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Journal articles on the topic 'Termination of a company'
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1
., Monica, and Stanislaus Atalim. "ANALISIS PEMUTUSAN HUBUNGAN KERJA AKIBAT ADANYA DEMOSI PADA PEKERJA PT JOHNSON HOME HYGIENE PRODUCTS (STUDI KASUS PUTUSAN MAHKAMAH AGUNG RI NOMOR 566 K/PDT.SUS-PHI/2014)." Jurnal Hukum Adigama 1, no. 1 (July 20, 2018): 909. http://dx.doi.org/10.24912/adigama.v1i1.2173.
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Demotion is the decline in the position of the labor/ worker carried out by the company caused by the violation of the rules applicable within the company (indiscipline) which involves the decrease of authority, responsibility, status, facilities, even the salary earned from the company workers. This research is motivated by the implementation of termination of employment done by the company because the worker refuse to be demoted. The demotion made by the company is not caused by errors or violations committed by the worker / labor concerned but because of the restructuring department (the reason for efficiency). This study aims to analyze how the demotion validity that occurs in the worker of the company concerned and how the settlement process of termination of employment. This research was conducted by normative law research method that is by examining primary, secondary, and other non-legal material material supported by interview result. The results of the author shows that the demotion made by the company are not legitimate and not autonomously regulated in the company so that the termination of employment made by the company is an unfounded termination. This scientific study recommends the importance of the autonomous demotion regulation for the protection of workers.
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Sudiarawan, Kadek Agus, Putu Edgar Tanaya, and Kasandra Dyah Hapsari. "Termination of Employment-Based on Efficiency in Indonesian Company." Fiat Justisia: Jurnal Ilmu Hukum 15, no. 1 (January 29, 2021): 39–50. http://dx.doi.org/10.25041/fiatjustisia.v15no1.2015.
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The different interest between employer and employee is potentially causing Industrial Dispute between them. Industrial Disputes is dominated by Termination of Employment (laid off) dispute; one of the reasons is company efficiency. Based on that matter, it needs to be studied regarding its legality, procedure, employees’ rights and the pattern of Industrial Dispute Settlement regarding laid off through company efficiency. Based on these problems, several conclusions can be drawn. Firstly, Termination of Employment must be based on a valid reason under the law. Secondly, Termination of Employment due to company’s efficiency can only be done on the condition that the company permanently closed. Thirdly, in the case of termination of employment for company efficiency, the company must pay attention to the employee’s rights in the form of compensation based on consideration of wages and the employee’s duration of work. Fourthly, the pattern of Industrial Dispute Resolution that can be adopted by the parties is bipartite, tripartite and Industrial Relation Court.
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Barancová, Helena. "Employer’s Decision on Organizational Change and Business Management of the Company." Societas et Iurisprudentia 9, no. 2 (July 2021): 21–41. http://dx.doi.org/10.31262/1339-5467/2021/9/2/21-41.
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The employer’s decision on organizational change is subject of an amendment to the Labour Code, according to which this employer’s decision is a substantive precondition for the employer’s termination. The employer’s decision on organizational change is genetically linked to the termination as a basic legal act in the labour law. At this level, the employer’s decision on organizational change is of a fundamental importance for the area of termination in the labour law. The fact that the employer’s decision directly affects the validity of the termination is also related to the constitutional right to work as well as to the constitutional right to protect the employee from an unjustified dismissal. The Labour Code, at the same time, in § 63 par. 1 letter b) precisely enshrines not only the form of employer’s decision on organizational change, but also its content, and in § 9 it also establishes the persons authorised to act on behalf of the employer
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Gabriella, Luxena, and Stanislaus Atalim. "ANALISIS PEMUTUSAN HUBUNGAN KERJA DENGAN ALASAN DISHARMONI (STUDI KASUS PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL NOMOR 121/PDT.SUS-PHI/2018/PN.BDG Juncto PUTUSAN MAHKAMAHi AGUNG NOMOR1942 K/PDT.SUS-PHI/2018)." Jurnal Hukum Adigama 2, no. 2 (December 27, 2019): 1. http://dx.doi.org/10.24912/adigama.v2i2.6519.
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This different opinion of termination sometime causing industrial relation dispute. The increasing reasons of employment termination constantly do harm for the workers without considering the loss that they may experience. How the Judge consider to make decision of termination with disharmony as the reason as stated in Constitution No. 13 Year 2003 about Employment? The research types that being used was a Normative Research. There are various reason in an employment termination. Dispute in Employment termination is a dispute of how employment relation ends. Terminating an employment relation must be accompanied by detailed and described as stated in Constitution No. 13 year 2003 about Employment. The Provision about arrangements for employment termination set out in article 150 until 171 Constitution No. 13 Year 2003 about Employment. Issues in this case is that PT Sari Gemilang didn’t described in detailed their reason why they terminated their workers. In the decisions of the Supreme Court didn’t consider Article 57 paragraph (2), Article 59 Paragraph (4), and Article 59 Paragraph (7) also Article 151 Paragraph (3) and Article 155 Paragraph (1) Constitution No. 13 Year 2003. Judge only considered that the relation between Company and Workers are disharmony. Disharmony is a situation, not a reason for termination. Panel of judges of the supreme court didn’t see there are reason for termination or not. There is uncertainty on the termination fee and the calculation that need to be paid by the employer due to disharmony.
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Nuridin, Mukhidin, Achmad Irwan Hamzani, Moh Taufik, Kanti Rahayu,. "Termination of Employment Problems in Indonesia." Psychology and Education Journal 58, no. 2 (February 20, 2021): 6483–88. http://dx.doi.org/10.17762/pae.v58i2.3180.
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Termination of employment is a complex problem. The impact on unemployment, criminality, and employment opportunities. It takes a harmonious relationship between employers and workers because it has the same interests. The purpose of this study is to describe the termination of employment to workers that should be done by the Company and review the implementation of the Labor Law after the Decision of the Constitutional Court related to Termination of Employment This research uses secondary data, with a normative approach, namely reviewing the issue of termination of employment based on applicable law in Indonesia. The results of this study show that the implementation of termination of employment in Indonesia must be under the Labor Law. Termination of employment is carried out in several processes, namely holding deliberations between workers and the company. If it is deadlocked then the last resort is through the courts. Troubled workers commit serious violations, immediately handed over to the police without asking permission from the authorities. Workers who will retire can be filed under the regulations. Similarly, workers who resign are regulated under company regulations and legislation. Based on the decision of the Constitutional Court, employers can break the employment relationship against workers because they have committed serious violations. Severe errors must be supported with some evidence. There has been a shift in the guilty judgment of workers, especially when it comes to criminal acts that are the authority of the court.
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Isaieva, K. O. "The moment of termination of corporate legal relations." Problems of Legality, no. 152 (March 29, 2021): 36–45. http://dx.doi.org/10.21564/2414-990x.152.223330.
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The long-term nature of corporate legal relations necessitates the theoretical selection of certain moments of their emergence, change and termination. The update of the corporate legislation has necessitated a review of the established positions on the moment of termination of corporate legal relations, analysis and study of the legislation and resolution of problems that arise in connection with its application. The introduction of the institution of consent in corporate legal relations necessitated a scientific rethinking of certain aspects of the mechanism of termination of corporate legal relations. The article investigates the main scientific approaches to determining the moment of termination of corporate legal relations, analyzes the moment of termination of corporate legal relations depending on the grounds for their termination. Based on four main approaches to determining the moment of termination of corporate legal relations, the positions of scientists who adhere to them are studied, changes to the current corporate legislation are analyzed, inconsistencies regarding the moment of termination of corporate legal relations are revealed. The peculiarities of the moment of termination of corporate legal relations in case of alienation of a share (part of a share) in the authorized capital of the company, exclusion of a participant from the company, its withdrawal, withdrawal, recovery from the defendant (claim from his possession) to a share (part of the share) are analyzed. Peculiarities of state registration of changes in information about a legal entity in the aspect of determining the moment of termination of corporate legal relations are determined. A position has been formed regarding the application of a separate approach to determining the moment of termination of corporate legal relations on certain grounds for termination of corporate legal relations and suggested ways to resolve existing inconsistencies in corporate law regarding certain grounds for termination of corporate legal relations.
