scholarly journals Patterns of Industrial Dispute Settlement in Five Canadian Industries, par H.-D. WOODS et al. Un vol., 6½ po. x 10, relié, 397 pages. — THE INDUSTRIAL RELATIONS CENTRE, MCGILL UNIVERSITY, 1958

1959 ◽  
Vol 35 (3) ◽  
pp. 511
Author(s):  
Jacques Lucier
Keyword(s):  
Dispute Settlement ◽  
Industrial Relations ◽  
Mcgill University ◽  
Industrial Dispute

scholarly journals THE ROLE OF THE STATE IN INDUSTRIAL DISPUTE SETTLEMENT MECHANISMS IN NIGERIA

2018 ◽  
Vol 1 (1) ◽  
pp. 44-52
Author(s):  
Anthony Ideh DUMEBI ◽  
Adedoyinsola Olajumoke SHONUGA,
Keyword(s):  
Qualitative Research ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
State Intervention ◽  
The State ◽  
Research Approach ◽  
Role Of The State ◽  
Industrial Dispute ◽  
Industrial Disputes

Disputes and dispute resolutions are part and parcel of any functional industrial relations system. Therefore, the need to resolve them equitably, efficiently and effectively for the benefit of the actors is of paramount importance. The objective of this study is to examine the State intervention in dispute settlement and its contributions in peaceful resolution of disputes in Nigeria. The paper adopted the qualitative research approach. Relevant data were collected from the Lagos offices of the Federal Ministry of Labour and Employment, the Industrial Arbitration Panel and the National Industrial Court. The study found that the various pieces of legislation enacted by the State have positively impacted on the settlement of Industrial Disputes in Nigeria. However, it was observed that despite the positive contributions, there are still some areas for improvement. The study therefore made the following recommendations; that the powers of the Minister of Labour and Employment should be restricted to create an enabling industrial relations environment for the actors and that the parties to disputes should be allowed the choice of which method of disputes settlement to use among other recommendations.

scholarly journals Analisis Putusan Mahkamah Agung Nomor 501 K/ PDT.SUS-PHI/ 2016 Tentang Pemutusan Hubungan Kerja

2018 ◽  
Vol 1 (2) ◽  
pp. 128-148
Author(s):  
Sonhaji Sonhaji
Keyword(s):  
Supreme Court ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
Supreme Court Decision ◽  
Employment Agreement ◽  
The Supreme Court ◽  
Industrial Dispute ◽  
The Law ◽  
Case Number ◽  
Laws And Regulations

The purpose of this study is to know that the Certain Working Agreement on Oral Time is not allowed in the legislation, the Supreme Court judges consideration in deciding the case Number 501 K / Pdt.Sus-PHI / 2016 and the conformity of the decision with the law applicable in Indonesia. This study uses normative juridical method, which is analytical descriptive, with data collection method in the form of library study and supported by interview with judges. The results of the research show that First, the judge's decision is unfair to both parties litigation because the defendant is not punished to pay the wage of suspension (wage process) with emphasis on the consideration of unwritten PKWT so that by law become PKWTT. Second The process wage demands which are not accepted by the judge are contrary to the laws and regulations on employment and on the settlement of industrial relations disputes because the law requires that workers and employers continue to perform their obligations until the establishment of an Industrial Dispute Settlement Institution, including the obligation of employers to pay the wage of a suspension (wages process). So the Supreme Court Decision Number 501 K / Pdt.Sus-PHI / 2016 is less in accordance with the prevailing laws and regulations in Indonesia. Keywords: Oral Employment Agreement, Termination Dispute, Employment

scholarly journals Perlindungan Hukum bagi Pekerja Dengan Perjanjian Kerja Tidak Tertulis pada Perusahaan Pemberi Kerja

2021 ◽  
Vol 2 (1) ◽  
pp. 158-162
Author(s):  
Robertus Berli Puryanto ◽  
I Nyoman Putu Budiartha ◽  
Ni Made Puspasutari Ujianti
Keyword(s):  
Research Method ◽  
Dispute Settlement ◽  
Industrial Relations ◽  
Legal Protection ◽  
Economic Activities ◽  
Legal Research ◽  
Work Relations ◽  
Legal Remedies ◽  
The Law ◽  
The Republic

