Suchergebnisse

Buku Hukum Ketenagakerjaan: Hakikat Cita Keadilan dalam Sistem Ketenagakerjaan yang ditulis oleh Sayid Mohammad Rifqi Noval merupakan buku yang sangat berbeda dengan buku literatur hukum ketenagakerjaan kebanyakan, buku ini membahas mengenai Hakikat Cita Keadilan dalam Sistem Ketanagakerjaan yang tentunya selama ini sulit terimplementasi karena terdapat 2 perspektif keadilan yang tidak sama antara pihak pekerja dan pengusaha. Buku ini memberikan pemikiran-pemikiran baru terkait dengan Hakikat Cita Keadilan dalam Sistem Ketanagakerjaan dan didukung oleh analisis secara mendalam mengenai praktik ketenagakerjaan dari masa ke masa di Indonesia, putusan pengadilan Hubungan Industrial dan perbandingan pengaturan ketenagakerjaan di Negara Belanda dan Filipina. Dengan sistematika yang terstruktur rapi, buku yang diterbitkan Refika Aditama sebagai pengembangan dari disertasi Penulis ini merupakan literatur yang sangat dianjurkan bagi para akademisi, politisi, para pengambil kebijakan, aparat penegak hukum, pelaku penemuan hukum, juga pekerja, pengusaha, dan organisasi pekerja/pengusaha.

Tujuan dilakukannya penelitian ini adalah untuk mengetahui bagaimana Peran Pegawai Pengawas Ketenagakerjaan dalam penyelesaian masalah ketenagakerjaan dan bagaimanakah Pengawasan Ketenagakerjaan Terpadu Menurut Undang-undang Nomor 13 Tahun 2003, yang dengan menggunakabn metode penelitian hukum normatif disimpulkan bahwa: 1. Peran Pengawas Ketenagakerjaan adalah untuk mengawasi pelaksanaan peraturan Perundang-undangan yang mengatur tentang masalah ketenagakerjaan, yaitu Transparasi Pengusaha dan Pekerja dan memangku kepentingan lainnya diinformasikan atas hak-hak dan kewajiban-kewajiban baik penguasaha maupun pekerja, serta apa yang mereka harapkan menurut Undang-undang. Yaitu bahwa peran dari pada pengawasan ketenagakerjaan adalah untuk melindungi buruh/tenaga kerja atas kesejahteraan, keselamatan kerja, kesehatan kerja, kesusilaan, pemeliharaan moril kerja dan perlakuan yang sesuai dengan martabat manusia. Pengawasan ketenagakerjaan adalah pegawai negeri sipil yang dijamin hubungan kerja dan kemandirian dari pengaruh eksternal yang tidak pantas, baik secara politis maupun finansial. Pengawas ketenagakerjaan harus memiliki akuntabilitas atas tindakan dan kinerja mereka. Efisiensi dan efektifitas, prioritas ditetapkan atas dasar kriteria yang tepat untuk memaksimalkan dampak. Serta aspirasi layanan pengawasan ketenagakerjaan adalah untuk mencapai lingkup yang universal, memperluas peranan dan aktivitasnya untuk melindungi sebesar mungkin pekerja diseluruh sektor ekonomi bahkan pekerja yang di luar hubungan kerja tradisional. 2. Pengawasan ketenagakerjaan terpadu adalah untuk menangani secara efisien tentang masalah ketenagakerjaan, mengawasi peran dari pada unit kerja pengawasan pada instansi yang lingkup tugas dan tanggungjawabnya di bidang ketenagakerjaan pada Pemerintah Propinsi dan Pemerintah Kabupaten/Kota apakah sudah melakukan pengawasan dalam unit kerja masing-masing, bahwa apabila unit kerja pengawasan pada instansi yang lingkup tugas dan tanggungjawabnya dibidang ketenagakerjaan pada Pemerintah Propinsi dan Pemerintah Kabupaten/Kota setelah dilakukan pembinaan pengawasan ketenagakerjaan tidak mampu, maka untuk sementara pengawasan ketenagakerjaan dilakukan oleh unit kerja pengawasan ketenagakerjaan pada instansi yang lingkup tugas dan tanggungjawabnya dibidang ketenagakerjaan pada Pemerintah Pusat. Kata kunci: pegawai pengawas ketenagakerjaan

