Garuda - Garba Rujukan Digital

PENELITIAN TERHADAP PENYELESAIAN PERSELISIHAN ANTARA KARYAWAN DENGAN PERUSAHAAN MELALUI PHI Yoshua Setiawan; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 4 No. 1 (2022): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

In order to attract consumer interest, sometimes the marketing of a product provides Termination of employment frequently violates current standards, and the case filed also has formal flaws. The dispute case in the PHI Decision Number 169/Pdt.Sus-PHI/2017/PN Mdn relates to the layoff rules, which are not in accordance with the applicable regulations. The question of whether the resolution of labor disputes between PT Raya Padang Langkat (PT RAPALA) employees is in conflict with Law No. 2 of 2004 regarding PPHI and Regulation of the Minister of Manpower and Transmigration of the Republic of Indonesia Number 17 of 2014 and Is the resolution of layoff disputes between PT Raya Padang Langkat (PT RAPALA) against its employees through mediation based on Decision Number 169/Pdt.Sus-PHI/2017/PN Mdn. already following the laws and regulations in the field of manpower. To get answers to these problems, it is carried out using normative legal research methods, which are based on secondary data, analyzed qualitatively, and conclusions drawn using deductive methods. The conclusion of this decision study is that the judge's decision does not follow the applicable rules and competence of the PHI is that it is not authorized to handle layoff cases because of procedures or steps that were violated before being submitted by the Plaintiff.

ANALISIS YURIDIS TERHADAP KOMPETENSI PENGADILAN HUBUNGAN INDUSTRIAL DALAM MEMERIKSA SENGKETA PERJANJIAN KEMITRAAN Cherya Metriska; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 3 No. 2 (2021): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

The definition of absolute competence is regarding to power between judicial bodies, seen from the type of court, and regarding the granting of power to adjudicate. The research’s main problems are whether the Central Jakarta Industrial Relations Court has the authority to examine and decide disputes between Wandi Irawan, et al., Against PT Tubagus Jaya Mandiri and whether the decision of Industrial Relations Court in the dispute between Wandi Irawan, et al and PT Tubagus Jaya Mandiri complies with Law Number 2 of 2004? This research is a normative and descriptive analytical legal research by using secondary data and the conclusions are drawn by using deductive logic methods. The conclusions are that the Industrial Relations Court at the District Court in the first degree had been decided with a N.O Decision or an unacceptable decision, because it is clear that when it comes to a claim containing or violating absolute competence, the claim is said to be unacceptable, not rejected decison so that the plaintiff should have re-submitted the lawsuit to District Court in the legal area where the defendant lives, not to Industrial Relations Court because it is not an institution that has the authority to adjudicate.

PEMBERIAN SANKSI BAGI APARATUR SIPIL NEGARA YANG MELAKUKAN PELANGGARAN DISIPLIN BERAT Afrita Miranti; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 3 No. 4 (2021): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

This was experienced by Sri Endang Mulyani, who was subjected to severe disciplinary punishment with the object of dispute in the form of a Decree of the Governor of Central Java on suspicion of having a special relationship with a man who was not her legal husband. The main problem discussed in this thesis is whether the actions committed by Sri Endang Mulyani in Decision Number 20/G/2020/PTUN.SMG can be said to be serious disciplinary violations and whether the process of examining and imposing sanctions given by the Governor of Central Java is in accordance with Government Regulation Number 53 of 2010. To answer this problem a research was carried out, with the nature of descriptive analysis research, and the results of the research were carried out qualitatively and conclusions were made using the deductive method, which resulted in the conclusion that the violations committed by Sri Endang Mulyani could not be said to be a serious disciplinary violation and the inspection process carried out by the Governor of Central Java was appropriate, but the imposition of sanctions by the Governor of Central Java was not in accordance with Government Regulation Number 53 of 2010.

ANALISIS YURIDIS TERHADAP PENYELESAIAN PERSELISIHAN PEMUTUSAN HUBUNGAN KERJA (KASUS PUTUSAN NOMOR: 28/pdt.Sus-PHI/2020/PN.Tpg) Tresiaty Sibarani; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 3 No. 4 (2021): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

PT Aswin Transportation Wisata (Defendant) unilaterally terminated the employment relationship with the Workers (Plaintiff) via text message on the grounds that the Covid-19 pandemic never ended so that the Defendant could not pay the Plaintiffs' wages each month. The problem of this research is whether the settlement of termination of employment between the Plaintiffs against PT Aswin Wisata Transportation is in accordance with statutory regulations and whether the Judge's Decision on the settlement of the termination of employment dispute between the plaintiffs against PT Aswin Tourism Transportation in accordance with the laws and regulations? To answer this question, a normative juridical research was carried out, which is descriptive-analytical by using secondary data which was analyzed qualitatively by deductive method as a conclusion. The results of this study are the process of settling industrial relations disputes and the Judge's decision in decision Number 28/Pdt.Sus-PHI/2020/PN.Tpg not in accordance with the PPHI Law.

