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Widiastiani, Nindry Sulistya
Universitas Atma Jaya Yogyakarta
Humanities Decision Sciences, Operations Research & Management Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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KEBERADAAN MOGOK KERJA DALAM KONSTELASI HUBUNGAN INDUSTRIAL PANCASILA Widiastiani, Nindry Sulistya
Justitia et Pax Vol 33, No 2 (2017): Justitia et Pax Volume 33 Nomor 2 Tahun 2017
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (307.669 KB) | DOI: 10.24002/jep.v33i2.1602

Abstract

Indonesia’s industrial relations is called the Pancasila industrial relations, which requires a harmonic situation between the labor and the employer. On the other hand, the Pancasila industrial relations also contains the conflict concept which appears in the existence of labor strike. However, the conflict concept in the existence of labor strike is in line with the Pancasila industrial relations’ harmonic concept. The labor strike is the part of industrial relations dispute settlement, which is not to undermining the Pancasila industrial relations’ harmonic concept. The right to strike is given to the labor for increasing their bargaining power when the industrial relation dispute arises. The existence of labor strike actually become a means to restore the harmonic situation when the industrial relation dispute arises.Keywords: industrial relations, the Pancasila industrial relations, labor strikeIntisariHubungan industrial di Indonesia merupakan hubungan industrial Pancasila, yang menghendaki situasi yang harmonis antara pekerja dengan pengusaha. Di sisi lain, hubungan industrial Pancasila juga mengakomodasi konsep konflik yang tercermin dalam keberadaan mogok kerja. Keberadaan mogok kerja yang mengandung konsep konflik sejatinya tidak bertentangan dengan konsep keharmonisan dalam hubungan industrial Pancasila. Mogokkerja dihadirkan sedemikian rupa sebagai salah satu upaya penyelesaian perselisihan hubungan industrial, tidak dimaksudkan untuk merusak tatanan keharmonisan sebagaimana dicita-citakan oleh hubungan industrial Pancasila. Hak mogok kerja diberikan kepada pekerja digunakan untuk membantu menyeimbangkan posisi tawar pekerja saat terjadi perselisihan hubungan industrial. Keberadaan mogok kerja sejatinya merupakan saranauntuk mengembalikan keharmonisan di saat terjadi konflik dan perselisihan dalam hubungan industrial.Kata kunci: hubungan industrial, hubungan industrial Pancasila, mogok kerja.
PERKEMBANGAN PEMBUKTIAN PADA PUTUSAN VERSTEK: STUDI KASUS DI PENGADILAN NEGERI SLEMAN DAN KOTA YOGYAKARTA Sundari, Elisabeth; Widiastiani, Nindry Sulistya
Justitia et Pax Vol 35, No 2 (2019): Justitia et Pax Volume 35 Nomor 2 Tahun 2019
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (894.817 KB) | DOI: 10.24002/jep.v35i2.2936

Abstract

Article 25 of HIR provides that in case the defendant does not appear at court process (verstek), the claim will be accepted unless it is unreasonable and against the rights. In the beginning, that article was interpreted that in case the defendant doesn’t  appear at court process (verstek), the plaintiff shall not obeyed to proof his claim. How is the development of that previous interpretation? Normative legal research has been conducted to redress that issue. The data were collected from secondary data resources from Sleman and Yogyakarta District Court decisions concerning the burden of proof  in verstek recently,  and being  analized  qualitatively. The research result shows that there is a development in  interpretating Article 125 HIR, where the judges burdened the plaintiff to proof his claim. That interpretation development supports the strive to get the truth beyond reasonable doubt, to meet a fair decision,  as good as to avoid fraud claim, and haphazard decision.
POLEMIK KARTU PRAKERJA SEBAGAI KEBIJAKAN BIDANG HUKUM KETENAGAKERJAAN MASA PANDEMI COVID-19 Nindry Sulistya Widiastiani
Literasi Hukum Vol 5, No 2 (2021): Literasi Hukum
Publisher : Universitas Tidar

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (276.387 KB)