The essence of labor inspection is the activity of supervising and enforcing the implementation of laws and regulations in the manpower sector. The relationship between supervision and welfare is an inseparable pair, if you expect a maximum achievement. In terms of labor inspection it is not enough to be limited to supervision, but for the continuity of the realization of the supervision, a systematic, recorded and integrated supervision must be carried out, so that the results of the inspection must be applied in the world of work and be effective in improving the welfare of workers. and enforce the implementation of laws and regulations in the manpower sector, so that in this effort the government also establishes a labor inspection work unit from the top to the lowest as stipulated in Law Number 13 of 2003. Employees of the Labor Inspection, even ministers also have duties in this field. Protection between labor inspection and work success is always carried out in an integrated, coordinated and integrated inspection system which includes the work unit of labor inspection, labor inspectors and labor inspection procedures.

The central issue of this study is the philosophy of labor supervision and the principle of good governance. Non-conducive working conditions, globalization and free market and subordination of labor positions of entrepreneurs due to the incompatibility of accessibility (economic,strategic-resources) implications for moral problems, the problem of loss of responsibility (Corporate social responsibility). The legal content of this study is the philosophy of labor supervision and the principle of good governance. The research results that the company has no social responsibility for the welfare of workers/workers as stakeholders. (i) The social responsibility of entrepreneurs is limited to the economic responsibilities, by conducting instructive instrumentation, behavior directed for the benefit of entrepreneurs (self-interest) and has not done authentic rationality (extended rationality): Expanding the rationality of not only self-gain (self-interest) but the welfare of workers/laborers; (ii) The liability of the company is still limited to legal obligations, i.e. what is governed by law. The law regulates the minimum wage rate of each region but the law does not regulate whether the wages of workers/workers should rise and how much it can be enjoyed by a worker/Labour when the company gains increase from the previous year; (iii) The company has not adopted the general principles of the Organization such as procedural fairness, informed concent, respect for contractual agreement, is another normative test tool in the stakeholders' relationship. (iv) No legislation found explicit regulating the responsibility of entrepreneurs enhances worker welfare. CSR still leads to the prestige programs of the company and has not touched the substantive interests of workers/workers. Establishing a harmonious industrial relationship is recommended: to form legal regulations which substance require that corporate social responsibility to realize the welfare of workers/laborers in the workplace: (a) decision-making process relating to the basic interests of workers/workers must be transparency and obligation of the company to hear objections, opinions and suggestions of workers/workers; (b) The free agreement of the worker/Labour in the making of the employment agreement, Collective Work Agreement (PKB) which is based on the adequate knowledge of all Parties (c) the compliance/loyalty of the parties to the work agreement or joint working Agreement; (d) The company has to compensate the losses caused by the company; (e) The company provides benefits to employees and workers and improves the quality of life in the workplace beyond what is required by the economy and the law. The company provides bonuses or raises the UMP that has been stipulated by legislation at the time the company's marginal profits rise.

Basically Act No. 13 of 2003 on Manpower has set up various terms of employment especially legal protection for workers in terms of labor relations and labor protection. Various regulation as the Implementing Regulations of Law No. 13 Year 2003 on Manpower has also been set up on the technical aspects of the implementation of legal protection in employment relations for workers, especially workers attached to the Employment Agreement Specific Time (PKWT). By obstacles encountered in practice its implementation is in the legislation and district regulation are not dealt with decisively on sanctions, even if arranged on a change 'void' of a violation of the regulation clauses regarding PKWT into Employment Agreement for Unspecified Time (PKWTT) remain inside the practice of many violations. This study uses normative research by reviewing the legal materials in the form of Act No. /3 of 2003 on Labour and Employment District Regulation of Subang district, Pasuruan, Karawang, Bekasi City and Depok City. Talking about phrase 'void' own, some circles and legal experts debate on this matter. In the Article 59 paragraph (7), Article 65 Paragraph (8) and Article 66 paragraph (4) of Law No. 13 Year 2003 on Manpower contained the phrase 'void'. The phrase is closely related to the conditions that must be met in a change in the status of the employment agreement specified time become employment agreement for an unspecified time and the status of outsourcing workers. Act No. 12 of 2011 has set the sort order of hierarchy or regulations in Indonesia Article 7 Paragraph (1) are arranged in a hierarchy that the Constitution occupies the highest position in the hierarchy and District Regulations lowest ranks in the hierarchy. District Regulation fonction as the implementing regulations of the law in every region is different from each other, each due also to the regional autonomy that makes one different regional needs with the needs of other regions. Relating to Law No. 13 of 2003 on Labour, in various regions both in the provincial capital as well as in the district or the city, the local government drafting regional regulations, especially concerning the implementation and application of administrative sanctions in case of violation of the Act setting PKWF in Act Number 13 Year 2003 on Manpower. In general, while the assessment of the results of initial studies normative for District Regulations on Employment in force in various regions in Indonesia, eventually encountered many regional regulations are ineffective and inefficient because of the articles contained in the set has its laws. District Regulation itself should contain about things that are not regulated in the substance of the legislation (the substance of the rest) because it is basically made as a District Regulation verordnung and autonome satzung (implementing regulations))