ANALISIS PUTUSAN HAKIM TERHADAP UPAYA HUKUM PENINJAUAN KEMBALI PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL Geraldus Himawan Utomo; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 4 No. 3 (2022): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

Justice may file a PK against a PHI decision that has permanent legal force if either of the following circumstances exists, as stated in Article 57 of the PPHI Law: (1) the Supreme Court has determined a case at the cassation level; or (2) the PHI decision has permanent legal force. Legal efforts to settle industrial relations problems only go as far as the cassation level for rights disputes and job termination disputes since the passage of SEMA No. 3 of 2018. Problem statement: Does the law support the judge's decisions to grant judicial review in Decision Number 11 PK/PDT.SUS-PHI/2018 and to refuse judicial review in Decision Number 94 PK/PDT.SUS-PHl/2017? What are the legal repercussions of the judge's ruling in ruling Number 1 1 PK/PDT.SUS-PHI/2018 in favor of judicial review and the judge's ruling in ruling Number 94 PK/PDT.SUS-PHl/2017 to dismiss the PK lawsuit? Secondary data, primary data, and the normative research approach are all of a descriptive character. The release of SEMA Number 3 of 2018 is an effective move to minimize PK legal efforts in the process of settling labor disputes, according to the study's findings, debate, and conclusions.

GUGATAN YANG DINYATAKAN TIDAK DAPAT DITERIMA (STUDI PUTUSAN PHI BANDUNG NOMOR 171/PDT.SUS-PHI/2017/PN.BDG) Alvira Zahra Hartono; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 5 No. 1 (2023): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/refor.v5i1.15239

Termination of Employment Relations is the ending of employment relationships in a way that also terminates the company's and its employees' rights and obligations. Delivered by the PHI Bandung Number 171/Pdt.Sus-PHI/2017/PN.BDG Decision that the lawsuit brought by Plaintiff N.O A vague lawsuit (obscuur libel), in which the formulation of the lawsuit is not clear and it is therefore considered formally flawed, is one of the factors that lead to the lawsuit becoming formally flawed and not being accepted. The formulation of the problem is whether there is conformity with the Decision of the Bandung Industrial Relations Judge Regarding Lawsuit Disputes. The suit (Niet Onvankelijk Verklaard) will not accept termination of employment with Law Number 2 of 2004 concerning Settlement of Industrial Relations Disputes and whether Ikhsan Noviandi, S.H.. The research in a normative juridical manner based on literature studies and was analyzed qualitatively with deductive methods and secondary data. From the results of research, discussion and conclusions: The PHI decision is not in accordance with the existing provisions and it is possible for the Plaintiff to seek cassation on the Bandung PHI Decision Number 171/Pdt.Sus-PHI/2017/PN.BDG even though the Plaintiff did not submit such effort.

PEMBERIAN SANKSI BERUPA PEMBEBASAN JABATAN OLEH BUPATI DI KOTAWARINGIN TIMUR KALIMANTAN TENGAH Ernawati; Yogo Pamungkas
Reformasi Hukum Trisakti Vol. 5 No. 1 (2023): Reformasi Hukum Trisakti
Publisher : Fakultas Hukum Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/refor.v5i1.15417

Sanggul is a State Civil Apparatus who has brought the "Decree of the East Kotawaringin Regent Concerning Disciplinary Punishment for Exemption from Position" to the Palangkaraya State Administrative Court as the subject of the dispute. The issue with this article is that the steps used by the Kotawaringin Timur regent to inspect Sanggul and impose sanctions on his dismissal from office in Decision 3/G/2021/PTUN.Plk were not in accordance with the steps outlined in PP No. 53/2010 on Civil Service Discipline. The research methodology employed is normative juridical, which analyzes primary and secondary evidence before drawing inferences based on qualitative analysis. The findings of this study show that the Kotawaringin Timur regent's methods for applying disciplinary sanctions were procedurally faulty since they did not follow the PP above. According to the study's findings, because the Kotawaringin regent did not follow the inspection procedure exactly as required by the government regulation on civil servant discipline, he was deemed careless and negligent in carrying out the administrative stages. The East Kotawaringin regent then brought about the repercussions of not achieving the requirements of Articles 23 and 24 of the PP above.

