PERAN PENGADILAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI PADANG KELAS IA DALAM MEMBERIKAN KEPASTIAN HUKUM TERHADAP PERKARA PEMUTUSAN HUBUNGAN KERJA

2018 ◽  
Vol 1 (2) ◽  
pp. 360-379
Author(s):  
Rustan Sinaga
Keyword(s):  
Dispute Settlement ◽  
Industrial Relations ◽  
District Court ◽  
Legal Certainty ◽  
Applicable Law ◽  
Local District

After the enactment of Law No. 2 of 2004 on Industrial Relations Dispute Settlement, the implication of handling disputes disputes becomes the authority of the Industrial Relations Court at the local District Court. In addition to the court (litigation) settlement disputes termination disputes may also be settled out of court (non litigation). The Industrial Relations Court at the IA District Court handled several termination matters. In this study the authors will focus on the settlement through the judiciary (litigation). The problems discussed in this paper is the Role of Industrial Relations Court in Providing Legal Certainty to Termination of Employment Case (PHK) and Implementation of Decision. This study is juridical normative. Based on this research the authors draw the conclusion that the Industrial Relations Court has not played a role in Giving Legal Certainty to Termination Employment Case. The Industrial Relations Court only performs its role in accordance with applicable law. Implementation of the PHI's decision that the losing party tended to file a cassation appeal. Parties that have not / do not want to implement the contents of the decision of the IRC are caused by the absence of sanctions in Law Number 13 Year 2003 concerning Manpower and Law Number 2 Year 2004 on Industrial Relations Dispute Settlement.

scholarly journals PERAN PENGADILAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI PADANG KELAS IA DALAM MEMBERIKAN KEPASTIAN HUKUM TERHADAP PERKARA PEMUTUSAN HUBUNGAN KERJA

2019 ◽  
Author(s):  
IYAH FANIYAH
Keyword(s):  
Legal Status ◽  
Industrial Relations ◽  
Court Decision ◽  
District Court ◽  
Legal Certainty ◽  
Local District ◽  
Library Research ◽  
Empirical Law ◽  
Laws And Regulations

Termination of employment has a very complex impact and tends to cause disputes betweenemployers and workers. in various laws and regulations, mechanisms and procedures fortermination of employment have been regulated with the aim that both businessman and workers canmaintain their normative rights. Since the enactment of Law No. 2 of 2004 concerning IndustrialRelations Disput, the handling of employment disputes is the authority of the Industrial RelationsCourt at the local District Court. in addition to the judicial route (litigation) the settlement ofdisputes over termination of employment can also be settled outside the court (non litigation).In thisstudy the author will focus on the settlement through justice (litigation). the issues discussed in thispaper are the Roles of the Industrial Relations Court in Providing Legal Certainty to Terminationof Employment (PHK) and the Implementation of Industrial Relations Court Decision by the Parties.in Writing this thesis the author uses the research of empirical law with normative juridical approachmethod supported by empirical juridical approach. Legal material collection techniques are carriedout by means of library research and field research.The role of the Industrial Relations Court in thePadang Class IA Court, has resolved the case brought by the justice seekers to them, therebygranting the legal status in accordance with Law Number 2 of 2004 on Industrial Relations DisputeSettlement.The implementation of the Industrial Relations Court Decision by the Parties has not beencarried out optimally in according to the PHI decision in the Padang Class IA District Court,because there are no strict sanctions against disobedience of the parties who did not carry out thedecision, namely the employer as the convicted party to carry out the PHI decision in the PadangClass IA District Court. Therefore, against those who do not comply with the ruling IRC, should besubject to strict sanctions in the form of temporary revocation of business licenses, and governmentneeds to make regulations to regulate the sanctions against parties who do not comply with the rulingof the IRC in Padang Class IA Court on particular and the Industrial Relations Court at the GeneralCourts in general.

scholarly journals PERAN PENGADILAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI PADANG KELAS IA DALAM MEMBERIKAN KEPASTIAN HUKUM TERHADAP PERKARA PEMUTUSAN HUBUNGAN KERJA

2018 ◽  
Vol 1 (1) ◽  
pp. 89-99
Author(s):  
Rustan Sinaga
Keyword(s):  
Legal Status ◽  
Industrial Relations ◽  
Court Decision ◽  
District Court ◽  
Legal Certainty ◽  
Library Research ◽  
Empirical Law ◽  
Approach Method ◽  
Settlement Of Disputes

