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All Journal Novum : Jurnal Hukum
Iqbal, Muhammad Firdaus
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Law, Crime, Criminology & Criminal Justice

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PENERAPAN PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL ANTARA PEKERJA DENGAN PENGUSAHA MELALUI MEDIASI DI DINAS TENAGA KERJA KABUPATEN GRESIK TAHUN 2021 – 2023 Iqbal, Muhammad Firdaus; Wardhana, Mahendra
NOVUM : JURNAL HUKUM Vol. 2 No. 1 (2015)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.2674/novum.v0i0.63067

Abstract

Pada pasal 1 ayat (11) Undang Undang Nomer 2 Tahun 2004 Tentang Penyelesaian Perselisihan HubunganIndustrial Mediasi Hubungan Industrial yang selanjutnya disebut mediasi adalah penyelesaian perselisihan hak,perselisihan kepentingan, perselisihan pemutusan hubungan kerja, dan perselisihan antar serikat pekerja/serikatburuh hanya dalam satu perusahaan melalui musyawarah yang ditengahi oleh seorang atau lebih mediator yangnetral. Menurut pasal tersebut mediasi di Dinas Tenaga Kerja Kabupaten Gresik dipimpin oleh mediator yangberjumlah 6 orang. Penelitian ini dilakukan untuk mengetahui, yang pertama, bagaimana penerapan penyelesaianperselisihan hubungan industrial antara pekerja dengan pengusaha melalui mediasi di dinas tenaga kerjaKabupaten Gresik tahun 2021- 2023 ?, kedua, apa saja hambatan- hambatan yang dialami mediator hubunganindutrial dalam melakukan mediasi di Dinas Tenaga Kerja Kabupaten Gresik tahun 2021- 2023 ?. Penelitian inimenggunakan metode penelitian hukum empiris dengan metode pendekatan sosiologis hukum yang merupakanpendekatan dari sudut pandang di masyarakat dengan metode pengumpulan data melalui wawancara denganmediator dan para pekerja, observasi maupun dokumentasi. Hasil penelitian menunjukan bahwa, penerapanmediasi di Dinas Tenaga Kerja Kabupaten Gresik sudah terlaksana dengan baik dengan tingkat keberhasilandalam mediasi 50% keatas baik perjanjian bersama maupun anjuran dan hambatan – hambatan yang terjadi dalamproses mediasi dikarenakan berbagai faktor, yaitu faktor pengusaha yang sering telat, bahkan tidak hadir dalammediasi, faktor pekerja, kurangnya barang bukti dan kurang pemahaman terkait peraturan yang berlaku maupunfaktor mediator, kurangnya jumlah mediator dan sarana prasarana.
Implementation of Industrial Relations Dispute Settlement Between Workers and Employers Through Mediation at the Gresik Regency Manpower Office in 2021 – 2023 Iqbal, Muhammad Firdaus; Wardhana, Mahendra
NOVUM : JURNAL HUKUM Vol. 11 No. 03 (2024): The Epistemic and Normative Being of Law: Protecting Rights, Regulating Pract
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.2674/novum.v11i03.74283

Abstract

In Article 1 paragraph (11) of Law Number 2 of 2004 concerning Industrial Relations Dispute Settlement, Industrial Relations Mediation hereinafter referred to as mediation is the settlement of disputes over rights, interest disputes, employment termination disputes, and disputes between labor unions only within one company through deliberations mediated by one or more neutral mediators. According to this article, mediation at the Labor Office of Gresik Regency is led by one mediator totaling 6 industrial relations mediators. This study was conducted to find out first, how is the implementation of industrial relations dispute settlement between workers and employers through mediation at the Labor Office of Gresik Regency in 2021-2023? Second, what are the obstacles faced by industrial relations mediators in conducting mediation at the Labor Office of Gresik Regency in 2021-2023? This research uses empirical legal research methods with a socio-legal approach which is an approach from the perspective of society with data collection methods through interviews with mediators and workers, observations, and documentation. The research results indicate that: First, the implementation of mediation at the Labor Office of Gresik Regency has been carried out well with a success rate in mediation of over 50%, both through collective agreements and recommendations. Second, the obstacles encountered in the mediation process are due to various factors, namely the employer factor who is often late or absent from mediation sessions, the worker factor of lack of evidence and understanding of applicable regulations, and the mediator factor of insufficient number of mediators and facilities.
Co-Authors Mahendra Wardhana, Mahendra