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Journal articles on the topic 'Mediation and conciliation, Industrial'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 July 2024

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1

Gayo, Sabela. "Advantages & Disadvantages Of Mediation And Conciliation As An Industrial Relations Dispute Resolution Option." International Asia Of Law and Money Laundering (IAML) 2, no. 1 (March 6, 2023): 25–32. http://dx.doi.org/10.59712/iaml.v2i1.56.

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Since the birth of Law No. 2 of 2004 on industrial dispute resolution, the parties to the dispute have become easier and helped to resolve disputes between them. The instruments provided also become more diverse compared to the old rules. Such as mediation, conciliation and arbitration instruments. However, at the implementation stage, not many people understand the difference between dispute mediation and conciliation in terms of the origin and function of conciliation mediation has different characteristics as a passive mediator while in conciliation the conciliator is more active in resolvi

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2

Zamroni, Mohammad. "MISCONCEPTIONS ON THE CONCEPT OF MEDIATION AND CONCILIATION IN THE ACT ON INDUSTRIAL RELATIONS DISPUTES SETTLEMENT." Yustisia Jurnal Hukum 10, no. 2 (August 28, 2021): 240. http://dx.doi.org/10.20961/yustisia.v10i2.48667.

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<em>Mediation and conciliation are alternatives with varying characteristics acting as a third-party figure in settling disputes in industrial relations. These alternatives are perceived as the same in Act Number 2 of 2004 on Industrial Relations Disputes Settlement. It leads to conceptual errors and causes mistakes in formulating the mediator and conciliator's authority. Therefore, this study analyzed the concepts of mediation and conciliation as regulated in Act Number 2 of 2004 on Industrial Relations Disputes Settlement. This is a normative legal research carried out with the statuto

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Yusticia, Aprilina Rahmah. "HUKUM ANJURAN TERTULIS MEDIATOR DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL (pasca Putusan Mahkamah Konstitusi No. 68/PUU-XIII/2015)." Legal Standing : Jurnal Ilmu Hukum 7, no. 1 (October 26, 2022): 23–31. http://dx.doi.org/10.24269/ls.v7i1.5570.

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This study aims to analyze how the legal force of written recommendations on settling industrial relations disputes was issued by mediators after the Constitutional Court Decision Number: 68/PUU-XIII/2015. The type of research used in this research is normative research or doctrinal research. And the approach used to answer the problem is the Legislative Approach (Statute Approach). This research is motivated by the application of Judicial Review by several workers to the Constitutional Court on the word 'recommendation' in Article 13 paragraph (2) letter a and Article 23 paragraph (2) letter

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4

Jumiati, Agatha, and Dahlia Dahlia. "DISPUTE SOLVING IN INDUSTRIAL RELATIONS BASED ON ACT NUMBER 2 YEAR 2004." Wacana Hukum 27, no. 1 (February 28, 2021): 84–92. http://dx.doi.org/10.33061/1.wh.2021.27.1.3990.

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Industrial relations dispute solving that managed in Act No.2 Year 2004 On Industrial Relations Dispute Solvingcan be solved by bipartite negotiation, conciliation, arbitration, mediation, and industrial relations dispute court. The principle of this matter is by putting negotiation first prior to other ways. As managed in Act No.2 Year 2004On Industrial Relations Dispute Solving everyone concerned are supposed to solve it in fast, fair, and cheap ways.

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Egbunike-Umegbolu, Chinwe. "ADR and Workplace Conflict - A Podcast Analysis Nigeria, Britain and the US." Athens Journal of Law 10, no. 1 (January 2, 2024): 131–54. http://dx.doi.org/10.30958/ajl.10-1-7.

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The decline of union representation and the introduction of legal incentives for workers to resolve individual employment disputes without resorting to the courts has unequivocally made Alternative Dispute Resolution (ADR) increasingly prominent in the British industrial relations landscape. The conciliation service offered by the Advisory Conciliation and Arbitration Service (ACAS) has been the most important sign and driver of this change. Although ADR has been encouraged in Western jurisdictions, particularly in the United Kingdom (UK) and in the United States (US), as a means to reduce tim

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Khudoikina, T., and S. Ilyin. "Communicative Competence of Judicial Conciliator." Bulletin of Science and Practice, no. 7 (July 15, 2023): 334–38. http://dx.doi.org/10.33619/2414-2948/92/47.

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Analyzes one of the alternative ways to resolve conflicts — judicial reconciliation. A general description is given, and the legal foundations of this institution are revealed. In difficult modern conditions, this method is actively used for various disputes arising in the legal field. There are many opinions of scientists and lawyers about the similarities and differences between mediation and judicial conciliation procedures. The authors give a number of characteristic features of the judicial reconciliation procedure, according to which these categories can be distinguished, which confirms

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Dananjaya, Nyoman Satyayudha, Longtan SHI, Kadek Agus Sudiarawan, Putu Ade Harriestha Martana, and Made Shannon Tjung. "INDUSTRIAL RELATION PROBLEMATICS DURING THE COVID-19 PANDEMIC: ASSESSING THE EFFECTIVENESS OF MEDIATION AS DISPUTE SETTLEMENT PROCESS." Jurnal Bina Mulia Hukum 7, no. 1 (September 30, 2022): 127–41. http://dx.doi.org/10.23920/jbmh.v7i1.1071.