Termination of employment has a very complex impact and tends to cause disputes between employers and workers. in various laws and regulations, mechanisms and procedures for termination of employment have been regulated with the aim that both businessman and workers can maintain their normative rights. Since the enactment of Law No. 2 of 2004 concerning Industrial Relations Disput, the handling of employment disputes is the authority of the Industrial Relations Court at the local District Court. in addition to the judicial route (litigation) the settlement of disputes over termination of employment can also be settled outside the court (non litigation).In this study the author will focus on the settlement through justice (litigation). the issues discussed in this paper are the Roles of the Industrial Relations Court in Providing Legal Certainty to Termination of Employment (PHK) and the Implementation of Industrial Relations Court Decision by the Parties. in Writing this thesis the author uses the research of empirical law with normative juridical approach method supported by empirical juridical approach. Legal material collection techniques are carried out by means of library research and field research.The role of the Industrial Relations Court in the Padang Class IA  Court, has resolved the case brought by the justice seekers to them, thereby granting the legal status in accordance with Law Number 2 of 2004 on Industrial Relations Dispute Settlement.The implementation of the Industrial Relations Court Decision by the Parties has not been carried out optimally in according to the PHI decision in the Padang Class IA District Court, because there are no strict sanctions against disobedience of the parties who did not carry out the decision, namely the employer as the convicted party to carry out the PHI decision in the Padang Class IA District Court. Therefore, against those who do not comply with the ruling IRC, should be subject to strict sanctions in the form of temporary revocation of business licenses, and government needs to make regulations to regulate the sanctions against parties who do not comply with the ruling of the IRC in Padang Class IA Court on particular and the Industrial Relations Court at the General Courts in general.

scholarly journals Penyelesaian Perselisihan Hubungan Industrial di Pengadilan Hubungan Industrial dalam Pemenuhan Hak Pekerja/Buruh Yang di Putus Hubungan Kerja

2015 ◽  
Vol 10 (2) ◽  
pp. 215
Author(s):  
Yani Nur Fatimah
Keyword(s):  
Industrial Relations ◽  
Legal Protection ◽  
Legal Certainty ◽  
Employment Contracts ◽  
The Law

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. Selanjutnya mengenai perlindungan hukum terkait pemberian kompensasi pekerja/buruh. Terkait mengenai upaya hukum yang dilakukan pekerja/buruh demi memperjuangkan hak-haknya melalui non litigasi dan litigasi. Non litigasi atau diluar pengadilan dilakukan memalui konsiliasi dan mediasi yang dijalankan secara muyawarah yang ditengahi oleh Dinakertrans. Sedangkan litigasi atau melalui jalur pengadilan dilakukan memalui Pengadilan Hubungan Industrial.<br /><br /><br /><em>This study aimed to analyze the factors that cause terjdinya layoffs, compensation provided kepeda workers / laborers whose employment is terminated by the judge’s ruling and the role of judges PHI PHI to provide legal certainty to the cases of layoffs. These results indicate that the mechanism of layoffs under Law No. 13 of 2003 on Labor, as well as the fulfillment of the rights of workers who were laid off were contained in employment contracts in the event of layoff the workers / laborers only get 1 (one) time and money replacement right in accordance with the Law. Furthermore, regarding the legal protection related to compensation of workers / laborers. Related legal efforts undertaken regarding workers / labor for asserting their rights through non-litigation and litigation. Non litigation or outside court is performed by the conciliation and mediation run muyawarah brokered by Dinakertrans. While litigation or through the courts is performed by the Industrial Relations Court.</em>

scholarly journals Penyelesaian Perselisihan Hubungan Industrial melalui Putusan Perdamaian di Pengadilan Hubungan Industrial Pengadilan Negeri Padang Kelas I (A)

2020 ◽  
Vol 6 (1) ◽  
pp. 35
Author(s):  
Hazar Kusmayanti ◽  
Agus Mulya Karsona ◽  
Efa Laela Fakhriah
Keyword(s):  
Dispute Settlement ◽  
Low Cost ◽  
Legal Aspect ◽  
Industrial Relations ◽  
Civil Procedure ◽  
District Court ◽  
Employment Service ◽  
The Past ◽  
Laws And Regulations ◽  
Legal Force

Industrial relations disputes can be resolved through court (litigation) and out of court (non litigation) as stipulated in Law Number 2 of 2016 concerning Industrial Relations Dispute Settlement (PPHI). From the formal legal aspect governing the settlement of industrial relations disputes is the Law Civil Procedure that applies in the General Court, which is usually complicated and long. Usually for litigation at the District Court level, at least the workers/litigants must meet for 8 to 10 days. Padang District Court in the IA Class in order to achieve the principle of Civil Procedure Law Fast, Simple and Low Cost made a breakthrough with the success in bringing a decision on peace in industrial relations disputes in the past 4 years. The author is interested whether this Peace ruling does not contradict Article 4 of PERMA Number 1 of 2016 and does not confl ict with statutory regulations and has permanent legal force. The method used in this research is normative juridical analysis of facts that exist systematically. The results of the research and discussion showed that Article 4 of PERMA Number 1 of 2016 is doubly meaningful, so that the Peace Decision in the Padang District Court of Class IA is not in confl ict with the laws and regulations and has permanent legal force. The factors causing peace in the Padang Industrial Relations Court, namely Article 4 PERMA Number 1 of 2016 has a double meaning, so that the Padang Industrial Relations Court refers to Article 130 HIR, there is pressure on the bipartite process, mediation in the employment service is less than optimal, the parties those who disputed want peace to be carried out in the industrial relations court, the panel of judges considered that disputes were very possible to be carried out peacefully, and to reduce the accumulation of cases in the court.

