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All Journal Humani (Hukum dan Masyarakat Madani) Jurnal Justiciabelen Jurnal Ilmiah Mahasiswa Perbankan Syariah (JIMPA)
Tumanda Tamba
Universitas semarang
Humanities Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Aktualisasi Perlindungan Hukum atas Jaminan Kehilangan Pekerjaan Perskeptif Hukum Positif di Indonesia Tumanda Tamba; Wafda Vivid Izziyana; Subaidah Ratna Juita
Humani (Hukum dan Masyarakat Madani) Vol 13, No 1 (2023): Mei
Publisher : Universitas Semarang

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

Abstract

The purpose of implementing job loss insurance is to provide legal protection while maintaining a decent standard of living when workers lose their jobs/are laid off so that it will motivate workers to want to work again or try to be independent. This study uses a normative legal research type with research results explaining that legal protection for job loss insurance can be actualized if the entrepreneur has made contributions to the job loss insurance program for at least 12 months in 24 months and has paid contributions for a minimum of 6 consecutive months at BPJS Ketenagakerjaan prior to layoffs or termination of employment. The benefits of legal protection for job loss guarantees are regulated in Article 46D of Law Number 40 of 2004 in the form of cash, access to job market information, and job training. The right to job loss security benefits cannot be transferred, mortgaged, or confiscated as an implementation of a court decision. If a dispute occurs, the dispute resolution procedure is listed in Article 45 of Government Regulation Number 37 of 2021 through deliberation, mediation and state courts
Efektivitas Peran Mediator Dalam Penyelesaian Sengketa Non Litigasi Dalam Bidang Bisnis Maupun Hukum Tumanda Tamba; Mukharom Mukharom
Jurnal Ilmiah Mahasiswa Perbankan Syariah (JIMPA) Vol 3 No 2 (2023): Jurnal Ilmiah Mahasiswa Perbankan Syariah (JIMPA) - September 2023
Publisher : Sekolah Tinggi Ekonomi dan Bisnis Syariah (STEBIS) Indo Global Mandiri Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36908/jimpa.v3i2.247

Abstract

Sengketa antara para pihak dapat diselesaikan melalui jalur litigasi (lembaga Peradilan) ataupun non litigasi (di luar Pengadilan). Penyelesaian sengketa melalui jalur litigasi yaitu penyelesaian sengketa diantara para pihak yang dilakukan melalui pemeriksaan di hadapan hakim dalam sebuah lembaga peradilan. Litigasi (Pengadilan) adalah metode penyelesaian sengketa paling lama dan lazim digunakan dalam menyelesaikan sengketa, baik sengketa yang bersifat publik maupun yang bersifat privat. Seiring berjalannya waktu dan perkembangan zaman, kebutuhan masyarakat akan keadilan dan kesejahteraan semakin besar, maka penyelesaian sengketa melalui litigasi lambat laun dirasakan kurang efektif lagi. Penyelesaian sengketa melalui litigasi dirasakan terlalu lama dan memakan biaya yang cukup besar. Kondisi demikian menyebabkan pencari keadilan mencari alternatif lain yaitu penyelesaian segketa diluar proses peradilan formal, yang biasa dikenal dengan penyelesaian sengketa non litigasi. Berdasarkan latar belakang, maka terdapat permasalahan bagaimana pelasanaan penyelesaian sengketa non litigasi dan bagaimana peran mediator dalam menyelesaiakan sengketa. Tujuan yang ingin dicapai adalah untuk menganalisis bagaimana Efektivitas Peran Mediator dalam Penyelesaian Sengketa Non Litigasi. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan yang bersifat normatif dan empiris. Adapun alasan digunakan pendekatan ini dikarenakan penelitian yang diteliti berkaitan dengan Efektivitas Peran Mediator dalam Penyelesaian Sengketa Non Litigasi.
Legal Protection in The Settlement of Industrial Relations Disputes in Indonesia Tumanda Tamba; Subaidah Ratna Juita; Dhian Indah Astanti
Jurnal Justiciabelen Vol 6 No 1 (2023): Justiciabelen
Publisher : Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/justiciabelen.v6i1.6165

Abstract

Article 2 of Law Number 2 Year 2004 states that there are four types of industrial relations disputes consisting of Rights Disputes, Interest Disputes, Termination of Employment Disputes and Disputes Between Workers / Labor Unions in One Company. This research uses normative juridical methods, the results of the study explain the form of legal protection in the settlement of industrial relations disputes in Indonesia outside the court can be done through: Bipartite, Mediation, Conciliation, Arbitration The four types of settlement If the negotiations reach an agreement, a collective agreement is made binding and becomes law for the parties. The collective agreement must be registered with the Industrial Relations Court at the District Court in the area where the parties entered into the collective agreement if it is not implemented by one of the parties, the injured party can apply for execution to the Industrial Relations Court. In addition to the above 4 explanations, the settlement of industrial relations disputes can be through the industrial relations court which is in the general judicial environment, which is limited in its process and stages by not opening the opportunity to file an appeal to the superior court.The decision of the industrial relations court at the district court which concerns rights disputes and employment termination disputes can be directly appealed to the Supreme Court.
Co-Authors Dhian Indah Astanti, Dhian Indah Mukharom Mukharom Subaidah Ratna Juita Wafda Vivid Izziyana