Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal TANJUNGPURA LAW JOURNAL Humaniora Mimbar Hukum
Sarira, Iron
Bina Nusantara University
Humanities Law, Crime, Criminology & Criminal Justice

Published : 10 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 8 Documents
Search
Journal : Humaniora

 1 
Mediation on Industrial Relation Dispute and Its Relation With Relative Authority in The Legal Proceedings Process Sarira, Iron
Humaniora Vol 7, No 2 (2016): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v7i2.3529

Abstract

Industrial Relations or Employment in the Indonesia legal system is based on Law No 13 of 2003 on Employment, and the Law No 2 of 2004 concerning Industrial Relations Dispute Settlement. The industrial relations are expected to be harmonious and give positive mutual engagement in the effort to support the development of Indonesian society and to improve the welfare of the Indonesian people, especially the workers or the labors. The desired goal is still far from the expectations if seeing the practice of industrial relations. The aim of the research was to get a better understanding of the practice and theory following the laws which regulated the procedures of employment as well as technical aspects. The research method applied was library research. There was some positive law approaches related to this research, which consisted of several rules as the normative law, such as Law No 2 of 2004, Act Number 30 of 1999, and PERMA No 1 of 2008. The research finds that the dispute of industrial relations as mentioned in Article 4 PERMA No 1 of 2008, Article 8 of Law No 2 of 2004, and Article 136 paragraph (2) of Act 13 of 2003. It explains and requires the mediation process before going into the courts of first instance (in this case is the Industrial Relations Court). The mediation process is led by a mediator who has the authority to conduct industrial relations dispute resolution processes in their jurisdiction. Industrial relations mediator does not have the authority to process the industrial relations dispute if the case territory is not located within its jurisdiction. As for, the relative authority of this provide an understanding that mediator aims to resolve disputes in industrial relations must apply the principle of locus delictus as a manifestation of its authority under the jurisdiction of the law. 
Aspek Hukum Pemenuhan Hak Tenaga Kerja terhadap Implementasi Keputusan Pailit Suatu Badan Usaha Sesuai Asas Keadilan Sarira, Iron
Humaniora Vol 2, No 2 (2011): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v2i2.3168

Abstract

The worker is the weaker party in terms of worker-employee relationship system. The problem that often arises in the event of bankruptcy decision issued by the judiciary is the ignorance of labor rights. As we know that termination of employment (layoffs) may be conducted by the employer in accordance with article 165 of Law Number 13 Year 2003 on Manpower, which is when the company is closed due to creditors’ law suit on unpaid credit within a specified time and therefore stating bankruptcy. Employers who are declared bankrupt by a competent judge shall settle all obligations, including in this case, paying workers' compensation regulations. In practice, the curator, the official havint the authority to calculate the company's assets can be invited to cooperate in terms of the repayment obligation, and they rather put the assets of the creditor's rights in front of workers’ rights. The receiver and or parties related to tend to prioritize the interests of the group more than the fulfillment of labor rights as compensation from the bankruptcy decision occurs. Whereas Article 95 Paragraph (4) of Law No. 13 of 2003 has stated that labor rights should come first before completing the receivables of the creditors. 
Kebijakan Perizinan Sesuai Asas Diskresi Terkait Manajemen Risiko dalam Perspektif Negara Hukum Kesejahteraan Sarira, Iron
Humaniora Vol 2, No 2 (2011): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v2i2.3219

Abstract

As a country that respects the rule of law, permission can be a commodity as the establishment of a policy creation rules or derivation of state law dogma. The subject of law could not be carelessly with the presence of policies and regulations. The application of risk management as a restraint order in respect of the manufacture of the permits to the safety and health of work object (K3) which consists of main and ancillary infrastructure the production process on the company or the bureaucracy, making the value of the uncertainty (uncertainty) associated risks that occur can be deduced that in turn would provide welfare (welfare) from persons per person on the micro level to the contry?s macro level. The law in respect of the implementation of the licensing on this writing more leads to the existence of risk in the field of safety and Health (K3) as a measurement of the success of the control pattern related to risk management application in the company. 
Philosophical Basis of the Compulsory Company Manpower Report toward Pancasila Industrial Relation Sarira, Iron
Humaniora Vol 10, No 3 (2019): Humaniora (In Press)
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v10i3.5741

Abstract

The research aimed to find out the intrinsic meaning and pragmatic interests of the concept of Compulsory Company Manpower Report (CCMR) and how the principle basis of Law Number 7 Year 1981 affected philosophical validity in realizing industrial relation in accordance with Pancasila. The research applied a qualitative method with textual analysis. The media of research was CCMR, which was one of the minimum macro aspects (work norm) in labor inspection as regulated in Law Number 7 Year 1981 aiming to implement the policy of work opportunity expansion and work protection as mandated by Article 27 paragraph (1) of the 1945 Constitution. The results report the conditions of employment within a company having historical and meaningful substances as the 1945 Constitution states the existence of equality in law and government for every citizen, and each citizen shall uphold the law and government as a manifestation of an active role of citizenship. The applicability of a positive norm cannot be separated from its juridical, sociological, and philosophical requirements. Many opinions reveal that CCMR is only for operational administrative fulfillment. Meanwhile, there is a philosophical basis of CCMR that reaches to the idea about conceptions in work opportunity and labor protection to realize harmonious, dynamic, and fair industrial relations in accordance with Pancasila.
Aspek Hukum Pemenuhan Hak Tenaga Kerja terhadap Implementasi Keputusan Pailit Suatu Badan Usaha Sesuai Asas Keadilan Iron Sarira
Humaniora Vol. 2 No. 2 (2011): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v2i2.3168