Hukum dan Kearifan Lokal Dalam Penyelesaian Perselisihan Hubungan Industrial

2021 ◽  
Vol 13 (1) ◽  
pp. 115-138
Author(s):  
Ashadi L. Diab ◽  
Iskandar Iskandar
Keyword(s):  
Legal System ◽  
Industrial Relations ◽  
District Court ◽  
Legal Institutions ◽  
Legal Change ◽  
Legal Certainty ◽  
Department Of Labor ◽  
Difference Of Opinion

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 employers or a combination of employers and workers / laborers.                 In order to resolve industrial relations disputes, it can be done in two ways. First, through the pathway outside the industrial relations court, which includes mediation, conciliation, bipatrite and arbitration based on local wisdom. The second is through the industrial relations court.             The local wisdom-based approach is very able to provide legal certainty through out-of-court channels, but the place to process through local wisdom is not yet adequate or there is no proper Regional Regulation that regulates it, especially in Kendari, Southeast Sulawesi. So that if there is a Regional Regulation, it is easier for the Department of Labor to process based on the applicable rules that are compounds with local wisdom. The efforts of the District Court in resolving disputes through a local wisdom approach. A number of facts show that cases handled by legal institutions before the birth of Law No. 13 of 2003 and Law No. 2 of 2004, not fully resolved. With the birth of the two laws mentioned above, most of the shortcomings as previously happened can be overcome

scholarly journals PERMASALAHAN DAN KENDALA PENYELESAIAN SENGKETA KONSUMEN MELALUI BADAN PENYELESAIAN SENGKETA KONSUMEN (BPSK)

2012 ◽  
Vol 12 (1) ◽  
Author(s):  
Kurniawan Kurniawan
Keyword(s):  
Dispute Resolution ◽  
Consumer Protection ◽  
Dispute Settlement ◽  
Protection System ◽  
District Court ◽  
Legal Certainty ◽  
Judicial Process ◽  
Voluntary Choice ◽  
Settlement Of Dispute

Consumer dispute can be resolved through on courts or outside the court based on voluntary choice of the parties. Settlement of dispute through the court provisions on the article 45. Dispute of the settlement can be solved out the court by using Consumer Dispute Settlement Body (BPSK).The purpose of establshing BPSK is to protec consumer and producer by designing consumer protection system that contain legal certainty and transparency the information. The existence of BPSK expected equality of justice especially to consumer that aggrieved by consumer. It because the dispute between consumer and producer generally involved in small value so that the consumer hesitate to registered his case to judicial process. There is no adequate between the court fee and indemnification perceived. The problems that the decision of BPSK has characteristic final and binding however it can be carried out to the district court and the decision cannot be executed directly or realized.  Keywords: consumers right, consumer’s protection, dispute resolution. 

scholarly journals THE ROLE OF THE STATE IN INDUSTRIAL DISPUTE SETTLEMENT MECHANISMS IN NIGERIA

2018 ◽  
Vol 1 (1) ◽  
pp. 44-52
Author(s):  
Anthony Ideh DUMEBI ◽  
Adedoyinsola Olajumoke SHONUGA,
Keyword(s):  
Qualitative Research ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
State Intervention ◽  
The State ◽  
Research Approach ◽  
Role Of The State ◽  
Industrial Dispute ◽  
Industrial Disputes

Disputes and dispute resolutions are part and parcel of any functional industrial relations system. Therefore, the need to resolve them equitably, efficiently and effectively for the benefit of the actors is of paramount importance. The objective of this study is to examine the State intervention in dispute settlement and its contributions in peaceful resolution of disputes in Nigeria. The paper adopted the qualitative research approach. Relevant data were collected from the Lagos offices of the Federal Ministry of Labour and Employment, the Industrial Arbitration Panel and the National Industrial Court. The study found that the various pieces of legislation enacted by the State have positively impacted on the settlement of Industrial Disputes in Nigeria. However, it was observed that despite the positive contributions, there are still some areas for improvement. The study therefore made the following recommendations; that the powers of the Minister of Labour and Employment should be restricted to create an enabling industrial relations environment for the actors and that the parties to disputes should be allowed the choice of which method of disputes settlement to use among other recommendations.

