEBAGAI LEMBAGA PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DI LUAR PENGADILAN DALAM PERSPEKTIF POLITIK HUKUM

to-ra ◽  
2016 ◽  
Vol 1 (3) ◽  
pp. 167
Author(s):  
Gindo L. Tobing
Keyword(s):  
Trade Unions ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
Legal Certainty ◽  
Institutional Approach ◽  
Political Perspective ◽  
Industrial Disputes ◽  
The Government

Arbitration is not well known, especially by the workers/laborers because of lack of internalization by the government, trade unions/workers and by employers. So until now there has been no industrial disputes are resolved through arbitration. With a variety of reasons the parties prefer the Industrial Relations Court (PHI) rather than arbitration and other settlement alternatives (conciliation) even prescribed pattern that justice can only be obtained through the courts alone. Changing the paradigm so that people do not always think only through PHI, justice and legal certainty can be obtained (justice in many rooms) arbitration should be empowered to propose improved regulation (amendment through MK), the institutional approach, culture, law. Model arbitration offered so-called Arbitration Pancasila because at each stage of the examination should be preceded by consensus, peace. Legal political perspective of stakeholders will give birth to the dispute settlement mainstreaming regulation on fairness, expediency and legal certainty through arbitration institutions.Kata Kunci: Pengadilan Hubungan Industrial, Pemberdayaan Arbitrase, Model Arbitrase dan Perspektif Politik Hukum

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