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The failure to produce a peace agreement as an implementation of the bipartite process open up opportunity for the parties to resolve their disputes by the tripartite stage. At this stage, although the parties are given the opportunity to choose the settlement model used either through arbitration, conciliation or mediation, in general, the parties have a tendency to choose the settlement model through mediation facilitated by the Manpower Office based on process efficiency. The purpose of this study is to identify and determine the characteristics of industrial relations disputes that occur i

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Remen, Omon, Endeh Suhartini, and Ani Yumarni. "DISPUTE SETTLEMENT OF INDUSTRIAL RELATION OF PT. HAENGNAM SEJAHTERA INDONESIA IN THE MEDIATION STEP OF DINAS TENAGA KERJA OF KABUPATEN BOGOR." DE RECHTSSTAAT 4, no. 1 (March 1, 2018): 63–79. http://dx.doi.org/10.30997/jhd.v4i1.1240.

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Importance of law development Indonesia especially about law of labor will bring a positive issue for industriaI people. Industry as a one of economic center should have regulation to resolve conflict happens within production process. This research is to know the solution of industrial relation conflict which is done by labor union, based on Law No. 2 of 2004 about Industrial Relation Dispute Settlement, to advocate dispute The method for this research is by using normative empirical approach towards Laws and regulation, or literatures and field study to one of the private companies in Kabupa

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Dananjaya, Nyoman Satyayudha, Alia Yofira Karunian, Kadek Agus Sudiarawan, Made Cinthya Puspita Shara, and Putu Ade Harriestha Martana. "Considering the Application of Mediation Characteristics for Optimizing Dispute Resolution in Industrial Relations: a Worthwhile Endeavor?" Jurnal Wawasan Yuridika 7, no. 2 (September 30, 2023): 197–220. http://dx.doi.org/10.25072/jwy.v7i2.4194.

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This article aims to discuss further the importance of the characteristics of non-litigationdispute resolution through mediation in resolving industrial relations disputes. Thisresearch is descriptive with a normative research type, using a statutory approachand data collection using literature study, then the data is analyzed qualitatively. Theresults obtained from this research are that each type of dispute resolution has itscharacteristics. One of the main reasons why disputes cannot be resolved througharbitration is limited authority. Apart from that, the lack of information, abilities,and

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Jumiati, Agatha, Waluyo S Pradoto, and Hanindito B R. "Implementasi UU Nomor 2 Tahun 2004 dalam Menyelesaikan Perselisihan Hubungan Industrial." Mitra Abdimas: Jurnal Pengabdian kepada Masyarakat 1, no. 2 (January 13, 2022): 58–64. http://dx.doi.org/10.57251/mabdimas.v1i2.195.

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In a work environment or company where disputes are unavoidable. Disputes that occur within the company are known as labor disputes or industrial relations disputes. A labor dispute is a conflict between an employer or an association of employers and a labor union or a combination of labor unions in connection with the absence of a conflicting understanding of the working relationship, working conditions and/or labor conditions. Law Number 2 of 2004 has provided stipulations on measures that can be taken to resolve industrial relations disputes through bipartite negotiations, mediation, concil

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Adekola, Adetola Adeniyi, Busuyi Francis Olowo, and Olugbenga Timothy Ajadi. "ACADEMIC STAFF UNION VERSUS GOVERNMENT NEGOTIATION STRATEGIES: A VERITABLE TOOL FOR SUSTAINING INDUSTRIAL HARMONY IN ONDO STATE SECONDARY SCHOOLS, NIGERIA." IJIET (International Journal of Indonesian Education and Teaching) 5, no. 1 (January 27, 2021): 71–82. http://dx.doi.org/10.24071/ijiet.v5i1.2760.

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The study assessed negotiation strategies adopted by ASUSS and government for sustaining industrial harmony in Ondo State secondary school, Nigeria. The study adopted the survey research design using quantitative approach. The population for the study comprised 300 Principals, 600 Vice-Principals and 13,000 teachers from the 300 secondary schools in Ondo State. The sample was made up of 1500 respondents which comprised 90 principals, 180 vice-principals and 1,230 teachers using multistage sampling procedure. An instrument was use to gather data. The data collected were analysed using descripti

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Stuart, Mark, and Miguel Martínez Lucio. "The New Benchmarking and Advisory State: The Role of the British Advisory, Conciliation and Arbitration Service in Facilitating Labour—Management Consultation in Public Sector Transformation." Journal of Industrial Relations 50, no. 5 (November 2008): 736–51. http://dx.doi.org/10.1177/0022185608096807.

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The aim of this article is to examine the changing role of the state in a more market-driven system of industrial relations, specifically in terms of the new roles that are being developed with regard to mediation, advisory and arbitration services. It focuses empirically on the role played by the British Advisory, Conciliation and Arbitration Service in facilitating the modernization of public sector employment relations. We show how the Advisory, Conciliation and Arbitration Service has played a `benchmarking' role that assists the development of more strategic forms of decision-making and c

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Hairul Maksum. "TINJAUAN YURIDIS TERHADAP TATA CARA PENYELESAIAN SENGKETA HUBUNGAN INDUSTRIAL DARI TINGKAT NON LITIGASI SAMPAI TINGKAT LITIGASI." Journal Ilmiah Rinjani : Media Informasi Ilmiah Universitas Gunung Rinjani 10, no. 2 (July 30, 2022): 91–100. http://dx.doi.org/10.53952/jir.v10i2.428.

