Suchergebnisse

Background this research began by observing growth and rising insurance company in Pekanbaru city with many company insurance had been built in Pekanbaru city since 2014, therefore rivalry can't avoid and each company also create and arrange tactic and strategy in order to be winner from this competition. BPJS Ketenagakerjaan is new entry from this insurance industry in Pekanbaru city and BJPS Ketenagakerjaan owned by government Indonesia. Aim this research to arrange and determine how BPJS Ketenagakerjaan growth and compete in insurance industry Pekanbaru city. This research use descriptive method with several step to create strategy there are Five Force Porter, IFA, EFA, Matric GE, SWOT-8K, Matric TWOS and Matric QSPM. Result this research showed the strategy Position of BPJS Ketenagakerjaan in quadrant IB (Growth) and BPJS Ketenagakerjaan can use for growth and compete using Competitive Strategy and Growth strategy

ABSTRAK Tujuan penelitian ini untuk mengetahui dan memahami pengaturan penyelenggaraan ketenagakerjaan pasca kebijakan penyelenggaraan ketenaga-kerjaan yang mengatur tiap pekerja. Penelitian ini tergolong penelitian hukum empiris, yakni menelitian terkait dengan ketenagakerjaan yang diselenggarakan, sedangkan pendekatan dipakai yakni pendekatan perundang-undangan. Sebagai hasilnya yaitu penyelenggaraan ketenagakerjaan di Bali dibentuk dengan memperhatikan kesejahteraan pekerja dan memiliki sifat demokratis. Penyelenggaraan ketenaga kerjaan di Provinsi Bali pasca Peraturan Daerah ini, pihak perusahaan memiliki kewajiban untuk mendorong pekerja membentuk serikat pekerja. Kewajiban tersebut tercantum dalam ketentuan Pasal 53 ayat (7) Perda Ketenagakerjaan Provinsi Bali. Akan tetapi, perda ini tidak memberikan sanksi yang tegas apabila kewajiban tersebut tidak dipenuhi oleh perusahaan. Kata Kunci: Pengaturan, Ketenagakerjaan, dan Penyelenggaraan ABSTRACT This reaserch is purposed on finded to outhers be understand to laborate administrations arrangement in Bali Province after Regional Regulation Number 10 of 2019 concerning Manpower Implementation. The legal problem discusses how to regulate the administration of manpower in Bali Province after Regional Regulation Number 10 of 2019 concerning the Implementation of Manpower. This research method uses a type of normative legal research. The approach used is the statutory approach and conceptual approach. The result of this research is that the implementation of manpower in Bali is formed by taking into account the welfare of workers and has a democratic character. In organizing manpower in Bali Province after this Regional Regulation, the company has an obligation to encourage workers to form labor unions. This obligation is stated in the provisions of Article 53 paragraph (7) of the Bali Province Manpower Regulation. However, this regional regulation does not provide strict sanctions if the company does not fulfill these obligations. Keywords: Regulation, Employment, and Implementation

Regulation of service providers working in employment law is always opposed to thenorms and principles of law. The existence of labor service company that can not beseparated in the dynamics of development in the Indonesian labor force of restrictionsare clear and precise in the formulation of legislation. Changes in employment status asone of the forms of legal protection of workers' labor service provider is one of therestrictions set by the Government through Act No. 13 of 2003 on Labour in particularlabor relations agreements. Given the setting in Employment Act can not be separatedfrom the basic principles of the agreement, then the restriction that there must still bebased on the basic principles. Protection laws enacted by not considering the basicprinciples of the law will only make the problem more complex labor and potentiallycreates new problems.Keyword :Labor law, work relationship, employment agreement

Social security organized by the Social Security provider of human resources (BPJS employment) is a government program in seeking protection for the workforce, participants of BPJS employment consist of workers and employers, employers who do not register themselves and workers into BPJS employment has violated the provisions of article 15 paragraph (1) of Law Number 24 of 2011 about BPJS, Registration of BPJS Employment membership can only be done by the employer gradually. This research aims to analyze the implementation of the obligations of the Foundation in the registration of social security rights of employment to its human resources based on the provisions of the law. The research method used is empirically based on data collection for problem solving, is descriptive in the observation of the real symptoms in human life. The results showed that 2 the foundations did not register educators to BPJS employment and replaced them with other benefits, as well as one of the foundations to enter into additional agreements to agree on this subject, this additional agreement was carried out by the foundation with its educative power after the main agreement of acceptance of workers. The foundation's decision-making does not register educators with the financial basis of an unstable foundation in every development, this makes one of the educator's rights unfulfilled. Employment Social security rights in relation to educators welfare.

