scholarly journals Dismissal Cases 1990-1991

1970 ◽  
Vol 17 (1) ◽  
Author(s):  
Alan Geare
Keyword(s):  
Industrial Relations ◽  
Court Decisions

The paper considers a number of recent Court decisions related to dismissals, and in particular their impact on industrial relations practice

scholarly journals Eksekusi Putusan Pengadilan Hubungan Industrial: Beberapa Catatan Masukan RUU Hukum Acara Perdata

2018 ◽  
Vol 1 (3) ◽  
pp. 345-350
Author(s):  
Dwi Maryono ◽  
Muhamad Azhar
Keyword(s):  
Industrial Relations ◽  
Civil Procedure ◽  
Court Decisions

Abstract This paper aims to describe the existence of the decisions of the industrial relations court, especially related to the execution of the decisions of the industrial relations court. This article only elaborates on the empirical issues that have become the problem in carrying out the execution of the decisions of the industrial relations court. The interim findings show that efforts must be made to provide space for the execution of the industrial relations court. So far, the execution of barren industrial relations court decisions has not been implemented. One reason is the lack of regulation on the procedure for the execution of industrial relations court decisions in Law No. 2 of 2004 concerning the Settlement of Industrial Relations Disputes. The solution is left to the execution procedure at Herzien Inlandsch Reglement (HIR) and Rechtsreglement voor de Buitengewesten (Rbg). Keywords: Decision Execution, Industrial Relations Court, Indonesian Civil Procedure  Abstrak Tulisan ini bertujuan untuk menguraikan keberadaan putusan pengadilan hubungan industrial, khusunya terkait dengan eksekusi putusan pengadilan hubungan industrial. Tulisan ini hanya menguraikan sekilan permasalahan empiris yang menjadi kendalam dalam melaksanakan eksekusi putusan pengadilan hubungan industrial. Hasil temuan sementara menunjukan bahwa harus ada upaya untuk memberikan ruang bagi pelaksanaan eksekusi pengadilan hubungan industrial. Selama ini eksekusi putusan  pengadilan hubungan industrial mandul, tidak dapat dilaksanakan. Salah satu penyebabnya adalah tidak adanya pengaturan tata cara eksekusi putusan pengadilan hubungan industrial dalam Undang Undang Nomor 2 tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial. Penyelesaiannya diserahkan kepada tatacara eksekusi pada Herzien Inlandsch Reglement (HIR) dan Rechtsreglement voor de Buitengewesten (Rbg). Kata Kunci: Eksekusi Putusan, Pengadilan Hubungan Industrial, RUU Hukum Acara Perdata

The Mexican Supreme Court and the Juntas de Conciliación y Arbitraje, 1917–1924: The Judicialisation of Labour Relations after the Revolution

2009 ◽  
Vol 41 (4) ◽  
pp. 723-755 ◽  
Author(s):  
WILLIAM J. SUAREZ-POTTS
Keyword(s):  
Latin America ◽  
Supreme Court ◽  
Legal Status ◽  
Recent Trend ◽  
Industrial Relations ◽  
Case Law ◽  
Court Decisions ◽  
Legal Decisions ◽  
Constituent Part ◽  
Labour Relations

AbstractThis article reviews Mexican Supreme Court decisions concerning the legal status of juntas de conciliación y arbitraje (state labour boards of conciliation and arbitration) between 1917 and 1924. During this period the Court played an important role in legitimising these administrative boards, which have since become a constituent part of Mexico's state–labour regime. This examination of the Court's decisions shows how judge-made law contributed to the evolution of industrial relations in the country in the early 1920s. Furthermore, the article's discussion of the connection between the Court's evolving case law and its changing membership in this period indicates how its legal decisions were sensitive to political changes. This presents an early instance of the more recent trend toward the judicialisation of politics in Latin America.

scholarly journals Perlindungan Hukum Terhadap Buruh yang Mengalami Pemutusan Hubungan Kerja dengan Alasan Berserikat

2021 ◽  
Vol 4 (4) ◽  
pp. 1615
Author(s):  
Rizky Akhmad Harhary
Keyword(s):  
Law Enforcement ◽  
Research Method ◽  
Industrial Relations ◽  
Court Decisions ◽  
Conceptual Approach ◽  
Legal Remedies ◽  
The Law