Abstract

The worker is the weaker party in terms of worker-employee relationship system. The problem that often arises in the event of bankruptcy decision issued by the judiciary is the ignorance of labor rights. As we know that termination of employment (layoffs) may be conducted by the employer in accordance with article 165 of Law Number 13 Year 2003 on Manpower, which is when the company is closed due to creditors’ law suit on unpaid credit within a specified time and therefore stating bankruptcy. Employers who are declared bankrupt by a competent judge shall settle all obligations, including in this case, paying workers' compensation regulations. In practice, the curator, the official havint the authority to calculate the company's assets can be invited to cooperate in terms of the repayment obligation, and they rather put the assets of the creditor's rights in front of workers’ rights. The receiver and or parties related to tend to prioritize the interests of the group more than the fulfillment of labor rights as compensation from the bankruptcy decision occurs. Whereas Article 95 Paragraph (4) of Law No. 13 of 2003 has stated that labor rights should come first before completing the receivables of the creditors. 
Kebijakan Perizinan Sesuai Asas Diskresi Terkait Manajemen Risiko dalam Perspektif Negara Hukum Kesejahteraan Iron Sarira
Humaniora Vol. 2 No. 2 (2011): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v2i2.3219

Abstract

As a country that respects the rule of law, permission can be a commodity as the establishment of a policy creation rules or derivation of state law dogma. The subject of law could not be carelessly with the presence of policies and regulations. The application of risk management as a restraint order in respect of the manufacture of the permits to the safety and health of work object (K3) which consists of main and ancillary infrastructure the production process on the company or the bureaucracy, making the value of the uncertainty (uncertainty) associated risks that occur can be deduced that in turn would provide welfare (welfare) from persons per person on the micro level to the contry’s macro level. The law in respect of the implementation of the licensing on this writing more leads to the existence of risk in the field of safety and Health (K3) as a measurement of the success of the control pattern related to risk management application in the company. 
Mediation on Industrial Relation Dispute and Its Relation With Relative Authority in The Legal Proceedings Process Iron Sarira
Humaniora Vol. 7 No. 2 (2016): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v7i2.3529

Abstract

Industrial Relations or Employment in the Indonesia legal system is based on Law No 13 of 2003 on Employment, and the Law No 2 of 2004 concerning Industrial Relations Dispute Settlement. The industrial relations are expected to be harmonious and give positive mutual engagement in the effort to support the development of Indonesian society and to improve the welfare of the Indonesian people, especially the workers or the labors. The desired goal is still far from the expectations if seeing the practice of industrial relations. The aim of the research was to get a better understanding of the practice and theory following the laws which regulated the procedures of employment as well as technical aspects. The research method applied was library research. There was some positive law approaches related to this research, which consisted of several rules as the normative law, such as Law No 2 of 2004, Act Number 30 of 1999, and PERMA No 1 of 2008. The research finds that the dispute of industrial relations as mentioned in Article 4 PERMA No 1 of 2008, Article 8 of Law No 2 of 2004, and Article 136 paragraph (2) of Act 13 of 2003. It explains and requires the mediation process before going into the courts of first instance (in this case is the Industrial Relations Court). The mediation process is led by a mediator who has the authority to conduct industrial relations dispute resolution processes in their jurisdiction. Industrial relations mediator does not have the authority to process the industrial relations dispute if the case territory is not located within its jurisdiction. As for, the relative authority of this provide an understanding that mediator aims to resolve disputes in industrial relations must apply the principle of locus delictus as a manifestation of its authority under the jurisdiction of the law. 
Philosophical Basis of the Compulsory Company Manpower Report toward Pancasila Industrial Relation Iron Sarira
Humaniora Vol. 10 No. 3 (2019): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v10i3.5741

Abstract

The research aimed to find out the intrinsic meaning and pragmatic interests of the concept of Compulsory Company Manpower Report (CCMR) and how the principle basis of Law Number 7 Year 1981 affected philosophical validity in realizing industrial relation in accordance with Pancasila. The research applied a qualitative method with textual analysis. The media of research was CCMR, which was one of the minimum macro aspects (work norm) in labor inspection as regulated in Law Number 7 Year 1981 aiming to implement the policy of work opportunity expansion and work protection as mandated by Article 27 paragraph (1) of the 1945 Constitution. The results report the conditions of employment within a company having historical and meaningful substances as the 1945 Constitution states the existence of equality in law and government for every citizen, and each citizen shall uphold the law and government as a manifestation of an active role of citizenship. The applicability of a positive norm cannot be separated from its juridical, sociological, and philosophical requirements. Many opinions reveal that CCMR is only for operational administrative fulfillment. Meanwhile, there is a philosophical basis of CCMR that reaches to the idea about conceptions in work opportunity and labor protection to realize harmonious, dynamic, and fair industrial relations in accordance with Pancasila.
Co-Authors