Tujuan dari penulisan artikel ini adalah untuk memberikan penjelasan terkait bentuk-bentuk perlindungan hukum hak-hak pekerja perempuan pasca revisi Undang-Undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan dalam Undang-Undang Nomor 11 Tahun 2020 Tentang Cipta Kerja. Adapun fenomena yang ada pasca pengesahan Rancangan Undang-Undang tentang Cipta Kerja oleh Dewan Perwakilan Rakyat pada tanggal 05 Oktober 2020 adalah terdapat berbagai penolakan masyarakat terhadap Omnibus Law tersebut. Salah satu alasan penolakan masyarakat yang mendorong aksi demokrasi di berbagai daerah di Indonesia. Adapun salah satu persoalan yang menjadi isu yang ditolak oleh masyarakat melalui demonstrasi tersebut adalah penghapusan hak-hak perempuan. Jenis Penelitian yang digunakan dalam menulis artikel ini adalah jenis penelitian hukum normatif. Melalui kajian normatif, Peneliti bermaksud untuk melakukan kajian perlindungan hukum bagi hak-hak pekerja perempuan pasca revisi undang-undang ketenagakerjaan dalam pengesahan Rancangan Undang-Undang Cipta Kerja. Sebagai hasil kajian, peneliti menemukan bahwa hak-hak yang menjadi obyek demonstrasi masyarakat tidak seluruhnya benar. Adapun penyebaran informasi-informasi tidak tepat secara massif dan terstruktur menyebabkan pemahaman yang keliru di masyarakat. Sehingga terjadi demonstrasi penolakan terhadap Omnibus Law yang salah satu pembahasannya adalah perlindungan pekerja perempuan dalam Klaster Ketenagakerjaan. Meskipun penegasan penegakan hak-hak perempuan seharusnya ditegaskan kembali dalam revisi undang-undang tersebut, seperti keharusan pemberian hak-hak pekerja perempuan pada Usaha Kecil dan Mikro yang cukup sering terabaikan. The purpose of writing this article is to provide a related explanation of forms of legal protection for women workers after revision of Law Number 13 Year 2003 Concerning Employment in Law Number 11 Year 2020 About Job Creation. As for the existing phenomena after the ratification of the Draft Law on Job Creation by the government on October 5, 2020, there have been various public objections to the omnibus law. One of the reasons for the community's refusal to encourage democratic action in the various region in Indonesia. One of the issues that became an issue that was rejected by the community through the demonstration was the elimination of women's rights. The type of research used in writing this article is a type of normative legal research. Though a normative study, the researcher intends to conduct a study of legal protection for the rights of women workers after the revision of the labor law in the ratification of the Work Creation Regulation. As a result of the study, the researcher found that the rights that were the object of community demonstration were not entirely correct. Meanwhile, the massive and structured dissemination of inaccurate information has lead to a misunderstanding in society. So there was a demonstration against the omnibus law, one of which was discussed was the protection of women workers in the employment cluster. Although the affirmation of women's rights should be reaffirmed in the revision of the law, such as the necessity of grant the right of women workers at Small and Micro Enterprises which is quite often neglected.

