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All Journal LAW REFORM Badamai Law Journal WAJAH HUKUM Legal Standing : Jurnal Ilmu Hukum Unes Law Review JURNAL ILMIAH ADVOKASI Legal Spirit Jurnal Ilmiah Wahana Pendidikan Devotion: Journal of Research and Community Service JUSTICIA SAINS: Jurnal Ilmu Hukum Jurnal Hukum Mimbar Justitia
Santoso, Imam Budi
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Tinjauan Hukum Perbandingan Pengakuan dan Pelaksanaan Putusan Arbitrase Asing di Indonesia dan Singapura nur rizki, Raden achmad; Ansari, Teuku Syahrul; santoso, Imam budi; Arafat, Muhammad Rusli
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 23 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

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

Abstract

The era of globalization brings business development and increased dispute potential. Countries are forming multinational agreements to promote free markets and avoid disputes. Litigation in court as a dispute resolution tends to be long and expensive, so business people turn to arbitration which is faster and more efficient. The purpose of this study is to analyze the legal framework and mechanisms for recognition and enforcement of foreign arbitral awards in Indonesia and Singapore, comparing their approaches. It is expected to provide in-depth insights and recommendations to improve the effectiveness of business dispute resolution through international arbitration in cross-border business. This legal research uses the normative legal research method, which involves the analysis of products of legal behavior such as laws as normative case studies. . Such disputes often involve different legal systems, and therefore, a platform is needed that can resolve such disputes. International arbitration has become a popular alternative in business dispute resolution.
Pemutusan Hubungan Kerja bagi Pekerja Nabila, Jihan Sulistia; Santoso, Imam Budi; Mubina, Rohendra Fatham
Legal Spirit Vol 8, No 1 (2024): Legal Spirit
Publisher : Pascasarjana Ilmu Hukum, Universitas Widya Gama Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/ls.v7i2.5029

Abstract

Workers or laborers have the right to obtain protection for safety and health, morals and decency, as well as treatment in accordance with human dignity and religious values. Termination of Employment is one of the problems in employment that often occurs. Termination of employment causes anxiety because it has a negative impact on the survival and future of workers and their families. As an effort to protect workers or laborers affected by Termination of Employment, in 2021 the Government issued a new policy, namely Government Regulation Number 37 of 2021 concerning the Implementation of the Job Loss Guarantee Program. This research aims to find out and analyze the Job Loss Guarantee program and its implementation in Karawang Regency. This research uses a normative legal research method by examining theories, concepts, legal principles and statutory regulations related to this research. The Job Loss Guarantee Program is provided to workers or laborers affected by Termination of Employment in the form of cash benefits, career counseling benefits, job training benefits, and job market information benefits. This guarantee program came into effect in Karawang Regency on February 11 2022 a year after the regulations were issued with the number of participants who have claimed benefits during 2022 amounting to 683 participants and the total funds disbursed amounting to IDR. 1,385,714,400.00. However, the implementation of this guarantee program in Karawang Regency is still not optimal because there are several technical problems in the benefit claim process
PROBLEMATIKA NORMATIF PERMENAKER RI NO 28 TAHUN 2014 TENTANG TATA CARA PEMBUATAN DAN PENGESAHAN PERATURAN PERUSAHAAN (PP) SERTA PEMBUATAN DAN PENDAFTARAN PERJANJIAN KERJA BERSAMA (PKB) DI PT PK MANUFACTURING INDONESIA Ibrahim, Ibrahim; Santoso, Imam Budi; Agusmidah, Agusmidah; Khakim, Abdul
Badamai Law Journal Vol 8, No 2 (2023)
Publisher : Program Magister Hukum Universitas Lambung Mangkurat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32801/damai.v8i2.16975

