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"ABSTRAKTesis ini membahas mengenai bagaimana penyelesaian perselisihan Pemutusan Hubungan Kerja (PHK) dan dihubungkan dengan Undang-Undang Nomor 2 Tahun 2004 Tentang Penyelesaian Perselisihan Hubungan Industrial. Penelitian ini merupakan penelitian yang bersifat deskriptif dan apabila dilihat dari tujuannya termasuk penelitian hukum normatif atau penelitian doktrinal. Lokasi penelitian di perpustakaan dengan melakukan studi kepustakaan. Jenis data yang dipergunakan adalah data sekunder. Teknik pengumpulan data yang dipergunakan yaitu teknik Penelitian Kepustakaan. Analisis data menggunakan analisis kualitatif dengan studi kasus Putusan Perkara Nomor : 87 K/PDT.SUS/2012. Hasil penelitian menyarankan Berdasarkan penelitian ini diperoleh hasil bahwa penyelesaian perselisihan hubungan industrial pada Pengadilan Hubungan Industrial menurut UU No. 2 Tahun 2004 lebih mengakomodasi dan mengikuti perkembangan jaman dibandingkan dengan penyelesaian perselisihan pada Panitia Penyelesaian Perselisihan Perburuhan (P4) menurut UU No. 22 Tahun 1957. Mekanisme penyelesaian perselisihannya menganut asas cepat, tepat, adil, dan murah, serta sifat putusannya yang memberikan kepastian hukum. UU No. 2 Tahun 2004 mencoba menjawab segala kekurangan dan kelebihan yang terdapat dalam UU No. 22 Tahun 1957, namun, undang-undang ini pun memiliki kekurangan-kekurangan dan perlu dilakukan amandemen.

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ABSTRACT

This thesis discusses about how the dispute settlement Termination of Employment and connected by Act No.2 of 2004 on Industrial Relations Dispute Settlement. This research is a descriptive study and when seen from the research objectives include normative legal or doctrinal research. Research location conducted in the library based on the library research. Using secondary data as th type of data. Data collection techniques used are engineering library research. Analyzed using a qualitative case study Decision on Case No. : 87K/PDT.SUS/2012. Based on the research results of this study suggests that the results obtained in the settlement of industrial disputes under the Industrial Relation Court of Law Number 2 In 2004 more accommodating and follow the development of time compared to the settlement of disputes in Labour Disputes Resolution Comittee according to Law. 2 In 2004 more accommodating and follow the development of time compared to the settlement of disputes in Labour Disputes Resolution Committee according to Law no. 22 of 1957. Adheres to the principles of mechanism rapid resolution accurate, fair, and inexpensive, as well as the nature of the decision which provides legal certainty Law Number 2 of 2004 trying to answer all the deficiencies and advantages contained in the Law Number 22 In 1957, however, this Law also has deficiencies and needs amendment."

"Ketentuan Perjanjian Kerja Bersama (PKB) tidak mengatur perihal batas masa waktu perundingan PKB sehingga memberikan keleluasaan waktu kepada pihak perusahaan dan pihak serikat pekerja/serikat buruh dalam merundingkan PKB yang terbaik bagi semua pihak namun di sisi lain menyebabkan pemenuhan hak-hak pekerja dalam PKB yang baru saja disepakati justru berpengaruh akibat telah terpotong masa waktu perundingan PKB itu sendiri apabila dalam perundingan tidak mengalami kesepakatan. Penelitian menggunakan jenis penelitian yuridis normatif dengan pendekatan studi kasus. Bahan penelitian dianalisis dengan metode analitis deskriptif dengan mengumpulkan dan menganalisa bahan hukum. Ketentuan hak-hak pekerja PT Freeport Indonesia dan pokok-pokok permasalahan yang dirundingkan dalam Perjanjian Kerja Bersama ke-21 PT Freeport Indonesia adalah tuntutan peningkatan kesejahteraan pekerja/buruh; Pph 21 atas THR dan PHK ditanggung perusahaan; kenaikan upah pekerja pratama dan kenaikan upah pekerja muda level 1-3; usia pensiun 57 tahun; dan masa berlaku PKB sejak tanggal 1 Oktober 2019. Implikasi masa perundingan perjanjian kerja bersama terhadap hak pekerja berdasarkan Putusan Pengadilan Hubungan Industrial pada Pengadilan Negeri Jakarta Pusat Nomor 334/Pdt.Sus-PHI/2020/PN.JKT.PST adalah pelindungan hukum bagi hak pekerja menjadi terderogasi akibat masa perundingan PKB itu sendiri yang tidak ada kesepakatan. Ius constituendum terhadap ketentuan masa perundingan perjanjian kerja bersama dan terhadap Putusan Pengadilan Hubungan Industrial pada Pengadilan Negeri Jakarta Pusat Nomor 334/Pdt.Sus-PHI/2020/PN.JKT.PST adalah harus adanya batas waktu perundingan PKB; perlunya aturan pihak yang menolak anjuran mediasi harus mengambil upaya selanjutnya perihal penyelesaian perselisihan hubungan industrial; dan perlunya pertimbangan hakim perihal teori pelindungan hukum pada putusan.