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In conducting this research, the aim is to provide understanding to the community, both the working community and the employer community, so that they can find out how to resolve labor disputes and how to defend their rights if they are violated. This research is normative in its implementation of the legal approach model and conceptual model. The results of this study include: First, through the bipartite negotiation route, i.e., if there is a dispute, the workers/labor unions and the company first conduct negotiations within the company internally to resolve the problem before resolving the

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Pamungkas, Yogo, Andari Yurikosari, and Amriyati Amriyati. "The Existence of Industrial Relations Dispute Resolution Institutions at The Close of The Company (Lock Out)." Devotion Journal of Community Service 4, no. 2 (February 14, 2023): 582–95. http://dx.doi.org/10.36418/devotion.v4i2.409.

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The process of resolving industrial relations disputes in Indonesia can basically be carried out through bipartite followed by mediation or conciliation or arbitration and carried out with industrial relations courts. This normative settlement providesaway out with an orderly state. Industrial relations can arise due to several related matters such as: employment agreements, positive laws and differences in interests. The focus of the problem is whether the definition of the concept of industrial relations conflict has been clearly defined? Has the resolution of industrial relations conflicts

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Perdana, Surya. "The Government as the Intermediate in the Settlement of Labor Disputes in Indonesia." Journal of Law and Sustainable Development 11, no. 6 (September 12, 2023): e1225. http://dx.doi.org/10.55908/sdgs.v11i6.1225.

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Purpose: Therefore, it is essential to know the impact of peace settlement efforts which must be carried out outside the court as a formal condition for filing a lawsuit to the Industrial Relations Court.  Theoretical framework: When there is a dispute between workers and employers, government intervention and authority is needed. So that at this stage, labour law is related to public law, both in the aspects of state administrative law, state administrative law and criminal law. Ass a third part, the government helps resolve labour disputes through bipartite, mediation, conciliati

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Yulia Qamariyanti and Ahmad Syauf. "The Settlement of Disputes Between The Workers and Wetland Palm Oil Company in the District of Barito Kuala." Lambung Mangkurat Law Journal 1, no. 2 (September 30, 2016): 234–46. http://dx.doi.org/10.32801/abc.v1i2.30.

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Barito Kuala District has developedpalm oil plantation sector in wetlands area which gradually changed the pattern of its community life. Previously, most of the people were sharecroppers with the land as their main commodities, then they become the labor because the companies employ people especially from the local community.This research is an empirical legal study to obtain primary data and literature study to obtain secondary data. Its population is the palm oil plantations in Barito Kuala District and the sample is palm oil plantations in wetlands, which employ workers. In relation to the

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Nurhayati, Siti, Fitri Rafianti, Emi Wakhyuni, and Willyam Lorencius Hutabarat. "Advocacy Model for Combined Process (Med-Arbitration)-Based Resolution of Industrial Relations Conflicts Between Trade Unions and Businesses." Pena Justisia: Media Komunikasi dan Kajian Hukum 23, no. 1 (March 13, 2024): 250. http://dx.doi.org/10.31941/pj.v23i1.4146.

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<em>In the process of settling labor-management conflicts, trade unions play a crucial role for employees, employers, and trade unions themselves. According to Law Number 2 of 2004 concerning Industrial Relations Dispute Settlement, disputes about labor relations are settled through Bipartite, Tripatrit (labor relations mediation, conciliation, and arbitration), and if non-litigation legal remedies (apart from arbitration) fail, the matter is then brought before the Industrial Relations Court. Due to its proven effectiveness in resolving commercial conflicts, the combined process (med-ar

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Yasinskaya-Kazachenko, Angelica V. "Quasi judicial institutions in the civilization space for labor dispute resolution." Russian Journal of Labour & Law 12 (2022): 205–21. http://dx.doi.org/10.21638/spbu32.2022.116.

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This article examines conciliatory forms of proceedings for complaints and disputes related to the application of labor legislation or conditions of certain contracts that echo the past and modern period of extrajudicial forms; it also emphasizes that the period of the new economic policy was due to the phenomenon of rationalization and individualization of consciousness. The normative base of the conciliation and intermediary institutions of the early Soviet period is analyzed, and the competence of the assessment and conflict commissions is shown. The first norms of labor legislation emphasi

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Fadzillah, Jihan, Zaini Munawir, and Marsella Marsella. "Perlindungan Hukum Terhadap Buruh Yang Tidak Mendapatkan Upah Minimum Provinsi (UMP) Dengan Perjanjian Kerja Waktu Tertentu (PKWT) Pada Masa Pandemi." ARBITER: Jurnal Ilmiah Magister Hukum 4, no. 1 (June 16, 2022): 58–78. http://dx.doi.org/10.31289/arbiter.v4i1.1205.