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Harsen, Raden Dimas. "Employee Resiliency After Termination Of Employment In The Covid-19 Pandemic In Sidoarjo." Airlangga Development Journal 5, no. 1 (June 21, 2021): 24. http://dx.doi.org/10.20473/adj.v5i1.27642.
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The purpose of this research is to know the forms of resiliency to employees who are experiencing a terminationof employment at the Covid-19 pandemic that many companies termination employment as an impact of thecompany's operational restrictions in certain sectors by Government to reduce the transmission rate of Covid-19in Indonesia, including in Sidoarjo. This research used qualitative method. The subject in this study is wereemployees who has suffered a termination of employment by the company where they work in Sidoarjo. The datacollection techniques used in this study were through in-depth interviews with the topic of the employee's resilienceform post-termination work relationships in the Covid-19 pandemic, and the data analysis techniques in this studyusing case study approaches. The result of this study is (1) the subject is capable of overcoming pressure with anoptimistic attitude, (2) The subject can recover the situation so that the relationship with the closest person wellestablished,(3) The subject has good desire control so that it can withstand their current conditions without affecting theemotional condition. The conclusion of this research is the subject can accept situation of pressure very calmly,think positively, and also try hard to find a solution of the problems experienced by the subject after terminationof employment.
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Suandika, I. Nyoman. "Perlindungan Hukum Terhadap Hak-Hak Karyawan Tetap Dalam Hal Terjadi Pemutusan Hubungan Kerja (PHK) Menurut Undang-Undang Nomor 13 Tahun 2003." Jurnal Ilmiah Raad Kertha 2, no. 1 (July 8, 2020): 43–51. http://dx.doi.org/10.47532/jirk.v2i1.151.
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In a work relationship such as other legal relationships it does not always run smoothly,because the wishes of one party (generally workers) cannot always be fulfilled by otherparties (employers), so that this will cause problems in work relationships such astermination of employment (layoffs) ) the formulation of the problem in this study are: 1.What factors cause the termination of employment (FLE) to permanent employees. 2.What is the legal effect if there is a termination of employment (FLE) against permanentemployees according to Law Number 13 of 2003. This study uses a type of normativeresearch, namely research by examining library material or secondary data. Factors thatcaused employers to lay off workers / laborers according to Law No. 13 of 2003 are: a)violations of work agreements, company regulations, and collective labor agreements. b) Violations or serious mistakes. c) Employees are detained by the authorities. d) Due tochanges in company status. e) because the company is closed. e) Because workers arecaught in a criminal case. f) Because the company is closed. g) bankrupt company. h)Workers are absent from their jobs. The legal consequences of termination of employmentwith workers / laborers according to Law No.13 / 2003 in Article 156 paragraph (1) areto give obligations to employers to provide; a) Severance pay, b. Working period awardmoney (service fees). C. Reimbursement of rights. D. Separate money.
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Selishchev, S. V. "Audit Evidence Supporting Going Concern of a Company." Statistics of Ukraine 82, no. 3 (September 4, 2018): 78–82. http://dx.doi.org/10.31767/su.3(82)2018.03.09.
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The information base providing the audit evidence of going concern of a company is studied. The requirements on the quantity and quality of the audit evidence to be obtained by the audit of financial statements are determined. Particular attention is paid to the procedural provision for the assessment of the risk of company termination in the foreseeable future. In view of the current auditing practice, auditors demand the extension and adaptation of the going concern when preparing financial statements by management personnel, provisions and recommendations of the respective standard for solving problems related with the methodology for testing the validity of the abovementioned assumptions. The article’s objective is to study, systematize and implement provisions of International Standards on Auditing (ISA) and general theoretical organization and methodical approaches to obtaining audit evidence of the going concern of a company.
According to ISA, the auditor’s purpose is to develop and fulfill the audit procedures in a manner allowing him to obtain the audit evidence that is sufficient and appropriate for formulating justified conclusions laying the ground for the auditor’s opinion.
A literature review shows that the modern theoretical and methodological framework of audit does not offer methodological tools for the effective assessment of the economic performance of a company for purposes of defining the termination risks. A study of the issue of testing the validity of the application of the going concern when preparing financial statements shows that the auditors are required to be competent in indicative economic parameters and items of financial statements, reflecting, first and foremost, the economic capabilities and economic performance of a company.
The study of the application of the procedural provision recommended by ISA for identification and assessment of indicative performance parameters of a company is used to develop a combination of audit procedures and methods for evaluating the results of their implementation, which allows for the reliable assessment of the risk of the company’s termination in the foreseeable future.
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A.W.P., Dhimas Elham Maulana. "Keabsahan Pemutusan Hubungan Kerja Dengan Alasan Force Majeure Akibat Pandemi Covid-19." Jurist-Diction 4, no. 3 (May 24, 2021): 949. http://dx.doi.org/10.20473/jd.v4i3.26977.
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AbstractEmployment termination on the basis of Force Majeure can be applied by a company to relieve its contractual obligations performance as reffered to Article or Law No. 13 of 2003 on Manpower, particularly due to the Covid-19 Pandemic which has affected the financial condition of the company. The employment termination depends on the decline in company profitability triggered by reduce production and weakening public purchashing power. The issuance of the Presidential Decree No. 12of 2020 declaring th Covid-19 Pandemic as an a Non-Natural Disaster cause matters pertaining to the employement termination can be done legally by the company. Genuinly, the mandate of Manpower Law stipulates that the employment termintaion will cause complicated problem in the future, particularly on a large scale implementation. Therefore, alternative solution must be pursued in the good intention of the parties.Keywords: Termination of Employment; Force Majeure; Covid-19 Pandemic.AbstrakPHK (Pemutusan Hubungan Kerja) dapat dilakukan oleh perusahaan atau pemberi kerja diantaranya dengan alasan terjadinya Force Majeure, yang diakomodir oleh Undang-undang No. 13 Tahun 2003 tentang Ketenagakerjaan. Tetapi pada kondisi praktik, ruang lingkup dari ketentuan Force Majeure acapkali digunakan untuk menghindarkan Perusahaan atau Pemberi kerja terhadap kewajibannya. Terlebih dimasa Pandemi Covid-19, diamana kondisi finansial perusahaan sedang tidak dalam kondisi yang stabil. Menurunnya pendapatan perusahaan, dipicu dari menurunnya produksi dan melemahnya daya beli masyarakat, menjadi alasan kuat PHK dilakukan. Ditetapkannya Pandemi Covid-19 sebagai Bencana Nonalam melalui Keputusan Presiden No. 12 Tahun 2020. Justru makin memperkuat dalil perusahaan atau pemberi kerja untuk melakukan PHK. Sejatinya amanat dari Undang-undang Ketenagakerjaan bahwa PHK merupakan langkah paling akhir setelah ditempuhnya upaya-upaya lain. Pertimbangan dari hal ini bahwa PHK akan menimbulkan permasalan pelik kemudian hari, terlebih jika dilakukan skala besar. Dengan ini lebih bijak jika jalan keluar lain diupayakan ditempuh dengan itikad baik para pihak.Kata Kunci: Pemutusan Hubungan Kerja; Force Majeure; Pandemi Covid-19.
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Kaļva, Aldis. "TERMINATION OF CAPITAL COMPANY’S ACTIVITY BEYOND THE REACH AT ITS LEGAL ADDRESS." Administrative and Criminal Justice 1, no. 86 (March 31, 2019): 76. http://dx.doi.org/10.17770/acj.v1i86.4031.