Abstract

Abstrak: Peran karyawan dalam pembangunan nasional sangat besar dengan berbagai tantangan yang dihadapi. Oleh karenanya kepada mereka sangat perlu untuk diberikan perlindungan, pemeliharaan, dan peningkatan kesejahteraan. Dimana  saat ini Peraturan Perusahaan di PT PK Manufacturing Indonesia akan segera berakhir, sehingga perlu dilakukan perpanjangan kembali ke Disnakertransnas Kabupaten Karawang. Dengan adanya serikat pekerja di perusahaan maka pengusaha dapat mengajukan permohonan perpanjangan masa berlaku PP dengan pertimbangan perusahaan merubah status dari PP ke PKB. Pendekatan penelitian ini adalah kualitatif dengan jenis penelitian hukum yuridis empiris. Sumber data penelitian berasal dari data primer dan data sekunder. Teknik pengambilan data yaitu wawancara dan dokumentasi kepada Kepala Bidang Hubungan Industrrial, Karyawan HRD, Serikat Pekerja. Hasil penelitian menunjukkan bahwa (1) Pengusaha selalu mengajak Serikat Pekerja untuk melanjutkan peraturan perusahaan saat akan berakhir masa berlakunya dan Serikat Pekerja menyetujui hal tersebut mengingat saat penyusunan Peraturan Perusahaan dalam menentukan isinya terkait hak dan kewajiban kedua belah pihak diadakan secara berunding atas kepentingan para pihak sesuai dengan nilai-nilai Pancasila. (2) Prosedur Penyusunan Peraturan Perusahaan antara pengusaha dengan Serikat Pekerja yaitu (a) Pengusaha membuat draft perubahan PP; (b) Pengusaha memberikan draft perubahan PP kepada Serikat Pekerja agar didapatkan saran dan pertimbangan; (c) Pelaksanaan Perundingan PP antara Pengusaha dengan Serikat Pekerja; (d) Kesepakatan Hasil Perundingan; (e) Pengesahan PP oleh Pimpinan Perusahaan; (f) Pendaftaran PP di Dinas Tenaga Kerja dan Transmigrasi Kota Semarang; dan (g) Pelaksanaan PP oleh pihak-pihak terkait. (3) Faktor pendukung dalam proses penyusunan PP adanya sosialisasi/pengarahan dari Serikat Pekerja kepada anggotanya terkait dengan penyusunan PP; dan adanya dukungan penuh dari Disnakertrans Kota Karawang dalam pendaftaran PP.
Perlindungan Hukum Waktu Kerja bagi Pekerja/Buruh Terhadap Pelanggaran Jam Kerja yang Melebihi Waktu Kerja pada Suatu Perusahaan Rahman, Anita; Santoso, Imam Budi; Astawa, I Ketut
UNES Law Review Vol. 7 No. 1 (2024): UNES LAW REVIEW (September 2024)
Publisher : LPPM Universitas Ekasakti Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/unesrev.v7i1.2266

Abstract

Tujuan penelitian yang dilakukan dalam penelitian ini adalah untuk mengetahui dan memahami pengaturan jam kerja yang melebihi waktu kerja pada pada suatu perusahaan, kemudian untuk mengkaji dan menganalisis perlindungan hukum waktu kerja bagi pekerja/buruh terhadap pelanggaran jam kerja yang melebihi waktu kerja pada suatu perusahaan. Metode yang digunakan dalam penelitian ini adalah kualitatif, dengan jenis penelitian normatif, dianalisis secara deskriptif, untuk menelaah dan menjelaskan objek penelitian yang akan diteliti baik secara deduktif ke induktif melalui pendekatan koseptual dan peraturan perundangan-undangan dengan teknik studi kepustakaan (library research) dan penelitian lapangan (field research).Hasil penelitian telah menemukan temuan hasil penelitian terhadap pelanggaran jam kerja yang bekerja melebihi ketentuan waktu kerja diantaranya tentang pengaturan jam kerja yang tidak sesuai dengan ketentuan pemerintah, melalui perjanjian kerja, peraturan perusahaan, dan perjanjian kerja bersama, sehingga hal tersebut akan memberikan dampak bagi perusahaan dan pengusaha sebagai akibat dari kurangnya perlindungan dalam hal pemenuhan hak-hak yang diberikan kepada pekerja/buruh dalam suatu perusahaan.
PERLINDUNGAN HAK PEKERJA PKWT TERHADAP PEMBERIAN KOMPENSASI DI PERUSAHAAN Rahmatullah, Rahmatullah; Effendi, Ria Regger; Santoso, Imam Budi
Legal Standing : Jurnal Ilmu Hukum Vol 8, No 1 (2024): Januari-April
Publisher : Universitas Muhammadiyah Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24269/ls.v8i1.7992

Abstract

This study aims to find out the extent of the impact of the enactment of Law number 11 of 2020 concerning job creation which has been legalized as a law at the level of practice in the Company. The enactment of this law brings very significant changes to companies with the obligation to provide compensation at the end of the PKWT. This is a new problem for the business world which is classified as middle to lower so as to meet it a wide variety of policy variations in relation to providing other benefits to balance costs for the sustainability of the next business. This article examines how the protection of PKWT, which has some other benefit rights, is reduced due to balancing company expenses. This research uses normative research methods with an analytical descriptive approach where this article describes the phenomena that occur in companies that are classified as middle to lower class so as to ensure the problems that occur and are studied normatively. So that with this article, it is hoped that there will be policy changes made by the government to the conditions after the enactment of Law number 11 of 2020 concerning job creation, especially in the arrangement for providing compensation money at the end of PKWT workers so that the business continuity and rights of PKWT employees can all be fulfilled properly.
THE PROBLEMATIC OF THE RISE OF BROUGHT IN PRIVATE COMPANY WORKFORCE RECRUITMENT AND ITS LEGAL ANALYSIS Lestari, Anita Dwi; Santoso, Imam Budi
Jurnal Ilmiah Advokasi Vol 12, No 1 (2024): Jurnal Ilmiah Advokasi
Publisher : Universitas Labuhanbatu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36987/jiad.v12i1.3779

