Authors:

Ni Putu Nanda Kebayan Sari, Kadek Agus Sudiarawan

Abstract:

“Kajian ini dilakukan dengan tujuan menjabarkan pengaturan mediasi dalam lingkup alternatif penyelesaian perselisihan dalam perkara pemutusan hubungan kerja atau PHK. Pengkajian ini menerapkan metode penelitian normatif, dengan penggunaan bahan hukum primer melalui peraturan perundang-undangan, serta bahan hukum sekunder yakni buku-buku hukum, jurnal hukum yang berkaitan dengan ketenagakerjaan dan alternatif penyelesaian sengketa, karya tulis hukum atau pandangan ahli yang termuat dalam media masa. Pendekatan yang digunakan dalam penelitian ini yakni pendekatan peraturan perundang-undangan atau statue approach melalui ketentuan Peraturan Perundang-Undang yang berkaitan dengan ketenagakerjaan. Pendekatan selanjutnya yakni analytical and conseptual approach atau pendekatan dengan menganalisis sebuah konsep hukum, dalam hal ini konsep pengaturan mediasi sebagai alternatif penyelesaian sengketa. Hasil penelitian menunjukan hwa hubungan kerja yang terjalin antara perusahaan dengan pekerja bersifat subordinatif dalam menunjang profesionalitas bekerja yang dapat memicu terjadinya perselisihan, seperti perselisihan hak, kepentingan, PHK dan perselisihan antar serikat buruh. Perselisihan yang terjadi dalam hubungan ketenagakerjaan dapat diselesaikan melalui jalur non litigasi yakni mediasi. Terkhusus perselisihan PHK, termaktub dalam pengaturan mediasi sebagai upaya penyelesaian hubungan industrial diatur dalam ketentuan Pasal 1 angka 11 dalam ketentuan perihal Penyelesaian Perselisihan Hubungan Industrial yakni UU Nomor 2 Tahun 2004 yang mengatur perihal mediasi sebagai upaya penyelesaian perselisihan yang terjadi dalam ikatan ketenagakerjaan antara perusahaan dengan pekerja atau antar serikat buruh. Kata kunci : Penyelesaian Sengketa Hubungan Kerja, Mediasi, Ketenagakerjaan, Mediator This study was carried out with the aim of elaborating mediation arrangements within the scope of alternative dispute resolution in cases of termination of employment or layoffs. This study applies normative research methods, using primary legal materials through laws and regulations, as well as secondary legal materials, namely law books, legal journals related to employment and alternative dispute resolution, legal papers or expert views contained in the mass media. . The approach used in this study is the statutory approach or statue approach through the provisions of laws and regulations related to employment. Furthermore, the analytical and conceptual approach or approach by analyzing a legal concept, in this case the concept of mediation arrangements as an alternative dispute resolution. The results of the study show that the working relationship that exists between companies and workers is subordinate in nature in supporting work professionalism which can trigger disputes, such as disputes over rights, interests, layoffs and disputes between labor unions. Disputes that occur in employment relations can be resolved through non-litigation channels, namely mediation. In particular, layoff disputes, contained in mediation arrangements as an effort to settle industrial relations are regulated in the provisions of Article 1 number 11 in the provisions regarding the Settlement of Industrial Relations Disputes, namely Law Number 2 of 2004 which regulates mediation as an effort to resolve disputes that occur in labor ties between companies and workers. or between unions. Keywords: Work Relations Dispute Resolution, Mediation, Employment, Mediator”

Keywords

: Penyelesaian Sengketa Hubungan Kerja, Mediasi, Ketenagakerjaan, Mediator This study was carried out with the aim of elaborating mediation arrangements within the scope of alternative dispute resolution in cases of termination of employment or layoffs. This study applies normative research methods, using primary legal materials through laws and regulations, as well as secondary legal materials, namely law books, legal journals related to employment and alternative dispute resolution, legal papers or expert views contained in the mass media. . The approach used in this study is the statutory approach or statue approach through the provisions of laws and regulations related to employment. Furthermore, the analytical and conceptual approach or approach by analyzing a legal concept, in this case the concept of mediation arrangements as an alternative dispute resolution. The results of the study show that the working relationship that exists between companies and workers is subordinate in nature in supporting work professionalism which can trigger disputes, such as disputes over rights, interests, layoffs and disputes between labor unions. Disputes that occur in employment relations can be resolved through non-litigation channels, namely mediation. In particular, layoff disputes, contained in mediation arrangements as an effort to settle industrial relations are regulated in the provisions of Article 1 number 11 in the provisions regarding the Settlement of Industrial Relations Disputes, namely Law Number 2 of 2004 which regulates mediation as an effort to resolve disputes that occur in labor ties between companies and workers. or between unions. Keywords: Work Relations Dispute Resolution, Mediation, Employment, Mediator

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PDF:

https://jurnal.harianregional.com/kerthasemaya/full-96940

Published

2023-02-27

How To Cite

KEBAYAN SARI, Ni Putu Nanda; SUDIARAWAN, Kadek Agus. PENGATURAN MEDIASI SEBAGAI ALTERNATIF PENYELESAIAN PERSELISIHAN PEMUTUSAN HUBUNGAN KERJA.Kertha Semaya : Journal Ilmu Hukum, [S.l.], v. 11, n. 3, p. 545-558, feb. 2023. ISSN 2303-0569. Available at: https://jurnal.harianregional.com/kerthasemaya/id-96940. Date accessed: 08 Jul. 2024. doi:https://doi.org/10.24843/KS.2023.v11.i03.p8.

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Issue

Vol 11 No 3 (2023)

Section

Articles

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