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All Journal Jurnal Ilmiah Mahasiswa FEB Jurnal Cita Hukum Jurnal Komunikasi Hukum Rechtsidee Perspektif : Kajian Masalah Hukum dan Pembangunan JUSTITIA JURNAL HUKUM Al-Qisth Law Review PETITA: Jurnal Kajian Ilmu Hukum dan Syariah (PJKIHdS) JURNAL ILMIAH LIVING LAW Kosmik Hukum PEDULI: Jurnal Imiah Pengabdian Pada Masyarakat INTEGRITAS : Jurnal Pengabdian Prosiding Conference on Research and Community Services Tebuireng: Journal of Islamic Studies and Society Kajian Bahasa dan Sastra (KABASTRA) Riwayat: Educational Journal of History and Humanities Law and Economics Anayasa ACADEMOS Jurnal Hukum dan Tatanan Sosial
Asri Wijayanti
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Religion Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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HAK PEKERJA YANG TERKENA PHK SEBELUM MASA KONTRAK BERAKHIR Asri Wijayanti; Kaharudin Putra Samudra
JURNAL ILMIAH LIVING LAW Vol. 13 No. 2 (2021): Jurnal Ilmiah Living Law
Publisher : Magister Hukum Sekolah Pascasarjana Unida

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

Abstract

The work agreement for a specific time should end after the contract period is over. The fact is that in the community. It is often found that the contract period ends before the time specified in the work agreement for a certain time. The purpose of this research determined the rights of workers who were terminated before the contract period ended and their legal remedies. This research was normative juridical by using a statute approach to the Supreme Court decision number 16 K/Pdt.Sus-PHI/2020. The first result of this research that workers should receive rights in the form of wages for the remainder of the contract period when their employment relationship was terminated unilaterally by the employer before the contract period ends in accordance with Article 62 of Manpower Law. The workers can do it because this decision had been in kracht van gewijsde since the decision was read by the judge of the Supreme Court and there was no legal action for review. The conclusion should be the decision of the Supreme Court grant the right of the remaining contract period in accordance with Article 62 of Manpower Law.
THE MBOJO LOCAL WISDOM AS AN ALTERNATIVE FOR THE SETTLEMENT OF INDUSTRIAL RELATIONS DISPUTES Asri Wijayanti; Lelisari; Indah Kusuma Dewi; Chamdani; Satria Unggul Wicaksana Prakasa
PETITA: JURNAL KAJIAN ILMU HUKUM DAN SYARIAH Vol 7 No 2 (2022)
Publisher : LKKI Fakultas Syariah dan Hukum Universitas Islam Negeri Ar-Raniry

