The Economic Impact of Covid-19 Pandemic on Female Workers in Serang City, Banten

This research discusses the Covid-19 pandemic and its impact on the female workers economy in Serang City. The Covid-19 pandemic has affected various areas of people's life, including the economy. On the other hand, female workers are among those affected by Covid-19. The theory used in this study is the Cohen economic impact theory which includes the impact on income, the impact on economic activity, and the impact on expenditure. The research method used is qualitative research with a qualitative descriptive approach. Data collection techniques using observation, in-depth interviews, and documentation. This research's informants are the Labor Office of Serang Banten, the Giant Labor Community, and formal female workers. The results showed that the Covid-19 pandemic in Serang City influenced some female workers' economic aspects, such as income, economic activities, and expenditure. This influence is especially for women workers affected, such as female workers at home, who are laid off until their work contract is terminated.

The effect of free cash flow (FCF) on agency cost and financial performance in financial sector companies registered in indonesia stock exchange (BEI) 2015-2016

The company not only aims to seek profit, but also to maximize the prosperity of its shareholders by maximizing the value of the company. Within the company, there are three people who have different interests, namely, company owners, shareholders, and managers. When the company generates free cash flow, there will be differences in the interests of the parties who make the work contract and create a conflict that will cause the company to pay costs, which is called agency cost. The result of this difference in interest can also affect the company's financial performance because the company's finances are not going well. The purpose of this study was to determine the effect of free cash flow (FCF) on agency cost and financial performance in financial sector companies listed on the IDX in 2015-2016. The type of research used in the research is Explanatory Research, with a population of 83 companies listed on the Indonesian stock exchange in the financial sector in 2015-2016. The sampling technique used the purposive sampling method of as many as 61 companies listed on the Stock Exchange in the financial sector 2015-2016. The analytical tool used in this study is a simple regression test. Based on the results of the analysis, it is found that free cash flow (FCF) has a positive and significant effect on agency cost in financial sector companies listed on the IDX 2015-2016 of 33.7% and free cash flow (FCF) has a positive and significant effect on performance. finance by 34.0%.

ANALISA KONTRAK PROYEK KONSTRUKSI DI INDONESIA

The contract is a very importand document in the project. Contract are seen as laws that must be obeyed, govern and control the rights and obligations between service users and service providers in the project. In world of construction in Indonesia, the standard used for contract documents must be based on Law No.2 of 2017 on construction services as a guide and guidance in constructions activities in Indonesia. In the international world, FIDIC documents has long been recognized, which is a contractual rule that has been used by many countries. FIDIC has also been widely adapted to government and private projects in Indonesia. The first analysis is to identify the contract documents used in several project in North Sumatera region. This analysis shows that the FIDIC red book document is the most suitable document to be used in several project in North Sumatera. The second analysis is comparing the FIDIC document and the analysis shows that the contract document that best matches the points in the questionnaired is Law No. 2 of 2017 on construction services. From the analysis of the previous discussion a conclusion was drawn regarding the philosophy of the work contract discussed was the type of unit price contract based on.

Guarantees to protect the worker's wage vis-à-vis the employer in the Arab Charter on Human Rights and Comparative Regulations - The Saudi regime is a model: ضمانات حماية أجر العامل في مواجهة صاحب العمل في الميثاق العربي لحقوق الإنسان والأنظمة المقارنة – النظام السعودي أنموذجاً

In this study, I tried to show the ability of Arab legislation to keep pace with the great and tremendous development of work contracts, as well as the extent to which Arab legislation adheres to the legal texts contained in international conventions and treaties, chiefly the Arab Charter on Human Rights. By studying and analyzing the texts of the articles in the targeted legislations, with the help of the opinion of jurisprudence and the decisions of the courts, and we concluded in the end that the Arab Charter for Human Rights is a basic pillar from which many Arab agreements have been launched to ensure the protection of Arab human rights, n the end, we concluded that most of the Arab legislation did not fulfill its right to the work contract in the required manner, especially in contracts in which production constitutes an essential and essential element. Therefore, this wage must be surrounded by legal texts and rules of imperative and final truth that prevent the employers from tampering with the power of the worker, even if these legal texts are present in In light of the relevant laws issued, however, these enjoining texts must be tightened and penalties and fines imposed on business owners should be tightened to prevent evasion or tampering with these texts.

KEKUASAAN DISKRESI HAKIM PENGADILAN HUBUNGAN INDUSTRIAL

In this article the author discusses the discretionary powers granted to Labour Dispute Court judges. Better known, in comparison, are the discretionary powers of criminal court judges in determining penal sanctions or of Islamic court judges when granting dispensation to marry for underage couples. Using a juridical normative method, the discussion focusses on the principles underlying the Labour Dispute Court judge’ discretionary powers and its implementation. The analysis shows that Labour Dispute Court judges do have and enjoy discretionary powers in determining betterment of working conditions, how to best fill gaps or seek clarity in the face of ambiguous rules and regulations found in work contract, company regulations or collective work agreement.