scholarly journals MODEL PENYELESAIAN PERSELISIHAN PARTAI POLITIK SECARA INTERNAL MAUPUN EKSTERNAL (The Model of Political Party Dispute Settlement Internally and Externally)

2016 ◽  
Vol 5 (1) ◽  
pp. 35
Author(s):  
Tri Cahya Indra Permana
Keyword(s):  
Political Parties ◽  
Supreme Court ◽  
Political Party ◽  
Dispute Settlement ◽  
The Other ◽  
District Court ◽  
Constitutional Court ◽  
Legal Certainty ◽  
The Supreme Court ◽  
Sense Of Justice

Undang-Undang Parpol mengatur bahwa perselisihan Parpol diselesaikan secara internal oleh Mahkamah Partai atau sebutan lain daripada itu dan secara eksternal oleh Pengadilan Negeri dan Mahkamah Agung. Substansi perselisihan yang final dan mengikat di Mahkamah Partai adalah perselisihan kepengurusan, selebihnya dapat diajukan upaya hukum ke Pengadilan Negeri dan Mahkamah Agung. Di dalam praktek, pengaturan tersebut telah menjauhkan dari rasa keadilan, kepastian hukum dan kemanfaatan, oleh karenanya sebaiknya direvisi yang mana perselisihan PAW, pelanggaran terhadap hak anggota partai politik, penyalahgunaan wewenang,  pertanggungjawaban keuangan, dan atau keberatan terhadap keputusan partai politik (termasuk keputusan untuk tidak memutuskan terhadap sesuatu hal) final dan mengikat dengan Putusan MPP. Sedangkan perselisihan kepengurusan dapat diajukan upaya hukum ke Mahkamah Konstitusi. Political parties act stipulates that a political party dispute resolved internally by the Mahkamah Partai or other designation of that and externally resolved by the District Court and the Supreme Court. The dispute substance in Mahkamah Partai which is final and binding is about organization dispute, the other can be settled in District Court and the Supreme Court. In practice, that arrangement makes the decision apart from the sense of justice, legal certainty and utility. Therefore, these rules should be revised so that the regulation of PAW, violations of the rights of members of political parties, abuse of authority, financial liability, or an objection to the decision of political parties (including the decision not to decide on something) is final and binding through Mahkamah Partai decision. While the organization disputes can be submitted to the Constitutional Court for legal action.

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

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

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

scholarly journals ANALISIS PUTUSAN SELA TERHADAP PERMOHONAN PEMBAYARAN UPAH PROSES DALAM PENGADILAN HUBUNGAN INDUSTRIAL (STUDI PUTUSAN: PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL NOMOR: 181/PDT.SUS-PHI/2016/PN.BDG jo PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL NOMOR: 82/PDT.SUS-PHI/2016/PN.BDG)

2019 ◽  
Vol 2 (1) ◽  
pp. 124
Author(s):  
Yolanda Pracelia ◽  
Andari Yurikosari
Keyword(s):  
Data Collection ◽  
Research Methods ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
Labor Law ◽  
Legal Certainty ◽  
Legal Research ◽  
Library Studies ◽  
First Session ◽  
Laws And Regulations

Based on Article 96 of Law No. 2 of 2004 concerning Industrial Relations Dispute Settlement states that in essence that if the Company is proven at the first session not to carry out its obligations under Article 155 Paragraph (3) Law No. 13 of 2003 concerning Manpower, the Judge may decide interim. In the Decision of the Industrial Relations Court Number: 181/Pdt.Sus-PHI/2016/PN.Bdg jo Decision of the Industrial Relations Court Number: 82/Pdt.Sus-PHI/2016/PN.Bdg, the Judge decides on the request for payment of process wages at interlocutory decisions and final decisions, thus raising problems, how is the legal certainty of the application for process wage payments in the Industrial Relations Court and how to prove in the request for payment of process wages in the Industrial Relations Court. This study uses normative legal research methods, which are prescriptive in nature, with methods of data collection in the form of library studies, and supported by the results of interviews with Labor Law Experts. The results of the study show that, first, legal certainty in the request for payment of process wages on interlocutory decisions must be logical and not cause doubt. Second, the evidence applied at the time of the Industrial Relations Dispute is not in accordance with the situation that occurred in practice, so that it burdens the Workers. In the decision of the Industrial Relations Court Number: 181/Pdt.Sus-PHI/2016/PN.Bdg jo Industrial Relations Decision Number: 82/Pdt.Sus-PHI/2016/PN.Bdg is not in accordance with the Laws and Regulations in Indonesia.

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