Protection of the Rights of Persons Who Have Lost Their Jobs Because of the Spread of COVID-19

The aim of the study was to identify possible ways to protect the rights of people who have lost their jobs due to the spread of COVID-19, and thus to analyze the effectiveness of international experience. The information in this article is obtained by three methods: direct observation, comparison, and analysis of the content of the documents. However, at the beginning of the pandemic, the regulation of guarantees and social protection of the rights of dismissed people was not enough. In the future, job seekers must learn the skills of the most popular professions and specialties: in the field of healthcare, in the field of digital technology and transportation. In turn, government programs should promote the reconversion of the most vulnerable groups in the labor market through free courses and online learning programs, and assistance in the employment of people with disabilities. It is concluded that, during the pandemic, most countries modified their labor regulations and provided labor subsidies to preserve jobs. However, during recovery after the pandemic, governments in all countries must change their approach.

The Unraveling

The world wars of the 20th century saw the collapse of pre-war rules designed to protect merchant shipping from interference. In both wars, combatants engaged in unrestricted submarine warfare and imposed vast ocean exclusion zones, leading to unprecedented interference with ocean commerce. After World War I, the United States began to supplant Britain as the leading naval power, and it feuded with Britain over maritime rights. Other developments in the interwar period included significant state-sponsored ocean research, including activity by Germany in the Atlantic and the Soviets in the Arctic. Maritime commerce was buffeted by the shocks of the world wars. Eager to trim costs, US shipping companies experimented with “flags of convenience” to avoid new national safety and labor regulations. The question of the breadth of the territorial sea remained unresolved, as governments bickered about the appropriate outer limit of sovereign control.

Existence of Visum Et Repertum on the Occurrence of Persecution as Evidence of Work Termination

Employment relationships may end due to abuse by workers. The existence of abuse must be medically proven. This research aimed to analyze the existence of a visum et repertum for the occurrence of abuse that can be used as evidence in termination of employment. This legal research was normative with a statutory approach. The results showed that persecution was a criminal act. There was no requirement for a judge's decision in the District Court which already had permanent legal force for the occurrence of persecution as a condition for the validity of the layoff as if the visum et repertum was no longer needed. It was enough that the acts of abuse committed by workers were regulated in the Employment Agreement, Company Regulation or Collective Labor Agreement, then the persecution as a form of an urgent violation can be used as a valid reason for the termination of employment (Article 81 number 37 of the Job Creation Law jo. Article 151 / 3 Manpower Law jo. article 52/2 Government Regulation 35/2021. The researchers’ efforts to review labor regulations related to urgent violations in the Indonesian manpower system are a form of evaluation of the weaknesses of the Job Creation Law and its implementing regulations can be able to assist legislators to develop and enforce laws that protect certain vulnerable groups namely workers in applying the principle of presumption of innocence.Keywords: Forensics; Persecution; Termination. Eksistensi Visum Et Repertum Atas Terjadinya Penganiayaan Sebagai Alat Bukti Pemutusan Hubungan KerjaAbstrakHubungan kerja dapat berakhir karena adanya penganiayaan yang dilakukan oleh pekerja. Adanya penganiayaan harus dibuktikan secara medis. Penelitian ini bertujuan untuk menganalisis adanya visum et repertum atas terjadinya penganiayaan yang dapat digunakan sebagai alat bukti dalam pemutusan hubungan kerja. Penelitian hukum ini bersifat normatif dengan pendekatan perundang-undangan. Hasil penelitian menunjukkan bahwa penganiayaan adalah perbuatan pidana. Tidak adanya keharusan putusan hakim di Pengadilan Negeri yang sudah memiliki kekuatan hukum tetap atas terjadinya penganiyaan sebagai syarat keabsahan PHK seolah mengakibatkan visum et repertum tidak dibutuhkan lagi. Cukup perbuatan penganiayaan yang dilakukan oleh pekerja diatur dalam Perjanjian Kerja, Peraturan Perusahaan atau Perjanjian Kerja Bersama, maka penganiayaan sebagai wujud telah terjadi pelanggaran yang bersifat mendesak dapat digunakan sebagai alasan keabsahan pemutusan hubungan Kerja (Pasal 81 angka 37 UU Cipta Kerja jo. Pasal 151 /3 UU Ketenagakerjaan jo.Pasal 52/2 Peraturan Pemerintah 35/2021. Upaya penulis untuk mereview peraturan perburuhan terkait pelanggaran yang bersifat mendesak dalam sistim ketenagakerjaan Indonesia merupakan bentuk evaluasi atas adanyan kelemahan UU Cipta Kerja dan Peraturan pelaksananya, akan dapat membantu legislator untuk mengembangkan dan menegakkan hukum yang melindungi kelompok rentan tertentu yaitu pekerja dalam menerapkan asas praduga tak bersalah.Kata Kunci: Forensik; Penganiayaan; Pemutusan Hubungan Kerja Наличие Visum Et Repertum в случае преследования как доказательство прекращения работы АннотацияТрудовые отношения могут прекратиться из-за жестокого обращения со стороны работников. Наличие жестокого обращения должно быть доказано с медицинской точки зрения. Это исследование было направлено на анализ наличия visum et repertum в случаях злоупотреблений, которые могут использоваться в качестве доказательства при увольнении. Это правовое исследование было нормативным с законодательным подходом. Результаты показали, что преследование было уголовным преступлением. В районном суде не требовалось вынесения решения судьей, которое уже имело постоянную юридическую силу в связи с преследованием в качестве условия действительности увольнения, как если бы в visum et repertum больше не было необходимости. Достаточно того, чтобы акты жестокого обращения, совершенные работниками, регулировались трудовым договором, регламентом компании или коллективным трудовым договором, тогда преследование как форма неотложного нарушения может быть использовано в качестве уважительной причины для увольнения (статья 81 № 37 Закона о создании рабочих мест, ст. 151/3 Закона о рабочей силе, ст. 52/2 Постановление правительства 35/2021. Усилия исследователей по пересмотру трудового законодательства, касающегося неотложных нарушений в индонезийской системе кадровых ресурсов, являются формой оценки Слабые стороны Закона о создании рабочих мест и его подзаконных актов могут помочь законодателям в разработке и обеспечении соблюдения законов, которые защищают определенные уязвимые группы, а именно работников, в применении принципа презумпции невиновности.Ключевые слова: судебная экспертиза, преследование, прекращение действия