Labor is something that is needed by an employing company in carrying out its economic activities. This can be seen in the constitutional arrangements of the Republic of Indonesia in Article 27 paragraph (2) of the 1945 Constitution of the Republic of Indonesia. In the implementation of the working relationship between workers and the employing company, there are several rights and obligations that must be fulfilled between the two parties. Because there are provisions regarding work agreements that are differentiated based on the form of the agreement, each worker has different rights where these rights must be guaranteed by the company based on law. From this, the problems that will be examined are legal protection for workers with an unwritten work agreement at the employing company, as well as legal remedies that can be taken by workers with an unwritten agreement in the event of a violation of rights by the company. The research method used is normative legal research, namely legal research conducted by examining existing library materials. By examining problems by looking at existing regulations, and describing problems that occur in practice or in everyday life in society. From the research conducted, it was found that legal protection for workers with an unwritten work agreement at the employing company is regulated based on Law Number 13 of 2003 concerning Manpower where the basis is that the applicable work agreement is an indefinite work agreement so that the rights obtained under the provisions of the law. Then efforts that can be made if there is a violation of the law in work relations is based on Law Number 20 of 2004 concerning Industrial Relations Dispute Settlement, namely in the form of Bipartite, Tripartite (Mediation, Consoliation and Arbitration) negotiations, as well as through Trials at the Industrial Relations Court.

scholarly journals Analisa Dan Pengaruh Metode Hubungan Industrial Terhadap Penyelesaian Perselisihan Di Serikat Pekerja Sektoral Kota Cilegon Tahun 2019

2020 ◽  
Vol 14 (2) ◽  
pp. 91-100
Author(s):  
Udi Iswadi ◽  
Mahfudoh Haerani
Keyword(s):  
Dispute Resolution ◽  
Trade Unions ◽  
Dispute Settlement ◽  
Mutual Influence ◽  
Alternative Hypothesis ◽  
Industrial Relations ◽  
Internal And External Factors ◽  
Settlement Of Disputes ◽  
The Relationship ◽  
The City

Abstrak - Hubungan merupakan tindakan yang saling mempengaruhi antar pihak, saling memberi manfaat guna mencapai tujuan, hubungan dapat dikatakan pula sebuah representasi kegiatan yang dilandasi keinginan untuk saling memberi dan memenuhi keperluan masing-masing pihak. Keselarasan akan timbal balik pada sebuah hubungan yang sesuai menghasilkan kedekatan dan kenyamanan antar pihak. Konsep sebuah hubungan didasari oleh faktor internal dan eksternal organisasi atau perusahaan. Sedangkan hubungan yang terjadi dalam perusahaan yaitu hubungan Industrial, dimaknai sebuah metode dalam menyelesaikan persoalan yang timbul di antara pengusaha dan pekerjanya. Hal yang diselesaikan sudah barang tentu adalah perselisihan. Pelaksanaan metode penelitian dalam pengumpulan data berupa kuesioner. Jumlah populasi yang digunakan yaitu 35 serikat pekerja atau dengan jumlah pekerja sebanyak 5.860 pekerja sebagai populasi dari serikat pekerja sektoral yang tergabung dengan Federasi Serikat Pekerja Sektoral Kimia di kota Cilegon. Untuk mengetahui bagaimana metode hubungan Industrial yang efektif dipakai maka harus ditentukan jenis perselisihannya terlebih dahulu, dalam penelitian ini ditemukan perselisihan kepentingan kecenderungannya akan diselesaikan ditingkat hubungan Industrial bipatride. Adapun perselisihan yang banyak diselesaikan peneliti melihat waktu kejadiannya seperti perselisihan upah maka akan banyak muncul di awal tahun. Sedangkan untuk melihat seberapa kuat korelasi yang didapat antara Variabel Metode Hubungan Industrial terhadap Penyelesaian Perselisihan, maka hasil perhitungan Uji Korelasi Product Moment r hitung 0,920, dapat dikatakan bahwa pengaruhnya Sangat Kuat. Hal tersebut menunjukkan bahwa variabel Metode Hubungan Industrial mempengaruhi variabel Penyelesaian Perselisihan sebesar 84,6% sedangkan sisanya dipengaruhi oleh faktor-faktor lainnya. Nilai Sig. 0,000 < 0,05, diartikan bahwa pengaruh Variabel Metode Hubungan Industrial (X) terhadap Penyelesaian Perselisihan (Y) signifikan. Dari perhitungan ttabel diperoleh nilai 1,987. Berdasarkan kriteria pengujian hipotesis terhadap nol (Ho), yaitu Ho ditolak jika thitung > ttabel. Diperoleh thitung  5,458 > ttabel 1,987 maka Hipotesis nol (Ho) di tolak, dan menerima Hipotesis alternatif (Ha). Dalam penelitian ini dapat ditarik kesimpulan bahwa “Terdapat Pengaruh Metode Hubungan Industrial terhadap Penyelesaian Perselisihan di Serikat Pekerja Sektoral Kimia Kota Cilegon Tahun 2019”. Dengan regresi sebagai berikut : Ÿ = 20,710 + 1,010 X.      Abstract - Relationship is an act of mutual influence between parties, mutually beneficial to achieve goals, the relationship can also be said to be a representation of activities based on the desire to give and meet the needs of each party. Alignment of reciprocity in an appropriate relationship results in closeness and comfort between parties. The concept of a relationship is based on internal and external factors of the organization or company. While the relationships that occur within a company that is industrial relations, is interpreted as a method of solving problems that arise between employers and their workers. The matter that was resolved was naturally a dispute. The implementation of research methods in collecting data in the form of a questionnaire. The population used is 35 trade unions or with a total of 5,860 workers as a population of sectoral trade unions that are members of the Federation of Chemical Sector Trade Unions in the city of Cilegon. For know, how effective industrial relations methods are used, the type of dispute must be determined first. In this study, it was found that disputes over the interests of fraud will be resolved at the bipartite industrial relations level. As for the disputes that many researchers have resolved, seeing when it occurs, such as wage disputes, many will appear at the beginning of the year. To see how strong the correlation obtained between the Industrial Relations Method Variables on Dispute Resolution, the results of the Product Moment Correlation Test r count of 0.920, it can be said that the effect is very Strong. This shows that the Industrial Relations Method variable affected 84.6% Dispute Resolution while the rest was influenced by other factors. The Sig. 0,000 <0.05, which means that the effect of the Industrial Relations Method Variable (X) on Dispute Settlement (Y) is significant. From the ttable calculation, the value is 1.987. Based on the hypothesis testing criteria for zero (Ho), i.e. Ho is rejected if tcount> ttable. Obtained tcount 5.458> t table 1.987 then the null hypothesis (Ho) was rejected, and accepted the alternative hypothesis (Ha). In this study, it can be concluded that "There is an Effect of the Industrial Relations Method on the Settlement of Disputes in the Chemical Sectoral Trade Unions of Cilegon City in 2019". With the regression as follows: Ÿ = 20,710 + 1,010 X.