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The purpose of this study is to determine the form of legal protection for workers who do not get the Provincial Minimum Wage (UMP) with a Specific Time Work Agreement (PKWT) and the mechanism for handling disputes regarding the Provincial Minimum Wage (UMP) which is not fulfilled in a Specific Time Work Agreement (PKWT). at the Manpower Office of North Sumatra Province. The type of research used in writing this thesis is normative juridical which is descriptive analysis. The data collection technique used is library and field. The form of legal protection for workers who do not get the Provin

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Gilson, Clive H. J., and Terry Wagar. "The U.S./Canada Convergence Thesis: Contrary Evidence from Nova Scotia." Articles 50, no. 1 (April 12, 2005): 66–84. http://dx.doi.org/10.7202/050992ar.

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The impact of P.C. 1003 on labour relations legislation in the various Canadian provinces can be both overestimated and underestimated. Many other elements and factors came together to produce a Canadian System of industrial relations in 1944. P.C. 1003 was both a result and a beginning. The American Wagner Act of 1935 and the pressure exerted in Canada by union leaders to obtain similar legislation in this country were two major factors. Some provincial legislations had established Systems of conciliation, through the federal and/or provincial Departments of Labour. A few previous laws prepar

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Ramadhia, Zakwan, and Dr.Hj.Rini Irianti sundary.,S.H.,M.H. "PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL MELALUI NON LITIGASI PADA PT. B KARAWANG DIHUBUNGKAN DENGAN UU NO 2 TAHUN 2004 PPHI JO UU NO 13 TAHUN 2003 TENTANG KETENAGAKERJAAN." Bandung Conference Series: Law Studies 3, no. 2 (August 1, 2023): 954–58. http://dx.doi.org/10.29313/bcsls.v3i2.7274.

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ABSRACT-Layoffs within a company can cause unrest and have a negative impact on workers both economically and mentally. Layoffs can be caused by economic factors such as decreased production output, economic instability, the company's inability to pay salaries, and rationalization policies. Employees' personal factors can also cause Termination of employment, such as lack of ability to work, bad behavior, lack of physical strength, and absence of employer's heirs. The 2004 PPHI Law regulates the process of settling industrial relations disputes between employers and workers through bipartite n

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Tiemeni, Thierry Galani. "Regulatory Innovation in the Governance of Decent Work for Domestic Workers in South Africa: Access to Justice and the Commission on Conciliation, Mediation and Arbitration." International Journal of Comparative Labour Law and Industrial Relations 34, Issue 2 (May 1, 2018): 203–30. http://dx.doi.org/10.54648/ijcl2018009.

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South Africa ratified the Decent Work for Domestic Workers Convention, 2011 (No. 189) in 2013, after playing an important role in the adoption of the Convention. South Africa is one of the countries that has a significant domestic work population that reflects the legacies of slavery and apartheid. South Africa is also one of the ILO Members to have acted decisively to foster decent work for domestic workers through law. This article offers a critical analysis of the legislative landscape on domestic work in South Africa, but focuses its attention on the innovative Commission for Conciliation,

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Prasetya, Yoga Aditya, and I. Gusti Ngurah Adnyana. "Tuntutan Uang Pesangon, Uang Penghargaan dan Uang Penggantian Hak melalui Pengadilan Hubungan Industrial atas Pemutusan Hubungan Kerja Secara Sepihak (Studi Kasus Putusan No: 219/Pdt Sus-Phi/2017/PN Mdn)." Bhirawa Law Journal 3, no. 2 (November 30, 2022): 145–54. http://dx.doi.org/10.26905/blj.v3i2.8935.

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Termination of employment relations causes termination of employment relations due to a matter which results in the end of the rights and obligations between the worker/laborer and the entrepreneur. In terminating the employment relationship, sometimes a dispute arises, which is caused by the lack of understanding between the worker/laborer and the entrepreneur regarding terminating the employment relationship or because the entrepreneur only terminates the employment relationship but does not provide the rights that should be received by the worker such as severance pay, long service awards a

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Fatimah, Yani Nur. "Penyelesaian Perselisihan Hubungan Industrial di Pengadilan Hubungan Industrial dalam Pemenuhan Hak Pekerja/Buruh Yang di Putus Hubungan Kerja." Pandecta: Research Law Journal 10, no. 2 (December 31, 2015): 215. http://dx.doi.org/10.15294/pandecta.v10i2.4954.

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Penelitian ini bertujuan untuk menganalisis faktor-faktor yang menjadi penyebab terjdinya PHK, kompensasi yang diberikan kepeda pekerja/buruh yang di PHK berdasarkan putusan hakim PHI dan peran hakim PHI dalam memberikan kepastian hukum terhadap kasus kasus PHK. Hasil penelitian ini menunjukkan bahwa mekanisme PHK berdasarkan Undang-Undang No. 13 Tahun 2003 tentang Ketenagakerjaan, serta mengenai pemenuhan hak pekerja yang mengalami PHK yang tercantum dalam perjanjian kerja jika terjadi PHK maka pekerja/buruh hanya memperoleh 1 (satu) kali dan uang pengantian hak sesuai dengan Undang-Undang. S

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Sonhaji, Sonhaji. "Analisis Yuridis Pemutusan Hubungan Kerja Akibat Kesalahan Berat Pekerja." Administrative Law and Governance Journal 2, no. 1 (March 3, 2019): 60–78. http://dx.doi.org/10.14710/alj.v2i1.60-78.

