scholarly journals Industrial Conflict and Dispute Settlement. Seventh Annual Conference (April 18-19, 1955). Montreal: Industrial Relations Centre, McGill University, 1955. 121 pp.

1956 ◽  
Vol 11 (3) ◽  
pp. 220
Author(s):  
Roger Chartier
Keyword(s):  
Dispute Settlement ◽  
Industrial Relations ◽  
Annual Conference ◽  
Mcgill University ◽  
Industrial Conflict

The Coalition's Plan to Regulate Industrial Relations

1993 ◽  
Vol 4 (1) ◽  
pp. 1-26 ◽  
Author(s):  
Braham Dabscheck
Keyword(s):  
Common Law ◽  
Industrial Relations ◽  
Good Faith ◽  
The Common ◽  
Industrial Conflict ◽  
The Law

In October 1992 the federal coalition released Jobsback, a statement of its industrial relations policies. The article situates Jobsback in the context of the evolution of the coalition's industrial relations policies since the Fraser years, outlines its major features, and provides a critique. Jobsback erects a new regulatory schema under a banner of deregulation. Three key elements are contained in Jobsback. They are tribunal avoidance and the use of the common law, legislatively imposed employment rules to ‘aid’ the transition from an award to a non-award system, and enterprise confinement. The article draws attention to the coalition's views concerning industrial conflict, constitutional issues, transitional problems associated with establishing legislatively imposed workplace rules, minima in workplace agreements, the Office of the Employee Advocate, equality before the law and good faith bargaining.

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.

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