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22373/petita.v7i2.151

Abstract

This study addresses the inability of workers to resolve industrial relations disputes, thus eliminating their rights. Being unable to settle industrial relations disputes can result in losses jobs, strikes, lockouts, demonstrations, defamation, destruction of property, or even the loss of one's life. These negative impacts greatly affect the peace and comfort of work, national security, and stability. These problems, among others, can be overcome through advocating for workers who are dealing with industrial relations disputes. Mechanisms for resolving industrial relations disputes often do not give satisfactory results or fail if they are carried out based on formal regulations. However, the advocacy model for workers in industrial relations disputes based on the local wisdom of the Mbojo Tribe, Bima, Nusa Tenggara, can be an alternative solution for both anticipating industrial relations disputes that cannot be resolved and for achieving social justice for workers without harming employers. The purpose of this study is to describe the substance and procedure for resolving industrial relations disputes based on the local wisdom of the Mbojo Tribe, Bima, Nusa Tenggara, which is based on Islamic sharia. This legal research uses a conceptual and historic legislative approach. The results of the research find that the local wisdom of the Mbojo tribe written in the BO book can be the basis for alternative solutions that can build an industrial relations dispute resolution system that is closer to the sense of community justice than the current system. Abstrak: Problem dalam penelitian ini, yaitu adanya ketidakmampuan pekerja dalam menyelesaikan sengketa hubungan industrial yang menghilangkan haknya. Tidak dapat terselesainya sengketa hubungan industrial, dapat mengakibatkan kerugian, terjadinya mogok, lock out, unjukrasa, demonstrasi, pencemaran nama baik, pengrusakan barang milik orang lain sampai dengan hilangnya nyawa seseorang. Dampak negatif ini, sangat mempengaruhi ketenangan dan kenyamanan kerja, keamanan dan stabilitas nasional. Problem ini diantaranya akan dapat diatasi melalui advokasi kepada pekerja dalam menghadapi sengketa hubungan industrial. Mekanisme upaya penyelesaian sengketa hubungan industrial, seringkali belum memberikan hasil yang memuaskan atau gagal apabila dilakukan berdasarkan kebenaran formal. Model advokasi pada pekerja dalam sengketa hubungan industrial berbasis kearifan lokal Suku Mbojo, Bima, Nusa Tenggara, akan dapat menjadi alternatif solusi atas antisipasi terjadinya sengketa hubungan industrial yang tidak dapat terselesaikan, serta untuk mencapai keadilan sosial bagi pekerja tanpa merugikan pemberi kerja. Tujuan penelitian ini adalah mendiskripsikan substansi dan prosedur penyelesaian sengketa hubungan industrial berbasis kearifan lokal Suku Mbojo, Bima, Nusa Tenggara, berdasarkan syariah Islam. Penelitian hukum ini menggunakan pendekatan peraturan perundang-undangan konseptual dan sejarah. Hasil penelitian yang diperoleh adalah kearifan lokal suku Mbojo yang tertulis dalam kitab BO dapat menjadi dasar alternatif solusi untuk membangun sistem penyelesaian sengketa hubungan hubungan industrial yang lebih dekat dengan rasa keadilan masyarakat. Kata Kunci: Sengketa Hubungan Industrial, Suku Mbojo, Kearifan Lokal, Kitab BO, Hukum Islam
KEDUDUKAN HUKUM NOKEP 883-DIR/KPS/10/2012 SEBAGAI DASAR PEMBERIAN HAK PENSIUN BAGI PEKERJA PT BRI PERSERO TBK Asri Wijayanti
Perspektif Vol. 19 No. 2 (2014): Edisi Mei
Publisher : Institute for Research and Community Services (LPPM) of Wijaya Kusuma Surabaya University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30742/perspektif.v19i2.14

Abstract

Sebelum disahkannya Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, pekerja yang diberhentikan karena memasuki usia pensiun, mendapat hak atas dana pensiun (bagi pegawai negeri) atau hak atas pesangon (bagi pekerja swasta). Kedudukan SK Direksi Nokep 883-DIR/KPS/10/2012 yang dianalisis berdasarkan Pasal 167 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, telah mengikutsertakan pekerja dalam program pensiun yang iuran atau preminya dibayar oleh PT BRI Persero Tbk dan pekerja. Substansi SK Direksi Nokep 883-DIR/KPS/10/2012 telah melanggar Pasal 167 ayat (3) Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan.Prior to the enactment of Law 13/2003, workers whose did dismissal due to retirement, the right to receive pension funds (for civil servants) or rights to severance pay (for private sector workers). The aim of the article to provide an alternative solution for the national case on retired PT BRI Persero Tbk on going at this time, Status of Directors Nokep 883-DIR/KPS/10/2012 SK analyzed based on Article 167 Law 13/2003, this is BRI has included workers/employees in the pension plans whose contributions/premiums paid by the BRI and workers. SK Nokep 883-DIR/KPS/10/2012 Directors has violated Article 167 paragraph (3) of Law 13/2003. 
Ekranisasi Novel Keluarga Tak Kasat Mata karya Bonaventura Genta ke Film Keluarga Tak Kasat Mata Sutradara Hedy Suryawan sebagai Materi Pembelajaran Teks Ulasan di SMP Amalia, Kristia Rizky; Cahyani, Dzikrina Dian; Wijayanti, Asri
Kajian Bahasa dan Sastra (KABASTRA) Vol. 1 No. 2 (2022): Kajian Bahasa dan Sastra (KABASTRA)
Publisher : UPA Bahasa Universitas Tidar And HISKI Kedu

