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"Serikat pekerja adalah organisasi yang dibentuk dari, oleh, dan untuk pekerja, baik di perusahaan maupun di luar perusahaan, yang bersifat bebas, terbuka, mandiri, demokratis, dan bertanggung jawab untuk memperjuangkan, membela, serta meningkatkan kesejahteraan pekerja dan keluarganya. Namun, keberadaan serikat pekerja tidak secara otomatis mampu memperbaiki nasib pekerja yang menjadi anggotanya. Tujuan dari penelitian ini adalah untuk menganalisis peran organisasi serikat pekerja dalam perumusan kebijakan hubungan industrial. Pendekatan penelitian yang digunakan adalah pendekatan penelitian kualitatif, dan pengumpulan data melalui wawancara mendalam serta studi kepustakaan. Hasil penelitian menunjukkan peran organisasi serikat pekerja dalam perumusan kebijakan hubungan industrial ialah memperjuangkan hak-hak dan kepentingan pekerja untuk memberikan kesejahteraan serta perlindungan kepada pekerja. Hal tersebut diwujudkan melalui perundingan dalam perumusan pengupahan, jaminan sosial, jam kerja, cuti, dan lain-lain, dengan cara memberikan rekomendasi dan memberikan saran. Namun, kenyataannya organisasi serikat pekerja tidak selalu diikutsertakan di dalam perumusan kebijakan.

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A trade union is an organization formed from, by and for workers, both corporate and external, free, open, independent, democratic and responsible for the struggle, defense and welfare of workers and their families. However, the existence of unions is not automatically able to improve the fate of workers who become members.

The purpose of this study was to analyze the role of trade unions organization in the formulation of industrial relations policy. The research approach used is qualitative research approach, data collection through in depth interview and literature study.

The result of the research shows that the role of trade union organization in industrial relations policy formulation is to fight for workers rights and interests to provide welfare and protection to workers. It is manifested through negotiations in the formulation of wages, social security, working hours, leave, etc., by providing recommendations and suggestions. However, in reality unions are not always included in policy formulation."

"Penelitian ini membahas mengenai peran-peran yang dilakukan oleh perwakilan pekerja Plant Leader di serikat pekerja dalam pelaksanaan suatu hubungan industrial di PT. Panasonic Manufacturing Indonesia serta faktor-faktor pendukung dan penghambat yang dihadapi dalam menjalankan peran tersebut. Penelitian ini merupakan penelitian kualitatif dengan jenis deskriptif. Hasil penelitian menunjukkan Plant Leader sudah berkontribusi dalam menciptakan hubungan industrial yang harmonis dalam perusahaan yaitu dengan berperan sebagai pihak yang berunding terkait pergantian hari kerja, menampung dan menyelesaikan keluh kesah / aspirasi karyawan, menyampaikan informasi karyawan dan membantu kegiatan di serikat pekerja. Pada dasarnya, terdapat peran yang sudah dijalankan dengan efektif dan ada juga yang belum. Pelaksanaan peran Plant Leader tersebut juga dipengaruhi oleh beberapa faktor pendukung dan penghambat. Penelitian ini menyarankan agar serikat pekerja melakukan follow up dan evaluasi terhadap pelaksanaan peran Plant Leader, forum pemilihan dan regenerasi, pendidikan berkala serta pemberian reward / intensive maupun atribut khusus untuk Plant Leader.

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This study discusses the roles performed by employee representatives Plant Leader in trade union for the implementation of an industrial relations in PT. Panasonic Manufacturing Indonesia as well as the supporting and inhibiting factors faced in carrying out the roles. This research is a qualitative research with descriptive type. The results show that Plant Leader have contributed to create a harmonious industrial relationship in the company by negotiating related to work day change, accommodating and solving employees grievances aspirations, conveying information to employees and assisting union trade activities. Basically, there are roles that have been run effectively and some are not. The implementation of Plant Leader roles is also influenced by several supporting and inhibiting factors. This study suggests that trade unionshould follow up and evaluate Plant Leader rsquo s performance, hold Plant Leader election and regeneration forums, regularly give education, reward intensive or particular attributes for Plant Leader."

"Tesis ini membahas mengenai pemberangusan serikat pekerja yang dilakukan oleh pengusaha berdasarkan keputusan pengadilan hubungan industrial yang diajukan oleh pekerja. Pokok permasalahan dalam tesis ini adalah kedudukan dan perlindungan hukum bagi pengusaha berdasarkan putusan mahkamah agung ditinjau dari UU Serikat pekerja dan UU Hubungan Industrial. Metode penelitian yang digunakan adalah pendekatan yuridis normative, sedangkan metode analisis datanya adalah metode kualitatif.Pekerja merupakan bagian dari suatu perusahaan dan juga merupakan salah satu pemangku kepentingan dalam suatu perusahaan. Namun demikian, dalam hal terjadi pertentangan atau sengketa antara pekerja dan perusahaan (pengusaha) sering kali meskipun dibawa ke pengadilan PHI. UU Serikat pekerja menyatakan bahwa pengusaha dilarang untuk menghalang-halangi aktifitas pekerja dalam serikat pekerja dengan cara melakukan pemutusan hubungan kerja.Putusan Mahkamah Agung nomor 2014K/Pid.Sus/2011 seolah-olah menyatakan bahwa pengusaha dapat dianggap melakukan pemberangusan serikat pekerja berdasarkan keputusan pengadilan hubungan industrial terhadap phk yang diajukan oleh pekerja. Dalam tesis ini ditarik suatu kesimpulan bahwa pada dasarnya PHK yang diajukan oleh pekerja tidak dapat dijadikan dasar untuk menyatakan bahwa pengusaha telah melakukan pemberangusan serikat pekerja.dan majelis hakim dalam perkara pidana perburuhan, hendaknya memperhatikan keputusan pengadilan hubungan industrial, atas dasar-dasar terjadinya pemutusan hubungan kerja. Diharapkan dimasa depan telah diatur secara tegas bahwa pemberangusan serikat pekerja haruslah diperhatikan dari dasar pemutusan hubungan kerja dan adanya pemahaman hakim pidana perburuhan yang sama bahwa proses yang terjadi di Pengadilan hubungan industrial dapat dijadikan dasaar dalam penyelesaian kasus pidana perburuhan kecuali diatur secara tegas oleh Undang-Undang.

