The Bipartite Negotiation Between The Enterpreneur and The Worker
Posted by indonesialaborlaw in Uncategorized on May 30, 2013
The definition of bipartite negotiation in Article 1 number 10 of the Law Number 2 of 2004 on the Resolution of Industrial Relationship
(“UU PHI”) is a negotiation between the workers/labours or worker unions/labour unions and the enterpreneur to resolve industrial relations dispute.
The dispute of industrial relationship must be settled first through bipartite negotiation by deliberation to meet the settlement, and the deadline for the settlement by bipartite negotiation is no longer than 30 (thirty) working days since the first day of negotiation. If within 30 (thirty) working days, one of the parties refuses to negotiate or the negotiation has been conducted but does not reach settlement, then the bipartite negotiation is considered as fail.
In every bipartite negotiation that is held by the entrepreneur and workers, minutes of meeting has to be made and signed by the parties. The minutes at least contains: Read the rest of this entry »
The Company’s Closure (Lock Out) As One Of the Employer’s Rights
Posted by indonesialaborlaw in Employer Right on January 28, 2013
Employment relationship between employer and employee is based on an employment agreement. Employment agreement is an agreement between employee and employer which specifies the work requirements, rights, and obligations of both parties. If viewed from the side of employers, the company’s closure (lock-out) is the basic right of employers to refuse part of or all of the employees to perform their works as a result of the failure of negotiations. However, employer is not justified to perform the company’s closure (lock-out) as a countermeasure because of the normative demands of the employee and / or employee unions. Under Article 1 number 24 of Law Number 13 of 2003 on Labor (“Labor Law”) company’s closure (lock-out) means an act of employers to refuse all of the or part of the employee to perform their works.
Company’s closure (lock-out) is prohibited to be performed by the companies who serve the public interest and / or the type of activities which endanger the safety of human life, including hospitals, clean water network services, control center of telecommunications, power providers, oil and gas processing and also train transportation.
Company’s closure (lock-out) has to be performed in accordance with the law. Employers who are going to perform the company’s closure (lock-out) are obliged to notify in writing to the employee and / or employee unions, and the government institution responsible in the field of employment, at least 7 (seven) days prior to the implementation of the company’s closure (lock out). Such notification shall at least contain: Read the rest of this entry »
Strike As One Of The Employee’s Rights
Posted by indonesialaborlaw in Employee Right on January 28, 2013
A strike is a basic right which is owned by the employee and employee unions. Strike is performed by the employee and employee union as a result of the failure of negotiations. Failure of negotiation means the settlement of industrial relations dispute is not achieved which may be caused that the employer is not willing to perform negotiation although the employee union or employee has requested in writing to the employer 2 (two) times within a period of 14 (fourteen) business days or the negotiation which is performed meets a deadlock as stated by the parties in the minutes of negotiations. Under Article 1 number 23 of Law Number 13 of 2003 on Labor (“Labor Law”) strikes means actions of employee which is planned and performed collectively and / or by employee unions to stop or to slow the work.
Strike which is justified by Labor Law is strike which is performed lawfully, orderly and peacefully and be performed in accordance with the provisions of Labor Law. Within a period of at least 7 (seven) days before the strike is performed, employee and employee union shall notify about the strike in writing to the employer and the government institution who are responsible in the field of employment. Notification to employers and government institution who are responsible in the field of employment shall at least contain: Read the rest of this entry »
The Termination of The Employment Agreement
Posted by indonesialaborlaw in Work Agreement on August 16, 2012
Under Law Number 13 of 2003 on Labor (“Labor Law”), in Article 1 number 14, an employment agreement means an agreement made between an employee and an entrepreneur or an employer which specifies work requirements, rights, and obligations of both parties. From that definition, it can be concluded that the employment agreement must be obeyed and enforced by the parties that make the agreement. However the employment agreement can be terminated if:
- The workers dies; or
- The employment agreement expires; or
- A court decision and/or a decision or judgment of the institute for the settlement of industrial relations disputes, which has permanent legal force; or
- There is a certain situation or event prescribed in the employment agreement, company regulations, or the collective employment agreement which may cause the termination of work relationship.