Abstract

Job vacancies that can't accommodate the number of applicants and the problems that occur with the increase of brokers in job recruitment became a posh interest discuss. With numerous cases regarding this brokering, there are still few or maybe rare ones who bring it up in journal writings. Although this discussion is highly relevant to raised in published papers, especially within the realm of law, job seekers are often more careful in following the selection process for recruiting workers. This writing uses descriptive-analytical and empirical methods to corroborate the paper supported the particular situation supported by the legal elaboration. This case is regarding brokering never expected because it disturbed and harmed job seekers regarding the proper to urge employment through equity and justice. The applicable legal umbrella should be ready to protect it. Not only tied to the corporate but also has ranged from the recruitment process. Legal certainty is required as prohibitions and sanctions. No more brokers can handle legal certainty, which is necessary as prohibitions and sanctions. As a result, no more brokers can take ad legal certainty. It required embargoes and sanctions so that no more brokers could cash in on things. Keywords: brokers; Company; private; Labor.
Dampak Kebijakan Alih Daya Undang-Undang Cipta Kerja terhadap Tenaga Kerja di Indonesia Suryanto, Tri; Santoso, Imam Budi
Wajah Hukum Vol 8, No 2 (2024): Oktober
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/wjh.v8i2.1486

Abstract

The presence of the Job Creation Law has backfired on the current employment system in Indonesia. The reason is, the presence of the Job Creation Law has become a worry for most Indonesian people, especially workers. In the Job Creation Law in the employment cluster, the public considers that there are many articles that are considered to have the potential to violate workers' rights, such as the regulation of outsourcing as regulated in the previous law, namely the Employment Law. In the Manpower Law, only certain jobs that are not included in the main activities or production processes may be outsourced, except for supporting functions. However, in the Job Creation Law, there are no restrictions on the types of work that can be done by outsourced workers. This happened because Articles 64 and 65 were deleted, as well as modifications to Article 66 in the Manpower Law. Thus, the new regulations allow for an expansion in the scope of work that can be outsourced, including the elimination of permanent job security, thereby allowing all types of work to be carried out through outsourcing.
Pemenuhan Hak Pesangon Pekerja Akibat Pemutusan Hubungan Kerja dalam Kepailitan Perusahaan Perspektif Pancasila Nopianti, Wike; Santoso, Imam Budi; Abas, Muhamad
Jurnal Hukum Mimbar Justitia Vol 10, No 1 (2024): Published Juni 2024
Publisher : Universitas Suryakancana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35194/jhmj.v10i1.4061

Abstract

AbstrakHubungan Industrial Pancasila mengacu pada konsep hukum ketenagakerjaan Indonesia yang sarat dengan nilai-nilai Pancasila. Redundansi berarti PHK antara pegawai atau karyawan dengan perusahaan atau kontraktor. Uraian singkat kasus yang penulis lakukan yaitu pemecatan karyawan Garden Palace Hotel Surabaya karena perusahaan dinyatakan pailit oleh Pengadilan Niaga Surabaya, karena buruknya keadaan keuangan perusahaan sehingga tercapai efisiensi. Karyawan yang terkena PHK berhak mendapatkan uang pesangon secara mencicil. Disepakati pada 29 Maret 2021. Namun hasilnya tidak sesuai dengan kesepakatan berdasarkan asas Pancasila bahwa pelaksanaan hak-hak agregat diatur dengan undang-undang. peraturan pemerintah dan kontrak kerja. Dalam putusan tersebut, penulis berkesimpulan bahwa dalam hal ini majelis hakim telah mematuhi Pasal 165 UU No 13/2003 , dimana hak pemberhentian pegawai apabila perusahaan bangkrut adalah: 2x PHK + 1x panjang. biaya layanan + hak pesangon.AbstractPancasila Industrial Relations refers to the concept of Indonesian labor law which is full of Pancasila values. Redundancy means termination of employment between an employee or employees and the company or contractor. A brief description of the case that the author did, namely the dismissal of Garden Palace Hotel Surabaya employees because the company was declared bankrupt by the Surabaya Commercial Court, due to the poor financial condition of the company so that efficiency was achieved. Employees who are dismissed are entitled to severance pay in installments. It was agreed on March 29, 2021. However, the result is not in accordance with the agreement based on the principle of Pancasila that the implementation of aggregate rights is regulated by law. government regulations and employment contracts. In this decision, the author concludes that in this case the panel of judges has complied with Article 165 of Law Number 13 Year 2003, where the right to dismiss employees if the company goes bankrupt is: 2x layoff + 1x long. service fee + severance pay rights.
Implementasi Undang-Undang Keselamatan dan Kesehatan Kerja Terhadap Buruh Yang Mengalami Cacat Permanen Akibat Kecelakaan Kerja Damiri, Damiri; Setiady, Tri; Santoso, Imam Budi
JUSTICIA SAINS - Jurnal Ilmu Hukum Vol 9, No 2 (2024): JUSTICIA SAINS: Jurnal Ilmu Hukum
Publisher : Universitas Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/jcs.v9i2.3143