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The paper explores termination of the activity of a capital company if it cannot be reached at its registered office. For almost ten years, there is a grapple with a problem that limited liability companies are absent at their legal addresses or the consent of the owners of the property is forged to register the legal address of the company. Regulations have already been amended for several times with the aim of eliminating unfair practices, however, with little success up to now. Recently, in 2017, the amendments to the Commercial Law have come into force, which provides for the elimination of a capital company that will not be accessible at its legal address; therefore it is important to study the particular issue to determine the impact of the aforementioned amendments on the registration of a front company. As the aim of the paper was set to discover and analyse the problem of capital companies’ simplified liquidation if they cannot be reached at their legal addresses. Systemic, dogmatic and comparative methods of studying and analyzing normative acts and court rulings have been used in the paper.
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Inayah, Inayah, and Surisman Surisman. "WORK TERMINATION DURING THE COVID-19 PANDEMIC IN THE PERSPECTIVE OF POSITIVE LAW IN INDONESIA." Legal Standing : Jurnal Ilmu Hukum 4, no. 1 (May 27, 2020): 247. http://dx.doi.org/10.24269/ls.v4i1.2682.
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The case of work termination which involves businessowners and labor happens widelyin various companies due to the Covid-19 pandemic in Indonesia. This research usesthe normative legal research method. During this Covid-19 pandemic, this worktermination is carried out to save the company and to prevent more victims. Problemswhich happen regarding work termination include the reasons for this termination andthe post-termination compensation. Work relations is a reciprocal relationship which isbased on a two-party agreement. The legal protection for work termination may becarried out during this Covid-19 pandemic. If the rights stated above are not obtainedby the workers, then they may initiate a deliberation. They may also go through conflictresolution procedures on industrial relations outside of court, based on the Republic ofIndonesia’s Constitution No. 2 of 2004.
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Putra, I. Putu Rasmadi Arsha, I. Ketut Tjukup, and Dewa Gede Pradya Yustiawan. "Legal Protection of Labor in Employment for Termination of Employment Due to the Acquisition of the Company." Substantive Justice International Journal of Law 3, no. 1 (April 19, 2020): 36. http://dx.doi.org/10.33096/sjijl.v3i1.51.
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The emergence of competition makes companies do various things to maintain their existence and the stability of companies in the world of economy. One of the ways the company survives in the agreement is to make an acquisition. In addition to generating profits for the company that acquires the acquiring company, acquiring can also balance employment including termination of employment that is detrimental to workers. The subject matter of this research is protection for workers carried out with the approval and how to solve the problems requested by companies that carry out procurement actions. This research is normative legal research, which is assisted by field research with interview techniques. The agreement used was approval on the invitation (statute approach), conceptual agreement (conceptual approach) and case approach (case approach). Data is collected by literature study, by reading references that are used such as invitation rules, books, journals, which are related to the debate raised, then analyzed by description analysis techniques. Regarding the results obtained in Indonesia's positive law legal protection for workers resulting from acquisitions by companies still relies on the Labor Act, there is no sense of justice for workers when there are terminations due to the acquisition. Termination of employment is resolved by legal action in the form of non-litigation and legal litigation under the Settlement of Industrial Relations Disputes Act. This research is important because the labor law is far from the concept of the Pancasila legal rule in which the Pancasila legal rules always uphold public welfare and social justice in the protection of workers, workers in Indonesia are still underestimated and do not have enough space to protect.
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Zhang, Yuan, Laura Punnett, and Rebecca Gore. "Predictors of Nursing Staff Voluntary Termination in Nursing Homes: A Case-Control Study." Journal of Applied Gerontology 38, no. 11 (August 8, 2017): 1518–36. http://dx.doi.org/10.1177/0733464817724043.
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Workforce instability in the long-term care sector has raised wide attention about nursing staff turnover. Most attention has been devoted to understanding the relationship between facility’s characteristics and organizational turnover. This case-control study examined the contribution of work characteristics to individual staff turnover. Surveys were collected with nursing staff in 18 for-profit nursing homes on up to five occasions between 2006 and 2012. A list of nursing staff voluntarily terminating jobs was provided by the company. Cases and controls (628 of each) were selected from survey respondents by matching on age, job category, and survey occasion. Multiple predictor conditional logistic regression models showed that evening shift work (hazards ratio [HR] = 2.00, p < .01) and shift length > 8 hr (HR = 1.42, p < .05) were contributing factors to voluntary termination. This study provides different perspectives of nursing staff voluntary termination in nursing homes. Future qualitative research would be valuable to explore and understand nursing staff turnover in the health care industry.
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Fathoni, Muhammad Johar. "TRANSFER OF UNDERTAKINGS PROTECTION OF EMPLOYMENT (TUPE) DALAM PERJANJIAN OUTSOURCING." Media Iuris 1, no. 2 (July 4, 2018): 335. http://dx.doi.org/10.20473/mi.v1i2.8834.
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Transfer of Undertaking Protection of Employment Based on Constitutional Court Decision Number 27/PUU-IX/2011, there are two models that must be fulfilled in outsourcing agreement, that is First, by requiring for agreement between worker and company conducting work outsourcing does not take the form of a certain time labor agreement (PKWT), but is in the form of an indefinite time agreement (PKWTT). The consequences of termination of contract for the Employment Service Provider who laid off his employees for the law, the employer shall be entitled to grant the right to his employees in accordance with the Manpower Act, Kepmenaker No. Kep. 150/Men/2000 on the Settlement of Termination of Employment and Stipulation of Severance, Money of Work and Indemnification. Then the government also stipulates the Decree of the Minister of Manpower and Transmigration of the Republic of Indonesia no. Kep. 76/Men/2001 on Amendment to several articles of Minister of Manpower Decree no. Kep. 150 / Men / 2000 on the Settlement of Termination of Employment and Stipulation of Severance, Money of Work and Indemnification at the Company.
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Azizah, Siti, Husni Mubarrak, and Muslem Muslem. "UMROH AS THE REASON FOR UNILATERAL TERMINATION OF EMPLOYMENT BY PT. DARUSSALAM BERLIAN MOTOR FROM THE PERSPECTIVE OF IJĀRAH BI AL-‘AMAL (Verdict Case Study No. 1/Pdt.Sus-PHI/2019/PN Bna)." Dusturiyah: Jurnal Hukum Islam, Perundang-undangan dan Pranata Sosial 11, no. 1 (July 2, 2021): 59. http://dx.doi.org/10.22373/dusturiyah.v11i1.8430.
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PT. Darussalam Berlian Motor has terminated one of its employees on the grounds of performing the umroh. However the company/defendant argued that the employee/litigant had left their job without even notifying the defendant in advance. The defendat also explained that during their tenure, the litigant often made serious mistakes. On contrary, due to the serious mistakes that had been committed before, the defendant did not terminate the employment contract and the action was only taken when the litigant performed umroh in the holy land. The question in this research is how the judge considers the unilateral termination of employment experienced by the employee and what are the factors that cause the judge to grant the litigant’s claim. And how is the perspective of Ijārah bi al-‘Amal contract against the judge’s decision regardimg the grant of the litigant’s claim. In this research the authors used normative legal research method that analyzed the judge’s decree No. 1/Pdt.Sus-PHI/2019/PN Bna with qualitative approach. The judge in his decree considered thet the termination of employment on the grounds that the litigant had committed serious problems could not be considered because it was not in accordance with the applicable law. As for the factors that caused the judge to grant the litigant’s claim, due to the absence of evidence of a second PKWT contract between the litigant and the defendant, that’s why the previously PKWT contract changed to PKWTT contract. In Islamic law, when ones terminating a work relationship a company can perform fasakh through urbun which has similarities with the obligation to pay severance pay. From the explanation above, it can be concluded that unilateral termination of employment cannot be justified and does not have a string legal force.