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The result of this research shows that the case of serious mistake did by worker/laborer in Thailindo Bara Pratama Corporation has gone through bipartite, mediation and conciliation processes. However, all three of them did not reach an agreement and Thailindo Bara Pratama Corporation filed a lawsuit against the worker/laborer to the Industrial Relations Court. Palangkaraya Industrial Relations Court’s Verdict Number 04/G/2012/PHI.PN.PL.R decides that the workers have committed a serious mistake and are subjected to termination of employment but the employer still has to pay their deferred obl

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Kusnadi, Apriliani, and Devi Siti Hamzah Marpaung. "Efektifitas Penyelesaian Sengketa Konsumen Melalui Proses di Luar Pengadilan (Melalui Jalur Mediasi)." Wajah Hukum 6, no. 1 (May 1, 2022): 80. http://dx.doi.org/10.33087/wjh.v6i1.710.

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A civil dispute in an agreement is a case that arises from an agreement that has been previously agreed upon by the parties. An agreement that starts from negotiation to produce an agreement that is written on a trading contract. The current condition shows that dispute resolution in court is no longer the main choice because it is considered not effective and efficient enough. The choice of dispute resolution through an arbitration institution is considered to provide its own advantages over going through a national court. And the neglect of consumer rights can invite losses that lead to cons

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Diab, Ashadi L., and Iskandar Iskandar. "Hukum dan Kearifan Lokal Dalam Penyelesaian Perselisihan Hubungan Industrial." TASAMUH: Jurnal Studi Islam 13, no. 1 (April 15, 2021): 115–38. http://dx.doi.org/10.47945/tasamuh.v13i1.373.

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This study discusses how is the implementation of industrial relations resolution through the industrial relations court in the Kendari District Court? Is the local wisdom-based approach capable of providing legal certainty to both parties? To what extent is the District Court's efforts to resolve disputes through a local wisdom approach?In this study, the author uses the theory of legal change and the legal system and the theory of conflict. The results of the study indicate that the settlement of industrial relations disputes is a difference of opinion which results in conflicts between empl

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Ayu, I. Gusti Ayu Putu Lingsiani, and I. Gede Agus Kurniawan. "Legal Consequences for Companies that Carry Out Unilateral Termination of Employment." Journal La Sociale 5, no. 1 (January 26, 2024): 93–101. http://dx.doi.org/10.37899/journal-la-sociale.v5i1.949.

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The COVID-19 pandemic has resulted in the Company taking steps to streamline company costs by laying off workers. Many companies experience labor relations disputes, one of which is that the company carries out unilateral termination of employment (PHK) of workers without negotiating with the workers and does not pay attention to the rights of these workers. This research aims to find out and examine the mechanism for resolving industrial relations disputes in Badung Regency as well as knowing and studying the legal consequences for companies that carry out unilateral layoffs of workers with a

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Butyrin, A. Yu, E. B. Stativa, O. V. Zhukova, and A. V. Kapustkina. "The Forensic Construction Expert as a Mediator." Theory and Practice of Forensic Science 14, no. 2 (July 13, 2019): 6–15. http://dx.doi.org/10.30764/1819-2785-2019-14-2-6-15.

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The issue of out-of-court settlement of disputes between participants in construction is considered. The relevance of the study stems from the excessive number of legal disputes of business entities. This fact requires a new perspective on the existing but still unpopular conciliation procedures, which can mitigate the burden of the judiciary. The mediation procedure seems to be the most attractive to the authors to that end. The article provides a range of advantages of turning the disputants to the mediator in comparison with the traditional judicial process. In this regard, the attention of

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Mantili, Rai. "KONSEP PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL ANTARA SERIKAT PEKERJA DENGAN PERUSAHAAN MELALUI COMBINED PROCESS (MED-ARBITRASE)." Jurnal Bina Mulia Hukum 6, no. 1 (September 30, 2021): 47–65. http://dx.doi.org/10.23920/jbmh.v6i1.252.

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ABSTRAK Serikat pekerja memiliki peranan yang sangat penting bagi pekerja, pengusaha maupun serikat pekerja itu sendiri dalam proses penyelesaian perselisihan hubungan industrial. Proses penyelesaian perselisihan hubungan industrial berdasarkan Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial adalah melalui Bipartit, Tripatrit (mediasi hubungan industrial, konsiliasi hubungan industrial dan arbitrase hubungan industrial) kemudian ke Pengadilan Hubungan Industrial apabila upaya hukum non litigasi (kecuali arbitrase) tersebut tidak tercapai. Konsep com

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Novitz, Tonia, and Shae McCrystal. "Democratic Pre-conditions for Strike Action: A Comparative Study of Australian and UK Labour Legislation." International Journal of Comparative Labour Law and Industrial Relations 28, Issue 2 (June 1, 2012): 115–46. http://dx.doi.org/10.54648/ijcl2012010.

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In this article, we investigate legislative controls on the ability of workers and their organizations to take strike action, which raise fundamental questions relating to the application of democratic principles in a workplace setting. We trace the introduction of legislative provisions in Australia and the UK which sought to impose 'majoritarian' forms of democracy on trade union structures, by requiring ballots before such action could be taken. We recognize that these statutory pre-conditions are problematic both in terms of their aims and effects. Yet, what is arguably more worrying is th

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Sudibyo, Wilda Oktavianingrum, and Ateng Sudibyo. "PEMUTUSAN KONTRAK KERJA AKIBAT PANDEMI COVID-19 DIHUBUNGKAN DENGAN PASAL 164 UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN." Journal Presumption of Law 4, no. 2 (October 10, 2022): 156–77. http://dx.doi.org/10.31949/jpl.v4i2.3429.

