印度尼西亚因紧急违法解雇工人的规范性权利和法律努力的法理分析

Rynaldo Rynaldo, Nabitatus Sa’adah
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引用次数: 0

摘要

雇主和工人之间的劳资关系经常会引起纠纷。一般发生在雇主和工人之间的纠纷是终止雇佣的纠纷。终止雇用的原因有很多,其中之一就是工人的紧急违规行为。本研究的目的是分析因紧急违规而被解雇的工人的规范权利和法律努力。研究方法是规范法学,即使用法律法规来分析问题。研究结果表明,因紧急违法行为而被解雇的工人的规范权利是权利补偿和离职金(印度尼西亚共和国政府 2021 年第 35 号条例第 52 条第 2 款,关于特定期限的雇佣协议、外包、工作时间和休息时间以及终止雇佣关系)。因紧急违规而被解雇的工人可采取的法律行动包括通过两方和三方谈判(调解)进行的非诉讼法律行动。如果非诉讼法律手段无法解决争议,工人可以通过劳资关系法院(2004 年关于劳资关系争议解决的第 2 号法案)提起诉讼法律手段。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Juridical Analysis of Normative Rights and Legal Efforts for Termination Worker Due to Do Urgent Violation in Indonesia
Industrial relations between Employers and Workers often causes disputes. Disputes that generally happened between Employers and Workers are disputes for termination of employment. Termination of employment happened for some reasons, one of them is the Worker do an urgent violation. The purpose of this research is to analyze the normative rights and legal efforts of Workers who terminated due to do an urgent violations. The research method is normative juridical who using laws and regulations to analyze the problems. The results of this research found that the normative rights of Workers who terminated due to do an urgent violations are compensation for rights and separation pay (Article 52 Paragraph 2 Government of The Republic of Indonesia Regulation Number 35 Year 2021 concerning Employment Agreement for a Specified Period of Time, Outsourcing, Working Time and Rest Time, and Termination of Employment). Legal efforts that can be taken by Workers who terminated due to do an urgent violations are non litigation legal effort through bipartite and tripartite negotiation (mediation). If the non litgation legal effort can’t solve the dispute, then the Worker can take litigation legal effort through The Industrial Relations Court (Act No 2 Year 2004 concerning Industrial Relations Disputes Settlement).
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