PELAKSANAAN REKRUTMEN CPNS DI LINGKUNGAN BAWASLU RI PADA TAHUN 2021 BERDASARKAN UNDANG-UNDANG NOMOR.5 TAHUN 2014 TENTANG APARATUR SIPIL NEGARA: Implementation of the Recruitment of the of Civil Servant Candidates in Bawaslu RI in 2021 Based on Law Number 5 of 2014 Concerning the State Civil Apparatus Ananda Alfiyah Jasmine Siagian Siregar; Yogo Pamungkas
AMICUS CURIAE Vol. 1 No. 1 (2024): Amicus Curiae
Publisher : Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/amicus.v1i1.17743

Abstract A democratic, innovative and transparent government system has always been the hope for society and government in this modern era. One element of government that must be considered in order to realize this, one of which is through the arrangement of Human Resources (HR) within each agency or institution. Law Number 5 of 2014 concerning ASN and with internal regulations in the RI Bawaslu is a guideline for BAWASLU in carrying out recruitment of ASN employees in the BAWASLU environment for the 2021 fiscal year. The main problems of this thesis are 1) How is the selection (recruitment) of CPNS at RI Bawaslu environment in 2021? 2) Is the implementation of CPNS recruitment in the RI Bawaslu environment in accordance with Law Number 5 of 2014?. This thesis is a normative legal research that is descriptive in nature, with literature studies and interviews as well as deductive conclusions. The secondary data obtained was processed qualitatively. The results of the research show that: 1) The author describes the flow of the recruitment process in the RI Bawaslu Environment based on related regulations. 2) The author found negligence and violations that had been committed by unscrupulous CPNS selection teams in the Bawaslu environment in 2021 which were not in accordance with Law no. 5 of 2014 concerning the State Civil Apparatus. Keywords: State Civil Apparatus (ASN); Indonesian Bawaslu; Recruitment

PENYELESAIAN SENGKETA PEMUTUSAN HUBUNGAN KERJA (STUDI PUTUSAN NOMOR : 259/PDT. SUS-PHI/2021/PN.MDN): Settlement of Termination of Employment Disputes (Study of Decision Number: 259/PDT. SUS-PHI 2021/PN.MDN Nikita Syaharani; Yogo Pamungkas
AMICUS CURIAE Vol. 1 No. 1 (2024): Amicus Curiae
Publisher : Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/amicus.v1i1.19554

Termination of Employment (PHK) by an employer is termination of employment whose initiative comes from the employer, due to violations or mistakes committed by workers/labourers due to other factors, such as downsizing employees, closing companies that are losing money, changes in status, and so on. Minutes of bipartite or tripartite negotiations are an absolute requirement for pursuing a dispute at the Industrial Relations Court. The conclusions chosen by the author are conclusions drawn from the point of view of deductive logic. The conclusion of the research is based on a case study of the Decision of the Industrial Relations Court at the Medan District Court Special Class IA number 259/Pdt. Sus-PHI/2021/PN.Mdn: First the Panel of Judges was of the opinion that bipartite and tripartite negotiations had been carried out but these negotiations failed or no agreement was reached, so that the exception of the Defendants stating that the case was aquo which had never been carried out in bipartite negotiations was rejected by the judge. Second, the Judge did not consider the provisions on the remaining unpaid wages/salaries. This has been regulated in Article 61 A of Law Number 13 of 2003 jo. Article 15 Paragraph of Government Regulation Number 35 of 202 which requires employers to pay compensation money to workers whose work relationship is based on PKWT

PERWALIAN (HAK ASUH) ANAK YANG DIBERIKAN KEPADA AYAH AKIBAT PERCERAIAN (STUDI PUTUSAN NOMOR 355/PDT.G/2022/PN JKT.UTR) : Child’s Guardianship (Custodial Rights) Granted to The Father due to Divorce (Study on Verdict Number 355/PDT.G/2022/PN JKT.UTR) Rehuel Natalia El; Yogo Pamungkas
AMICUS CURIAE Vol. 1 No. 1 (2024): Amicus Curiae
Publisher : Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/amicus.v1i1.19556

Child’s guardianship given to whom due to a divorce is not strongly regulated, but child custody disputes are decided by courts based on children’s interests. The decision of District Court Number 355/Pdt.G/2022/PN Jkt.Utr decides that the father receives the guardianship of the three children. The issues in this article are whether the judge's legal considerations in awarding custody of the kid to the father conform with Law Number 1 of Year 1974 on Marriage and Government Regulation Number 29 of Year 2019 on Terms and Procedures for Appointing Guardians and whether the guardianship (custodial rights) of the child is given to the father based on the best interest of the child according to best interests as outlined in Law Number 23 of 2002 on Child Protection, as revised by Law Number 35 of 2014. The judge's consideration is incorrect because it must be based on the interests of each child to achieve guardianship goals and be in line with the principle of the child's best interests. Girls should be assigned to mothers based on their interests in puberty, menstruation, physical changes, and feminine concerns. Women's faults as wives cannot be considered since a woman who is not good as a wife is not necessarily bad as a mother. It is preferable to grant the mother primary guardianship of daughters as long as the mother performs her tasks, duties, responsibilities, and obligations appropriately and fairly to protect the child's growth and best interests of the child.

Title

Found 24 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 24 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 24 Documents
Search