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (421.563 KB) | DOI: 10.31002/kabastra.v2i1.39

Abstract

This research was motivated because it did not meet expectations with the emergence of very prominent differences that were far from the reader's imagination before the novel was filmed. The objectives of this study are: (1) To obtain the form that occurs in the ecranization of characters in the novel and film Keluarga Tak Kasat Mata and to produce review text learning materials in junior high school. This study used a qualitative descriptive research design using a comparative descriptive research method. The sources of data in this study are the novel Keluarga Tak Kasat Mata by Bonaventura Genta and the film Keluarga Tak Kasat Mata by Hedy Suryawan. The data of this research are in the form of phrases, sentences, and parts that contain additions, contractions, changes in variations. The data collection used is a read-listen-note technique. The results showed that the most common form of ecranization was the shrinkage aspect. Learning materials developed from the forms of ecranization can be applied to KD 3.11 and 4.11 class VIII SMP regarding review texts.
An Existence Of Compensation Money For Workers At The End Of STWA Ummah, Alfin Aslichatul; Wijayanti, Asri
Academos Vol 1 No 1 (2022): ACADEMOS Jurnal Hukum dan Tatanan Sosial
Publisher : Faculty of Law, University of Muhammadiyaha Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/aca.v1i1.14215

Abstract

There are many entrepreneurs who do not carry out compensation at the end of Specific Time Work Agreement (STWA). It was resulted in the rights of workers being fully protected.  This research aimed to determine the existence for workers with STWA status and their legal remedies.  This research was normative juridical with a per-law approach. The results showed that the entrepreneur was obliged to provide compensation money of one month, after the worker completes the contract period for one year.  If the working time was less than one year, it would get the right proportionally.  Violation of improper payment of compensation money, may be threatened with administrative sanctions.  The legal remedy that can be made if the worker does not receive compensation money at the end of the STWA is that the worker can make bipartite negotiations.  If it failed, the workers made mediation efforts to the local Department of Labor.  If the mediator’s recommendation was not implemented, the worker can file a lawsuit with the Industrial Relations Court. The resulting recommendation was that the Department of Labor should provide more oversight of the registration of the STWA and the enforcement of the compensation payment clause Keywords: STWA, Compensation Money, Employment.
Perlindungan Hukum Terhadap Anggota Serikat Pekerja Atas Pengurus Serikat Pekerja yang Menimbulkan Kerugian Putri, Oliviana Dwi; Wijayanti, Asri
Academos Vol 1 No 2 (2022): ACADEMOS Jurnal Hukum dan Tatanan Sosial
Publisher : Faculty of Law, University of Muhammadiyaha Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/aca.v1i2.14250