The implementation of work agreements for outsourcing workers in service provider companies in practice is often not in accordance with the provisions in the legislation so as to harm and eliminate protection for outsourced workers. This article aims to provide an overview of the analysis of employment agreements and legal protection of outsourced workers in call center service provider companies based on Labor Law. The method used here is normative juridical, namely by conducting research that focuses on library data or secondary data. The specification of the research carried out is analytical descriptive by examining the facts in terms of outsourcing work agreements and their protection. Outsourcing workers labor agreement practiced at call center service providers are not fully implemented optimally, the contracts for Temporary Employment Agreements (PKWT) for outsourced workers have been repeatedly renewed, so that the PKWT has legally changed its status into a working relationship under an Employment Agreement (PKWTT). Legal protection for outsourced workers is regulated in legislation. However, in reality there are still shortcomings in outsourcing practices in Indonesia, namely the difference between legal protection regulations and the implementation of their enforcement and the absence of strict sanctions. For outsourced workers who feel that their rights have been violated and violated, they can apply for protection of rights through the mechanism of industrial dispute resolution according to the mandate of the law. Keywords: Employment, Outsourcing Workers, employment. ; Penerapan Perjanjian Kerja Pekerja Outsourcingdi perusahaan penyedia jasa call centre dalam praktiknya seringkali tidak sesuai dengan ketentuan dalam Undang-undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dan ketentuan perundang-undangan terkait sehingga merugikan dan menghilangkan perlindungan terhadap Pekerja Outsourcing. Penelitian ini bertujuan untuk memperoleh gambaran dan analisis Perjanjian Kerja Pekerja Outsourcing di perusahaan penyedia jasa Call Centre ditinjau dari Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dan untuk memperoleh gambaran dan analisis tentang Perlindungan Hukum bagi Pekerja Outsourcing yang merasa dirugikan akibat perjanjian kerja di Perusahaan Penyedia Jasa Call Centre. Metode penelitian yang digunakan dalam penelitian ini adalah yuridis normatif, yaitu dengan melakukan penelitian yang menitikberatkan pada data kepustakaan atau data sekunder. Spesifikasi penelitian yang dilakukan ialah deskriptif analitis dengan meneliti terhadap fakta dalam hal Perjanjian Kerja Pekerja Outsourcingserta perlindungannya. Hasil penelitian yang diperoleh menunjukan, praktik Perjanjian Kerja Pekerja Outsourcingdi perusahaan penyedia Jasa Call Centretidak sepenuhnya dilakukan secara optimal oleh perusahaan yang Peneliti teliti, para Pekerja Outsourcing tersebut telah diperpanjang kontrak Perjanjian Kerja Waktu Tertentu (PKWT)secara berulang-ulang, sehingga PKWT tersebut demi hukum berubah statusnya menjadi hubungan kerja Perjanjian Kerja Waktu Tertentu (PKWTT). Perlindungan hukum bagi Pekerja Outsourcing telah diatur di dalam aturan perundang-undangan, khususnya sejak diterbitkannya Peraturan Menteri Tenaga Kerja Nomor 19 Tahun 2012. Namun pada kenyataannya masih terdapat kekurangan dalam praktik outsourcing di Indonesia yaitu perbedaan antara peraturan perlindungan hukum dengan pelaksanaan penegakannya serta tidak adanyapenerapan sanksi tegas. Bagi Pekerja Outsourcingyang merasa dirugikan dan dilanggar hak-haknya dapat mengajukan perlindungan hak dengan mekanisme penyelesaian perselisihan hubungan industrial sesuai Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial. Oleh karena itu, disarankan Perusahaan Penyedia Jasa dan Perusahaan Pemberi Kerja untuk mematuhi peraturan perundang-udangan yang berlaku, Pekerja sebagai pihak yang hendak dilindungi sebaiknya juga berperan aktif dengan melaporkan segala tindakan dari perusahaan yang menyimpang dari ketentuan dan peraturan perundang-undangan. Pemerintah sebagai regulator dan pengawas ketenagakerjaan seharusnya lebih fokus untuk memperbaiki peraturan terkait penerapan perlindungan pekerja outsorcing serta wajib menjalankan fungsi pengawasan. Kata kunci: Perjanjian Kerja, Pekerja Outsourcing, Perlindungan Hukum.