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Everycitizen has the right to a decent job and livelihood for humanity, but the willingness of employment is so limited that not everyone gets the same luck in getting a job, especially in the field of formal work such as factory workers, office employees, people with professional work and others. With the Covid-19 pandemic in Indonesia, there are so many terminations carried out by employers, so that more and more citizens do not have jobs. This research uses a normative juridical approach andthe current research is descriptive analytical. Data collection is carried out through literatu

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Ariﬁn, Zainal, Emi Puasa Handayani, and Saivol Firdaus. "Penyelesaian Perundingan Perjanjian Kerja Bersama (Pkb) Yang Tidak Menemui Kesepakatan (Studi Kasus di PJT I Malang)." ADHAPER: Jurnal Hukum Acara Perdata 6, no. 1 (July 16, 2020): 147. http://dx.doi.org/10.36913/jhaper.v6i1.106.

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The Collective working Agreement (PKB) is regulated in Article 1601 of the Civil Code (Civil Code), which is an agreement between two parties, an employee or laborer and a company, both bound together. Workers commit themselves to employers for a certain time. A bond to do work by receiving wages. Another understanding of collective working agreements is regulated in Law Number 13 of 2003 concerning labor. Working agreements are agreements between employers and employees, or laborers who have conditions of employment, rights and obligations of both parties. There are two research questions, ﬁ

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Rahmawati, Rita, Nurul Qomariyah, and Trianah Sofiani. "Fulfillment of Workers' Rights in The Terminating Employment Relationships During The Covid-19 Pandemic." Asian Journal of Law and Humanity 2, no. 1 (July 1, 2022): 39–64. http://dx.doi.org/10.28918/ajlh.v1i2.5780.

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This paper analyzes the fulfillment of workers' rights in Termination of Employment Relationship during the Covid 19 Pandemic at PT Sukorintek and legal remedies that can be taken to fulfill workers' rights.This empirical juridical research uses a qualitative approach. Data collection techniques using interviews and documentation studies. The analysis technique uses an interactive model. The results showed that, Fulfilling workers' rights in Termination of Employment Relationship during the Covid 19 Pandemic at PT. Sukorintex Indah Textile is not in accordance with the provisions of the labor

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Asmara Putra, Dewa Nyoman Rai, Kadek Agus Sudiarawan, and Ari Mahartha. "Interest Dispute Settlement Related to Workers’ Health Care Security in Indonesia." Udayana Journal of Law and Culture 4, no. 1 (January 31, 2020): 62. http://dx.doi.org/10.24843/ujlc.2020.v04.i01.p04.

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The enactment of Law Number 24 of 2011 concerning the Social Security Organizing Body (BPJS Law) has legal implications especially for employers and workers before the enactment of the BPJS Law, the Parties had already agreed that Private Health Insurance as an organizer of workers' health insurance on Collective Labor Agreement (CLA). This condition provides a possibility for the emergence of conflicts of interest. The problem raised in this legal research is how is the regulation concerning the employers' obligations in the health insurance of workers after the enactment of the BPJS Law; wha

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Lestari, Rachmatika, Rosa Maulida Wirna, Farhan Deka Fahreza, and Cut Ali Sahbana. "Pendampingan Bipartit Dalam Kasus Ketenagakerjaan." Jurnal Pengabdian Hukum Indonesia (Indonesian Journal of Legal Community Engagement) JPHI 5, no. 1 (May 31, 2022): 59–76. http://dx.doi.org/10.15294/jphi.v5i1.53186.

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Abstrak Pengabdian pada masyarakat ini bertujuan memberikan konsultasi dan pendampingan hukum kepada pekerja kasus ketenagakerjaan. Melalui pemberian konsultasi dan pendampingan hukum, masyarakat menjadi lebih meningkat pemahaman hukumnya dan sadar akan hak-hak mereka yang dilindungi oleh peraturan perundang-undangan. Adanya PHK dari perusahaan terhadap pekerja dapat memicu timbulnya perbedaan pendapat antara para pihak mengenai alasan terjadinya PHK, terutama bagi pihak pekerja yang merasa dirugikan dan menuntut agar dipenuhi hak-haknya sesuai dengan peraturan yang berlaku. Oleh sebab i

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Dias, Fransiskus Xaverius. "PEMUTUSAN HUBUNGAN KERJA DI SUATU PERUSAHAAN YANG TIDAK BERDASARKAN DASAR HUKUM YANG TEGAS." Jurnal Paradigma Hukum Pembangunan 4, no. 02 (May 31, 2020): 170–84. http://dx.doi.org/10.25170/paradigma.v4i02.1647.