Abstract

Fungsi dan tujuan perlu dibentuknya suatu Serikat Pekerja di dalam perusahaan adalah sebagai sarana penyalur aspirasi antara para pekerja dengan pengusaha guna membentuk hubungan industrial yang dinamis, harmonis serta menjunjung keadilan. Tujuan dari penelitian adalah untuk mengetahui bentuk perlindungan hukum bagi anggota Serikat Pekerja yang telah dirugikan oleh pengurus Serikat Pekerja, serta upaya hukumnya. Penelitian ini menggunakan metode yuridis normatif, dengan pendekatan statuta dan konseptual. Hasil penelitian ini adalah bentuk perlindungan hukum bagi anggota Serikat Pekerja yang telah dirugikan oleh pengurus Serikat Pekerja adalah dapat keluar dari keanggotaan Serikat Pekerja. Upaya hukum yang dapat dilakukan adalah melalui sarana non-litigasi dan litigasi. Non-litigasi dimulai dari upaya perundingan untuk mencapai kesepakatan dengan di dasarkan pada hubungan keterwakilan dengan melihat pada pemberian pemberian kuasa di BW. Jika berdasarkan upaya gagal dapat melakukan upaya hukum gugat ganti rugi kepada Pengadilan Negeri adanya wanprestasi atas klausula AD/ART maupun gugat ganti rugi atas kerugian jika kerugian yang ditimbulkan tidak berhubungan dengan klausula AD/ART.
Sexual Harassment of Workers in The Workplace Mistirah, Khoiriah; Wijayanti, Asri
Academos Vol 1 No 2 (2022): ACADEMOS Jurnal Hukum dan Tatanan Sosial
Publisher : Faculty of Law, University of Muhammadiyaha Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/aca.v1i2.14344

Abstract

Sexual harassment in the workplace that is not taken seriously causes unsolved issues of widespread sexual harassment and unsafe workplace for people.This legal research uses a statutory approach and a conceptual approach. The legal questions asked are: 1) What is the form of legal protection for workers who experience sexual harrasment in the work place? 2) what legal remidies can be taken by workers who experience sexual harassment in the workplace? The results of the study show that the protections given to sexual harassment victims are; 1) being able to file for layoffs if the sexual harassment is carried out by entrepreneurs, the termination of layoffs for workers who are perpetrators of sexual harassment, and the threat of criminal sanctions against perpetrators of sexual harassment. Workers who are victims of sexual harassment who file for layoffs are entitled to one-time severance pay, one-time work award and compensation. 2) Legal remedies that can be taken by victims of sexual harassment in the workplace are civil law action through non-litigation or litigation and can also take criminal legal action by submitting a complaint to the police.
ANALISIS HUKUM PEMBERIAN UPAH DI BAWAH UMR BAGI PEKERJA PKWT: PERLINDUNGAN HAK DAN KONSEKUENSI HUKUM BAGI PENGUSAHA Miarsa, Fajar Rachmad Dwi; Santoso, Hardi Anugrah; Trigiantoro, Sahri; Wijayanti, Asri
ANAYASA : Journal of Legal Studies Vol. 1 No. 1 (2023): ANAYASA
Publisher : PT. Altin Riset Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61397/ays.v1i1.240

Abstract

Tujuan penelitian ini adalah tentang akibat hukum daripada pengusaha yang membayar pekerja dibawah Upah Minimum Regional. Kejadian ini merupakan salah satu faktor penting yang seharusnya menjadi perhatian pemerintah dalam hal pengawasan pelanggaran ketenagakerjaan. Karna sampai saat ini pelanggaran ini masih marak di dunia kerja yang menekan kesejahteraan pekerja tanpa memperdulikan hak-haknya. Metode penelitian yang digunakan dalam penyusunan penelitian ini adalan menggunakan metode normatif sesuai dengan hukum normatifnya yang bersumber dari objek telaah (ontology) ilmu hukum yang berupa tata hukum positif, yaitu pada sistem aturan hukum yang sudah ada dan berlaku pada suatu wilayah tertentu. Hukum ketenagakerjaan menimbulkan berbagai persoalan salah satunya adlam pada pembayaran upah yang rendah tidak sesuai dengan undang-undang. Aturan upah pada pekerja PKWT telah diatur dalam Undang-Undang Nomor 6 Tahun 2023 tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 Tentang Cipta Kerja, selanjutnya pada Peraturan Pemerintah Nomor 36 Tahun 2021 dan Peraturan Menteri Ketenagakerjaan Nomor 18 Tahun 2022 tentang Upah Minimum Tahun 2023. Namun adanya ketentuan dari UU tersebut bukan menjadi landasan dasar pengusaha dalam menjalankan kewajibannya atas upah terhadap pekerja tetapi malah mengabaikan ketentuan tersebut.
The Basis of Minimum Wages Determination for Worker in Indonesia Positive Law and Sharia Julaicha, Siti; Wijayanti, Asri; Sahid, Mualimin Mochammad
JUSTITIA JURNAL HUKUM Vol 6 No 1 (2022): justitia jurnal hukum
Publisher : Universitas Muhammadiyah Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/justitia.v7i1.13157

