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Prevention of Dumping Practice in Asean Free Trade China Free Trade Area (Acfta) Regarding Government Regulation Number 34 Year 2011 Dewi Anggraeni
Jurnal Cita Hukum Vol 5, No 1 (2017)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v5i1.6583

The practice of dumping is the practice of selling imported goods below the normal price of domestic products. This governmental regulation is logical consequence in implementing the dumping regulation on the framework of GATT. Govermental regulation No. 34 Year 2011 on Antidumping and Safeguard Measures Trade does not regulate the substance in detail. The Government Regulation more regulates about procedures. Whereas in Anti Dumping Agreement (ADA) is arranged detail. Currently, foreign products are easy to find in various shopping centers, especially imported goods from China, China's export activities to Indonesia unstoppable since the existing of ACFTA agreement. In the free trade dumping practice and allegation of dumping practice are problems that received big attention by various countries relating effort to realize fair trade practice Praktik dumping merupakan praktik penjualan barang impor di bawah harga normal produk domestik. PP ini wujud konsekuensi logis pemerintah Indonesia dalam melaksanakan ketentuan dumping dalam rangka GATT. PP No. 34 Tahun 2011 Tentang Tindakan Antidumping, Tindakan Imbalan dan Tindakan Pengamanan Perdagangan tidak mengatur substansinya secara detail. Peraturan Pemerintah tersebut lebih mengatur tentang prosedur. Padahal dalam Anti Dumping Agreement (ADA) diatur sedemikian detail. Saat ini produk-produk asing mudah sekali kita temukan diberbagai pusat pembelanjaan, terutama barang-barang impor dari Negara China, kegiatan ekspor China ke Indonesia semakin tidak terbendung tatkala sejak berlakunya perjanjian ACFTA.. Dalam perdagangan bebas praktik dumping dan tuduhan praktik dumping merupakan persoalan yang mendapat perhatian sangat besar oleh berbagai negara karena berkaitan dengan usaha untuk mewujudkan praktik dagang yang adil. DOI: 10.15408/jch.v5i1.6583

The Management of Conflict Resolution On Labor Wages Sarwani Sarwani; RR Dewi Anggraeni; Annissa Rezki
Jurnal Cita Hukum Vol 8, No 1 (2020)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v8i1.14994

Abstract:Every job that utilizes services and human resources certainly require a salary for payment. This fee will be used to fulfill the necessities of life, both for the personal needs of workers, and other needs including household necessities. However, it is undeniable that in the reality of granting wage, it often experiences some obstacles, either caused by workers or from the company itself. Consequently, this creates a conflict that requires resolution. Therefore, it is necessary to manage this conflict resolution of labor or workers' earning according to the Indonesian labor law. This study applied qualitative research methods with literature and empirical approach. Data are collected through the analysis of legislation and the phenomenon that occurred in real life. The results of the study revealed that there are still many conflicts overpayment of labor wages, so the companies have to apply labor salary management based on applicable regulations. Thus, it is necessary to practice the resolution of disputes in this matter maximally, particularly related to the provision of a reasonable wage between the workers and the company.Keywords: Conflict Resolution, Labor Wages, Companies Abstrak:Setiap pekerjaan yang menggunakan jasa dan tenaga manusia sudah pasti membutuhkan upah untuk pembayarannya. Upah inilah yang nantinya akan digunakan untuk memenuhi kebutuhan hidup, baik pribadi pekerja, maupun kebutuhan lainnya termasuk kebutuhan rumah tangga. Namun tidak dapat dipungkiri bahwa dalam realita pemberian hak upah, kerap mengalami kendala, baik yang disebabkan dari buruhnya maupun dari pihak perusahaan pemberi upah. Sehingga hal ini menimbulkan konflik yang membutuhkan penyelesaian. Oleh karenanya dibutuhkan manajemen penyelesaian konflik sengketa pemberi upah buruh atau pekerja ini, dengan didasarkan undang-undang ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan literatur dan empiris. Data yang didapat melalui analisis peraturan perundang-undangan dan fenomena yang terjadi di lapangan. Hasil penelitian menyatakan bahwa masih terdapat banyak konflik pembayaran upah buruh, sehingga perusahaan harus mampu menerapkan manajemen pemberian upah layak buruh yang didasarkan aturan yang berlaku. Oleh Karena itu perlu dilakukannya praktik penyelesaian sengketa dalam persoalan ini secara maksimal, khususnya terkait pemberian upah yang layak antara pihak buruh dan perusahaan.Kata kunci: Penyelesaian Sengketa, Upah Buruh, Perusahaan АннотацияКаждая работа, которая использует услуги и человеческие ресурсы, безусловно, требует заработную плату. Эта заработная плата будет использоваться для удовлетворения жизненных потребностей как для личных нужд работников, так и для других нужд, в том числе бытовых. Однако, нельзя отрицать, что в реальности, предоставление заработной платы часто сталкивается с некоторыми препятствиями, вызванными либо работниками, либо самой компанией. Следовательно, это создает конфликт, который требует разрешения. Вследствие этого, необходимо управлять урегулированием конфликтов разногласий по оплате труда в соответствии с индонезийским трудовым законодательством. В этом исследовании применялись качественные методы исследования с литературным и эмпирическим подходом. Данные собираются путем анализа законодательства и явлений, которые произошли в реальной жизни. Результаты исследования показали, что по-прежнему существует много конфликтов по поводу выплаты заработной платы, поэтому компаниям приходится применять управление надлежащей заработной платы на основе применимых норм. Таким образом, необходимо максимально применять урегулирование разногласий в этом вопросе, особенно связанных с предоставлением надлежащей заработной платы между работниками и компанией.Ключевые слова: Урегулирование конфликтов, Трудовая заработная плата, Компания

