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<![CDATA[TINJAUAN AMBANG BATAS PEROLEHAN SUARA BERDASARKAN UNDANG- UNDANG NOMOR 8 TAHUN 2012 TENTANG PEMILIHAN ANGGOTA DEWAN PERWAKILAN RAKYAT, DEWAN PERWAKILAN DAERAH DAN DEWAN PERWAKILAN RAKYAT DAERAH TERHADAP UNDANG-UNDANG DASAR 1945 ]]>
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Jurnal Rechts Vinding: Media Pembinaan Hukum Nasional Vol 3, No 1 (2014): April 2014 ]]>
Publisher : <![CDATA[Badan Pembinaan Hukum Nasional ]]>
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DOI: 10.33331/rechtsvinding.v3i1.55
<![CDATA[Ambang batas perolehan suara adalah usaha memperoleh hasil pemilihan umum yang berkualitas dengan pengisian kursi di parlemen dan juga untuk menghasilkan pengelolaan pemerintah yang stabil. Namun cara ini selalu terbentur atau dibenturkan dengan persoalan demokrasi, disproporsionalitas pemilihan umum dan persoalan aspirasi rakyat. Permasalahan yang diajukan dalam tulisan ini adalah apakah putusan Mahkamah Konstitusi atas permohonan uji materi tentang Ambang batas perolehan suara pemilu 2014 sudah tepat dan bagaimana penerapan yang tepat atas ambang batas perolehan suara pada pemilu 2014? Untuk menganalisis masalah ini menggunakan tipe penelitian normatif dengan data sekunder yang dianalisis dengan pendekatan kualitatif dan deduktif. Hasil penelitian ini menunjukkan bahwa penetapan ambang batas perolehan suara ditentukan sebesar 3.5% suara nasional hanya berlaku di jenjang nasional saja. Penetapan ambang batas perolehan suara tidak bertentangan dengan Undang-Undang Dasar 1945. Penerapan atas ambang batas perolehan suara ini juga tidak tepat karena hanya diterapkan pada tataran nasional saja, karena sebaiknya penerapan ambang batas perolehan suara diterapkan di setiap jenjang.Basically, Electoral threshold is the effort to achieve high quality election result by choosing representative person to represent political party. Besides, in order to achieve secure governance management. Unfortunately electoral threshold is often opposed with the issues of democracy, proportional principles of election and people’s aspiration. There are questions in this research: is the verdict of constitutional court about parliamentary threshold has been right? How the application of parliamentary threshold in the election 2014? This research use normative research method with secondary data. This research finds that: first, Electoral threshold is 3.5% of total national votes and it is only enforce within national scope; second, electoral threshold is in accordance within the Republic of Indonesia’s 1945 constitution; third. It is not ideal to enforce electoral threshold only within national scope instead of local scope. Therefore, it is suggested that Electoral threshold must be enforce within both national and local scopes.]]>
<![CDATA[KOMPETENSI PTUN DALAM MENILAI UNSUR PENYALAHGUNAAN WEWENANG ]]>
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Hukum Pidana dan Pembangunan Hukum Vol. 2 No. 1 (2019): Hukum Pidana dan Pembangunan Hukum ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/hpph.v2i1.8531
<![CDATA[Diundangkannya Undang-Undang Nomor 30 Tahun 2014 Tentang Administrasi Pemerintahan memberi konsekuensi meluasnya kompetensi PTUN dalam memeriksa sengketa administrasi negara. Salah satu kompetensi baru yang diberikan kepada PTUN adalah wewenang menilai unsur penyalahgunaan wewenang. permohonan ini ditujukan untuk menilai apakah hasil pengawasan yang dilakukan oleh Aparat Pengawas Internal Pemerintah ini sesuai dengan ketentuan atau tidak. Permasalahan yang diajukan adalah apakah Apakah penentuan kewenangan PTUN untuk menilai pengawasan terhadap penyalahgunaan wewenang yang hanya dilakukan oleh Aparat pengawas intern pemerintah (APIP) saja sudah tepat dan bagaimana peran ideal PTUN dalam menilai tindakan penyalahgunaan wewenang? hasil kajian dari masalah yang timbul adalah bahwa penentuan APIP sebagai lembaga yang dapat dimohonkan penilaiannya ke PTUN kurang luas karena lembaga pengawasan lain tidak mendapatkan control dari PTUN, sementara lembaga penagwas eksternal tersebut dalam melakukan fungsinya berpotensi menerbitkan Keputusan Tata Usaha Negara, selain dari hal tersebut dengan dimasukkanya lembaga eksternal sebagai obyek control yuridis PTUN maka akan sinkron dengan Pasal 87 angka 2 Undang-Undang Administrasi Pemerintahan. Kata kunci: Kopetensi PTUN, Penyalahgunaan Wewenang]]>