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Termination of Employment (PHK) is the termination of employment because something that results in the termination of rights and obligations between workers / employers and employers is regulated in Article 1 number 25 of Law Number 13 Year 2003 concerning Manpower. In termination of employment sometimes disputes arise. These disputes tend to occur because there is no common understanding between workers / laborers and employers regarding the termination of employment relations. Settlement of PHK disputes can be carried out by Bipartite, Mediation, Conciliation, Arbitration and the Industrial

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Sherly, Sherly Ayuna Putri, Agus Mulya Karsona, and Revi Inayatillah. "PEMBAHARUAN PENYELESAIAN PERSELISIHAN KETENAGAKERJAAN DI PENGADILAN HUBUNGAN INDUSTRIAL BERDASARKAN ASAS SEDERHANA, CEPAT DAN BIAYA MURAH SEBAGAI UPAYA PERWUJUDAN KEPASTIAN HUKUM." Jurnal Bina Mulia Hukum 5, no. 2 (March 31, 2021): 310–27. http://dx.doi.org/10.23920/jbmh.v5i2.307.

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ABSTRAK Penyelesaian perselisihan hubungan industrial dalam hukum ketenagakerjaan setelah lahirnya UU No. 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial dikenal dengan model penyelesaian secara sukarela melalui bipartit, konsiliasi, mediasi, dan arbitrase; dan model penyelesaian secara wajib, yaitu melalui Pengadilan Hubungan Industrial. Eksistensi PHI menimbulkan masalah, baik kemampuan pengetahuan pekerja/buruh tentang hukum formil maupun hukum ketenagakerjaan materil, proses lama, dan substansi hukum belum memadai. Permasalahan mengenai penyelesaian sengketa hubung

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Ferdiansyah, Moch Arif Bayu. "Ketentuan Pemutusan Hubungan Kerja Atas Dasar Efisiensi Menurut Undang-Undang Ketenagakerjaan dan Cipta Kerja." Jurist-Diction 5, no. 1 (January 31, 2022): 251. http://dx.doi.org/10.20473/jd.v5i1.32739.

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AbstractTermination of employment on the basis of efficiency carried out by a company creates several obligations that must be fulfilled by employers such as employers are required to provide severance pay twice the stipulated provisions as well as other workers' rights. Efficiency also has limitations so that it can be done legally or in conformity with existing laws and regulations. In the applicable law it is stipulated that efficiency is carried out because the company does need this efficiency because the company has experienced a difficulty that forces entrepreneurs to carry out an effic

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Brazhko, Olena. "CONDITIONS AND FACTORS OF THE NATIONAL MEDIATION AND RECONCILIATION SERVICE IN RESOLVING LABOR CONFLICTS." Vìsnik Marìupolʹsʹkogo deržavnogo unìversitetu. Serìâ: Pravo 10, no. 20 (2020): 58–66. http://dx.doi.org/10.34079/2226-3047-2020-11-20-58-66.

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The conditions and factors of the National Mediation and Reconciliation service in resolving labor conflicts are taken into consideration, the main tasks of the National Mediation and Reconciliation service are determined, the state of social and labor relations and the causes of collective labor disputes (conflicts) in enterprises and organizations of the Zaporizhzhya region are analyzed, the improvement of the situation in the field of social and Labor Relations is suggested, the necessary steps to improve the National Mediation and Reconciliation service are provided. Social and labor inter

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Ilyas, Mohammad. "PENGAMBILALIHAN DAN PENUTUPAN PERUSAHAAN YANG BERDAMPAK PADA PERSELISIHAN PEMUTUSAN HUBUNGAN KERJA MENURUT UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN." Jurnal Ius Constituendum 3, no. 1 (April 21, 2018): 107. http://dx.doi.org/10.26623/jic.v3i1.866.

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<p align="center"><strong>ABSTRAK</strong></p><p><strong> </strong></p><p>Perusahaan pada hakikatnya dibentuk untuk mencari keuntungan dan atau laba yang sebesar-besarnya, namun dalam aktivitasnya tersebut tidak dapat dihindari pula terjadinya kerugian pada perusahaan sehingga demi menjaga stabilitas perekonomian perusahaannya, pengusaha melakukan kegiatan pengambilalihan, maupun penutupan perusahaan. Adapun beberapa hal yang menjadi rumusan-rumusan masalah yaitu bagaimana perlindungan hukum terhadap buruh / pekerja ketika terjadi Perselisi

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Nitschke, Frauke. "Amicable Investor-State Dispute Settlement at ICSID: Modernizing Conciliation and Introducing Mediation." BCDR International Arbitration Review 6, Issue 2 (December 1, 2019): 381–432. http://dx.doi.org/10.54648/bcdr2019010.

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The International Centre for Settlement of Investment Disputes (ICSID) has embarked on a comprehensive reform of its existing dispute settlement mechanism and also added a set of mediation rules to its service offerings. This article reviews the proposed amendments to the ICSID conciliation mechanism and ICSID’s proposed investment mediation framework. In relation to the proposed amendments to the ICSID conciliation mechanism, the article analyzes key differences and similarities between ICSID Convention arbitration and ICSID Convention conciliation, before providing an overview of the amendme

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Goodman, Ronald E. M. "Conciliation, Mediation and Dispute Resolution." Proceedings of the ASIL Annual Meeting 90 (1996): 75–78. http://dx.doi.org/10.1017/s0272503700085803.

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Ni Putu Yunika Sulistyawati, Anak Agung Linda Cantika, and I Made Dwi Satria Wiguna. "TINJAUAN YURIDIS PENERBANGAN LAYANG-LAYANG YANG MENGAKIBATKAN KERUSAKAN BARANG ORANG LAIN." Kerta Dyatmika 19, no. 2 (September 22, 2022): 75–86. http://dx.doi.org/10.46650/kd.19.2.1298.75-86.

