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S.h. Septarina Budiwati - One of the best experts on this subject based on the ideXlab platform.
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Tinjauan Yuridis Terhadap Perjanjian Kerja BersamaAntara PTP Nusantara IX Dengan SP BUN NUSANTARA IXPerspektif Undang-undang no 13 tahun 2003 Tentang Ketenagakerjaan
2019Co-Authors: Nirmala Kusumadewi, S.h. Septarina BudiwatiAbstract:In order to guarantee the basic rights of workers and guarantee equality and opportunity and treatment without discrimination for the welfare of workers, the work Agreement between the company and workers made obliged to refer to Law No. 13 of 2003 concerning Employment. If the work Agreement is made in contravention of the applicable laws, it can result in the Employment Agreement being null and void. This study aims to determine the compatibility between the joint Employment Agreement PTP Nusantara IX and SP BUN Nusantara with Law No. 13 of 2003, to find out the forms of protection, remuneration, and welfare given to workers in the joint Employment Agreement of PTP Nusantara IX with SP BUN Nusantara. This study uses a "normative juridical" approach (doctrinal normative) because in this study, the law is conceptualized as what is written in the laws and regulations made by the authorized State institutions. This type of research is descriptive, because it intends to describe and explain the Collective Labor Agreement carried out between PTP Nusantara IX and SP BUN Nusantara in Surakarta, seen from the aspect of the Civil Code and Law No. 13 of 2003 concerning Manpower. The results of the study show that in the data on the Employment Agreement all elements have met the requirements in accordance with law number 13 of 2003 concerning Employment. Protection, remuneration, and welfare for workers in the Collective Labor Agreement of PTP Nusantara IX with SP BUN Nusantara in accordance with Law No. 13 of 2003 concerning Labor.
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Asas Keseimbangan Tanggung Jawab Hukum dalam Perjanjian KerjaAntara Perusahaan dengan Karyawan di UD. Surya Abadi Furniture Sukoharjo
2019Co-Authors: Monica Selly Agatha Putri, S.h. Septarina BudiwatiAbstract:The making of Employment Agreement is based on the Agreement between two sides; they are the employer who gives the job and the employee who gets the job instead. The Employment Agreement between the company and its employees is made as the basis of work relationship. In a certain Employment Agreement, the employees are bound to the company. This thesis deals with the application of the balanced principle in the Employment Agreement seen from how the legal responsibility of the parties in carrying out their rights and obligations in the Employment Agreement in UD. Surya Abadi Furniture. The research method used by the writer is descriptive method with normative juridical approach. The research result done by the writer in this thesis can be concluded that the application of the balanced principle in the Employment Agreement seen from how the legal responsibility of the parties in carrying out their rights and obligations in the Employment Agreement in UD. Surya Abadi Furniture. still not fully implemented. In terms of legal responsibility, the right and responsibility have been done in balance, however, there is an unstated provision of work Agreement, that is administrative sanction if the employer breaks the things that were agreed in the Employment Agreement.
-, Septarina Budiwati, S.h., M.h. C.n.¬ - One of the best experts on this subject based on the ideXlab platform.
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Tinjauan Yuridis Terhadap Perjanjian Kerja Bersama Antara PTP Nusantara IX Dengan SP BUN NUSANTARA IX Perspektif Undang-undang no 13 tahun 2003 Tentang Ketenagakerjaan
2019Co-Authors: Kusumadewi Nirmala, -, Septarina Budiwati, S.h., M.h. C.n.¬Abstract:In order to guarantee the basic rights of workers and guarantee equality and opportunity and treatment without discrimination for the welfare of workers, the work Agreement between the company and workers made obliged to refer to Law No. 13 of 2003 concerning Employment. If the work Agreement is made in contravention of the applicable laws, it can result in the Employment Agreement being null and void. This study aims to determine the compatibility between the joint Employment Agreement PTP Nusantara IX and SP BUN Nusantara with Law No. 13 of 2003, to find out the forms of protection, remuneration, and welfare given to workers in the joint Employment Agreement of PTP Nusantara IX with SP BUN Nusantara. This study uses a "normative juridical" approach (doctrinal normative) because in this study, the law is conceptualized as what is written in the laws and regulations made by the authorized State institutions. This type of research is descriptive, because it intends to describe and explain the Collective Labor Agreement carried out between PTP Nusantara IX and SP BUN Nusantara in Surakarta, seen from the aspect of the Civil Code and Law No. 13 of 2003 concerning Manpower. The results of the study show that in the data on the Employment Agreement all elements have met the requirements in accordance with law number 13 of 2003 concerning Employment. Protection, remuneration, and welfare for workers in the Collective Labor Agreement of PTP Nusantara IX with SP BUN Nusantara in accordance with Law No. 13 of 2003 concerning Labor
I Ketut Markeling - One of the best experts on this subject based on the ideXlab platform.