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The provisions of the Collective Labor Agreement (CLA) do not stipulate the time limit for the CLA negotiations so as to provide flexibility of time for the company and the trade unions/labor unions in negotiating the best CLA for all parties but on the other hand it causes the fulfillment of worker’s rights in the CLA that is what had just been agreed had an effect because the time period for the CLA negotiations had been cut short if there was no agreement in the negotiations. This research uses normative juridical research with a case study approach. Research materials were analyzed by descriptive analytical method by collecting and analyzing legal materials. The provisions on the rights of PT Freeport Indonesia's workers and the main issues negotiated in the 21st Collective Labor Agreement of PT Freeport Indonesia are the demands for improving the welfare of workers/laborers; Pph 21 on THR and layoffs borne by the company; an increase in the wages of primary workers and an increase in the wages of young workers level 1-3; retirement age 57 years; and the validity period of the CLA is from October 1, 2019. The implication of the period of negotiating collective labor agreements on worker’s rights based on the Decision of the Industrial Relations Court at the Central Jakarta District Court Number 334/Pdt.Sus-PHI/2020/PN.JKT.PST is legal protection for worker’s rights to be derogated as a result of During the CLA negotiation period, there was no agreement. The ius constituendum on the terms of the negotiation period for the collective bargaining agreement and the Industrial Relations Court Decision at the Central Jakarta District Court Number 334/Pdt.Sus-PHI/2020/PN.JKT.PST is that there must be a time limit for the CLA negotiations; the need for rules that parties who reject the suggestion of mediation must take further measures regarding the settlement of industrial relations disputes; and the need for judges' considerations regarding the theory of legal protection in decisions."

"Perbedaan kepentingan antara pengusaha, pekerja dan pemerintah yang sangat medasar seringkali menimbulkan konflik yang berkepanjangan antara pekerja, pengusaha dan pemerintah dalam menerapkan hubungan industrial di tempat kerja. Konflik kepentingan yang berkepanjangan tidak hanya dapat menghambat proses produksi dan distribusi barang dan jasa namun juga menghambat hak-hak pekerja. Untuk mengatasi hal tersebut maka collective bargaining agreement dapat dijadikan pedoman dan acuan hukum yang mengikat kedua belah pihak dalam menerapkan hubungan industrial yang harmonis di tempat kerja."

"This book explains how collective bargaining has changed in important and lasting ways over the past decade. We are now seeing a new and powerful strain of the concession bargaining that traces its roots back to the early 1980s. The collective bargaining of the past decade can be characterized as ultra-concession bargaining because it is an intense and self-perpetuating deviation from earlier concession bargaining. Employers now act and unions react, rather than the other way around. Employers no longer have to establish a credible case of financial hardship, or commit to the traditional quid pro quo of saving jobs in return for lower labor costs, or guarantee singularity (that concession bargaining is a single even that will not have to be repeated). Not all collective bargaining occurs as this extreme variant but it has become the prevailing form. Essentially, there has been a sea change in collective bargaining in America.The book describes the transformation of collective bargaining in a lively and readable manner, avoiding academic, legalistic or technical jargon, and it will appeal to persons interested in the future directions of collective bargaining and unionism in America, (e.g., the general public, graduate and undergraduate students in human resource management and industrial relations courses, and labor relations managers and union activists and staff). The book deals with aspects of union revival as it asks whether ultra-concession bargaining is cause or outcome of the unions’ declining influence in the American economy and society. Above all, by using published reports on bargaining and interviews and surveys of bargaining settlements, the book shows where the concession bargaining is now and where it is heading.​"