<![CDATA[ANALISIS YURIDIS TERHADAP PROSES PENYELESAIAN PERSELISIHAN HAK (STUDI KASUS: KEPUTUSAN PANEL ARBITRASE KHUSUS PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DI LINGKUNGAN PT FREEPORT INDONESIA TANGGAL 21 FEBRUARI 2015) ]]>
<![CDATA[Leonardo Sanjaya]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 1 No. 1 (2019): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v1i1.4385
<![CDATA[Arbitrase Hubungan Industrial (“arbitrase”) merupakan lembaga tripartit yang diberikan kewenangan oleh UU PPHI untuk menyelesaikan perselisihan kepentingan dan perselisihan antar serikat pekerja/buruh dalam suatu perusahaan. Para Pihak yang berselisih justru menyelesaikan perselisihan hak melalui arbitrase. Permasalahan dalam penelitian ini: apakah proses penyelesaian perselisihan hak di Lingkungan PT Freeport Indonesia tanggal 27 September 2014 s/d 21 Februari 2015 telah sesuai dengan peraturan yang berlaku; dan apakah putusan Panel Arbitrase Khusus Penyelesaian Perselisihan Hubungan Industrial di Lingkungan PT Freeport Indonesia tanggal 21 Februari 2015 sah, telah sesuai dengan ketentuan yang berlaku dan mengikat Para Pihak. Metode penelitian yang digunakan adalah metode yuridis normatif. Data diolah dengan metode kualitatif. Penarikan kesimpulan dengan metode deduktif. Kesimpulan penelitian adalah: proses penyelesaian perselisihan hak setelah ada kegagalan perundingan bipartit melalui arbitrase, bukan proses yang sesuai dengan UU PPHI; dan putusan arbitrase tersebut tidak sah karena tidak terdapat eksistensi arbitrase yang memenuhi syarat pembentukan arbitrase (antara lain: seluruh arbiter tidak terlisensi Kementerian Ketenagakerjaan RI), kepala putusan tidak sesuai UU PPHI, dan perselisihan hak bukan kewenangan arbitrase, sehingga tidak mengikat para pihak. Kata Kunci: Arbitrase Hubungan Industrial, Perselisihan Hak. ]]>
<![CDATA[Challenges of State Administrative Court Decisions Implementation: Analysis of Challenges to Execution of State Administrative Court Decisions ]]>
<![CDATA[Yogo Pamungkas]]>;
<![CDATA[Amriyati Amriyati]]>;
<![CDATA[Andari Yurikosari]]>;
<![CDATA[Richi J Candra]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 3 No. 8 (2023): Journal Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v3i8.870
<![CDATA[The problem posed in this study is what are the factors causing the obstruction of the implementation of the PTUN decision? second, what is the solution to the obstruction of the implementation of the PTUN decision? The purpose of the study is to determine the factors causing the obstruction of the implementation of the PTUN decision and the formulation of solutions for the obstruction of the implementation of the PTUN decision. This study uses doctrinal study methods. emphasizes the use of secondary data from primary legal materials, especially on regulations related to material and formal aspects of State Administrative Justice, secondary legal materials in the form of reference books and research relevant to the theme of study. Especially for reference books and research will be expanded with historical and social themes to see the social factors that influence the formation of law. Third, tertiary law materials as data discovery tools. The results of this study found that obstacles to the implementation of PTUN decisions are procedural laws that have not been able to provide guarantees about the mechanism for implementing decisions and decisions that do not consider aspects of the state administrative law ecosystem and administrative political ecosystem. In the event that there is a request to issue a decision or take action or revise the decision by issuing a new decision, an ex nunc assessment and the implementing agency of the PTUN decision are required.]]>
<![CDATA[Urgency of Executorial Beslag Institution at The Industrial Relations Court in Indonesia ]]>
<![CDATA[Andari Yurikosari]]>;
<![CDATA[Amriyati Amriyati]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 3 No. 8 (2023): Journal Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v3i8.898