AbstractThe issuance of the Minister of Manpower Regulation No. 27 of 2014, updating the Minister of Manpower and Transmigration Regulation No. 19 of 2012 on the Conditions for Outsourcing the Work Implementation to Other Companies considered to have opportunities to foreign capital inflows into the outsourcing business in Indonesia. This raises fears of exploitation by workers outsourcing and does not guarantee the protection of the rights of outsourced workers. The methods used are normative legal research methods analytical descriptive empirical data were obtained through the library and field research (interviews) to the Investment Coordinating Board (BKPM), the Directorate General of PHI and Jamsos Cq . The Conditions of Work Directors of the Ministry of Manpower of the Republic of Indonesia, as well as with the Head of Industrial Relations and Working Conditions in the Government Manpower Services of Bekasi Regency. The results showed that the issuance of the Minister of Manpower Regulation No. 27 of 2014, will weaken the enforcement and monitoring of workers violations due to the foreign outsourcing companies operating license issued by BKPM, whereas BKPM do not have any labor inspection. The possible operational license will be returned to the relevant technical agencies (the Ministry of Manpower) through the One Stop in the BKPM. Keywords: Outsourcing, the foreign outsourcing company AbstrakTerbitnya Permenaker Nomor 27 Tahun 2014 yang memperbaharui Permenakertrans Nomor 19 Tahun 2012 tentang Syarat-syarat Penyerahan Sebagian Pelaksanaan Pekerjaan Kepada Perusahaan Lain dinilai telah membuka peluang masuknya modal asing ke bisnis outsourcing di Indonesia. Hal ini menimbulkan kekhawatiran terjadinya peluang eksploitasi terhadap pekerja outsorcing serta tidak menjamin terlindunginya hak-hak pekerja outsourcing.Metode Penelitian yang digunakan adalah metode penelitian hukum normatif empiris yang bersifat deskriptif analitis sedangkan data diperoleh melalui penelitian kepustakaan dan penelitian lapangan (wawancara) ke Badan Koordinasi Penanaman Modal (BKPM), Direktorat Jenderal PHI dan Jamsos Cq. Direktur Persyaratan Kerja Kementerian Tenaga Kerja RI, serta dengan Kabid.Hubungan Industrial dan Persyaratan Kerja pada Disnaker Pemerintah Kabupaten Bekasi.Hasil penelitian ini menunjukkan bahwa dengan diterbitkannya Permenaker Nomor 27 Tahun 2014, telah membuka peluang masuknya perusahaan outsourcing asing ke Indonesia. Hal ini akan melemahkan sisi penindakan dan pengawasan terhadap pelanggaran ketenagakerjaan dikarenakan pada perusahaan outsourcing asing izin operasional dikeluarkan oleh BKPM, sedangkan BKPM tidak memiliki perangkat pengawasan ketenagakerjaan. Kemungkinan izin operasional akan dikembalikan ke instansi teknis terkait (Kementerian Tenaga Kerja) melalui Pelayanan Terpadu Satu Pintu di BKPM. Kata kunci: Outsourcing, perusahaan outsourcing asing

This study aims to peel identifier factors of employment status on the educated working age population in North Sulawesi. Moreover, in this paper also calculated the deficit of decent work opportunities in North Sulawesi in 2015. Sources of key data used in the analysis and calculations using secondary data Sakernas 2013. Methods of analysis using multinomial logistic regression. Processing results obtained three significant variables: age, number of household members who work, and gender. Logistic regression models were obtained form 68.6% concordance rate. For a decent amount of work that needs to be createdat least 107 thousands between 2012 and 2015 or 35 thousands per year, if the target of 6.62% poverty rate and unemployment rate of 3.94% in 2015 to be achieved. The study recommends further research by incorporating several new variables among household income. Government needs to empower the productive population and women. Other decent employment targets also need to be developed such as a decrease in youth unemployment. Keywords: Labor, Population of Working Age

This study aims to analyze legal aid procedures and determine the role of Legal Aid Institutions in handling employment problems. Legal Aid Institute is one of the distributors of Legal Aid. One of them is the Bali Legal Aid Institute. The scope of the provision of legal aid is quite broad which includes also employment issues considering that many workers' rights have not been fulfilled and the workers' inability to get access to justice. This study uses empirical research methods with a sociological approach. Where researchers make direct observations on objects. Legal aid, procedures, procedures for obtaining legal assistance, and if a problem occurs, its handling is also regulated in Indonesian law. The Bali Legal Aid Institute has an important role in handling labor problems in the Bali area. Its roles include providing legal education, providing assistance, and being involved in policy formation for workers in the Bali area. For the government, it is hoped that it will be more aggressive in providing industrial relations development and for Legal Aid Institutions to socialize Legal Aid so that it can be utilized as well as possible.

