EKSISTENSI HUBUNGAN INDUSTRIAL INDONESIA DALAM PBNGATURAN PENYELESAIAN PERSELISIHAN HUBUI{GAN INDUSTRIAL DI INDONBSIA

Muhammad Wuri Umam, Dr. Ari Hernawan, S.H., M.Hum.

2013 | Tesis | S2 Ilmu Hukum

Penelitian ini bertujuan untuk mengetahui keselarasan antara Pengaturan Penyelesaian Perselisihan Hubungan Industrial di Indonesia dengan nilai-nilai dan asas-asas yang terdapat dalam Hubungan Industrial Pancasila, yang saat ini dikenal sebagai Hubungan Industrial Indonesia. Penelitian ini bersifat normatif yang membahas doktrin-doktrin atau asasasas dalam ilmu hukum. Sumber data yang digunakan adalah data sekunder. Data dikumpulkan melalui studi dokumen atau bahan pustaka. Data dianalisis secara secara kualitatif, dan hasilnya disajikan secara deskriptif. Hasil penelitian menunjukkan bahwa peraturan perundang-undangan yang mengatur penyelesaian perselisihan hubungan industrial, meliputi Undang- Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial, Keputusan Menteri Tenaga Kerja dan Transmigrasi Nomor: KEP/92/MEN/VI/2004 tentang Pengangkatan dan Pemberhentian Mediator serta Tata Kerja Mediasi, Peraturan Menteri Tenaga Kerja dan Transmigrasi Nomor: PER-10/MEN/V/2005 tentang Pengangkatan dan Pemberhentian Konsiliator serta Tata Kerja Konsiliasi, dan Peraturan Menteri Tenaga Kerja dan Transmigrasi Nomor PER.31/MEN/XII/2008 tentang Pedoman Penyelesaian Perselisihan Hubungan Industrial Melalui Perundingan Bipartit belum sepenuhnya sesuai dengan nilai-nilai dan asas-asas dalam Hubungan Industrial Indonesia. Ketentuan mengenai penyelesaian perselisihan melalui perundingan bipartit, mediasi, konsiliasi, arbitrase, dan Pengadilan Hubungan Industrial belum secara utuh memenuhi unsur musyawarah untuk mufakat, suasana kerja yang kondusif, upaya peningkatan produktivitas kerja, maupun orientasi pada kepentingan nasional demi peningkatan pembangunan.

This research aims to know the alignment of the Industrial Relations Dispute Settlement Settings in Indonesia with the values and principles contained in Pancasila Industrial Relation, which is now known as the Indonesian Industrial Relation. This research is normative that discusses the doctrines or principles of the science of law. Source of data used are secondary data. Data were collected through document study or library materials. Data were analyzed qualitatively, and the results are presented descriptively. The results showed that the regulations of industrial relation disputes settlement, including Act No. 13/2003 on Manpower, Act No. 2/2004 on Industrial Relation Disputes Settlement, Decree of the Minister of Manpower and Transmigration No. KEP/92/MEN/VI/2004 on the Appointment and Dismissal of Mediator and Mediation Procedures, Regulation of the Minister of Manpower and Transmigration No. PER-10/MEN/V/2005 on the Appointment and Dismissal of Conciliator and Conciliation Procedures, and Regulation of the Minister of Manpower and Transmigration No. PER.31/MEN/XII/2008 on Guidelines for the Industrial Relation Disputes Settlement Through Bipartite Negotiations, not fully in accordance with the values and principles of the Indonesian Industrial Relations. Provisions regarding the settlement of disputes through bipartite negotiation, mediation, conciliation, arbitration, and the Industrial Relations Court has not completely meet the elements of deliberation and consensus, a conducive working atmosphere, efforts to increase labor productivity, as well as the orientation of the national interest for the sake of increased development.

Kata Kunci : Perselisihan, Hubungan Industrial, Hubungan Industrial Indonesia