The Issue of Representativeness in the Lights of the Amended Trade Unions Act

The subject of the deliberations are issues regarding the representativeness and size of workplace trade union organisations after the changes introduced in the Trade Unions Act in 2018. According to the obligatory provisions, the “representativeness” of a trade union organisation is traditionally conditional on its size, but not only the employees, but also other categories of the employed are taken into account. It is, inter alia, about persons providing work under a contract of mandate or a specific work contract and sole proprietors. By expanding the full rights of coalition onto persons performing work on the basis other than employment relationship, the legislator increased the percentage limits decisive in the matter of representativeness. At present, the representative trade union organisation above the workplace level is also an organisation uniting at least 15% of all people performing gainful work under the articles of association, not fewer, however, than 10,000 persons performing gainful work. It works similarly at the workplace level. With reference to workplace trade union organisations which belong to organisations above the workplace level which meet the criteria for representativeness as specified in the Social Dialogue Council Act, at least 8% of the staff of the given employer is required. In the case of workplace trade union organisations which do not participate in such structures, the representativeness is conditional on uniting of at least 15% of persons performing gainful work for the given employer (7% and 10%, respectively, were required earlier). Determining the number of the staff, the employees and persons providing gainful work under other bases being employed for at least 6 months before the commencement of negotiations or arrangements must be included. A significant novelty is the necessity to select a joint representation of the representative organisations at the workplace level that belong to the same Trade Union Federation or National Trade Union Confederation in matters regarding collective rights and interests of the persons performing gainful work.

Legality of Construction Working Contracts as an Formil Agreement

The purpose of this study is to determine the form of construction work contracts and the legal consequences of construction work contracts that are not in accordance with the provisions of statutory regulations in the field of construction services. The legal research method used is normative legal research, which is a study of the prevailing laws and regulations which are particularly related to construction service contracts. This type of research is legal obscurity. A construction work contract is a type of formal agreement in which Law Number 2 of 2017 concerning Construction Services and its implementing regulations determines the procedures and conditions before the contract is made, including the form and content of the construction work contract, by determining the standard at a minimum, the contents of a construction service work contract that must be included in the construction work agreement by the parties. Since the construction work contract is a contract with mandatory conditions, the construction work contract is a formal agreement. This is if the construction work contract is made without paying attention to the provisions of laws and regulations in the field of construction services, both regarding the qualification requirements of a construction service provider, the procedure for selecting a service provider and the form and content of the construction service contract that has been determined by the law. As a juridical consequence, if the formal conditions are not fulfilled in a contract concerned, it is not legally enforceable or in other words it is a null and void contract (nietig, null and void).

Outsourcing sebagai Pelanggaran Terhadap Hak Para Pekerja di Indonesia

The problem experienced by contract workers or outsourcing are quite varied, which includes the potential of human rights violations. This is because the insufficient existing regulations in Indonesia protect contract workers. This study is legal research, which uses statutory and conceptual approaches that utilize primary, secondary, and tertiary legal materials. The technique of collecting legal materials in this legal research uses literature study. This study shows that outsourcing workers are the most disadvantaged party in a work agreement, remarkably where they are terminated. The outsourcing worker will not get the normative rights like ordinary workers. Outsourced workers do not have a fixed work period. Then, the working period returns to the beginning when a work contract agreement occurs. The work contract system with probation conducted by the company directly benefits the company. It can violate human rights due to the absence of wages based on the length of work provided by the company. As a result, it is essential to pay attention to agency workers' conditions to obtain legal protection for human rights. Human rights are fundamental and must be legally protected. Thus, legal protection regarding the rights of outsourced workers can be carried out by the local government by issuing policies that regulate legal protection for agency workers. Finally, companies will pay more attention to the welfare of workers. KEYWORDS: Outsourcing Workers, Right to Work, Legal Protection.

EXTENSION OF EMPLOYEE CONTRACTS BASED ON PERFORMANCE APPRAISAL AT BNN LAMPUNG PROVINCE USING THE VIKOR METHOD

The process of an employee contract extension at BNNP Lampung was previously carried out when the contract employee had completed his work contract for one year and during the work process. This results in good work progress and is still needed by the Lampung BNNP, so a report will be made on which employees will be extended their work contract after which the report is given to the Head of the Lampung BNNP to approve the employee contract extension decision letter, for that an appropriate decision support system is needed and efficient so that it can assist in making decisions on employee contract extensions. This decision support system is made based on performance appraisal by predetermined criteria, namely attitude, workability, attendance, a period of employment, and age, if all these criteria are met, the work contract will be extended. This decision support system is created using the Vikor method to obtain the best ranking results taken from alternatives on each criterion that is close to the ideal solution. To produce the best solution in the decision support system for employee contract extension based on the performance appraisal at BNN Lampung Province. The calculation of the Vikor method in this study produces the smallest Q value as the first rank with a value of 0.025 in alternative 6 and the largest Q value as the last rank with a value of 0.8333 in alternative 8.