<![CDATA[The Law Number 2 of 2004 concerning Settlement of Industrial Relations Disputes regulates the settlement of disputes in the employment relationship between workers and employers, including disputes over rights, interests, termination of employment, and disputes between trade unions within one company. The Industrial Relations Court is formed to examine and decide on the industrial relations dispute, and the execution of the decision handed down will be carried out. However, the problem is how to carry out the execution in the Industrial Relations Court for decisions that have legal force, and whether it is necessary to establish a separate execution confiscation institution is regulated in the Law on the Settlement of Industrial Relations Disputes. Article 57 of the law states that the procedural law applicable to the Industrial Relations Court is the civil procedural law that applies to courts within the general court environment, unless specifically regulated in this law. The entire legal process for the settlement of industrial relations disputes uses the civil procedural legal process, including the rules regarding the execution. Several studies have highlighted the need for a separate execution confiscation institution to improve the effectiveness of the settlement of industrial relations disputes.]]>
<![CDATA[PENELITIAN TERHADAP PENYELESAIAN PERSELISIHAN ANTARA KARYAWAN DENGAN PERUSAHAAN MELALUI PHI ]]>
<![CDATA[Yoshua Setiawan]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 4 No. 1 (2022): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v4i1.13401
<![CDATA[In order to attract consumer interest, sometimes the marketing of a product provides Termination of employment frequently violates current standards, and the case filed also has formal flaws. The dispute case in the PHI Decision Number 169/Pdt.Sus-PHI/2017/PN Mdn relates to the layoff rules, which are not in accordance with the applicable regulations. The question of whether the resolution of labor disputes between PT Raya Padang Langkat (PT RAPALA) employees is in conflict with Law No. 2 of 2004 regarding PPHI and Regulation of the Minister of Manpower and Transmigration of the Republic of Indonesia Number 17 of 2014 and Is the resolution of layoff disputes between PT Raya Padang Langkat (PT RAPALA) against its employees through mediation based on Decision Number 169/Pdt.Sus-PHI/2017/PN Mdn. already following the laws and regulations in the field of manpower. To get answers to these problems, it is carried out using normative legal research methods, which are based on secondary data, analyzed qualitatively, and conclusions drawn using deductive methods. The conclusion of this decision study is that the judge's decision does not follow the applicable rules and competence of the PHI is that it is not authorized to handle layoff cases because of procedures or steps that were violated before being submitted by the Plaintiff.]]>
<![CDATA[ANALISIS YURIDIS TERHADAP KOMPETENSI PENGADILAN HUBUNGAN INDUSTRIAL DALAM MEMERIKSA SENGKETA PERJANJIAN KEMITRAAN ]]>
<![CDATA[Cherya Metriska]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 3 No. 2 (2021): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v3i2.13450
<![CDATA[The definition of absolute competence is regarding to power between judicial bodies, seen from the type of court, and regarding the granting of power to adjudicate. The research’s main problems are whether the Central Jakarta Industrial Relations Court has the authority to examine and decide disputes between Wandi Irawan, et al., Against PT Tubagus Jaya Mandiri and whether the decision of Industrial Relations Court in the dispute between Wandi Irawan, et al and PT Tubagus Jaya Mandiri complies with Law Number 2 of 2004? This research is a normative and descriptive analytical legal research by using secondary data and the conclusions are drawn by using deductive logic methods. The conclusions are that the Industrial Relations Court at the District Court in the first degree had been decided with a N.O Decision or an unacceptable decision, because it is clear that when it comes to a claim containing or violating absolute competence, the claim is said to be unacceptable, not rejected decison so that the plaintiff should have re-submitted the lawsuit to District Court in the legal area where the defendant lives, not to Industrial Relations Court because it is not an institution that has the authority to adjudicate.]]>