Penelitian ini merupakan bagian dari penelitian hukum kepustakaan yakni dengan cara meneliti bahan pustaka atau yang dinamakan penelitian hukum normatif, yakni suatu metode yang digunakan dengan mempelajari buku literatur, perundang-undangan, kamus hukum yang berhubungan dengan materi pembahasan yang digunakan. Hasil penelitian menunjukkan bahwa asas hukum ketenagakerjaan adalah asas keterpaduan melalui koordinasi fungsional lintas sektoral pusat dan daerah. Tujuan hukum ketenagakerjaan ialah: a) untuk mencapai/melaksanakan keadilan sosial dalam bidang ketenagakerjaan; b) untuk melindungi tenaga kerja terhadap kekuasaan yang tidak terbatas dari pengusaha.Sifat hukum ketenagakerjaan dapat dibagi menjadi dua bagian, yaitu bersifat imperatif dan bersifat fakultatif. Sedangkan penyelesaian sengketa setelah pemutusan hubungan kerja mewajibkan pengusaha, pekerja/buruh dan serikat pekerja/buruh untuk mencapai musyawarah/mufakat dan bila supaya musyawarah untuk mufakat tidak tercapai menggunakan Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian PerselisihanHubungan Industrial yang merupakan dasar hukum penyelesaian perselisihan. Hasil penelitian dapat ditarik kesimpulan bahwa asas pembangunan ketenagakerjaan pada dasarnya sesuai dengan asas pembangunan nasional, khususnya asas demokrasi, asas adil dan merata; Tujuan hukum ketenagakerjaan ialah: untuk mencapai/melaksanakan keadilan sosial dalam bidang ketenagakerjaan dan untuk melindungi tenaga kerja terhadap kekuasaan yang tidak terbatas; sedangkan sifat hukum ketenagakerjaan dapat dibagi menjadi dua bagian, yaitu bersifat imperatif dan bersifat fakultatif.Penyelesaian sengketa setelah Pemutusan Hubungan Kerja diatur berdasarkan pasal 136 ayat 1 dan ayat 2 Undang-Undang Nomor 13 Tahun 2003, bila upaya musyawarah untuk mufakat tidak tercapai maka dipakai Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian PerselisihanHubungan Industrial yang merupakan dasar hukum penyelesaian perselisihan. Kata kunci: Sengketa, ketenagakerjaan, pemutusan hubungan kerja

ABSTRACT: This research comes from the phenomenon that program implementation of pension plan is still notoptimal in Manado city. The goal of this research is to find out how the program implementation of pension plan inManado city. The kind of method that used on this research is qualitative research with measured indicators which are;the insurance of external condition that faced by institute or the implementing agency will not causing major problem,whether for implement to provide adequate resources including source of time, whether the necessary integration ofresources are exists, whether the policy that will implemented based on a reliable causal relationship, how many ofcausal relation becomes, whether minor relationship of interdependence, in deep comprehension and agreement ongoals, that tasks have been detailed and placed in the correct order, perfect communication and coordinate, those withpower of authority can demand and achieve perfect obedience. Informant researcher are 10 people. Technique ofcollecting data are used observation, interview and document technique. While the technical analysis used interactivemodel analysis from Miles and Huberman. based on data analysis development, drawn the conclusion that the lack ofhuman resources to provide maximum service to the participants claim, which lack of socialization implemented, in itsimplementation this program is not able to achieve the goals for ensure the workers in old age, causing by new regulationthat manage the implementation of JHT program. Good communication between peer employees has been consist. Also,good cooperation with related agencies is occurred. With assigning tasks on each employer has been set according theirposition. The recommendation that human source possessed to be further enhanced. Socialization is endeavouredthoroughly to all levels of society working both formal and informal sectors to be further improved. it is concern toreview the rules of government that organize about the implementation of old age program.Keywords : Implementation, Of Old Age Program, BPJS Ketenagakerjaan