The Repositioning of Campus as a Cultural Movements Engine in the Eradication of Corruption RR Dewi Anggraeni; Bachtiar Bachtiar; Iman Imanuddin
Jurnal Cita Hukum Vol 11, No 1 (2023)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v11i1.32124

At the theoretical and historical level, the campus has always been a symbol of resistance to all forms of deviation, without exception for efforts to fight corruption as an extraordinary crime. Morally, the campus has an enormous responsibility to ensure and guarantee that mother earth is free from all corrupt practices. Even so, the campus is not a sterile area for corrupt practices. This study used a qualitative research method with a statutory approach. The results of the study state that corruption has penetrated into the joints of the life of the academic community, which should actually play a role as a locomotive in eradicating corruption. Recognizing that the corruption virus has spread among the academic community, it is urgent to reposition the role of the campus in the fight against corruption. Repositioning the role of the campus can be started from (i) aspects of the tri dharma of higher education, (ii) administrative aspects, and (iii) exemplary aspects. Repositioning the role of the campus should be done considering that the campus with the characteristics of its value-oriented academic community is believed to be the best place to teach and instill anti-corruption values as an ongoing cultural movement. The cultural movement has made the campus a laboratory for the process of institutionalizing anti-corruption values, principles, and morality. In the long term, this movement will become a culture that can free the nation's leading cadres from corrupt behavior and mentality.Keywords: Campus; Cultural Movement; Corruption

The Repositioning of Campus as a Cultural Movements Engine in the Eradication of Corruption RR Dewi Anggraeni; Bachtiar Bachtiar; Iman Imanuddin
Jurnal Cita Hukum Vol 11, No 1 (2023)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v11i1.32124

At the theoretical and historical level, the campus has always been a symbol of resistance to all forms of deviation, without exception for efforts to fight corruption as an extraordinary crime. Morally, the campus has an enormous responsibility to ensure and guarantee that Mother Earth is free from all corrupt practices. Even so, the campus is not a sterile area for corrupt practices. This study used a qualitative research method with a statutory approach. The results of the study state that corruption has penetrated into the joints of the life of the academic community, which should actually play a role as a locomotive in eradicating corruption. Recognizing that the corruption virus has spread among the academic community, it is urgent to reposition the role of the campus in the fight against corruption. Repositioning the role of the campus can be started from (i) aspects of the tri dharma of higher education, (ii) administrative aspects, and (iii) exemplary aspects. Repositioning the role of the campus should be done considering that the campus with the characteristics of its value-oriented academic community is believed to be the best place to teach and instill anti-corruption values as an ongoing cultural movement. The cultural movement has made the campus a laboratory for the process of institutionalizing anti-corruption values, principles, and morality. In the long term, this movement will become a culture that can free the nation's leading cadres from corrupt behavior and mentality.

The Management of Conflict Resolution On Labor Wages Sarwani Sarwani; RR Dewi Anggraeni; Annissa Rezki
Jurnal Cita Hukum Vol 8, No 1 (2020)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v8i1.14994