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Kegiatan bermain layang-layang dapat merugikan orang, seperti putus dan menyangkut di gardu listrik, menyebabkan kerusakan pada barang orang lain, dan membahayakan kegiatan penerbangan maka menjadi hal yang perlu diatur dalam hukum. Dari pada latar belakang penelitian ini mengangkat rumusan masalah yaitu bagaimanakah tinjauan yuridis penerbangan layang-layang yang mengakibatkan kerusakan barang orang lain dan upaya hukum yang dapat dilakukan oleh korban perusakan barang akibat penerbangan layang-layang yang merusak barang milik orang lain. Jenis penelitian ini adalah menggunakan jenis peneliti

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Ivanova, Ekaterina A., and Galina S. Sheremetova. "Conciliation Procedures: Issues of Application in a Civil Procedure." Arbitrazh-civil procedure 11 (October 29, 2020): 24–26. http://dx.doi.org/10.18572/1812-383x-2020-11-24-26.

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The article is devoted to some leading issues that appeared both before and during the modernization of the civil procedure in the area of the conciliation procedures development. Firstly, the authors analyzed the issue of including the conciliation (mediation) period in the general period of the trial, as well as the issue of unification of the conciliation periods application in civil and commercial procedures, administrative proceedings and legislation on mediation. Secondly, the authors kept up to date the issue of popularizing conciliation procedures among citizens, the solution of which

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Ablaeva, Elvira Bekbolatovna, Anel Rakhmetzhanovna Ensebayeva, Samal Malikovna Mukhtarova, Saltanat Bakytzhanovna Sautbayeva, and Mukhtarhan Aidarkhanovich Utanov. "JUDICIAL MEDIATION IN CIVIL PROCEEDINGS REPUBLIC OF KAZAKHSTAN." Bulletin of the Institute of Legislation and Legal Information of the Republic of Kazakhstan 4, no. 75 (December 29, 2023): 102–14. http://dx.doi.org/10.52026/2788-5291_2023_75_4_102.

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The paper describes the main stages of the emergence, formation and development of judicial mediation in Kazakhstan civil proceedings. The legislation on judicial mediation and the practice of judicial mediation have been studied. The achievements of the judiciary in the settlement of disputes arising from various spheres of legal relations through conciliation procedures, including judicial and classical mediation, are noted. The socio-legal significance of conciliation procedures, which include elements forming the institution of restorative justice, is determined. The study of the conciliat

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Safrida, Safrida. "The Principle Of Good Faith In Collective Labor Agreements Between Employers And Labor Unions In Review Of Contract Law." International Journal of Educational Research & Social Sciences 5, no. 1 (February 29, 2024): 145–59. http://dx.doi.org/10.51601/ijersc.v5i1.761.

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The principle of good faith is an important principle in contract law and is accepted in variouslegal systems, but until now the doctrine of good faith is still controversial Good faith is knownby 2 (two) phases, namely the pre-contract phase and the contract execution phase. The precontract phase is called subjective good faith, which means that good faith is more directedtowards honesty, while good faith in the contract implementation phase is called objective goodfaith, which means that good faith is interpreted as appropriateness and decency or justice. Awork agreement is an agreement betw

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Karimullina, Alsu R. "The Efficiency of Mediation Procedures in the Russian Federation." Arbitrazh-Civil Procedure 1 (December 21, 2023): 16–21. http://dx.doi.org/10.18572/1812-383x-2024-1-16-21.

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The relevance of the effectiveness stated in the article, including the problems of conciliation procedures in the Russian Federation, is due to the fact that they occupy an important place in the public life of civil society. The article analyzes the legal mechanisms of pre-trial settlement of conflicts and disputes between the parties with the help of conciliation procedures with the participation of a mediator. The purpose of the article is to study the opportunities provided by the law for the implementation by the courts of the tasks of reconciliation of participants in disputable legal r

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Knieper, Judith. "The Making of the UNCITRAL Mediation Framework." BCDR International Arbitration Review 6, Issue 2 (December 1, 2019): 239–60. http://dx.doi.org/10.54648/bcdr2019002.

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The UNCITRAL mediation framework consists of the United Nations Convention on International Settlement Agreements Resulting from Mediation, also known as the Singapore Convention on Mediation, the UNCITRAL Model Law on International Commercial Mediation and International Settlement Agreements Resulting from Mediation, 2018 (amending the Model Law on International Commercial Conciliation, 2002) and the Conciliation Rules.The UNCITRAL mediation framework will be supplemented by updated mediation rules as well as notes on mediation, which are currently on UNCITRAL’s agenda. This framework is the

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Makarenko, Natal'ya Nikolaevna. "Settlement and other results of the procedure of judicial conciliation." Юридические исследования, no. 8 (August 2020): 1–11. http://dx.doi.org/10.25136/2409-7136.2020.8.33745.

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This article is dedicated to the question of the essence of a settlement within the framework of judicial conciliation procedure. The issue is being explored from comparative perspective, where the essence of a settlement within the framework of judicial conciliation procedure is compared to the essence of a similar institution in terms of mediation procedure. The work examines legal precedent and doctrinal opinions of experts on the issues of legal essence of judicial conciliation as ones established by judicial and non-judicial procedure of conciliation. The author highlights the key aspect

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