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All Journal Justitia et Pax Jurnal Hukum dan Pembangunan
Widiastiani, Nindry Sulistya
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Law, Crime, Criminology & Criminal Justice

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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.
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.
PANDEMI COVID-19: FORCE MAJEURE DAN HARDSHIP PADA PERJANJIAN KERJA Widiastiani, Nindry Sulistya
Jurnal Hukum & Pembangunan
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

In the civil law system, there are force majeure and hardship concepts which is related with situation when debtors unable to fulfill their contract obligations. Covid-19 pandemic in Indonesia causes employers’ difficulties in order to fulfill their work agreement obligations, such as payingtheir workers wages and Religious Holiday Allowances. In the context of fulfilling work agreement obligations, force majeure dan hardship concepts could not be found in the Indonesia’s Manpower Law. This conceptual article aims to analyse the chance of using force majeure and hardship concepts in the implementation of work agreement during covid-19 pandemic. The analysis uses conceptual approach to deduce a result. The result shows that covid-19 pandemic could be used as the ground to implement force majeure and hardship concepts if the employers (as debtors) unable to fulfill their obligation from work agreement, such as as paying their workers wages and Religious Holiday Allowances. However, the application of force majeure and hardship concepts are subjective and could not be used as general principles.
Co-Authors Elisabeth Sundari, Elisabeth