Abstract

Pembatasan aktivitas masyarakat pada masa pandemi covid-19 mengakibatkan meningkatnya jumlah pemutusan hubungan kerja dan usaha yang merugi. Untuk mengatasi krisis bidang hukum ketenagakerjaan masa pandemi ini pemerintah mengeluarkan kebijakan kartu prakerja. Namun demikian, kebijakan kartu prakerja ini menuai polemik dan kontroversi. Artikel ini bertujuan untuk menganalisis mengenai evaluasi kebijakan kartu prakerja dalam mengatasi permasalahan bidang ketenagakerjaan di Indonesia selama masa pandemi covid-19. Kesimpulan yang dapat diambil adalah kebijakan kartu prakerja yang diluncurkan pemerintah tidak efektif menangani permasalahan bidang ketenagakerjaan yang timbul selama masa pandemi covid-19 ini. Hal ini disebabkan karena kebijakan kartu prakerja tidak diformulasikan secara matang, sehingga tidak tepat sasaran dan tidak efektif. Pelaksanaan kebijakan kartu prakerja juga terdapat cacat hukum dan sarat konflik kepentingan. Komisi Pemberantasan Korupsi pun sebenarnya telah mengeluarkan kajian yang menyimpulkan bahwa kebijakan kartu prakerja berpotensi merugikan keuangan negara. Untuk itu, kebijakan kartu prakerja perlu dikembalikan pada tujuan awalnya
KEWENANGAN MENGADILI PENGADILAN HUBUNGAN INDUSTRIAL DALAM PERKARA DIREKSI MELAWAN PERUSAHAAN Nindry Sulistya Widiastiani
Jurnal Yudisial Vol 12, No 2 (2019): ACTA NON VERBA
Publisher : Komisi Yudisial RI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29123/jy.v12i2.349

Abstract

ABSTRAKPenelitian ini menganalisis Putusan Peninjauan Kembali Mahkamah Agung Nomor 521 PK/Pdt/2017, dalam perkara gugatan uang jasa pengabdian dan penghargaan oleh direksi melawan perusahaannya. Pada putusan peninjauan kembali, Mahkamah Agung berpendapat bahwa perkara ini merupakan yurisdiksi dari pengadilan hubungan industrial, bukan pengadilan negeri. Pokok permasalahan dalam penelitian ini ialah mengenai apakah pengadilan hubungan industrial mempunyai yurisdiksi atas perkara a quo sebagaimana dikemukakan Mahkamah Agung. Penelitian ini bersifat normatif untuk menelaah prinsip-prinsip yang berkaitan dengan permasalahan secara mendalam. Hasil penelitian menunjukkan bahwa pengadilan hubungan industrial tidak berwenang mengadili perkara ini. Direksi di perusahaan berkedudukan sebagai perwakilan pengusaha, bukan pekerja, sehingga perselisihan antara direksi dengan perusahaan bukanlah termasuk perselisihan hubungan industrial sebagaimana diatur dalam Undang-Undang Nomor 2 Tahun 2004. Oleh karena itu, perkara ini adalah sengketa keperdataan biasa yang merupakan yurisdiksi dari pengadilan negeri.Kata kunci: kewenangan mengadili, direksi, pengadilan hubungan industrial, pengadilan negeri. ABSTRACT This research aims to analyze the Supreme Court's civil request Decision Number 521 PK/Pdt/2017, in the case of honorarium devotion lawsuit and reward of the directors against his company. In this decision, the Supreme Court believes that this case is in the jurisdiction of the industrial relations court, not in the district court. The main issue in this research is whether the industrial relations court has jurisdiction over the case as stated by the Supreme Court. This normative research is to examine deeply about the principles that relate to the problem. The author concludes that the industrial relations court theoretically has no jurisdiction to handle this case. In any companies, directors are the representatives, not their workers, so that the dispute between the company and its directors is not an industrial relations dispute as stipulated in Law Number 2 of 2004. Therefore, the case is just a regular civil law dispute under which the district court has jurisdiction. Keywords: jurisdiction, director, industrial relations court, district court.
KEBERADAAN MOGOK KERJA DALAM KONSTELASI HUBUNGAN INDUSTRIAL PANCASILA Nindry Sulistya Widiastiani
Justitia et Pax Vol. 33 No. 2 (2017): Justitia et Pax Volume 33 Nomor 2 Tahun 2017
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/jep.v33i2.1602