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This thesis discusses the suppression of trade unions carried out by the employer based on the industrial relations court decision filed by workers. The main problem in this thesis is the status and legal protection for employers based on the decision of the Supreme Court in terms of the Law Unions and Industrial Relations Act . The method used is a normative juridical approach , whereas the method of data analysis is a qualitative method

Workers are part of a company and also one of the stakeholders in a company . However , in the event of disagreement or dispute between workers and companies ( employers ) often though brought to justice at industrial relationship court. Unions Act states that employers are forbidden to obstruct the activities of workers in trade unions by doing layoffs .

Supreme Court ruling number 2014K / Pid.Sus / 2011, as if stating that employers can be considered conduct suppression of union by a court decision on the termination of industrial relations filed by workers. In this thesis drawn a conclusion that basically laid filed by workers can not be used as a basis for stating that the employer has made suppression of union judges in criminal cases of labor , should pay attention to the industrial relations court's decision , on the foundations of the termination work . Expected future has been set explicitly that the suppression of trade unions should be considered on the basis of termination of employment and their understanding of labor the same criminal judge that the processes occurring in the industrial relations court can be ground in resolving criminal cases except labor are strictly regulated by law"

"Pembentukan union partnership sangat disarankan dalam perusahaan sebagai media ketika terdapat permasalahan hubungan industrial di dalam perusahaan, perusahaan akan memberikan informasi kepada para pekerja dan dapat mencari solusi bersama. Adanya serikat pekerja, komitmen dan loyalitas serikat pekerja merupakan subjek yang penting, jika terjadinya perebutan kekuasaan antara serikat pekerja dan manajemen, manajemen dapat merusak kesetiaan pekerja dan menjadi kencenderungan untuk terjadinya pemogokan. Penelitian sebelumnya menyatakan bahwa loyalitas kepada serikat pekerja di pengaruhi oleh efektivitas serikat pekerja dan iklim hubungan industrial. Tujuan penelitian ini adalah untuk mengetahui pengaruh efektivitas serikat pekerja terhadap loyalitas kepada serikat pekerja dengan mediasi iklim hubungan industrial. Pengumpulan data dalam penelitian ini dilakukan melalui kuesioner terhadap pengurus secara langsung serikat pekerja dan LKS bipartit MinongCo yang bergerak di bidang kontraktor pertambangan dengan jumlah responden sebanyak 116. Dalam penelitian ini, efektivitas serikat pekerja memiliki pengaruh positif terhadap loyalitas kepada serikat pekerja dan adanya peran iklim hubungan industrial sebagai mediator.

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The establishment of union partnership is highly recommended in a company as the media when there is an internal problem in industrial relations. The company will inform the workers and find the solution together. The existence of labor union, commitment, and their loyalties are important subjects if there is a power struggle between the labor union and the management. The management could damage the workers 39 loyalties which tends to trigger a strike. The previous study states that union loyalty is affected by its union effectiveness and industrial relations climate.

This study aims to discover the influence of labor union effectiveness towards labor union loyalty through mediation in industrial relations climate. The data for this study is collected by spreading questionnaires to the union officials and bipartite cooperation institution of MiningCo which engages in the field of mining contractor with total respondents of 116. In this study, the effectiveness of labor union has positive influence towards union loyalty and the role of industrial relations climate as the mediator. "

"Progressive unions flourished in the 1930s by working alongside federal agencies created during the New Deal. Yet in 1950, few progressive unions remained. Why? Most scholars point to domestic anticommunism and southern conservatives in Congress as the forces that diminished the New Deal state, eliminated progressive unions, and destroyed the radical potential of American liberalism. Rights Delayed argues that anticommunism and congressional conservatism merely intensified the main reason for the decline of progressive unions: the New Deal states focus on legal procedure. Initially, progressive unions thrived by embracing the procedural culture of New Deal agencies. Between 1935 and 1945, unions mastered the complex rules of the National Labor Relations Board (NLRB) and other federal entities by working with government officials. In 1946 and 1947, however, the emphasis on legal procedure made the federal state too slow to combat potentially illegal cooperation between employers and the Teamsters. Workers who supported progressive unions rallied around procedural language in labor law, but they found themselves dependent on an ineffective federal state. The state became even less able to protect employees belonging to left-led unions after the Taft-Hartley Acts anticommunist provisions-and decisions by union leaders-limited access to the NLRBs procedures. From 1946 until 1950, progressive unions withered and eventually disappeared from the Pacific canneries as the unions failed to pay the cost of legal representation before the NLRB. Workers supporting progressive unions had embraced procedural language to claim their rights, but by 1950 those workers discovered that their rights had vanished in an endless legal discourse."