Abstract:Every job that utilizes services and human resources certainly require a salary for payment. This fee will be used to fulfill the necessities of life, both for the personal needs of workers, and other needs including household necessities. However, it is undeniable that in the reality of granting wage, it often experiences some obstacles, either caused by workers or from the company itself. Consequently, this creates a conflict that requires resolution. Therefore, it is necessary to manage this conflict resolution of labor or workers' earning according to the Indonesian labor law. This study applied qualitative research methods with literature and empirical approach. Data are collected through the analysis of legislation and the phenomenon that occurred in real life. The results of the study revealed that there are still many conflicts overpayment of labor wages, so the companies have to apply labor salary management based on applicable regulations. Thus, it is necessary to practice the resolution of disputes in this matter maximally, particularly related to the provision of a reasonable wage between the workers and the company.Keywords: Conflict Resolution, Labor Wages, Companies Abstrak:Setiap pekerjaan yang menggunakan jasa dan tenaga manusia sudah pasti membutuhkan upah untuk pembayarannya. Upah inilah yang nantinya akan digunakan untuk memenuhi kebutuhan hidup, baik pribadi pekerja, maupun kebutuhan lainnya termasuk kebutuhan rumah tangga. Namun tidak dapat dipungkiri bahwa dalam realita pemberian hak upah, kerap mengalami kendala, baik yang disebabkan dari buruhnya maupun dari pihak perusahaan pemberi upah. Sehingga hal ini menimbulkan konflik yang membutuhkan penyelesaian. Oleh karenanya dibutuhkan manajemen penyelesaian konflik sengketa pemberi upah buruh atau pekerja ini, dengan didasarkan undang-undang ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan literatur dan empiris. Data yang didapat melalui analisis peraturan perundang-undangan dan fenomena yang terjadi di lapangan. Hasil penelitian menyatakan bahwa masih terdapat banyak konflik pembayaran upah buruh, sehingga perusahaan harus mampu menerapkan manajemen pemberian upah layak buruh yang didasarkan aturan yang berlaku. Oleh Karena itu perlu dilakukannya praktik penyelesaian sengketa dalam persoalan ini secara maksimal, khususnya terkait pemberian upah yang layak antara pihak buruh dan perusahaan.Kata kunci: Penyelesaian Sengketa, Upah Buruh, Perusahaan АннотацияКаждая работа, которая использует услуги и человеческие ресурсы, безусловно, требует заработную плату. Эта заработная плата будет использоваться для удовлетворения жизненных потребностей как для личных нужд работников, так и для других нужд, в том числе бытовых. Однако, нельзя отрицать, что в реальности, предоставление заработной платы часто сталкивается с некоторыми препятствиями, вызванными либо работниками, либо самой компанией. Следовательно, это создает конфликт, который требует разрешения. Вследствие этого, необходимо управлять урегулированием конфликтов разногласий по оплате труда в соответствии с индонезийским трудовым законодательством. В этом исследовании применялись качественные методы исследования с литературным и эмпирическим подходом. Данные собираются путем анализа законодательства и явлений, которые произошли в реальной жизни. Результаты исследования показали, что по-прежнему существует много конфликтов по поводу выплаты заработной платы, поэтому компаниям приходится применять управление надлежащей заработной платы на основе применимых норм. Таким образом, необходимо максимально применять урегулирование разногласий в этом вопросе, особенно связанных с предоставлением надлежащей заработной платы между работниками и компанией.Ключевые слова: Урегулирование конфликтов, Трудовая заработная плата, Компания

The Management of Conflict Resolution On Labor Wages Sarwani, Sarwani; Anggraeni, RR Dewi; Rezki, Annissa
Jurnal Cita Hukum Vol. 8 No. 1 (2020)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v8i1.14994

Abstract:Every job that utilizes services and human resources certainly require a salary for payment. This fee will be used to fulfill the necessities of life, both for the personal needs of workers, and other needs including household necessities. However, it is undeniable that in the reality of granting wage, it often experiences some obstacles, either caused by workers or from the company itself. Consequently, this creates a conflict that requires resolution. Therefore, it is necessary to manage this conflict resolution of labor or workers' earning according to the Indonesian labor law. This study applied qualitative research methods with literature and empirical approach. Data are collected through the analysis of legislation and the phenomenon that occurred in real life. The results of the study revealed that there are still many conflicts overpayment of labor wages, so the companies have to apply labor salary management based on applicable regulations. Thus, it is necessary to practice the resolution of disputes in this matter maximally, particularly related to the provision of a reasonable wage between the workers and the company.Keywords: Conflict Resolution, Labor Wages, Companies Abstrak:Setiap pekerjaan yang menggunakan jasa dan tenaga manusia sudah pasti membutuhkan upah untuk pembayarannya. Upah inilah yang nantinya akan digunakan untuk memenuhi kebutuhan hidup, baik pribadi pekerja, maupun kebutuhan lainnya termasuk kebutuhan rumah tangga. Namun tidak dapat dipungkiri bahwa dalam realita pemberian hak upah, kerap mengalami kendala, baik yang disebabkan dari buruhnya maupun dari pihak perusahaan pemberi upah. Sehingga hal ini menimbulkan konflik yang membutuhkan penyelesaian. Oleh karenanya dibutuhkan manajemen penyelesaian konflik sengketa pemberi upah buruh atau pekerja ini, dengan didasarkan undang-undang ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan literatur dan empiris. Data yang didapat melalui analisis peraturan perundang-undangan dan fenomena yang terjadi di lapangan. Hasil penelitian menyatakan bahwa masih terdapat banyak konflik pembayaran upah buruh, sehingga perusahaan harus mampu menerapkan manajemen pemberian upah layak buruh yang didasarkan aturan yang berlaku. Oleh Karena itu perlu dilakukannya praktik penyelesaian sengketa dalam persoalan ini secara maksimal, khususnya terkait pemberian upah yang layak antara pihak buruh dan perusahaan.Kata kunci: Penyelesaian Sengketa, Upah Buruh, Perusahaan АннотацияКаждая работа, которая использует услуги и человеческие ресурсы, безусловно, требует заработную плату. Эта заработная плата будет использоваться для удовлетворения жизненных потребностей как для личных нужд работников, так и для других нужд, в том числе бытовых. Однако, нельзя отрицать, что в реальности, предоставление заработной платы часто сталкивается с некоторыми препятствиями, вызванными либо работниками, либо самой компанией. Следовательно, это создает конфликт, который требует разрешения. Вследствие этого, необходимо управлять урегулированием конфликтов разногласий по оплате труда в соответствии с индонезийским трудовым законодательством. В этом исследовании применялись качественные методы исследования с литературным и эмпирическим подходом. Данные собираются путем анализа законодательства и явлений, которые произошли в реальной жизни. Результаты исследования показали, что по-прежнему существует много конфликтов по поводу выплаты заработной платы, поэтому компаниям приходится применять управление надлежащей заработной платы на основе применимых норм. Таким образом, необходимо максимально применять урегулирование разногласий в этом вопросе, особенно связанных с предоставлением надлежащей заработной платы между работниками и компанией.Ключевые слова: Урегулирование конфликтов, Трудовая заработная плата, Компания

