The Practice of Industrial Relations in Indonesia (original) (raw)
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Proceedings of the 1st Aceh Global Conference (AGC 2018), 2019
In Indonesia's New Order governance, violations occurred, in which Pancasila Industrial Relation (HIP) was employed as an instrument to give pressure and intimidate the labors. Thus, this concept is considered defective among labors. As democratization opens up the room for political opportunity structure, many labor organizations compete to strengthen their identity and do various movements to fulfill their aspiration. Even though there has been the biggest labor organization which was formed during the New Order era namely Serikat Pekerja Seluruh Indonesia, other regional labor movements, religious movements, and other ideology-based movement were also formed to enforce the implementation of industrial relations that match the principles of their movements. The result of a preliminary study done in Karawang District, at least four factors have been identified to count for the decline in Pancasila industrial relations. First, the law of labors does not strictly set HIP as the basic principle of industrial relations in Indonesia. Second, broader access to the politic domain has been utilized by some labor organizations to forcibly implement other principles of industrial relations outside the HIP. Third, direct regional election allows any candidate to obtain supports from labor organizations by tolerating any ideas or actions of the organizations. Fourth, tight competition occurs as new labor organizations were formed that the identity of the movement became highly significant. Consequently, sporadic solutions had to be used to solve various industrial conflicts according to the preferences of labor organizations and businessman.
Journal of Legal, Ethical and Regulatory Issues, 2019
In Indonesia, Trade Union was legally specified in Law No. 21 of 2000 regulating several provisions relating to the functions, roles, objectives and formation of trade unions. The role of trade unions as mediators between the interests of companies and workers is needed to create harmonious industrial relations. The advocacy for the implementation of Law No. 21 of 2000 concerning Trade Unions/Labor Unions is a series of mentoring in the form of recommendations, assistance, and statements for the interests of workers. The purpose of this study is to produce an advocacy determinant model of the implementation of Law No. 21 of 2000. By using the approach of normative and empirical juridical methods, the results showed that trade unions have played a role in advocacy for the establishment of trade unions, the creation of Collective Labor Agreements, work agreements, bipartite advocacy, tripartite advocacy and settlement of industrial relations disputes. The model revealed that the level...