Workers in Indonesia now really need a social security for themselves, because with the social security received by them makes them more focused in carrying out their duties to completion. The existence of social security provided will increase the welfare of the workforce itself and have a good impact on the survival of their families in the future if one day there is an accident of work from these workers when they carry out their duties the family can enjoy financial assistance from the government through social security. This study uses qualitative methods, namely research procedures that produce descriptive data in the form of written or spoken words from people or observable behavior. This method also comes from actions that are used as an understanding based on phenomena that occur in society, especially workers. In giving effect to the workers, BPJS Ketenagakerjaan has functions for workers, namely: Organizing work accident insurance programs, Organizing death insurance programs, Conducting old age insurance programs, Organizing pension insurance programs. The conclusion of this research is that there are still many companies that do not give rights to their workforce, that is, they do not take care of BJPS Ketenagakerjaan, which is a matter that must be obtained by each workforce. And the lack of awareness of the workforce about the benefits of BPJS Ketenagakerjaan for them in the event of a work accident.

Abstract Labor Problems in Indonesia are classic problems that continue to show themselves to follow the times. Therefore, until now the issue has remained in the range of the limited employment opportunities, high unemployment, low labor resources, low wages and makeshift social security, followed later by demonstrations and strikes. Wages in this case occupy a separate position and become the main agenda for almost every labor movement / demonstration. The irony is that the series of policies contained in the rules in the form of Laws, Government Regulations, Ministerial Regulations and others have not / have been unable to reduce workers' resistance movements and criticism of stakeholders. The gap and imbalance of position between workers / employers and employers, as well as differences in perceptions of wages (UM) are at the core of the problems being faced and try to find solutions by the Government to this day.Keywords, Workers / Laborers, Wages, policies AbstrakPermasalahan Ketenagakerjaan di Indonesia adalah permasalahan klasik yang terus menampakkan dirinya mengikuti perkembangan zaman. Oleh sebab itu hingga saat ini permaslahan tersebut masih tetap berkisar diseputar sempitnya peluang kerja, tingginya angka pengangguran, rendahnya sumber daya tenaga kerja, upah murah dan jaminan sosial yang seadanya, terikut kemudian adalah demonstrasi dan pemogokan. Upah dalam hal ini menempati posisi tersendiri dan menjadi agenda utama nyaris disetiap pergerakan/demonstrasi buruh. Ironinya, rentetan kebijakan yang tertuang dalam aturan baik berupa Undang-undang, Peraturan Pemerintah, Peraturan Menteri dan lainnya ternyata belum/tidak mampu mereduksi gerakan resistensi kaum pekerja/buruh dan kritikan pihak berkepentingan. Kesenjangan dan ketidak seimbangan posisi antara pekerja/buruh dan pengusaha, serta perbedaan persepsi terhadap upah (UM) menjadi inti permasalahan yang tengah dihadapi dan coba dicari solusinya oleh Pemerintah hingga dewasa ini.Kata Kunci, Pekerja/buruh, Upah, kebijakan

Abstract The development process of modernization shows that corporations play an important role in society. However, in achieving the goals and interests, corporations occasionally commit acts in violation of the law and result in the victim suffering a loss. Corporations in the field of labor also commit offenses or crimes in the form of actions that ignore the security and safety of laborers. It means that the corporation has ignored the interest of the laborers. Act No. 13 of 2003 on Labor is the legal basis for the laborers. Therefore it is necessary to make unequi vocal and explicit arrangements about corporations' liability in general within the act. The method used in this thesis is a normative juridical with a conceptual and legislation approach. Act No. 13 of 2003 on Labor still has not regulate explicitly the corporations' liability to the victims of corporations' crime. It is because there is no specific regulation on sanctions replacement if the corporation does not pay the principal financial penalties imposed and there is no provision governing when a corporation does not meet its obligations to pay for the rights and/or compensation to laborers. The effort of ius constituendum related to corporations' liability is to en act a separate regulation expressly and explicitly regarding corporations' liability in general within the act. Thus, the criminal law policy of corporations' liability in the field of labor can be realized.Keywords : Corporate, Corporations' Liability, Labor.