Abstract: Based on the regulation of the State Minister for Administrative Reform and Bureaucratic Reform of the Republic of Indonesia Number 6 of 2011 concerning General Guidelines for Electronic Service Manuscripts within government agencies, the government requires all government agencies to draw up their respective electronic service manuscripts (correspondence administration information systems) , which refers to the guidelines in the regulation. In the process of official script administration carried out by the BPJS Employment Branch of Sukabumi City is the disposition of correspondence. Disposition is one of the important information notification media for this government agency. The disposition problem that occurs at the BPJS Employment of the Sukabumi City branch is a disposition process that requires a long time. This study aims to make it easier for secretaries, branch heads, department heads, and BPJS Employment staff to see the disposition of letters and manage existing correspondence data. Design and Development of Disposition Information Systems This letter uses the Waterfall system development method with UML (Unified Modeling Language) Tools. From the results of this website-based letter disposition system research can assist in the management, storage and search of letter archives at the BPJS Employment Office of the Sukabumi City branch.Keywords: Information systems, letters, dispositionsAbstrak : Berdasarkan peraturan Menteri Negara Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia Nomor 6 Tahun 2011 tentang Pedoman Umum Tata Naskah Dinas Elektronik di lingkungan instansi pemerintah, pemerintah mewajibkan semua instansi pemerintahan untuk menyusun tata naskah dinas elektronik (sistem informasi administrasi persuratan) masing-masing, yang mengacu pada panduan dalam peraturan tersebut. Pada proses tata naskah dinas yang dilaksanakan oleh BPJS Ketenagakerjaan Cabang Kota Sukabumi ialah disposisi persuratan. Disposisi merupakan salah satu media pemberitahuan informasi yang penting bagi suatu instansi pemerintahan ini. Permasalahan disposisi yang terjadi pada BPJS Ketenagakerjaan cabang Kota Sukabumi adalah proses disposisi yang membutuhkan waktu yang lama. Penelitian ini bertujuan untuk memudahkan sekretaris, kepala cabang, kepala bidang, dan staf BPJS Ketenagakerjaan untuk melihat disposisi surat dan mengelola data persuratan yang ada. Rancang Bangun Sistem Informasi Disposisi Surat ini menggunakan metode pengembangan sistem Waterfall dengan Tools UML (Unified Modeling Language). Dari hasil penelitian sistem disposisi surat berbasis website ini dapat membantu dalam pengelolaan, penyimpanan serta pencarian arsip surat pada Kantor BPJS Ketenagakerjaan cabang Kota Sukabumi.Kata Kunci : Sistem Informasi, surat, disposisi

The concept of good governance is one of the current paradigm of development inpublic sector that enables to overcome development problems and enables to motivatethe acceleration in achieving the objectives more quickly. This matter particularlyrefers to the rise of development challenges, which must be faced by the state and itsgovernment. It relates to internal demands in terms of the fulfillment of society needs,service improvement, problems handling and solving, and also global challenge interms of the increase of competitive ability.The above-mentioned concept implies that there is a shift of paradigm and con-cept in the state role to fulfill the needs and service to the society from the welfarestate, which gives greater role to the state in fulfilling all the main needs to its citizensthat is burdening and stressing as it creates inefficiency and uneconomical.The concept of good governance implies paradigm that government matters,especially in fulfilling public needs, must be handled together with other domains oflife beside government, namely: domain of entrepreneurs and domain of society.In terms of manpower sector in Indonesia, the concept of good governance hasbeen stipulated as the policy in various matters, such as in expanding employmentand job opportunities, in improving the quality of manpower, in industrial relationsphenomena, and in protecting manpower.This matter is conceptually influenced by the failure in determining the devel-opment choices, particularly the model choices in implementing state administrationin terms of economic, technology and politic. Therefore, development model thatis oriented to human resource is considered to be the most appropriate model inimplementing the concept and the policy of good governance.Keywords: good governance, public services, welfare state

Social Security for Indonesian Workers is a social security provided to one group of citizens who need to receive social security in this case Indonesian Migrant Workers (TKI) abroad. One of the causes of TKI abroad is because the government has not provided social security for the community, besides their motivation to go abroad, including education, health care costs, as venture capital and as capital preparation in old age. This proves that now people have begun to think about having social security. The government has begun to provide some social security for the poor, through Jamkesmas and free education, but not yet maximally. While guarantees for migrant workers abroad, the government only requires participation in insurance, where insurance guarantees are paid for by the TKI on departure.