"Saat ini belum ada pengaturan mengenai aturan teknis perpanjangan perjanjian kerja bersama yang tidak disepakati dalam waktu dua kali perundingan. Hal ini menyebabkan ketidakpastian hukum karena tidak adanya pengaturan mengenai perjanjian kerja bersama yang deadlock antara pengusaha dan serikat pekerja. Oleh karenanya, penelitian ini mencoba untuk membahas waktu keberlakuan perjanjian kerja bersama sebelum tercapainya kesepakatan dalam perundingan. Adapun rumusan masalah yang dibahas dalam perjanjian ini adalah bagaimana ketentuan mengenai waktu keberlakuan perjanjian kerja bersama yang sudah berlaku? bagaimana pelaksanaan perjanjian kerja bersama sebelum tercapainya kesepakatan selama masa perundingan? bagaimana seharusnya pengaturan mengenai waktu keberlakuan perjanjian kerja bersama ketika belum tercapainya kesepakatan selama masa perundingan perjanjian kerja bersama baru. Penelitian ini menggunakan metode hukum normatif dengan pendekatan peraturan perundang undangan, pendekatan konseptual dan pendekatan kasus. Penelitian ini menemukan bahwa tidak adanya pembatasan terhadap perundingan perjanjian kerja bersama yang belum selesai menyebabkan ketidakpastian hukum dan cenderung merugikan hak para pekerja. Ditemukan pula adanya praktek perpanjangan perjanjian kerja bersama hingga mencapai waktu 5 tahun karena tidak adanya kesepakatan antara para pihak. Dengan begitu, di dalam penelitian ini diberikan rekomendasi pembatasan perpanjangan jangka waktu pemberlakuan perjanjian kerja bersama yang tidak disepakati adalah selama satu tahun dan apabila tidak mencapai kesepakatan maka SPKD terkait dapat melakukan intervensi untuk membantu menengahi benturan kepentingan antara kedua belah pihak.

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Currently there are no regulations regarding the technical rules for extending collective work agreements that are not agreed upon within two negotiations. This causes legal uncertainty because there is no regulation regarding deadlocked collective work agreements between employers and labor unions. Therefore, this research will try to discuss the validity period of the collective work agreement before reaching an agreement in negotiations. The formulation of the problem that will be discussed in this agreement is what are the provisions regarding the validity period of collective work agreements that are already in force? How is the collective work agreement implemented before an agreement is reached during the negotiation period? What should be the regulations regarding the time a collective work agreement comes into force when an agreement has not been reached during the negotiation period for a new collective work agreement? This research uses normative legal methods with a statutory regulation approach, a conceptual approach and a case approach. This research found that the absence of restrictions on incomplete collective labor agreement negotiations causes legal uncertainty and tends to harm workers' rights. It was also found that there was a practice of extending collective work agreements up to 5 years because there was no agreement between the parties. In this way, in this research recomendations are the limitation period of extending the implementation of a collective work agreement that is not agreed upon is one year and if an agreement is not reached, the relevant SKPD can intervene to help meditate the conflict of interest between the two parties."

"ABSTRAKDalam rangka menciptakan hubungan industrial yang harmonis berupa ketenangan dalam bekerja dan berusaha, dibutuhkan pengaturan syarat kerja dalam suatu hubungan industrial di setiap perusahaan. Perjanjian Kerja Bersama (PKB) adalah kesepakatan yang dicapai melalui perundingan antara serikat pekerja dengan perwakilan pengusaha mengenai hak dan kewajiban kedua pihak tersebut. Meskipun PKB merupakan bentuk pengaturan syarat kerja berlandaskan kesepakatan, jumlah perusahaan yang telah membuat PKB masih sangat jauh jika dibandingkan dengan jumlah perusahaan yang menerapkan peraturan perusahaan (PP). Dikarenakan PKB yang menyangkut hubungan antara dua pihak, kehadiran pemerintah sebagai pihak ketiga yang berada di tengah dua kepentingan tersebut diperlukan. Penelitian ini bertujuan untuk menggambarkan mengenai upaya yang dilakukan oleh Direktorat Persyaratan Kerja Kementerian Ketenagakerjaan dalam meningkatkan pembuatan PKB di Indonesia. Teori yang digunakan dalam penelitian ini hubungan industrial, perjanjian kerja bersama, serikat pekerja, serta teori nilai publik dari Moore guna meninjau upaya dilakukan oleh Direktorat Persyaratan melalui aspek kapasitas operasional, dan legitimacy and support. Penelitian ini menggunakan metode kualitatif dengan pengumpulan data melalui wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menunjukkan upaya yang dilakukan oleh Direktorat Persyaratan Kerja guna meningkatkan pembuatan PKB diwujudkan melalui pelaksanaan program dialog sosial, bimbingan teknis, training of trainers (TOT), serta penyediaan pelayanan melalui pelayanan terpadu satu atap (PTSA). Dalam pelaksanaannya, program-program tersebut masih mengalami beberapa kendala, diantaranya serikat pekerja (SP) yang bersifat radikal, sikap denial yang ditunjukkan oleh calon peserta program, dan lemahnya sanksi yang diberikan saat terdapat perusahaan yang membuat PKB dengan kualitas lebih rendah dari undang-undang mengenai syarat kerja.

