Widiastiani, Nindry Sulistya
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PERKEMBANGAN PEMBUKTIAN PADA PUTUSAN VERSTEK: STUDI KASUS DI PENGADILAN NEGERI SLEMAN DAN KOTA YOGYAKARTA Sundari, Elisabeth; Widiastiani, Nindry Sulistya
Justitia et Pax Vol 35, No 2 (2019): Justitia et Pax Volume 35 Nomor 2 Tahun 2019
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (894.817 KB) | DOI: 10.24002/jep.v35i2.2936

Abstract

Article 25 of HIR provides that in case the defendant does not appear at court process (verstek), the claim will be accepted unless it is unreasonable and against the rights. In the beginning, that article was interpreted that in case the defendant doesn’t  appear at court process (verstek), the plaintiff shall not obeyed to proof his claim. How is the development of that previous interpretation? Normative legal research has been conducted to redress that issue. The data were collected from secondary data resources from Sleman and Yogyakarta District Court decisions concerning the burden of proof  in verstek recently,  and being  analized  qualitatively. The research result shows that there is a development in  interpretating Article 125 HIR, where the judges burdened the plaintiff to proof his claim. That interpretation development supports the strive to get the truth beyond reasonable doubt, to meet a fair decision,  as good as to avoid fraud claim, and haphazard decision.
KEBERADAAN MOGOK KERJA DALAM KONSTELASI HUBUNGAN INDUSTRIAL PANCASILA Widiastiani, Nindry Sulistya
Justitia et Pax Vol 33, No 2 (2017): Justitia et Pax Volume 33 Nomor 2 Tahun 2017
Publisher : Penerbit Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (307.669 KB) | DOI: 10.24002/jep.v33i2.1602

Abstract

Indonesia’s industrial relations is called the Pancasila industrial relations, which requires a harmonic situation between the labor and the employer. On the other hand, the Pancasila industrial relations also contains the conflict concept which appears in the existence of labor strike. However, the conflict concept in the existence of labor strike is in line with the Pancasila industrial relations’ harmonic concept. The labor strike is the part of industrial relations dispute settlement, which is not to undermining the Pancasila industrial relations’ harmonic concept. The right to strike is given to the labor for increasing their bargaining power when the industrial relation dispute arises. The existence of labor strike actually become a means to restore the harmonic situation when the industrial relation dispute arises.Keywords: industrial relations, the Pancasila industrial relations, labor strikeIntisariHubungan industrial di Indonesia merupakan hubungan industrial Pancasila, yang menghendaki situasi yang harmonis antara pekerja dengan pengusaha. Di sisi lain, hubungan industrial Pancasila juga mengakomodasi konsep konflik yang tercermin dalam keberadaan mogok kerja. Keberadaan mogok kerja yang mengandung konsep konflik sejatinya tidak bertentangan dengan konsep keharmonisan dalam hubungan industrial Pancasila. Mogokkerja dihadirkan sedemikian rupa sebagai salah satu upaya penyelesaian perselisihan hubungan industrial, tidak dimaksudkan untuk merusak tatanan keharmonisan sebagaimana dicita-citakan oleh hubungan industrial Pancasila. Hak mogok kerja diberikan kepada pekerja digunakan untuk membantu menyeimbangkan posisi tawar pekerja saat terjadi perselisihan hubungan industrial. Keberadaan mogok kerja sejatinya merupakan saranauntuk mengembalikan keharmonisan di saat terjadi konflik dan perselisihan dalam hubungan industrial.Kata kunci: hubungan industrial, hubungan industrial Pancasila, mogok kerja.
Justifikasi Pemutusan Hubungan Kerja Karena Efisiensi Masa Pandemi Covid-19 Dan Relevansinya Dengan Putusan Mahkamah Konstitusi Nomor 19/PUU-IX/2011 Widiastiani, Nindry Sulistya
Jurnal Konstitusi Vol 18, No 2 (2021)
Publisher : Mahkamah Konstitusi Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (429.902 KB) | DOI: 10.31078/jk1827

Abstract

This conceptual article aims to analyze about the justification and legal aspect of employment termination because of efficiency phenomenon in covid-19 pandemic period. Article 164 paragraph 4 Manpower Act and Constitutional Court Decision Number 19/PUU-IX/2011 already stipulated that employment termination because of efficiency must be followed by company closure. But, covid-19 pandemic situation was forcing the employers to do employment termination because of efficiency without a company closure. The conclusion of this article is the employers did the termination without the company closure based on consideration that, it would prevent more damage than did it with the closure. The company closure would bring result all of workers, including the employers, loss their jobs. The employment termination because of efficiency, but without company closure could be preserved the operational of company and maintain the other workers’ jobs. This efficiency reason is not actually prohibited in Article 153 paragraph 1 Manpower Act and in ILO’s Convention and Recommendation 1982. However, this termination could not use Article 164 paragraph 4 Manpower Act and Constitutional Court Decision Number 19/PUU-IX/2011 as the legal basis. The compensation formulation model of the termination could use the formulation of termination without worker’s fault as stipulated by Manpower Act. In addition, the institutions of industrial relaton dispute resolution must supervise the termination process, in order the process would be staged fairly, coincide with the principles of legal termination, and the workers’s compensastion would be fulfilled by the employers.