Abstract

Indonesia’s industrial relations is called the Pancasila industrial relations, which requires a harmonic situation between the labor and the employer. On the other hand, the Pancasila industrial relations also contains the conflict concept which appears in the existence of labor strike. However, the conflict concept in the existence of labor strike is in line with the Pancasila industrial relations’ harmonic concept. The labor strike is the part of industrial relations dispute settlement, which is not to undermining the Pancasila industrial relations’ harmonic concept. The right to strike is given to the labor for increasing their bargaining power when the industrial relation dispute arises. The existence of labor strike actually become a means to restore the harmonic situation when the industrial relation dispute arises.Keywords: industrial relations, the Pancasila industrial relations, labor strikeIntisariHubungan industrial di Indonesia merupakan hubungan industrial Pancasila, yang menghendaki situasi yang harmonis antara pekerja dengan pengusaha. Di sisi lain, hubungan industrial Pancasila juga mengakomodasi konsep konflik yang tercermin dalam keberadaan mogok kerja. Keberadaan mogok kerja yang mengandung konsep konflik sejatinya tidak bertentangan dengan konsep keharmonisan dalam hubungan industrial Pancasila. Mogokkerja dihadirkan sedemikian rupa sebagai salah satu upaya penyelesaian perselisihan hubungan industrial, tidak dimaksudkan untuk merusak tatanan keharmonisan sebagaimana dicita-citakan oleh hubungan industrial Pancasila. Hak mogok kerja diberikan kepada pekerja digunakan untuk membantu menyeimbangkan posisi tawar pekerja saat terjadi perselisihan hubungan industrial. Keberadaan mogok kerja sejatinya merupakan saranauntuk mengembalikan keharmonisan di saat terjadi konflik dan perselisihan dalam hubungan industrial.Kata kunci: hubungan industrial, hubungan industrial Pancasila, mogok kerja.
PERKEMBANGAN PEMBUKTIAN PADA PUTUSAN VERSTEK: STUDI KASUS DI PENGADILAN NEGERI SLEMAN DAN KOTA YOGYAKARTA Elisabeth Sundari; Nindry Sulistya Widiastiani
Justitia et Pax Vol. 35 No. 2 (2019): Justitia et Pax Volume 35 Nomor 2 Tahun 2019
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/jep.v35i2.2936

Abstract

Article 25 of HIR provides that in case the defendant does not appear at court process (verstek), the claim will be accepted unless it is unreasonable and against the rights. In the beginning, that article was interpreted that in case the defendant doesn’t  appear at court process (verstek), the plaintiff shall not obeyed to proof his claim. How is the development of that previous interpretation? Normative legal research has been conducted to redress that issue. The data were collected from secondary data resources from Sleman and Yogyakarta District Court decisions concerning the burden of proof  in verstek recently,  and being  analized  qualitatively. The research result shows that there is a development in  interpretating Article 125 HIR, where the judges burdened the plaintiff to proof his claim. That interpretation development supports the strive to get the truth beyond reasonable doubt, to meet a fair decision,  as good as to avoid fraud claim, and haphazard decision.
EKSISTENSI SERIKAT PEKERJA/SERIKAT BURUH SEBAGAI SUBJEK HUKUM DALAM LINGKUP HUKUM KETENAGAKERJAAN INDONESIA Nindry Sulistya Widiastiani
Jurnal Ilmu Hukum Vol 10, No 1 (2021)
Publisher : Fakultas Hukum Universitas Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (278.223 KB) | DOI: 10.30652/jih.v10i1.8047

Abstract

This article aims to review about the existence of Labour Union as legal person according to Indonesian Labour Law. The article uses normative legal research method, which are based on statute approach and conceptual approach. The conclusion of the article shows that The Labour Union could be categorized as a legal person, because it could hold rights and obligations. Also, it could be called as a rechtpersoon. It fulfilled the charactetistics and requirements as legal person and rechtpersoon, although Indonesian Labour Law/Regulation does not explicitly stipulate that.
The Proposal of Constitutional Complaint for the Indonesian Constitutional Court Nindry Sulistya Widiastiani
Jurnal Konstitusi Vol. 19 No. 3 (2022)
Publisher : Constitutional Court of the Republic of Indonesia, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31078/jk1939