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ABSTRACTIn order to create industrial peace among workers and companies, the arrangement of work requirements in industrial relations of every companies is necessary. Collective Labor Agreement (CLA) is an agreement reached by negotiations between workers union and companys delegation, which discuss both rights and duties. However, despite CLA is a form of arrangement of work requirements, the amount of the companies that have made CLA is still very far compared to the number of companies that implement company regulations. Because CLA involves both parties relation, therefore Governments presence as their third party and/or mediator is needed. This study aims to describe the efforts made by the Directorate of Work Requirements of the Ministry of Manpower in increasing the making of CLA in Indonesia. The theory used in this research are industrial relations, CLA, trade unions, and Moores public value theory to review efforts made by the Directorate of Requirements through aspects of operational capacity, and legitimacy and support. This study uses qualitative methods by collecting data through in-depth interviews and literature studies. The results of this study shows that the efforts made are realized through the implementation of a social dialogue program, technical guidance, training of trainers (TOT), and providing services through one-stop integrated services. In its implementation, these programs still experience several obstacles such as radical unions (SP), denial attitudes shown by prospective program participants, and weak sanctions given when there are companies that make the PKB with a quality lower than the law concerning work conditions."

"ABSTRAKSkripsi ini membahas tentang hubungan persepsi karyawan PT. Telkomsel atas hasil penyelesaian perselisihan Perjanjian Kerja Bersama (PKB) terhadap komitmen organisasi. Penelitian ini menggunakan pengumpulan data dengan kuisoner dan wawancara. Variabel independen dari penelitian ini adalah hubungan industrial hasil penyelesaian perselisihan PKB, yang dinilai dengan tiga indikator, yaitu : komunikasi, kesejahteraan karyawan dan sarana hubungan industrial. Sedangkan variabel dipendennya adalah komitmen organisasi yang dinilai dengan tiga dimensi, yaitu : affective commitment, continuance commitment dan normative commitment. Kesimpulan yang didapat adalah adanya hubungan antara persepsi karyawan atas hubungan industrial terhadap komitmen organisasi di PT. Telkomsel.

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ABSTRACTThis thesis discusses the Relations of Perception of Employees on the result of Dispute Settlement The Collective Labour Agreement (CLA) Against Commitment Organization from at Telkomsel Ltd. This study uses data collection with questionnaires and interviews. Independent variables of this study is industrial relations from the results of dispute settlement from CLA , which was assessed by three indicators, namely: communication, employee welfare and means of industrial relations. While the dependent variable is organizational commitment was assessed by three dimensions: affective commitment, continuance commitment and normative commitment. The conclusion is there is significant relationship between employee perceptions on the result of Dispute Settlement The Collective Labour Agreement (CLA) againts commitment organization."

"ABSTRAKDalam hubungan kerja diperlukan adanya aturan yang mengatur syarat-syarat kerja. KKB merupakan aturan kerja yang dibentuk atas dasar negosiasi pekerja dan pengusaha. Akan tetapi, KKB memiliki realisasi terendah dibandingkan aturan lain seperti Peraturan Perusahaan PP . Penyebabnya adalah keengganan pengusaha dan ketidakpahaman pekerja mengenai KKB. Berdasarkan permasalahan tersebut, penelitian ini bertujuan untuk menganalisis mengenai peran pemerintah dalam menguatkan KKB sebagai sarana menciptakan industrial peace. Penelitian ini menggunakan metode kualitatif dan pengumpulan data melalui wawancara mendalam dan studi dokumentasi. Hasil penelitian menunjukkan peran Kementerian Ketenagakerjaan terkendala oleh kuantitas sumber daya manusia yang ada serta keterbatasan anggaran yang dimiliki Kementerian Ketenagakerjaan.

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ABSTRACTIn employment relation required the existence of rules that set the terms of work. The KKB is the rules of work that formed on the basis of negotiations between workers and employers. However, KKB has the lowest realization compared to other rules, such as Company Regulation PP . One of the cause is the reluctance of the employers and the lack of understanding of workers regarding KKB. Based on these problems, this research aims to analyze the role of the government in strengthening the KKB as a means of creating industrial peace. This research uses the qualitative method and data collection through in ndash depth interviews and documentation study. The results of the research shows the role of Ministry of Manpower constrained by the quantity of human resource and limited budget which owned by the Ministry of Manpower."