Labor agreement, 29 January 1867

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Kajian Atas Putusan Pengadilan Hubungan Industrial Tentang Perselisihan Hak (Studi Kasus PT. Kartika Mitra Sejahtera)

This research utilize research method sentences normatif with secondary data as source of its acquired data through studi documents. Rights dispute is evoked dispute because tidaj be accomplished right for, effect marks sense distinctive performing or interpretation to legislation regulation rule labor agreement, corporate regulation or labor agreement with. Labor agreement that made by and among PT\u27s employ and entrepreneur. Kartika is Partner sejahtera is labor agreement for time one particular. In its performing apparently evoke rights dispute. Employs litigate entrepreneur at industrial\u27s subjective justice attacks. Employ postulates that entrepreneur has done labor agreement breach for time one particular. Employ charges to that entrepreneur normatif\u27s rights employ is performed which is pay pay lack because up to work relation happens they accept pay under city minimum wage rule Cilegon and strove for leave rights substitution. To the effect this research is if OHI\u27S verdict hit labor agreement state for time one particular that changes over to go to Statute appropriate jobholder manpower, what arithmetic about payment lack wages and right for leave which decided by industrial\u27s relationship justice corresponded to labours Law

Legal Protection Towards Workers Under Collective Labor Agreement

The Collective Labor Agreement is one of working agreements negotiated by workers joining the trade union organizations together with employers as employment providers. In the making of the agreement, it must first be negotiated by both parties. In particular, in order for the trade union to attend the negotiation, it must meet the requirement stipulated in the provisions of law and regulation stipulated in Laws Number 13 Year 2003 on Labor and Ministerial Regulation Number 28 Year 2014. The two regulations have non-interrelated arrangements or in other words it can be said as conflict of norms, hence this present study is conducted to examine the validity of enactment of collective labor agreement in a company and the legal protection for the trade union under the collective labor agreement. The study makes use of normative research method, i.e. by reviewing the documents of legislations and the literatures with legislation and conceptual approach. The result of the study shows that the validity of enactment of collective labor agreement refers to its relation with legal validity of a norm in the principle of legislation lex superior derogate lex impriori, so that the labor laws is enacted, but not apart from the role of labor ministerial regulations. The validity of the legitimate terms of an agreement is also needed to underlie a collective agreement. The legal protection that can be applied for trade union is in the form of supervision as well as legal protection both preventive and repressive outlined in the collective labor agreement content

Анулювання трудового договору: питання теорії та практики

У статті розглядаються теоретичні і практичні проблеми інституту анулювання трудового договору, що є новелою у законодавстві України про працю. Проводиться аналіз механізму анулювання трудового договору, що передбачено законодавством Росії. Обґрунтовується особлива юридична природа інституту анулювання трудового договору, яка є відмінною від інших категорій, як-от розірвання і припинення трудового договору. На основі проведеного аналізу сформульовано пропозиції по вдосконаленню правового регулювання анулювання трудового договору у проекті Трудового кодексу України.В статье рассматриваются теоретические и практические проблемы института аннулирования трудового договора, являющегося новеллой в законодательстве Украины о труде. Проводится анализ механизма аннулирования трудового договора, предусмотренного законодательством России. Обосновывается особая юридическая природа института аннулирования трудового договора, отличная от других категорий . таких, как прекращение и расторжение трудового договора. На основе проведенного анализа сформулированы предложения по усовершенствованию правового регулирования института аннулирования трудового договора в проекте нового Трудового кодекса Украины.The article reveals theoretical and practical problems of the institution of annulment of labor agreement that is a novel of Ukrainian Labor law. Here has been analyzed the mechanism of annulment of labor agreement stipulated by Russian law. It substantiates a peculiar legal nature of the institution of annulment of labor agreement which is different to other categories such as the termination and the abrogation of labor agreement. On the basis of the analysis conducted there have been defined the propositions to improve the legal regulation of the institution of annulment of labor agreement in the draft of the Labor code of Ukraine

TINJAUAN TENTANG PENCANTUMAN KESALAHAN BERAT DALAM PERJANJIAN KERJA BERSAMA YANG DI SAHKAN OLEH DISNAKER KABUPATEN KUTAI KARTANEGARA BERDASARKAN DENGAN PUTUSAN MAHKAMAH KONSTITUSI NOMOR : 012/PUU-I/2003

ABSTRACT      That in this thesis, the researcher examines the Collective Labor Agreement (CLA) in which the Collective Labor Agreement (CLA) of PT. Bukit Baiduri Energi and Union Federation of Chemicals Labor, Energy and Mining (FSPKEP) and Board of Commissioners of the Indonesian Prosperous Labor Union (SBSI) period of 2016-2018. Is still put on articles that have been appointed by Constitutional Court (CC), stated that if the labor has conducted a heavy mistake (criminal act) in the workplace as is the provision of Article 158 of Labor Law Number: 13 of 2003, then with a particular condition (evidence of the worker/laborer caught red-handed, there is a confession or supports by at least 2 witnesses) the entrepreneur can commit unilateral Employment Termination (ET), without through establishment procedure of Industrial Relations Court (IRC). Constitutional Court (CC) with Decision number: 012/PUU-I/2003 has stated that Article 158 of Labor Law, does not have binding Legal Force because it is considered as contradicted to Article 27 paragraph (1) 1945 Constitution. After the decision of the Constitutional Court (CC), the entrepreneur can no longer commit Employment Termination (ET) before general court decisions have permanent legal force (Eintracht). In this research, the researcher discusses the Collective Labor Agreement (CLA) that is not compatible with the provision which is the Collective Labor Agreement (CLA) between PT. Bukit Baiduri Energi with Union Federation of Chemicals Labor, Energy and Mining (FSPKEP) and Board of Commissioners of the Indonesian Prosperous Labor Union (SBSI)  period of 2016-2018, so that the author wants to find out the legal force and law consequences from the ratification of Collective Labor Agreement (CLA) between PT. Bukit Baiduri Energi with Union Federation of Chemicals Labor, Energy and Mining (FSPKEP) and Board of Commissioners of the Indonesian Prosperous Labor Union (SBSI) period of 2016-2018, where the results of Collective Labor Agreement (CLA) has no binding legal force because its ratification and the consequence is that the Collective Labor Agreement (CLA) is considered to have never existed because it is contradicted to the applicable Law.Keywords : Agreement, Work, Togethe

Benefiting from the Collective Labor Agreement in Turkish Collective Bargaining System

Collective agreement system, which closely involves the content of social fabric and separation of powers in industrial society -some of the main problems constituting economic, political and judicial fabric of the society- and as the product of a historical development process, is applied in many countries as a dynamic process that is able to rapidly adapt to both changing economic and social conditions and changes in technological structure and plays the most effective role in determining employment conditions. A collective labor agreement is primarily formed for the purpose of improving working conditions of workers and to recover their material circumstances through other side benefits provided in goods and money in addition to salary increases. Naturally, aspiration of employees to benefit from collective labor agreement applied in the workp-lace they serve is for their self-interest. However, to be able to benefit from collective labor agreement, while only aspiring is not sufficient to utilize it; fulfilling a set of conditions is also necessary