The Mass Media and Industrial Relations News: A Case Study

1980 ◽  
Vol 22 (4) ◽  
pp. 420-441 ◽  
Author(s):  
Margaret Mccoll
Keyword(s):  
Mass Media ◽  
General Public ◽  
Industrial Relations ◽  
Public Debate ◽  
Industrial Action ◽  
Recent Developments ◽  
Industrial Dispute ◽  
The Media ◽  
The Mass Media

Strikes or direct industrial action of various kinds have become one of the most contentious issues of contemporary public debate. If the attitudes of the general public are indeed influenced by the media's interpretation of the industrial relations situation, as many critics of the media would contend, then it is crucial to the understanding of the broader concept of political socialisation to determine first what kind of industrial news is made available. Is there, in fact, a consistent bias to be found in the reporting of industrial events? If so, what are the specific dimensions of this bias and why does it occur? In this article the author seeks to confront these questions by providing a summary of a particular industrial dispute and its coverage by two Australian newspapers. Preceding this case study, brief consideration is also given to some recent developments in the field of communications research.

scholarly journals The Canadian Industrial Relations Research Institute

2005 ◽  
Vol 19 (4) ◽  
pp. 518-520
Keyword(s):  
British Columbia ◽  
Annual Meeting ◽  
Industrial Relations ◽  
Columbia University ◽  
Vice Presidents ◽  
Mcgill University ◽  
Research Institute

On june 6th., 1964 at McGill University, Montreal, was held the first annual meeting of the Canadian Industrial Relations Research Institute. On that occasion, was adopted the constitution of the group and officers were elected. Papers were presented by Father Gérard Dion, Laval University, Quebec, Dr J.T. Montague, British Columbia University, and by Dr Gil Schonning, Department of Labour, Ottawa. The officers elected are the following: President: H.D. Woods (McGill University); Vice-presidents: Father Gerard Dion (Laval University), Bora Laskin (Toronto University); Secretary: Frances Bairstow (McGill University); members: J.T. Montague (British Columbia University), Roy Brookbank (Dalhousie University). The Business Office of the Institute is located at: 3666 McTavish Street, Montreal, Que. Foliowing is the text of the constitution.

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