Abstract

This study aims to analyze the basis of wages determination for workers in the perspective of positive law and Sharia. The Labor Act prohibits employers from paying wages below the minimum wage. The threat of criminal sanctions for small employers who cannot afford to pay and there is no sanction for large employers to pay wages to all workers without any differences in work tenure. This research is a normative juridical with statute approach. The results of this study showed that there were differences in parameters in the determination of workers' wages based on the Manpower Act, and sharia principles. The minimum wage parameter based on the Labor Law is the need for a decent living for single workers. While Sharia parameters are more flexible. Determination of wages based on agreement according to the conditions of the parties and provide benefits. In conclusion, the determination of wages based on sharia principles is closer to the sense of fairness for the parties. The recommendation is to revise the parameters for determining the minimum wageKeywords: benefit; minimum wage; sharia; fairness.
Hak Pekerja Atas Penerimaan Manfaat Jaminan Hari Tua Saat Pekerja Belum Mencapai Usia 56 Tahun Ida Nuriya Fatmawati; Asri Wijayanti
Kosmik Hukum Vol 23, No 1 (2023)
Publisher : Universitas Muhammadiyah Purwokerto

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

Abstract

Old Age Security aims to ensure that participants can live in prosperity if they have entered retirement age, are totally disabled, or die. The purpose of this study was to determine the form of legal protection for Old Age Security participants who resign and are affected by termination of employment for the benefits of Old Age Security and their legal remedies. This legal research used a statute approach. The result of this research was a form of legal protection for Old Age Security participants is to receive benefits for the total contributions paid and their development after ten years of membership, entering retirement age, death, or permanent total disability. Employers who do not register their workers in stages are threatened with administrative sanctions. Employers who do not collect, pay and deposit contributions to Insurance and Social Security (BPJS) Employment are threatened with criminal sanctions. Old Age Security benefits will be deferred until the age of 56 years if the Old Age Security participant resigns earlier. Legal remedies that can be taken by workers if they do not get Old Age Security benefits are to settle through a mediation process carried out by the Service Quality Control Unit and Participant Complaints Handling.Keywords: Old Age Security, Stop Working, Workers.
Co-Authors Agus Supriyo Agus Supriyo, Agus Agus Yudha Hernoko Aldiansyah Pratama Amalia, Kristia Rizky Babussalam, A Basuki Bambang Sugeng Ariadi Subagyono Cahyani, Dzikrina Dian Chamdani Feliks, Danggur Ida Nuriya Fatmawati Indah Kusuma Dewi Julaicha, Siti Kaharudin Putera Samudra Kaharudin Putra Samudra Lelisari, Lelisari Levina Yustitianingtyas, Levina Lilik Puja Rahayu Lina . Maro’ah, Siti Miarsa, Fajar Rachmad Dwi Mirza Hilmi Fahlevi, Achmad Hariri Mistirah, Khoiriah Prasetyo, Rudy Wahyu Putra, Muhammad Faizal Prawira Putri, Oliviana Dwi Rizal, Muhammad Daniel Fahmi Sahid, Mualimin Mochammad Santoso, Hardi Anugrah Satria Unggul Wicaksana Perkasa Satria Unggul Wicaksana Prakasa Slamet Suhartono Srihartini . Sujinah . Trigiantoro, Sahri Ummah, Alfin Aslichatul Wicaksana Perkasa, Satria Unggul Wijayanti, Lini Yayuk Sugiarti Zahry Vandawati Chumaida