Employment and Labor Law

Antitrust law cannot directly address wage suppression that occurs as a result of search costs and job differentiation, which cause frictions in labor markets. The question arises whether other employment and labor regulations can be used to reduce the monopsony power of employers that arises from these sources, or to mitigate its ill effects. These regulations include minimum wage law, tax and wage subsidies, mandatory benefits, job protection, licensing, training, job standardization, labor law, governance reforms, and macroeconomic reform. While some of these regulations, if well-designed, can help mitigate the harms of labor monopsony, many of them are ill-suited to this task.

To the history of legal regulation of labor discipline and working hours (1923–1928)

The article on the basis of an analysis of normative legal acts adopted from 1923 to 1928 considers topical legal issues of the institute of labor discipline and labor regulations in the Soviet state.

The Effect of COVID-19 on Firms and Employment in Central America

This paper assesses the effect of the COVID-19 pandemic on firms and employment in El Salvador, Guatemala, Honduras, and Nicaragua. We use data from The World Bank COVID-19 Business Pulse Surveys and other complementary sources. Our analysis shows that since the COVID-19 outbreak, 1 in 4 formal businesses in El Salvador, Guatemala, Honduras, and Nicaragua have closed, with monthly sales dropping by a third on average across countries. To counter the impact of the crisis, firms opted to decrease total hours worked, reduce wages or furlough workers. Small firms exhibited the largest declines in sales and employment and faced greater liquidity constraints. Firms response in terms of employment was highly correlated to the change in sales and affected by labor regulations. Even though the possibility of telecommuting is limited across Central America, over half of formal firms among Northern Triangle countries and a quarter in Nicaragua started or increased remote work, which helped to cushion the impact on employment. Despite increases in public spending and policies to mitigate the economic and social impacts of the pandemic, few formal firms received government assistance.