AbstractThe writing of this article refers to a normative juridical research method using the Law approach, Conceptual Approach, and Court Decisions which are linked to several National Laws such as Law Number 13 of 2013, Law Number 21 of 2000, and Law Number 2 of 2004. This study aims to determine the legal protections for workers who have been terminated on the basis of association as well as legal remedies that can be taken by workers who have terminated their employment on the grounds of association. Termination of employment on the grounds of association is an industrial relations dispute which cannot be carried out automatically according to Law No. 13 of 2003. This research shows that termination of employment to labor for reasons of association (union busting) is a crime by fulfilling the elements of general criminal regulations and specific crimes related to the qualifications of the criminal act. Based on this research, it can be seen in detail the rules regarding union busting in order to guarantee law enforcement regarding the sanction. Keywords: Workers; Union Busting; Industrial.AbstrakPenulisan artikel penelitian ini mengacu pada metode penelitian yang bersifat yuridis normative dengan menggunakan pendekatan Undang-Undang, Pendekatan Konseptual, dan Putusan Pengadilan yang dikaitkan dengan beberapa Undang-Undang Nasional seperti, Undang-Undang Nomor 13 Tahun 2013, Undang-Undang Nomor 21 Tahun 2000, serta Undang-Undang Nomor 2 Tahun 2004. Penelitian ini bertujuan untuk mengetahui perindungan hukum terhadap buruh yang mengalami pemutusan hubungan kerja dengan alasan berserikat serta upaya hukum yang dapat ditempuh oleh buruh yang mengalami pemutusan hubungan kerja dengan alasan berserikat. Pemutusan hubungan kerja dengan alasan berserikat merupakan perselsihan hubungan industrial yang tidak serta merta dapat dilaksanakan begitu saja menurut Undang-Undang No. 13 Tahun 2003. Penelitian ini menunjukkan bahwa pemutusan hubungan kerja kepada buruh dengan alasan berserikat (union busting) merupakan suatu tindak pidana dengan memenuhi unsur-unsur peraturan pidana umum dan pidana khusus terkait kualifikasi tindak pidananya. Berdasarkan penelitian ini, dapat diketahui secara rinci aturan mengenai union busting agar dapat menjamin penegakan hukum terkait sanksinya.Kata Kunci: Buruh; Union Busting; Industrial.

Striking the balance in industrial relations in China? An analysis of court decisions of 897 strike cases (2008–2015)

2016 ◽  
Vol 59 (1) ◽  
pp. 22-43 ◽  
Author(s):  
Tianyu Wang ◽  
Fang Lee Cooke
Keyword(s):  
Collective Action ◽  
Industrial Relations ◽  
Legal Reasoning ◽  
Economic Environment ◽  
Court Decisions ◽  
Rule Of Reason ◽  
Per Se ◽  
Labour Legislation ◽  
Political Duty ◽  
Work Stoppages

Labour legislation in China does not clearly stipulate the legality of strikes. The prevalent view amongst scholars is that strikes are legitimate because ‘everything which is not prohibited is allowed’. However, our analysis of court rulings on 897 strike cases between 2008 and 2015 indicates otherwise. The converse principle, ‘everything which is not allowed is prohibited’, seems to prevail. Of the two established doctrines (per se violation and rule of reason), the former appears to be preferred. The majority of court decisions routinely uphold the employer’s decision to dismiss strikers, on the grounds that the strikers violated work rules against work stoppages, and that the strike is illegitimate. Only a small number of decisions take into account the context of employees’ demands and the reasonableness of their conduct, and determine that they are engaged not in work stoppages but in ‘negotiations’. The disproportionate adoption of the principle of per se violation in collective action cases indicates a dominance of a formalist approach to legal reasoning, which is underpinned by the courts’ professional conservatism and political duty in the current Chinese politico-economic environment.

The Eleventh Circuit Holds that Agreements in which Pharmaceutical Companies Pay Generic Companies Not to Compete May be Valid

2004 ◽  
Vol 32 (1) ◽  
pp. 181-184
Author(s):  
Amy Garrigues
Keyword(s):  
Pharmaceutical Companies ◽  
Court Decisions ◽  
Patent Holder ◽  
Trial Court ◽  
Court Of Appeals ◽  
The Us ◽  
Antitrust Laws ◽  
Per Se ◽  
Appeals Court ◽  
Two Sides

On September 15, 2003, the US. Court of Appeals for the Eleventh Circuit held that agreements between pharmaceutical and generic companies not to compete are not per se unlawful if these agreements do not expand the existing exclusionary right of a patent. The Valley DrugCo.v.Geneva Pharmaceuticals decision emphasizes that the nature of a patent gives the patent holder exclusive rights, and if an agreement merely confirms that exclusivity, then it is not per se unlawful. With this holding, the appeals court reversed the decision of the trial court, which held that agreements under which competitors are paid to stay out of the market are per se violations of the antitrust laws. An examination of the Valley Drugtrial and appeals court decisions sheds light on the two sides of an emerging legal debate concerning the validity of pay-not-to-compete agreements, and more broadly, on the appropriate balance between the seemingly competing interests of patent and antitrust laws.

Promoting constructive social dialogue: Third party assistance in conflictive industrial relations

2013 ◽  
Author(s):  
Martin Euwema ◽  
Patricia Elgoibar ◽  
Ana Belen Garcia ◽  
Aurelien Colson ◽  
Patricia Elgoibar ◽  
...  
Keyword(s):  
Industrial Relations ◽  
Third Party ◽  
Social Dialogue

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

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