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Trydillah, Alrizca, Agus Perdana Windarto, and M. Fauzan. "Analisis Metode ANP pada Hubungan Kerja di PT. Pp. London Sumatera Indonesia, Tbk." Jurasik (Jurnal Riset Sistem Informasi dan Teknik Informatika) 6, no. 1 (February 28, 2021): 31. http://dx.doi.org/10.30645/jurasik.v6i1.269.
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Termination of Employment (PHK) for employees is a thing that is very avoided for every employee, it stops there based on their own request, but there is also a reason for regulations that no longer allow the employee to continue his work. Cases of termination of employment (layoffs) against employees in a company often occur. In PT. PP London Sumatera Indonesia, Tbk precisely in the office of the Bah Lias Research Station (BLRS) there were 76 employees laid off. And in the Bah Lias Estate (BLE) office there were 21-22 employees who were laid off. The company will make efficiency because of the excess ratio. Standardization ratio set by the company is 0.16. But the company has exceeded the existing ratio. The service period in the company is 55 years old. After 55 years the company will retire the worker according to the applicable law (Law 13 of 2000). For employees affected by the R program from the company, their rights will be paid according to applicable laws. In this efficiency, there are 4 R program criteria, namely: lose day is workers who are often absent while working or are absent, unproductive are workers who do not have work or workers who are often sick, nearing retirement. The service period in the company is 55 years old, so it is required to retire if the work period has reached 55 years. And the last criterion is undisciplined is workers who are late for work hours and are absent from work.
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Selishchev, S. V. "Methodology for Evaluating the Risks of Activities Termination, Related with Ineffective Company Management." Statistics of Ukraine, no. 1(76) (March 20, 2017): 78–83. http://dx.doi.org/10.31767/su.1(76).2017.01.11.
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The author analyses and sums up methodological approaches to evaluating the risks of activities termination, related with ineffective company management, by an auditor. Emphasis is made on identification of problems involved in evaluation of company management effectiveness. A parametric model for management system is built. It is demonstrated that evaluation of the audit risk of ineffective management is a key component (on account of its large share) in evaluating the implicit audit risk related with termination of company’s activities in the foreseeable future, and it can be taken as a proof to the correctness of using the assumption on continuity by management personnel when preparing financial reports.
When the above problems are studied in the audit context, the issue of evaluating the effectiveness of management system and the related risks is quite complicated, because this evaluation cannot be always made by direct way due to the lack of formalized results from quantitative evaluation by type of work. This raises the need for elaboration of a methodology and adaptation of the existing auditor procedures to evaluation of the risks related with ineffective operation of management system.
The objective of the article is to study methodology for evaluating the risks of activities termination, related with ineffective company management. The problem’s importance is substantiated, with demonstrating that methodological approaches practiced by audit today require further development and improvement.
The proposed approach enables for finding the reasonable relative magnitude of the audit risk of indetection, which becomes a key factor in planning the scopes, terms and contents of auditor procedures.
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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 Perselisihan Pemutusan Hubungan Kerja (PHK) akibat pengambilalihan maupun penutupan perusahaan? dan bagaimana permasalahan dan model Penyelesaian Perselisihan Pemutusan Hubungan Kerja antara pekerja dan pengusaha akibat tindakan pengambilalihan maupun penutupan perusahaan?. Ada dua bentuk perlundungan hukum terhadap buruh / pekerja ketika terjadi Perselisihan Pemutusan Hubungan Kerja (PHK) akibat pengambilalihan maupun penutupan perusahaan, yaitu perlindungan hukum bagi pekerja / buruh atas pengusaha yang tidak bersedia melanjutkan hubungan kerja dan perlindungan hukum bagi pekerja / buruh yang tidak bersedia melanjutkan hubungan kerja. Upaya hukum yang dapat ditempuh pekerja untuk menyelesaikan perselisihan pemutusan hubungan kerja tersebut dapat melalui jalur Penyelesaian Perselisihan Pemutusan Hubungan Kerja di luar Pengadilan Hubungan Industrial (<em>non</em> <em>litigasi</em>) ini dapat dilakukan dengan penyelesaian melalui bipartit, konsiliasi Arbitrase, mediasi. Dan Penyelesaian Perselisihan Pemutusan Hubungan Kerja melalui Pengadilan Hubungan Industrial.</p><p align="center"><strong><em>ABSTRACT</em></strong></p><p><em>The company is essentially formed to seek benefit and/or profits as much as possible, but in its activities, it cannot be avoided also the loss of the company so that in order to maintain the stability of the company's </em><em>economy, entrepreneurs make takeover activities, as well as the closure of the company. As for some matters, the formulation of the problem is how to protect the law against the workers/labors when there is a Dispute Termination of Employment (PHK) due to the takeover or closure of the company? And how are the problems and models of the Settlement of Employment Dispute Settlements between workers and employers due to takeover or closure of the company? There are two forms of legal protection to the worker/labor in the Employment Termination (PHK) resulting from the takeover or closure of the company, namely legal protection for workers/laborers against the employer who are unwilling to continue employment and legal protection for workers who are unwilling to continue work relationship. Legal remedies by which the employee may resolve the termination disputes may pass through the Termination Dispute Settlement outside the Industrial Relations Court (non litigation) may be made by settlement through bipartite, arbitration conciliation, mediation. And Termination Dispute Settlement is through Industrial Relations Court.</em></p>
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Harahonych, O. V. "TERMINATION OF THE ECONOMIC LEGAL PERSONALITY OF THE JOINT-STOCK COMPANY BY LIQUIDATION." Economics and Law, no. 3 (December 18, 2017): 38–47. http://dx.doi.org/10.15407/econlaw.2017.03.038.
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Piddubna, Viktoriia, and Anatoliy Stativka. "Participation of legal entities of public law in contractual relations." LAPLAGE EM REVISTA 7, no. 3B (September 21, 2021): 286–91. http://dx.doi.org/10.24115/s2446-6220202173b1546p.286-291.
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The article analyses the characteristics of the participation of legal entities under public law in contractual relations. The concept of a legal entity under public law has not yet been developed. At the same time, the doctrine indicates the marks of legal entities under public law. The article discusses in more detail the agreement on the lease of the complex of full ownership of state property. The author analyzes the legal nature of the contract, the characteristics of the composition of the subject, the subject of the contract, essential conditions, questions of termination and termination of the contract. The legal nature of the rental right is mandatory, since the lease gives rise to legal relations of ownership and arises on the basis of a contract. Scientific approaches to the concept of "company" are investigated and, according to the author, the company should function as an object and not as a subject of law.
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Khotamov, Aziz. "LEGAL STATUS OF LIMITED LIABILITY COMPANY (IN THE PRACTICE OF FOREIGN COUNTRIES)." JOURNAL OF LAW RESEARCH 6, no. 7 (July 30, 2021): 53–60. http://dx.doi.org/10.26739/2181-9130-2021-7-6.
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This article analyzes the legal status of limited liability companies. The research proposed in the article is aimed at giving a holistic view of the concept and types of business companies, the creation and termination of limited liability companies. Also, the scientific views of scientists, the legal practice of foreign countries, the application of civil legislation are considered. In conclusion, the author makes certain scientific conclusions and suggestions.
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Hutabarat, Intan Mayasari, Martono Anggusti, and Christina N. M. Tobing. "TANGGUNG JAWAB PERUSAHAAN ALIH DAYA TERHADAP PEKERJA OUTSOURCHING YANG TERKENA PEMUTUSAN HUBUNGAN KERJA DIMASA PANDEMI COVID-19 (STUDI DOKUMEN PERJANJIAN PENYEDIA JASA DI PT NTU)." NOMMENSEN JOURNAL OF LEGAL OPINION 2, no. 01 (January 25, 2021): 55–79. http://dx.doi.org/10.51622/njlo.v2i01.210.