Abstract

The research focuses on the proposal of a Constitutional Complaint for the Indonesian Constitutional Court. The background causes of the constitutional weakness to protection and fulfilment of constitutional rights, especially the absence of a Constitutional Complaint mechanism. Research methods used normative legal research methods with statutory, analytical, and case approaches. The study results show that legal thinking, including an embodiment of the values of constitutionalism in the rule of law of Pancasila, complements a checks and balances system, the basis for protecting fundamental rights, and aims to realize good governance. There are several steps/ methods to giving this authority, amendments to the 1945 Constitution, non-original interpretations, and revision of the Constitutional Court Act. Several objects of dispute are the Court’s verdict, the problems of interpreting the 1945 Constitution and law by a state official, People Consultative Assembly decisions, and others.
The Proposal of Constitutional Complaint for the Indonesian Constitutional Court Nindry Sulistya Widiastiani
Jurnal Konstitusi Vol 19, No 3 (2022)
Publisher : The Constitutional Court of the Republic of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (540.56 KB) | DOI: 10.31078/jk1939

Abstract

The research focuses on the proposal of a Constitutional Complaint for the Indonesian Constitutional Court. The background causes of the constitutional weakness to protection and fulfilment of constitutional rights, especially the absence of a Constitutional Complaint mechanism. Research methods used normative legal research methods with statutory, analytical, and case approaches. The study results show that legal thinking, including an embodiment of the values of constitutionalism in the rule of law of Pancasila, complements a checks and balances system, the basis for protecting fundamental rights, and aims to realize good governance. There are several steps/ methods to giving this authority, amendments to the 1945 Constitution, non-original interpretations, and revision of the Constitutional Court Act. Several objects of dispute are the Court’s verdict, the problems of interpreting the 1945 Constitution and law by a state official, People Consultative Assembly decisions, and others.
PANDEMI COVID-19: FORCE MAJEURE DAN HARDSHIP PADA PERJANJIAN KERJA Widiastiani, Nindry Sulistya
Jurnal Hukum & Pembangunan
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

In the civil law system, there are force majeure and hardship concepts which is related with situation when debtors unable to fulfill their contract obligations. Covid-19 pandemic in Indonesia causes employers’ difficulties in order to fulfill their work agreement obligations, such as payingtheir workers wages and Religious Holiday Allowances. In the context of fulfilling work agreement obligations, force majeure dan hardship concepts could not be found in the Indonesia’s Manpower Law. This conceptual article aims to analyse the chance of using force majeure and hardship concepts in the implementation of work agreement during covid-19 pandemic. The analysis uses conceptual approach to deduce a result. The result shows that covid-19 pandemic could be used as the ground to implement force majeure and hardship concepts if the employers (as debtors) unable to fulfill their obligation from work agreement, such as as paying their workers wages and Religious Holiday Allowances. However, the application of force majeure and hardship concepts are subjective and could not be used as general principles.
Co-Authors Alfyanti, Maria Veronica Amara Angelita, Maya Ardhiawan, Nicolas Raditya Beraya, Fransiska Millenia A L B Christine Christine Christiyanto, Laurensius Erdin Damanik, Justin Gamaliel Daniel Daniel Elisabeth Sundari Ermawati Ermawati Febriana, Agata Nadia Hadinata, Michael Evan Hananta, Juninho Yudistira Incharisma, Maria Indrakusuma, F. X. Bagas Irawan, Florencia Irene Juniyati, Juniyati Kinesto, Pius Bagas Vando Kirana, Stephani Nindya Krisnawardhani, Katarina Intan Rizky Kusumatriawan, Ardhiel Junico A Latumahina, Bill Samuel Marlissa, Morgan Gerhardt Meriliandi, Kadek Wahyu Fitriaputi Modjanggo, Irmalani Mulyadi, Fani Mulyono, Romi Kurniawan Agni Nugraha, Geraldus Harry Nugrahanto, Cornelius Septian Nur Aini Nurmawan, Mardatungga Pangestuti, Patricia Aurelia U Pima, Nike Naka Pramana, Isidorus Risang Tanaya Deva Prianda, Elga Ariana Putra, Libertus Anggit Martini L Radjab, Ukhra Niyantama Santosa, Kurnia Richard Saputra, Justyn Rudes Saragih, Nia Handayani Septiari, Ni Luh Putu Karina Setiawan, Agnes Nathalia Pramudyanti Sijabat, Okthalia Larasati Simbolon, Angelita Rogabe T Surbakti, Yemima Apriesti Dameria Tabita, Skolastika Gadis Tanuwijaya, Shania Angeline Warang, Florentinus Valeri Wicaksana, Dhaniel Satria Widi, Dionysius Nova Sesoco Zwageri, Lorenzo Baptista