Abstract

Work accidents often occur in industry due to worker negligence, work equipment or unsafe workplaces, where work accidents can directly harm the company or its employees if the accident results in permanent disability or long-term illness. Therefore, the government has taken concrete steps to ensure that all employees working in companies operating in Indonesia are safe at work by issuing Occupational Health and Safety Regulations (K3) which must be implemented by all companies operating in Indonesia. unchanged. Because work safety is a top priority, implementing this system is one of the absolute requirements that companies must fulfill to obtain an operating permit. It also serves as a check for the government to ensure that all companies comply with the system. However, there are still companies that ignore this obligation, which ultimately results in work accidents. This article is about Giri's brother, a worker working at PT Produkt Raya Industri (HRI) in Walahar Village, Klari District, Karawang Regency, who was terminated unilaterally due to a work accident which resulted in the loss of 4 jaws. Implementation of K3
Problematika Perundingan Perjanjian Kerja Bersama Antara Pengusaha dengan Serikat Pekerja dalam Rangka Mewujudkan Kepastian Hukum (Ditinjau dari Undang-Undang Nomor 6 Tahun 2023 Tentang Cipta Kerja) Suryanto, Tri; Santoso, Imam Budi; Tinambunan, Wahyu Donri
Wajah Hukum Vol 8, No 2 (2024): Oktober
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/wjh.v8i2.1647

Abstract

The implementation of Law Number 6 of 2023, which pertains to Job Creation, has ushered in notable transformations within the employment landscape. The negotiation process for Collective Labor Agreements frequently embodies a complex interplay and conflict of interests between employers and labor unions. Following the implementation of the Job Creation Law, there has been a noticeable widening of disparities in the negotiation content for Collective Labor Agreements. Numerous instances have been observed where negotiations falter and fail to culminate in an agreement before the expiration of the deadline. This study is conducted using a normative juridical approach, focusing on legal analysis through the examination of library resources or secondary data. This study employs an analytical descriptive approach, aimed at offering a detailed examination of the subject matter through the analysis of collected data or samples. This method is particularly applied to explore the dynamics of Collective Labor Agreement negotiations involving employers and trade unions. The investigation took place at PT Astra Nippon Gasket Indonesia, located in Karawang Regency. What influences collective labor agreement negotiations to be hampered are internal factors (differences in interests, wages, termination of employment, inequality and discrimination, changes in policies or working conditions, and trade union membership) and external factors (company intervention, workload, laws and regulations). Consequences if the Collective Work Agreement negotiations are not completed by the agreed time limit and it turns out that no agreement (deadlock) has been reached regarding the substance of the new PKB (next period), then based on Article 123 paragraph (4) UUK by law the PKB currently in force remains in effect for a period of time. a maximum of 1 (one) year. PKB is not just an agreement (in the company), but in time it will become a norm and customary law in a certain scope (contractualist model). In this case, statutory regulations provide legitimacy (binding legal force) for a PKB to remain valid as a custom within the specified period.
Co-Authors Ade Maman Suherman Agusmidah Agusmidah Anita Rahman Ansari, Teuku Syahrul Arafat, Muhammad Rusli Astawa, I Ketut Azizah, Faiqah Nur Damiri, Damiri Effendi, Ria Regger Farhani, Athari Hadi, Agustinus Purnomo Hambali Hambali Ibrahim Ibrahim Khakim, Abdul Kurnia, Asep Lestari, Anita Dwi Lestari, Rr. Winarti Pudji Mubina, Rohendra Fatham Muhamad Abas Nabila, Jihan Sulistia Nopianti, Wike nur rizki, Raden achmad Rahmatullah Rahmatullah Ridwan, Ridwan Singadimeja, Holynes Suryanto, Tri Taun, Taun Tinambunan, Wahyu Donri Tri Setiady, Tri Triyunarti, Wiwin