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The Covid-19 pandemic has a very big impact in the industrial world, many companies have terminated employment (PHK) for workers, both PKWTT and PKWT. In the Manpower Act No. 13 of 2003 and the Job Creation Act No. 11 of 2020 concerning labor and termination of employment. Regarding termination of employment, termination of employment to outsourced workers, the author discusses 2 (two) problem formulations, namely: First: How is the responsibility of outsourcing companies to outsourcing workers / laborers who were terminated during the Covid-19 pandemic; Second, what is the comparison of the forms of legal protection for outsourcing workers / laborers who have experienced termination of employment according to Law no. 13 of 2003 concerning Manpower and Law no. 11 of 2020 About Job Creation. The research method used in this thesis is the Normative-Empirical method. The conclusion of this decision is First, that the outsourcing company is still in charge of the implementation of termination of employment, this can be seen in the PT SIS PKWT; Second, in terms of comparison between UUK No. 13 of 2003 with UUCK No.11 of 2020 not much has changed, only in UUKC regarding labor Outsourcing is more discussed.
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Trisnadiasa, I. Nyoman Agus, and Dewa Putu Tagel. "KONSEKUENSI YURIDIS PUTUSAN MAHKAMAH KONSTITUSI NOMOR 13/PUU-XV/2017 TERHADAP TENAGA KERJA YANG MEMILIKI IKATAN PERKAWINAN DENGAN SESAMA TENAGA KERJA DALAM SATU PERUSAHAAN." VYAVAHARA DUTA 14, no. 1 (September 19, 2019): 36. http://dx.doi.org/10.25078/vd.v14i1.1101.
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<p>The Problems that emerged in a marriage in Indonesia, visible seen in arrangement marriage in tje workplace, each worker / laborers in one company will undertake ongoing marriage, some companies both by the governmenr, and private, establishes a clause that limits the right to undertake ongoing marriage between workers/laborers in one company. That the existence of a clause the termination of employment, so that constitutional court thought the regulation contraty contrary constitutional the art 28D paragraph 1 the contitution of 1945 that everyone is entitled to form family and to survive through marriage legitimate. Expected for<br />company follow the constitutional court decisions.</p>
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Simanjuntak, Sari, Abdul Lawali Hasibuan, and Ridho Mubarak. "Tinjauan Yuridis Pemutusan Hubungan Kerja Sepihak oleh Perusahaan Kepada Pekerja pada Putusan No.36/G/2014/PHI Medan." Jurnal Ilmiah Penegakan Hukum 4, no. 1 (January 13, 2019): 19. http://dx.doi.org/10.31289/jiph.v4i1.2085.
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<p class="1judul">Juridical Review of Unilateral Termination of Employment by the Company to the Worker on Putusan No.36/G/2014/PHI Medan</p><h1>Disputes or misunderstandings that cause layoffs are generally triggered by a lack of communication between workers and employers. The workers are positioned as the party in need, therefore the position of workers is very weak and vulnerable to irregularities. The problems in this study are: 1) How are the Government and the Company's Efforts Against Employee Layoffs? 2) What is the legal consideration of the judge in deciding unilateral termination of disputes by the company Decision Number: 36/G/2014/PHI.Mdn? This type of research is normative research,. In this case the Industrial Court in the Medan District Court decided to grant the Plaintiff's claim in part, stating that the working relationship between the defendant and the plaintiffs had never been terminated or continued, sentencing the defendant to reinstate the plaintiffs and place them in the original workplace, punishing the defendant for pay for forced money (dwangsoom).</h1>
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Milusheva, Boryana. "METHODS FOR TERMINATION OF EMPLOYMENT CONTRACTS IN THE BULGARIAN PRIVATE SECTOR." Economics & Law 2, no. 1 (May 30, 2020): 69–77. http://dx.doi.org/10.37708/el.swu.v2i1.7.
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The research examines the issues related to the chosen methods for termination of employment contracts in “Perfumery Douglas Bulgaria” OOD. Based on the analysis of the normative regulation as well as the results of the conducted research, summaries, conclusions and recommendations for improvement in the company and in the Labour Code of the Republic of Bulgaria are made. Debatable questions are also raised for discussion on the basis of which a proposal is derived for a change in the National Revenue Agency (NRA) Register of Employment Contracts.
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Vishnevskaya, Irina Aleksandrovna, and Grigoriy Yurievich Garmash. "Early termination of the lease agreement. Is there any damage?" Lizing (Leasing), no. 1 (May 26, 2021): 76–80. http://dx.doi.org/10.33920/vne-03-2107-11.
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Many litigation cases for losses and damages, which are considered by the courts, include, among other things, challenging the amount of damage caused (loss, damage). In some cases, the calculation of losses is not just unreasonable, but absurd in nature, based on the substitution of economic concepts. An independent economic expert examination is solid evidence in loss cases. The article analyzes and outlines the difference in the economic concepts of «market value» and «redemption price»; it is concluded that these concepts are incomparable. The unreasonableness of calculating the damage to a leasing company under a transaction of early termination of a lease agreement is shown on the example of a real case.
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Hanah, Siti, and Nur Asmilia. "PERAN PARA PIHAK DALAM HUBUNGAN KERJA PEKERJA OUTSOURCING YANG MENJADIKAN HUBUNGAN KERJA HARMONIS." EkoPreneur 1, no. 1 (December 11, 2019): 86. http://dx.doi.org/10.32493/ekop.v1i1.3694.
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This paper discusses "Employment work relations outsourcing", is one important factor in running the company wheels. This paper examines the work relations of HR very influential on company performance which ultimately inline to the company's revenue and profit (margin). In this paper the authors use the concept of employment relations OUTSOURCING workers are employed, THROUGH "SERVICE / JOB CONTRACT" or "MANPOWER SUPPLY / BODY SHOP, to examine in depth and identify both in terms of law, basic conditions, impacts both for workers and companies, rights and rights the obligations of each party, termination of employment. Keywords: Employee relations with harmonious employers
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Harahonych, O. V. "TERMINATION OF THE ECONOMIC PERSONALITY OF A JOINT-STOCK COMPANY AS A RESULT OF BANKRUPTCY." Economics and Law, no. 3 (September 12, 2019): 24–33. http://dx.doi.org/10.15407/econlaw.2019.03.024.
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Wikumurti, Muchlis R. Luddin, and Thomas Suyatno. "Human Resource Architecture Transformation Case Study in Construction Company." IJHCM (International Journal of Human Capital Management) 3, no. 2 (September 9, 2019): 27–40. http://dx.doi.org/10.21009/ijhcm.03.02.04.
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This study focuses on the transformation of the architecture of human resource construction services companies into toll road development companies, to get the right model in the implementation of the Human Resources system towards employee engagement and satisfaction which is reflected in the improvement of company performance. The study used a qualitative approach through case studies in construction service companies with data collection methods using observation, interviews, document observation and surveys of company employees by questionnaire. Research informants are the management of the Human Resources construction services company. The results of the case study show that the implementation of a human resource system in a company that is transformed from a construction services company to a toll road development company includes establishing the company's vision and mission from a construction company to a toll road developer, changing company organizations from a construction services business organization to a road development organization toll road, employee recruitment system, employee development and training, career management, reward system and termination / retirement system have been well applied in the process of transformation from construction service companies to toll road development companies. This has an effect on increasing the value of employee engagement and satisfaction and is reflected in the improvement of the company's performance over the past 4 years from 2015 to 2018.
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Mesran, Mesran, Rusiana Rusiana, and Maringan Sianturi. "Decision Support System for Termination of Employment using Elimination and Choice Translation Reality Method." Jurnal Teknologi dan Sistem Komputer 6, no. 4 (October 31, 2018): 135–38. http://dx.doi.org/10.14710/jtsiskom.6.4.2018.135-138.
