FATIMAH, SITI (2025) PERAN MEDIATOR HUBUNGAN INDUSTRIAL DALAM MENYELESAIKAN PERSELISIHAN PEKERJA DENGAN PERUSAHAAN PADA DINAS TENAGA KERJA DI WILAYAH KOTA CILEGON BERDASARKAN UNDANG – UNDANG NOMOR 2 TAHUN 2004 TENTANG PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL. S1 thesis, UNIVERSITAS SULTAN AGENG TIRTAYASA.
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Abstract
he role of a mediator in industrial disputes is to assist the parties by not deciding or forcing views or judgments on issues during the mediation process on the parties. Industrial Relations Disputes are differences of opinion that result in conflict between employers or associations of employers with workers/laborers or labor unions due to disputes regarding rights, disputes of interest, disputes in employment relations, and disputes between labor unions/labor unions in one company. In this study, the researcher identified problems, including: What is the role of industrial relations mediators in resolving disputes between workers and companies at the Manpower Office in the Cilegon City area based on Law Number 2004 concerning industrial relations disputes? And how is the influence of industrial relations mediators in resolving disputes between workers and companies at the Manpower Office of Cilegon City based on Law Number 2004 concerning industrial relations disputes? The theories used in this study are the theory of authority and the theory of legal protection. The method used in this study is the empirical juridical method with field studies in the form of interviews at the Manpower Office of Cilegon City. Based on the results of this study, the Cilegon City Manpower Office together with the mediator in resolving industrial relations disputes through the mediation process at the Cilegon City Manpower Office. With the presence of a mediator, the disputing parties do not need to mediate in the Industrial Relations Court. If the mediation process of the disputing parties is completed in the mediation process at the Cilegon City Manpower Office, the mediator will make a written recommendation as evidence of the mediation process that the disputing parties agree not to mediate in the Industrial Relations Court. Suggestions to the Cilegon City Manpower Office need to conduct continuous evaluation of the mediation process and its results to improve effectiveness in the future. So that the disputing parties, prioritize the form of industrial relations dispute resolution through non-litigation channels.
| Item Type: | Thesis (S1) | |||||||||
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| Additional Information: | Peran mediator dalam perselisihan industrial yaitu membantu para pihak dengan cara tidak memutus atau memaksa pandangan atau penilaian atas masalah – masalah selama proses mediasi berlangsung kepada para pihak. Perselisihan Hubungan Industrial merupakan perbedaan pendapat yang mengakibatkan pertentangan antara pengusaha atau gabungan pengusaha dengan pekerja/buruh atau serikat buruh karena adanya perselisihan mengenai hak, perselisihan kepentingan, perselisihan hubungan kerja, dan perselisihan antar serikat pekerja/serikat buruh dalam satu perusahaan. Dalam penelitian ini peneliti membuat suatu identifikasi masalah antara lain: Bagaimana peran mediator hubungan industrial dalam menyelesaikan perselisihan pekerja dengan perusahaan pada Dinas Tenaga Kerja di wilayah Kota Cilegon berdasarkan Undang – Undang Nomor Tahun 2004 tentang perselisihan hubungan industrial? Serta bagaimana pengaruh mediator hubungan industrial dalam menyelesaikan perselisihan pekerja dengan perusahaan pada Dinas Tenaga kerja Kota Cilegon berdasarkan Undang – Undang Nomor Tahun 2004 tentang perselisihan hubungan industrial? Teori yang digunakan dalam penelitian ini yaitu teori kewenangan dan teori perlindungan hukum. Metode yang digunakan pada penelitian ini yaitu metode yuridis empiris dengan studi lapangan berupa wawancara di Dinas Tenaga Kerja Kota Cilegon. Berdasarkan hasil penelitian ini, Dinas Tenaga Kerja Kota Cilegon bersama mediator dalam menyelesaikan perselisihan hubungan industrial melalui proses mediasi di Dinas Tenaga kerja Kota Cilegon. Dengan adanya mediator, pihak yang berselisih tidak perlu melakukan mediasi di Pengadilan Hubungan Industrial. Apabila proses mediasi para pihak yang berselisih selesai pada proses mediasi di Dinas Tenaga Kerja Kota Cilegon, maka pihak mediator akan membuatkan anjuran tertulis sebagai bukti proses mediasi yang berselisih sepakat untuk tidak melakukan mediasi di Pengadilan Hubungan Industrial. Saran Kepada Dinas Tenaga Kerja Kota Cilegon perlu melakukan evaluasi terus menerus terhadap proses mediasi dan hasilnya untuk meningkatkan efektivitas di masa mendatang. Supaya para pihak yang berselisih, lebih mengutamakan bentuk penyelesaian perselisihan hubungan industrial melalui jalur non litigasi dibandingkan dengan jalur litigasi. | |||||||||
| Uncontrolled Keywords: | Peran Mediator, Mediasi, Perselisihan Hubungan Kerja. | |||||||||
| Subjects: | K Law > K Law (General) | |||||||||
| Divisions: | 01-Fakultas Hukum 01-Fakultas Hukum > 74201-Program Studi Ilmu Hukum |
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| Depositing User: | Mrs. Siti Fatimah | |||||||||
| Date Deposited: | 03 Sep 2025 02:20 | |||||||||
| Last Modified: | 03 Sep 2025 02:20 | |||||||||
| URI: | http://eprints.untirta.ac.id/id/eprint/53254 |
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