Social security administered by the Social Security provider of human resources (BPJS Employment) is a program created by the government as a legal protection effort for workers. Companies that register some of their workers with BPJS Ketenagakerjaan are deemed not in accordance with the provisions in Article 15 of Law Number 24 of 2011 about BPJS. Partial Registered Company (PDS) of Workers is one example of violations comitted in article 32 paragraph (3) of Government Regulation Number 44 of 2015 about the implementation of work accident and death insurance programs. As a result, the benefits of the social security program cannot be claimed by unregistered workers. This research aims to analyze the law enforcement that is applied by the BPJS Employment Surabaya Rungkut branch in dealing with companies that register some of their workers with BPJS Employment. This research is Empirical Juridical research with analysis using qualitative descriptive techniques. Based on the results, the implementation of administrative sanctions carried out by BPJS Employment Surabaya Rungkut branch is under applicable regulations, and the implementation of efforts to deal with PDS of workers has been carried out properly

Social security administered by the Social Security provider of human resources (BPJS Employment) is a program created by the government as a legal protection effort for workers. Companies that register some of their workers with BPJS Ketenagakerjaan are deemed not in accordance with the provisions in Article 15 of Law Number 24 of 2011 about BPJS. Partial Registered Company (PDS) of Workers is one example of violations comitted in article 32 paragraph (3) of Government Regulation Number 44 of 2015 about the implementation of work accident and death insurance programs. As a result, the benefits of the social security program cannot be claimed by unregistered workers. This research aims to analyze the law enforcement that is applied by the BPJS Employment Surabaya Rungkut branch in dealing with companies that register some of their workers with BPJS Employment. This research is Empirical Juridical research with analysis using qualitative descriptive techniques. Based on the results, the implementation of administrative sanctions carried out by BPJS Employment Surabaya Rungkut branch is under applicable regulations, and the implementation of efforts to deal with PDS of workers has been carried out properly

The purpose of this article is to discuss Employment Equity and many sub-issues including male domination in organizations, target groups, government policies, and quota systems. This study attempts to address the topic of whether equality in the mirror is only "sweet words without meaning" that glosses over women's failings in the name of the organization's dedication to women's advancement. Thus, workplace equality is a concern for growth that is entirely balanced on the basis of merit and ability, as well as aggressively supporting good women and minorities without regard for bias or prejudice. Perfect workplace equity contributes to the organization's attractiveness as a place to work and strengthens the organization's image of social responsibility.

Penelitian ini bertujuan untuk mengetahui tentang implementasi pemenuhan hak bagi penyandang disabilitas di bidang ketenagakerjaan di Kota Semarang berdasarkan Pasal 53 UU No. 8/2016 tentang Penyandang Disabilitas. Metode penelitian yang digunakan dalam penelitian ini adalah yuridis empiris. Hasil penelitian ditemukan bahwa Pertama, implementasi pemenuhan hak bagi penyandang disabilitas di bidang ketenagakerjaan di Semarang belum sepenuhnya berjalan sebagaimana mestinya. Kedua, terdapat beberapa faktor yang menjadikan Pemerintah Kota Semarang belum cukup dalam mengim-plementasi pemenuhan hak bagi penyandang disabilitas ketenagakerjaan di Semarang. Implementation of the Fullfilment of Rights for People with Disability in the Employment in Semarang This study aims to find out examine the implementation of the fulfillment of rights for people with disabilities in the employment field in Semarang based on Article 53 the Law Number 8 year 2016 on People with Disability. This research used empirical juridical method. The results study found that First, the implementation of the fulfillment of rights for disabilities in Semarang has not been fully implemented properly. Secondly, there are several factors that make the Government of Semarang has not properly implemented the rights for people with disabilities in Semarang.