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This study aims to develop a decision support system in determining employees which will be laid off. The data used in the research sourced from PT. Mitra Andal Sejati Medan in 2017. This study used the ELECTRE method to conduct an assessment of company employees. The criteria used in the research were absence (C1), appearance (C2), performance (C3), and sales volume (C4). This ELECTRE system can provide an effective decision for termination of employment based on lowest employee rank.
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Collins, Gregory M. "THE LIMITS OF MERCANTILE ADMINISTRATION: ADAM SMITH AND EDMUND BURKE ON BRITAIN’S EAST INDIA COMPANY." Journal of the History of Economic Thought 41, no. 03 (July 24, 2019): 369–92. http://dx.doi.org/10.1017/s1053837218000354.
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It is often claimed that Adam Smith and Edmund Burke held similar views on matters relating to political economy. One area of tension in their thought, however, was the institutional credibility of Britain’s East India Company. They both argued that the Company corrupted market order in India, but while Smith supported the termination of the firm’s charter, Burke aspired to preserve it. This article examines why they arrived at such divergent conclusions. It argues that the source of Burke and Smith’s friction arose from the dissimilar frames of reference through which they assessed the credibility of the Company. Burke examined the corporation’s legitimacy through the lens of British prescriptive, imperial, and constitutional history, yet Smith evaluated it as part of his larger attack on the mercantile system. These different frames of reference were responsible for the further incongruities in their thought on the Company relating to the role of prescription and imperial honor in political communities, the qualifications of traders to rule, and the appropriate tempo of policy reform. This article concludes that, even with such differences, the two thinkers’ respective criticisms of the Company illustrate the threat that monopolies pose to the liberal order.
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Michalski, Marek. "FORMY USTROJOWE SPÓŁKI AKCYJNEJ." Zeszyty Prawnicze 7, no. 2 (June 23, 2017): 45. http://dx.doi.org/10.21697/zp.2007.7.2.02.
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An Organisational Form of a Joint Stock CompanySummaryA joint stock company constitutes the most organised and formalised type of a commercial partnership in the Polish law. Its economic significance results from the aim of such a legal construction to conduct huge business ventures requiring an engagement of considerable financial and human resources. Thus, the legislator regulated the topic of a joint stock company in a much detailed manner than in case of other commercial partnerships, including a limited liability company. Hence, a joint stock company is a pure type of an association of capital, without personal elements, which causes that its functioning is subjected to the formalised rules specified by the provisions of the law. These rules not only describe the precise manner of actions during the formation of the joint stock company but also assign three basic stages of the legal being of the company. These stages are described in the legal study as organisational forms of a joint stock company and they include: (i) the stage of organisation, so-called joint stock company in organisation, in which actions aimed at the formation of the company and obtaining of the status of a legal person are being undertaken. At this stage, the company in organisation already has the status of a legal person, therefore it may participate in the legal trade as its participant with full rights; (ii) stage of the proper company, which begins with the moment of registering the company in the court register, which means obtaining the legal personality by the company. From that moment, the joint stock company begins its statutory activity; (iii) stage of the company in liquidation, in which the actions aiming at the termination of the legal being of a joint stock company and its removal from the court register are undertaken.
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Khomenko, Viktoriia O., Leonid V. Efimenko, and Valentyna A. Vasilyeva. "The Legal Status of a Company after Decision on Its Liquidation." Global Journal of Comparative Law 10, no. 1-2 (June 25, 2021): 138–52. http://dx.doi.org/10.1163/2211906x-10010011.
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Abstract Entrepreneurial activity is one of the main factors in the development of the market economy of the state, the internal and external markets of Ukraine and innovative industries. Therefore, the main purpose of this article is to analyse the peculiarities of the legal position of a company after a decision has been made to terminate it. It is established that the liquidation of legal entities is performed without the transfer of the rights and obligations of the liquidated enterprise to other persons, i.e. without succession. Upon liquidation of the enterprise, its rights and obligations are terminated. The current civil legislation does not provide for the limitation of the powers of the liquidation commission in cases of liquidation based on a court decision. It is argued that the liquidation commission be terminated when an entry on termination of the activity of a legal entity is made in the unified state register.
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Lukashov, R. S. "The Novelties of the Law of Ukraine “On Limited Liability and Additional Liability Companies”." Law and Safety 75, no. 4 (December 20, 2019): 91–96. http://dx.doi.org/10.32631/pb.2019.4.12.
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One of the most common types of legal entities are companies, in particular, Limited Liability Companies, that allow to combine material and other resources of several participants and at the same time reduce the risk of entrepreneurial activity for each of them.
The article deals with the issue of the novelties in the legal regulation of the creation and activity of limited liability companies after the Law of Ukraine "On Limited Liability and Additional Liability Companies" act came into force. The adoption of this legislative act provides necessitates the analysis at the doctrinal level of a number of its rules, which regulate the activity of LLC in a new way.
It is noted that for a long time the legal regulation of the activity of this type of companies remained limited and outdated, which led to the emergence of corporate conflicts. It is concluded that the process of streamlining corporate legislation is steadily ongoing, and the contradictions in the legislative regulation of corporate relations are gradually being eliminated.
Regarding the novelties of regulation of the activity of limited liability companies, the author emphasizes the following positive aspects of the Law of Ukraine “On Limited Liability and Additional Liability Companies”: the number of participants in the LLC was lifted; the concept of "corporate agreement" is fixed; the only reason for the establishment of the LLC is the decision of its founders; minimize the list of information that must be displayed in the charter of LLC; included in the Law of the provisions of Chapter V “Substantial and Interest-Related party transactions”; a special chapter was introduced, which regulates the issues of creation and termination of the LLC (Chapter VI “Separation and Termination of the Company”); provides for the appearance of a local act on the regulation of corporate relations in the LLC - the agreement on the termination of the company; the procedure for setting up one or more new partnerships by transferring to it (them) a part of the assets, liabilities and liabilities of an existing limited liability company is regulated in detail.
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Tarasenko, A. V. "Using the kaizen system is an effective way to solve production problems through rationalization." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 10 (October 1, 2020): 32–38. http://dx.doi.org/10.33920/pro-3-2010-03.
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The termination of movement along the path of improvement means the beginning of the degradation of the company. If we consider the term “kaizen” in relation to a manufacturing enterprise, then it means the continuous improvement of both production processes and auxiliary business processes and management of production and the enterprise as a whole. The article provides examples of the use of the “kaizen” system at the leading Russian metallurgical enterprises VSMPO-AVISMA and the Oskol electrometallurgical plant.
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Karuniawan, Dynna Madina, I Nyoman Putu Budiartha, and I Putu Gede Seputra. "Efektifitas Lembaga Bipartit Dalam Menyelesaikan Sengketa Hubungan Industrial Pada Perusahaan Pt. New Kuta Golf And Ocean View." Jurnal Konstruksi Hukum 1, no. 1 (August 27, 2020): 91–97. http://dx.doi.org/10.22225/jkh.1.1.2136.91-97.
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The increasingly important demands of industrialization for the progress a country have consequences for employers to use effective systems wherever possible. However, industrial disputes between workers and employers are often a problem. Therefore we need a set of laws that can be a separate forum for dealing with dispute matters within a company, is Bipartite Cooperative. The problem raised in this paper is how the effectiveness of the Bipartite Institute and what are the things that hamper in resolving employment issues at PT New Kuta Golf and Ocean View. The research method used is an empirical legal research method through the sociology of law approach. The results obtained, that is about disputes that have occurred in the company namely working conditions, requirements of work, increased work productivity and welfare of workers who impact on the company. The form of settlement is done through Bipartite and termination of employment. The inhibiting factors found were weak mindset, limited information, lack of competent human resources towards understanding Bipartite.
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Quijano González, Jesús. "Termination of a commercial company without judicial declaration of bankruptcy in case of lack of assets." Boletim de Ciências Económicas 57, no. 3 (2014): 2819–54. http://dx.doi.org/10.14195/0870-4260_57-3_9.