<![CDATA[PEMBERIAN SANKSI BAGI APARATUR SIPIL NEGARA YANG MELAKUKAN PELANGGARAN DISIPLIN BERAT ]]>
<![CDATA[Afrita Miranti]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 3 No. 4 (2021): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v4i2.13616
<![CDATA[This was experienced by Sri Endang Mulyani, who was subjected to severe disciplinary punishment with the object of dispute in the form of a Decree of the Governor of Central Java on suspicion of having a special relationship with a man who was not her legal husband. The main problem discussed in this thesis is whether the actions committed by Sri Endang Mulyani in Decision Number 20/G/2020/PTUN.SMG can be said to be serious disciplinary violations and whether the process of examining and imposing sanctions given by the Governor of Central Java is in accordance with Government Regulation Number 53 of 2010. To answer this problem a research was carried out, with the nature of descriptive analysis research, and the results of the research were carried out qualitatively and conclusions were made using the deductive method, which resulted in the conclusion that the violations committed by Sri Endang Mulyani could not be said to be a serious disciplinary violation and the inspection process carried out by the Governor of Central Java was appropriate, but the imposition of sanctions by the Governor of Central Java was not in accordance with Government Regulation Number 53 of 2010.]]>
<![CDATA[ANALISIS YURIDIS TERHADAP PENYELESAIAN PERSELISIHAN PEMUTUSAN HUBUNGAN KERJA (KASUS PUTUSAN NOMOR: 28/pdt.Sus-PHI/2020/PN.Tpg) ]]>
<![CDATA[Tresiaty Sibarani]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 3 No. 4 (2021): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v4i2.13618
<![CDATA[PT Aswin Transportation Wisata (Defendant) unilaterally terminated the employment relationship with the Workers (Plaintiff) via text message on the grounds that the Covid-19 pandemic never ended so that the Defendant could not pay the Plaintiffs' wages each month. The problem of this research is whether the settlement of termination of employment between the Plaintiffs against PT Aswin Wisata Transportation is in accordance with statutory regulations and whether the Judge's Decision on the settlement of the termination of employment dispute between the plaintiffs against PT Aswin Tourism Transportation in accordance with the laws and regulations? To answer this question, a normative juridical research was carried out, which is descriptive-analytical by using secondary data which was analyzed qualitatively by deductive method as a conclusion. The results of this study are the process of settling industrial relations disputes and the Judge's decision in decision Number 28/Pdt.Sus-PHI/2020/PN.Tpg not in accordance with the PPHI Law.]]>
<![CDATA[ANALISIS PUTUSAN HAKIM TERHADAP UPAYA HUKUM PENINJAUAN KEMBALI PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL ]]>
<![CDATA[Geraldus Himawan Utomo]]>;
<![CDATA[Yogo Pamungkas]]>
<![CDATA[ Reformasi Hukum Trisakti Vol. 4 No. 3 (2022): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/refor.v4i5.15084
<![CDATA[Justice may file a PK against a PHI decision that has permanent legal force if either of the following circumstances exists, as stated in Article 57 of the PPHI Law: (1) the Supreme Court has determined a case at the cassation level; or (2) the PHI decision has permanent legal force. Legal efforts to settle industrial relations problems only go as far as the cassation level for rights disputes and job termination disputes since the passage of SEMA No. 3 of 2018. Problem statement: Does the law support the judge's decisions to grant judicial review in Decision Number 11 PK/PDT.SUS-PHI/2018 and to refuse judicial review in Decision Number 94 PK/PDT.SUS-PHl/2017? What are the legal repercussions of the judge's ruling in ruling Number 1 1 PK/PDT.SUS-PHI/2018 in favor of judicial review and the judge's ruling in ruling Number 94 PK/PDT.SUS-PHl/2017 to dismiss the PK lawsuit? Secondary data, primary data, and the normative research approach are all of a descriptive character. The release of SEMA Number 3 of 2018 is an effective move to minimize PK legal efforts in the process of settling labor disputes, according to the study's findings, debate, and conclusions.]]>