Legal Consequences of an Employment Agreement that is Against the Labor Law
Posted by indonesialaborlaw in Work Agreement on August 16, 2012
Basically, the validity of an agreement that is made based on the conditions of Article 1320 IndonesianCivil Code (“Indonesian Civil Code”) shall fulfill these four conditions:
- The consent of those who bind them-selves;
- The capability to make an agreement;
- A particular object;
- A lawful cause
The conditions of an agreement above include the subjective conditions and objective conditions. In the event the agreement does not fulfill the subjective conditions as stated in number 1 and number 2, then the agreement can be canceled. And in the event the agreement does not fulfill the objective conditions as stated in number 3 and number 4, then the agreement is null and void by law. Read the rest of this entry »
An Indefinite Employment Agreement
Posted by indonesialaborlaw in Work Agreement on August 16, 2012
The previous article has been discussed about employment agreement for a definite period of time, now this article will discussed about employment agreement for an indefinite period of time. Under Article 1 number 14 of Law Number 13 of 2003 on Labor (“Labor Law”), an (individual) employment agreement shall be defined as an agreement made between anemployee and an entrepreneur or an employer. The agreement specifies the work requirements, rights, and obligations of both sides.
Under article 1 number 2 Kepmenakertrans 100/2004, an employment agreement for an indefinite period of time (“PKWTT”)is an employment agreement made between an employee and an entrepreneur or an employer for a permanent job.
A Definite Employment Agreement
Posted by indonesialaborlaw in Work Agreement on August 15, 2012
Under Article 1 number 14 of Law Number 13 of 2003 on Labor (“Labor Law”), an (individual) employment agreement shall be defined as an agreement made between anemployee and an entrepreneur or an employer. The agreement specifies the work requirements, rights, and obligations of both sides.
Under Article 56 paragraph (1) of Labor Law, an employment agreement may be made for a definite period of time or for an indefinite period of time. This article will be discussed about employment agreement for a definite period of time. Under Article 56 paragraph (2) of Labor Law an employment agreement for a definite period of time is based on a definite period of time or the completion of certain job. Read the rest of this entry »
Principles and Functions of Job Placements
Posted by indonesialaborlaw in Job Placements on August 14, 2012
Under Article 32 paragraph (1) of Law Number 13 of 2003 on Labor (“Labor Law”) job placement shall be carried out based on these principles:
1. Transparency
Means the giving of clear information to jobseekers, inter alia the type of work, the amount of wages, and working hours. This is necessary to protect employee and to avoid disputes after the placement takes place.
2. Freedom
Means that jobseekers are free to pick up whatever job they like and employers are also free to pick up manpower/jobseekers they like. It is not acceptable if jobseekers are forced to accept a job and employer to accept the proposed employee. Read the rest of this entry »
Collective Work Agreement
Posted by indonesialaborlaw in Work Agreement on July 27, 2012
Background
In the world of work, before the employment relation is occurred between Employer and Worker, an agreement is made which will act as the basis to meet the right and obligation of each party (Employer and Worker). The Law Number 13 of 2003 on Labor (“Labor Law“) sets out the work agreement, and also regulating on collective work agreement. Under the Article 1 number 21 of Labor Law, the collective work agreement is an agreement as a result of negotiation between worker union/laborer union or several worker union/laborer unions which are registered in a government agency that is responsible in the employment with employer, or several employers or the association of employer which specifies the work requirements, rights and obligations of both parties.
Definition of Worker Union/Laborer Union
Based on the definition above, collective work agreement regulates the agreement between worker union/several worker unions and the employer/several employers/employers association. The definition of worker union/laborer union is in the Article 1 number 17 of Labor Law is an organization which is established from, by, and for the worker/laborer either in the company or out of the company, which is free, open, independent, democratic, and responsible to fight for, defend and protect the right and the interest of worker/ laborer and to improve the welfare of worker/laborer and their family. Read the rest of this entry »
Leks&Co’s Recommendation
Contact Our Lawyer
-