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Rachmawati, Tety, Rahayu Lestari, and Nuzul Inas Nabila. "ANALISIS DAYA SAING EKSPOR UDANG BRATASENA ADIWARNA PASCA PEMUTUSAN HUBUNGAN KERJA PETAMBAK DAN PERUSAHAAN." Publicio: Jurnal Ilmiah Politik, Kebijakan dan Sosial 3, no. 1 (January 31, 2021): 1–10. http://dx.doi.org/10.51747/publicio.v3i1.612.
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The termination of the employment relationship between the farmers and the company has changed the shrimp farming pattern in Bratasena Adiwarna. Prior to termination of employment, Bratasena was the largest shrimp exporter in Indonesia. This study aims to analyze the competitiveness of Bratasena shrimp exports, after the termination of employment between farmers and companies. In addition, this research also aims to see the contribution of Bratasena shrimp exports in an effort to support the increase in shrimp exports in Lampung Province following the target of Lampung as the National Shrimp Granary. Data obtained by reviewing several primary and secondary documents and in-depth interviews with several sources, namely farmers, the head of the export division of PT. Central Pertiwi Bahari, as well as the Head of the Office of Marine Affairs and Fisheries in Lampung Province. This study uses a quantitative approach with the calculation of RCA (Revealed Comparative Advantage) to find the value of Bratasena shrimp export competitiveness and market share analysis to see the contribution of Bratasena shrimp exports to the increase in fisheries exports in Lampung Province. The results of this study indicate that the export competitiveness value is quite strong for Bratasena shrimp exports and the contribution of Bratasena shrimp exports to fisheries exports in Lampung Province is also quite large. However, after termination of employment between farmers and companies, the value of export competitiveness and contribution of Bratasena shrimp has decreased.
Keywords: competitiveness, export, shrimp
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Lidén, Ewa. "Attrition in Swedish forestry work from 1986 to 1990: extent and causes." Canadian Journal of Forest Research 25, no. 7 (July 1, 1995): 1189–96. http://dx.doi.org/10.1139/x95-131.
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The results in this paper are based on a combined quantitative and qualitative study of persons who have quit forestry jobs in Sweden. Quitting a job can be voluntary or forced. The aim of the study was to determine the rate of attrition during the period 1986–1990 and describe the reasons why some quit before the age of retirement. In total, 267 persons answered a questionnaire and 15 were interviewed personally. The respondents were categorized as former company employees, former contractor employees, and former contractors. The results showed that workers employed by forestry enterprises quit at a higher rate than the industrial average for Sweden. In contrast, the termination rate of contractors and their employees was lower than the industrial average. The most often cited reason for quitting was health complaints. Former contractor employees quit mainly because they were dissatisfied with their salary or because of work scarcity. The contractors cited financial reasons to the same high extent as health complaints. As many as 42% of all terminations were voluntary.
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Picciotto, Sally, Andreas Neophytou, Mark Cullen, and Ellen Eisen. "O1E.5 Short-term disability leave and employment termination: using marginal structural models to estimate counterfactual risks." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A12.1—A12. http://dx.doi.org/10.1136/oem-2019-epi.31.
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IntroductionShort-term disability leave can be considered as a measure of not being well enough to work. The American Manufacturing Cohort, followed 1996–2013, consists of employees of a light-metal company that provided short-term disability insurance to all employees: coverage to replace wages for up to 6 months of work absence due to medical issues. We hypothesized that since brief short-term disability leave allows workers time to recover from illness or injury without losing their jobs, it should be protective against employment termination.MethodsWe analyzed 18 386 (83% male, 80% white) hourly employees. We censored workers once their accumulated disability leave exceeded 6 weeks because longer time spent on short-term disability leave suggests more serious illness or injury that may prevent return to work. To analyze the effect of short-term disability leave on employment termination, we applied a marginal structural pooled logistic model that allowed for a time-varying hazard function. We adjusted for time-varying confounding by occupational exposures and health-related variables using inverse probability weighting. Using the estimated coefficients, we compared the predicted probabilities (by person-month) of terminating employment with the corresponding counterfactual probabilities if the worker had never taken disability leave. These probabilities yielded estimated survival curves under the two scenarios.ResultsThe average worker was followed for 5.5 years. Approximately 42% of the workers took at least one day of disability leave, and 48% terminated employment during follow-up. We estimated that 1058 (29%) more workers would have terminated employment within 5 years from cohort entry if the company had had no disability leave benefit than were predicted under the natural course.ConclusionShort-term disability leave is a potentially relevant health variable for occupational epidemiologists. This analysis suggests that short-term disability leave can help employees retain their jobs when a temporary health issue prevents them from working.
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Fitriani, Fitriani, Aprida Siska Lestia, and Yuana Sukmawaty. "PENENTUAN PREMI TUNGGAL BERSIH ASURANSI JIWA BERJANGKA BERDASARKAN STATUS MULTIPLE DECREMENT." JURNAL MATEMATIKA MURNI DAN TERAPAN EPSILON 13, no. 2 (December 1, 2019): 25. http://dx.doi.org/10.20527/epsilon.v13i2.1649.
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Insurance is an attempt of risk diversion by the insured person to the insurance company. The risk is referred to the future event that will potentially cause a financial loss. Based on many risk factors,the status of insurance was divided into a single decrement and a multiple decrement. In single decrement, the only factor caused benefit payment is death, while in multiple decrement there is more than one factors caused benefit payment. As a consequence, beside the random variable of time until termination , there is another random variable appears that is the cause of decrement . The aim of this study was to describe the development process of a multiple decrement table and determine net single premium based on multiple decrement status. This study was conducted by describing the construction process of components in the multiple decrement table using joint distribution and marginal distribution for each random variable. This study is a various equation for constructing a multiple decrement table was obtained. That probability equation was also used to form the net single premium equation of term insurance based on multiple decrement status by using probability function of time until termination and cause of termination. Keywords: Term Insurance, Multiple Decrement, Net Single Premium
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Widyantari, Yuliana, Susana Prapunoto, and A. Ign Kristijanto. "Pengaruh Kecemasan Menghadapi Pemutusan Hubungan Kerja terhadap Motivasi Kerja Karyawan PT X di Kota Salatiga." JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL 12, no. 2 (October 19, 2020): 354. http://dx.doi.org/10.24114/jupiis.v12i2.17313.
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This study aims to determine the effect of anxiety facing work termination on employee motivation at PT X Salatiga. The sample in this study amounted to 73 respondents who are still active employees working at PT X. The sampling technique is done by simple random sampling. Data collection uses a psychological scale that is the scale of work motivation based on Abraham Maslow's motivation theory and anxiety facing retirement scale based on the theory put forward by Oluseyi & Olufemi. The data used are primary data analyzed using a simple linear regression test. The results showed that anxiety facing work termination affects work motivation by 26.8% while the remaining 73.2% is influenced by other variables not examined. The researcher can then study based on age, position and also examine other variables that are factors of work motivation, for example marital status between married employees compared to employees who have not married, the length of service of employees in a company.
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Roline, Alan C. "Defamation by Action May “Speak as Loudly as Words”." Public Personnel Management 26, no. 4 (December 1997): 497–504. http://dx.doi.org/10.1177/009102609702600406.
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Imagine yourself as the human resource manager in the following scenario: You have just notified one of your employees that he is going to be terminated due to a conflict of interest which the employee has repeatedly refused to resolve. In accordance with usual company practice, you instruct his immediate supervisor to accompany the employee to his office to pack up his personal belongings and escort him out the main entrance. Neither you, nor the supervisor say anything to anyone regarding the reason for the employee's termination.
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SE MSi, Patta Rapanna, and Edy Jumady, S.E., M.Si. "The Impact of Corona Virus Outbreak Regarding the Large-Scale Social Restriction Policy on Economic Attitudes in Makassar." International Journal of Social Science Studies 8, no. 5 (August 5, 2020): 83. http://dx.doi.org/10.11114/ijsss.v8i5.4963.
