Open AccessPenyelesaian Perselisihan Hubungan Industrial Menurut Undang-Undang Ketenagakerjaan
Author(s) -
I Ketut Simpen,
Herry Indiyah Wismani
Publication year - 2020
Publication title -
jurnal ilmiah raad kertha/raad kertha
Language(s) - English
Resource type - Journals
eISSN - 2723-5564
pISSN - 2620-6595
DOI - 10.47532/jirk.v2i2.164
Subject(s) - industrial relations , mediation , consolidation (business) , labor disputes , negotiation , law , normative , labor relations , dispute resolution , business , political science , law and economics , sociology , accounting
Disputes or disputes are always possible in every human relationship including disputes inwork relations. Industrial relations disputes usually occur between workers / employers and employersor between workers 'organizations / labor organizations and company organizations / employers'organizations. Industrial relations disputes can be divided into two, namely: a) Industrial relationsdisputes according to their nature, which consist of: Collective industrial relations disputes, andindividual industrial relations disputes b) Industrial Relations Disputes according to their type, whichconsist of Rights Disputes and Interest Disputes. This research is a normative legal research that is astudy that mainly analyzes the provisions of positive law and the principles of law, by carrying outsystematic explanations. The problems studied are how is the Industrial Relations Dispute ResolutionMechanism according to the Labor Law. The industrial relations dispute resolution mechanism iscarried out in two ways, namely through a non-litigation path that is carried out by bipartid (eachdisputing party) and tripartid (mediation, negotiation, and consolidation) and through litigationchannels (court lines namely Industrial Relations Control.