The Repositioning of Campus as a Cultural Movements Engine in the Eradication of Corruption Anggraeni, RR Dewi; Bachtiar, Bachtiar; Imanuddin, Iman
Jurnal Cita Hukum Vol. 11 No. 1 (2023)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v11i1.32124

At the theoretical and historical level, the campus has always been a symbol of resistance to all forms of deviation, without exception for efforts to fight corruption as an extraordinary crime. Morally, the campus has an enormous responsibility to ensure and guarantee that Mother Earth is free from all corrupt practices. Even so, the campus is not a sterile area for corrupt practices. This study used a qualitative research method with a statutory approach. The results of the study state that corruption has penetrated into the joints of the life of the academic community, which should actually play a role as a locomotive in eradicating corruption. Recognizing that the corruption virus has spread among the academic community, it is urgent to reposition the role of the campus in the fight against corruption. Repositioning the role of the campus can be started from (i) aspects of the tri dharma of higher education, (ii) administrative aspects, and (iii) exemplary aspects. Repositioning the role of the campus should be done considering that the campus with the characteristics of its value-oriented academic community is believed to be the best place to teach and instill anti-corruption values as an ongoing cultural movement. The cultural movement has made the campus a laboratory for the process of institutionalizing anti-corruption values, principles, and morality. In the long term, this movement will become a culture that can free the nation's leading cadres from corrupt behavior and mentality.

Legal Culture Obligation to Submit Tax Data and Information from Agencies, Institutions, Associations, and Other Parties Maryano, Maryano; Natalius, Natalius; Anggraeni, RR Dewi
Jurnal Cita Hukum Vol. 11 No. 3 (2023)
Publisher : Fakultas Syariah dan Hukum, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jch.v11i3.37474

Law Number 28 of 2007 and Government Regulation Number 31 of 2012 mandate the provision of tax data by government agencies, institutions, associations and other parties (ILAP) to the Directorate General of Taxes (DJP). Even though criminal sanctions have been regulated, the implementation of these obligations is not optimal. DJP adopted alternative methods, such as a Memorandum of Understanding/MoU, to obtain tax data from ILAP. This research uses a research method that focuses on positive law with the theory of legal certainty by Gustav Radbruch, the theory of authority by Max Weber, and the theory of taxation by Adam Smith. The results of the research show that there is a discrepancy in the implementation of the obligation to submit tax data with positive law and the theory of legal certainty. Steps are needed to create a Memorandum of Understanding/Agreement/MoU up to a Cooperation Agreement by the DJP with ILAP to make the obligation to submit tax data and information from ILAP run smoothly in accordance with the study. theory of authority by Max Weber. To realize legal certainty in these regulations and to increase state revenues in accordance with the study of tax theory by Adam Smith, it is recommended that there be changes to norms in Law Number 28 of 2007 by adding an article regarding the making of a Memorandum of Understanding/MoU/Cooperation Agreement to increase legal certainty. and contribution to state revenue.Keywords: Reconstruction of Obligations; Data Submission; Tax Information; Legal certainty

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