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Types of qualitative research through the phenomenological approach, the results showed that Corona virus outbreak affects all sectors, one of which is the economic factor where many people become victims of termination of employment from the company they work besides large-scale social restriction policies or lock down impacts the limited activities, especially the social and economic movements of the community, while the , this is because of many people who do not have a domicile letter because of displacement that is temporary (not settled), this condition affects social gaps, criminal figures, social jealousy, etc.
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Harahonych, O. V. "The problems of joint stock company liquidation and ways of their settlement." Analytical and Comparative Jurisprudence, no. 1 (July 1, 2021): 54–58. http://dx.doi.org/10.24144/2788-6018.2021.01.10.
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The article explores the problematic aspects of joint stock company liquidation. The essence and types of liquidation of joint stock companies have been analysed. The distinctive features of voluntary, compulsory and enforced liquidation of joint stock companies, as well as the liquidation of a bankrupt joint stock company and the liquidation on the basis of the law have been determined.
The elements of the legal composition constituting the basis for the termination of joint stock companies by voluntary liquidation have been investigated. The complexity of the procedure of voluntary liquidation has been established. The expediency of introducing a simplified mechanism of voluntary liquidation has been substantiated.
The main factors that hinder the liquidation of joint stock companies in Ukraine in the current context have been identified. The main problems of terminating joint stock companies through forced liquidation and the reasons for their emergence have been revealed. The main obstacles to compulsory liquidation of joint stock companies by judicial and administrative procedure have been elucidated.
It has been ascertained that the current Ukrainian legislation on liquidation is still in its formative stage, characterized by inconsistencies, internal contradictions and fails to solve the main problem – a civilized exit of business entities, including joint stock companies, from the sphere of economic relations.
Special emphasis is placed on researching the prospects for the development of legal regulation of relations connected with the liquidation of joint stock companies in the context of solving the revealed issues.
It has been proposed as a priority step to address the problems of liquidation of joint stock companies by ensuring an adequate level of legal and regulatory regulation of the relations to terminate such organisations through liquidation.
It has been reasoned that further research should be conducted into specific recommendations for solving the problems of JSC liquidation in order to consider them in the preparation of Draft No. 2493 for the second reading in the Supreme Council of Ukraine, as well as the systematisation of general rules on voluntary and compulsory liquidation in the Civil Code of Ukraine.
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Saragih, Yuni Marlina, Winda Irma Wati Br Siagian, Fandi Halim, and Zulpa Salsabila. "Pengembangan Sistem Informasi Manajemen Sumber Daya Manusia." JURNAL MEDIA INFORMATIKA BUDIDARMA 3, no. 4 (October 31, 2019): 400. http://dx.doi.org/10.30865/mib.v3i4.1548.
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A human resource management is an integrated system important to a company, resulting in a need for better employee attendance and the need for more informed decision-making regarding new employee recruitment management, employee appraisal, position placement, employee training, employee service, and employee dismissal. Because of these, an integrated system is needed in handling the attendance process until the employee termination. So as to meet the needs of the company in the management of data attendance of employees better by minimizing the occurrence of fault, reduce paper use and worktime of HR department in attendance recording and help HR managers on making more appropriate decisions related to existing processes in company such as helping on determining appropriate employees occupy positions based on position qualification with the employee ability. This Information System Development using System Development Lifecycle methodology (SDLC) begin with designing Fishbone Diagram, Data Flow Diagram (DFD), PIECES Diagram, system interface design, Microsoft Visual Studio 2012 as input, Microsoft SQL Server 2012 as data storage and SAP Crystal Reports as output in reports. The authors hope, the results of this information system development can help companies to deal with existing problems in human resource management.
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Burduli, Irakli, and Natia Chitashvili. "Expulsion of a Shareholder from a Limited Liability Company on Substantial Grounds." TalTech Journal of European Studies 10, no. 2 (September 1, 2020): 7–27. http://dx.doi.org/10.1515/bjes-2020-0012.
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Abstract The present article is devoted to the research on the admissibility of expulsion of a partner from a limited liability company (LLC) based on the ground that is not envisaged in the charter, and on respective dogmatic normative grounds in Georgian law. The importance of research in legal studies and judge-made law1 is revealed in the fact that the situation in which the action of a partner is directed against the interests of the company and becomes an obstacle for the achievement of a common goal, and it becomes impossible to retain the partner remains outside of Georgian normative reality. The aim of the research requires an analysis of German law, assimilated in the context of the Georgian solution, as well as the description of civil legal grounds for exclusion and prerequisites for admissibility, a study of the legal nature of the society and dogmatic support to the application of the civil law regime for the termination of long-term contractual relations. The suggested Georgian solution in this matter shares the spirit of German law policy; however, it is outstanding in its individuality.
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Ara, Aniba Israt, and Arshad Islam. "East India Company Strategies in the Development of Singapore." Social Science, Humanities and Sustainability Research 2, no. 3 (September 6, 2021): p37. http://dx.doi.org/10.22158/sshsr.v2n3p37.
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Singapore in the Malay Peninsula was targeted by the British East India Company (EIC) to be the epicentre of their direct rule in Southeast Asia. Seeking new sources of revenue at the end of the 18th century, after attaining domination in India, the Company sought to extend its reach into China, and Malaya was the natural region to do this, extending outposts to Penang and Singapore. The latter was first identified as a key site by Stamford Raffles. The EIC Governor General Marquess Hastings (r. 1813-1823) planned to facilitate Raffle’s attention on the Malay Peninsula from Sumatra. Raffles’ plan for Singapore was approved by the EIC’s Bengal Government. The modern system of administration came into the Straits Settlements under the EIC’s Bengal Presidency. In 1819 in Singapore, Raffles established an Anglo-Oriental College (AOC) for the study of Eastern languages, literature, history, and science. The AOC was intended firstly to be the centre of local research and secondly to increase inter-cultural knowledge of the East and West. Besides Raffles’ efforts, the EIC developed political and socio-economic systems for Singapore. The most important aspects of the social development of Singapore were proper accommodation for migrants, poverty eradication, health care, a new system of education, and women’s rights. The free trade introduced by Francis Light (and later Stamford Raffles) in Penang and Singapore respectively gave enormous opportunities for approved merchants to expand their commerce from Burma to Australia and from Java to China. Before the termination of the China trade in 1833 Singapore developed tremendously, and cemented the role of the European trading paradigm in the East.
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Haryanto, Sella, and Andari Yurikosari. "PERLINDUNGAN HUKUM TERHADAP HAK PEKERJA YANG DIPUTUS HUBUNGAN KERJANYA KARENA PEKERJA MENOLAK MUTASI PADA PT SANGGRAHA DHIKA (STUDI KASUS PUTUSAN NOMOR 210/PDT.SUS-PHI/2016/PN.JKT.PST)." Jurnal Hukum Adigama 1, no. 1 (July 19, 2018): 414. http://dx.doi.org/10.24912/adigama.v1i1.2151.
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Employees hold an importat role in a company. The importance of employees can be found in Article 32 of Indonesian’s Labor Law 2003. Article 32 stated that an employee’s mutation must be protected by the law and be subjected to their capabilities and abilities. Therefore the rights of employees are protected by the law. In reality it is difficult to implement the regulation that has been made. Employees mutation without concerning on their capabilities and abilties often happen. This often leds to the termination of contract between the parties involved which results in unfulfilled employee’s rights by the company. Related to the verdict of Central Jakarta Industrial Relations Court number 210/Pdt.sus-Phi/2016/Pn.Jkt.Pst the employee as the plaintiff was mutated to a ifferent field of work which is not his ability but instead the court’s verdict inflicted a financial loss to the plaintiff as the plaintiff didn’t obtain his rights in accordance of Article 156 of Indonesian’s Labor Law 2003.