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All Journal Khazanah Hukum Jurnal Ilmu Sosial dan Ilmu Politik
I Made Adiwidya Yowana
STISPOL Wira Bhakti Denpasar, Bali, Indonesia
Humanities Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice

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PUTUSAN PERDAMAIAN PADA PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL I Made Adiwidya Yowana
Jurnal Ilmu Sosial dan Ilmu Politik Vol. 34 No.1 (2020): Januari-Juni 2020
Publisher : Sekolah Tinggi Ilmu Sosial Politik Wira Bhakti

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Abstract

Peace efforts are one of the solutions to resolve the case in a short time and low cost. In the settlement of industrial relations disputes, peace efforts are carried out in a bipartite and tripartite manner. However, peace efforts also often occur at the stage of litigation or industrial relations courts. Peace at the litigation stage is formulated into a peace decision. It becomes ironic when peace actually occurs at the litigation stage considering that the peace efforts in industrial relations disputes are specifically regulated in Law number 2 of 2004. The results of the study indicate that the peace decision on the settlement of industrial relations disputes has permanent legal force in accordance with Article 1858 paragraph (1) Civil Code and Article 130 paragraph (2) and (3) HIR. While the factors that cause industrial relations courts to settle industrial relations disputes through peace efforts can be divided into two, namely normative and implementative factors. Upaya perdamaian merupakan salah satu solusi untuk menyelesaiakan perkara dengan waktu yang singkat dan biaya yang murah. Dalam penyelesaian perselisihan hubungan industrial upaya perdaiaman dilakukan cara bipartit dan tripartit. Namun, upaya perdamaian juga acap kali terjadi pada tahap litigasi atau pengadilan hubungan industrial. Perdamaian pada tahap litigasi diformulasikan ke dalam putusan perdamaian. Menjadi ironis ketika perdamaian justru terjadi pada tahap litigasi mengingat upaya perdamaian pada perselisihan hubungan industrial diatur secara khusus dalam Undang-Undang nomor 2 Tahun 2004. Hasil penelitian menunjukkan bahwa putusan perdamaian pada penyelesaian perselisihan hubungan industrial mempunyai kekuatan hukum tetap sesuai dengan Pasal 1858 ayat (1) KUH Perdata dan Pasal 130 ayat (2) dan (3) HIR. Sedangkan faktor-faktor yang menyebabkan pengadilan hubungan industrial melakukan penyelesaian perselisihan hubungan industrial melalui upaya perdamaian dapat dibagi menjadi dua, yaitu faktor normatif dan faktor implementatif.
Due to Legal Decisions of the Industrial Relations Court that Exceed the Time Limitation of 50 Working Days Since the First Session I Made Adiwidya Yowana
Khazanah Hukum Vol 4, No 1 (2022): Khazanah Hukum Vol.4 No.1 April (2022)
Publisher : UIN Sunan Gunung Djati

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (276.684 KB) | DOI: 10.15575/kh.v4i1.17348

Abstract

This study examines the legal consequences of industrial relations court decisions that exceed the time limit of 50 working days from the first trial. This research is normative legal research, which is conducting research by examining various laws and regulations and legal principles related to the settlement of industrial relations disputes. The study results indicate that the industrial relations court's decision is still legally valid even though the decision has passed the time limit of 50 working days from the first trial as regulated in Article 103 of the PPHI Law. This is because the procedural law adheres to lex stricta, which must be interpreted strictly, including the prohibition on the interpretation of analogies. Apart from the principle of lex stricta, the principle of res judicata pro veritate habetur, and the null and void nature of the law, it also confirms that the IRC's decision remains valid even though it violates the provisions of Article 103 of the PPHI Law. Based on the research results, it can be suggested that the Supreme Court immediately issued a Supreme Court Regulation (PERMA) regarding the imposition of administrative sanctions on the industrial relations court judges who violate the provisions of Article 103 of the PPHI Law.
Co-Authors I Made Gede Ray Misno Sugiantiningsih, Anak Agung Putu