Regulating Foreign Labor in Emerging Economies: Between National Objectives and International Commitments

The dialectics of the regulation of foreign workers, is a problematic indication as a legal problem in Indonesian legislation. This article aims to describe the urgency of critical studies concerning the regulation of foreign workers by exploring existing legal problems with national commitments to ratify international agreements regarding free trade, with a case study in Indonesia. By using normative and juridical approach with a variety of approaches both the law approach, conceptual approach, case approach and comparative approach, the study found that the regulation there is an inconsistency clause regarding special competencies that must be owned by foreign workers, including the selection and use of terminology in Act No. 13 of 2003 concerning Manpower. Thus, this study offers a constitutional solution due to the regulation of the subordinate foreign workers on international trade commitments which in turn negate the constitutional goals of creating the welfare of domestic workers. The normative consequences that immediately bind Indonesia after integrating itself in the World Trade Organization (WTO) membership are services trade agreements that are contained in the regulations of the General Agreement on Trade in Services (GATS). Based on the GATT/WTO rules, national legislation or labor regulations that are too protective are considered to violate WTO provisions because the WTO substantially requires the creation of policies without discrimination in all matters including equalizing the position of foreign workers and domestic workers. The final finding of this study offers to draft the concept of future regulation regarding the regulation of foreign workers who are loaded with elements of the objectives of constitutional-based law. Received: 25 September 2020 / Accepted: 9 April 2021 / Published: 10 May 2021

Labor Commodification in the Sugarcane Plantations of Alagoas, Northeast Brazil

Since the election of Jair Bolsonaro in 2018, Brazil's ruling classes - who have always disputed labor regulations and protections with the complicity of state authorities - reorganized themselves around an authoritarian project of power. This project is widely backed by agribusiness and industrialists, given Bolsonaro’s promises to boost market freedoms by reducing social and labor rights. In this article I focus on the case of the sugarcane plantations of Alagoas, Northeast Brazil, where I have been carrying out fieldwork since 2012 to explore a couple of questions around labor precarity and job formalization using oral history interviews, documents, and labor process observations. Between May and August 2019, I returned to the field to undertake exploratory fieldwork about the consequences of the labor reform in terms of the working conditions and rights of the sugarcane cutters.

Workforce Composition, Productivity, and Labor Regulations in a Compensating Differentials Theory of Informality

We develop a search model of informal labor markets with realistic labor regulations, including minimum wage, and heterogeneous workers and firms. Smaller firms and lower wages in the informal sector emerge endogenously as firms and workers decide whether to comply with regulations. Because skilled and unskilled workers are imperfect substitutes in production, the model uniquely captures the informality consequences of shocks that affect returns to skill, such as rising educational levels. The model also reproduces empirical patterns incompatible with other frameworks: the presence of skilled and unskilled workers in the formal and informal sectors, the rising share of skilled workers by firm size, and formal and firm-size wage premiums that vary by skill level. We estimate the model using 2003 data from Brazil and show that it successfully predicts labor market changes observed between 2003 and 2012. Under a range of different assumptions, changes in workforce composition appear as the main drivers of the reduction in informality over this period. Policy simulations using the estimated model suggest that progressive payroll taxes are a cost-effective way to reduce informality.

JURIDICAL REVIEW OF THE IMPLEMENTATION OF A PARTICULAR TIME AGREEMENT BASED ON LAW NUMBER 13 OF 2003 CONCERNING MANPOWER

Industrial relations disputes are common in many companies. The dismissal process is often not in accordance with the provisions of labor regulations, one of which is regarding the dismissal of PKWT / contract workers. The formulation of the problems that the author discusses in this thesis are (1) What is the role of trade unions in fighting for dismissal disputes with PKWT / Contract workers? (2) Is the Application of a Fixed Time Work Agreement (PKWT) in accordance with the provisions of Law Number 13 Year 2003 concerning Manpower? The research method used in this research is juridical normative, namely looking at the law as a written norm made and promulgated by an authorized official or institution, the nature of descriptive analytical research is a study to obtain an overview of the main object of the problem being researched. The results showed that, the role of trade unions in companies in fighting for dismissal disputes against PKWT / Contract workers in accordance with Law no. 2 of 2004 concerning PPHI article 6 in conjunction with article 8 in conjunction with article 81, namely by conducting a bipartite effort between the labor union and the company, because the bipartite effort failed, then submitted a mediation request to the Manpower Office. The mediation attempt still failed and subsequently filed a lawsuit for dismissal disputes at the Industrial Relations Court, although it was unsuccessful. The application of a fixed-term employment agreement (PKWT) is contrary to the provisions of Law number 13 of 2003 concerning Manpower Article 59 paragraphs (1), (2), and (7). In addition, the PHI Judge in deciding the case did not reflect a sense of justice and ignored the evidence presented by the plaintiff (the worker). This problem should not have occurred, if the company obeyed and understood the labor regulations regarding workers who could be promised under a non-permanent contract or PKWTT.