Penyelesaian Sengketa Perburuhan Berdasarkan Undang-Undang Nomor 2 tahun 2004 tentang Penyelesaian Perselisihan Hubungan Internasional  

Oleh:

Yori, A. Kasimirus

Jenis: Article from Journal - ilmiah nasional
Dalam koleksi: Jurnal Pembangunan Wilayah dan Masyarakat vol. 5 no. 1 (Jul. 2005), page 22-32.
Topik: Legal Resolution Disputes Out of Courthouse; Legal Disputes Resolution through Industrial Relation Court

Ketersediaan

Perpustakaan Pusat (Semanggi) Nomor Panggil: JJ104 Non-tandon: 1 (dapat dipinjam: 0) Tandon: tidak ada	Lihat Detail Induk
Perpustakaan PKPM Nomor Panggil: J79 Non-tandon: 2 (dapat dipinjam: 0) Tandon: tidak ada	Lihat Detail Induk

Isi artikel

When Act 2 of the Law in Year 2004 took effect, the act has changed industrial legal dispute paradigm which has been used previously and has been known for two kinds of disputes, namely rights and inlerevt disputes. in addition, only labor organization, not individuals, that can be a party to participate in legal disputes. Even P4D/P4P (Regional Labor Disputes Resolution Committee/National Labor Disputes Resolution Committee) that have been existing in regulation is only a mute court, because the institutions have the power to verdict a case in industrial relation. it appears that institutions were judicature institutions based on the Year 1970 Art. 14 Act and in the institutIons that were government represenatiatives, consequently the solutions were categorized as public law solution that could be categorized as administrative court, in the new act, legal aspect facilitates not only resolute rights dispute and interest dispute but also termination dispute and labor organization in an enterprise. in addidtion, the legal subject in the dispute includes not only entrepreneur/entrepeneur union and employee/labor union but also individual employee/labor and social institutions that have a managerial board and empoly labor/employee by paying salary or other incentives. Even the new act has introduced two menchanisms of disputes resolution: (1) resolution through bipartite, mediataion, conciliataion and arbitration, and (2) legal disputes resolution through industrial relation trial at court of the first instance using the law of civil procedure as applied in general court.

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