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PEMBERIAN UANG PESANGON TERHADAP PEKERJA KONTRAK WAKTU TERTENTU YANG DIBERHENTIKAN PADA DINAS PERKEBUNAN PROVINSI BALI
2014Co-Authors: I Kadek Yudhi Pramadita, I Ketut Markeling, I Made Dedy PriyantoAbstract:The Employment Agreement is an Agreement whereby the unity ( labor ) , bind themselves to work for a wage of both parties that the employer , and the employer binds itself to employ workers by paying wages . The Employment Agreement applies to contract workers , contract workers not only work on the company but also in government agencies , therefore the author will explain how the legal protection for a certain period of contract workers who were laid off and the provision of severance pay to a certain time contract workers who were laid off at the Department of plantation Bali Province . Study is a juridical empirical legal research . Legal protection for a certain period of contract workers who were laid off at the Plantation Office of Bali Province is not fully implemented and the granting of severance pay to contract workers who were laid off at a certain time Plantation Office of Bali Province is not implemented.
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PERLINDUNGAN TERHADAP PEKERJA/BURUH YANG DIPUTUS HUBUNGAN KERJANYAAKIBAT PELANGGARAN PERJANJIAN KERJA
2014Co-Authors: I Putu Hendra Ardyawan, I Made Sarjana, I Ketut MarkelingAbstract:This writing is in accordance with the impact of termination of Employment as a result of breach of Employment Agreement that may lead to disputes. Furthermore, it is necessary to set up expressly for the protection and guarantee the rights and obligations of employers and workers / laborers in the event of termination of Employment as a result of breach of Employment Agreement. Through a normative approach, refers to the study of literature and legislation, in terms of employers cutting jobs on the basis of violations of labor Agreements, then the employer must not act arbitrarily and must remain guided by the Employment Agreements and Legislation. Thus, workers / laborers laid off are entitled to protection of their rights in accordance of its work in the form of severance pay, gratuity, cash compensation, and severance payment. Furthermore, to minimize conflict, employers are obliged to make efforts to provide guidance to the prevention of layoffs, laying off workers and provide a transparent explanation to workers / laborers.
Nuswardhani, S.h S.u - One of the best experts on this subject based on the ideXlab platform.
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Tanggung Jawab Hukum Terhadap Pelaksanaan Perjanjian Kerja Musiman Antara Pabrik Gula (PG.) Tasikmadu Dengan Karyawan Dalam Rangka Panen Dan Penggilingan Tebu
2020Co-Authors: Hartomo, Wiji Wahyu, Nuswardhani, S.h S.uAbstract:Seasonal work that occurs in sugar factory work environment (PG.) Tasikmadu in order harvesting and milling, annual cane need a lot of labor. In its implementation, to finish the job PG. Tasikmadu has hired seasonal workers that the target production could be met. This has given rise to a legal relationship between the businessman/PG. Tasikmadu with the workers, tain order to ensure and provide a better legal protection for workers and entrepreneurs, so dicantumkanlah provisions in a work Agreement or seasonal work Agreement time (PKWT) which had been mutually agreed upon by both parties, in the form of rights and obligations that must be met, received and implemented in a responsible manner by both parties. This study attempts to find out how it would implement the Agreement seasonal work or work Agreement a certain time (PKWT) happened between the sugar mill (PG.) Tasikmadu, know how the rights and obligations for workers and also a Owner/PG. Tasikmadu arising because the holding, seasonal Employment Agreement as well as about resolve disputes and the responsibility of the law. This study using methods, normative legal approach because this research examines the legal aspects of the rule of law relating to legal liability between the company and the workers in the seasonal work Agreement/PKWT. The kind of research used in this research is Descriptive Research, which give a thoroughly and systematically about legal liability of PG. Tasikmadu with workers in the implementation of seasonal work Agreement/PKWT. The research showed that before we agreed between workers with PG. Tasikmadu, workers are required to furnish regulations and administrative conditions applicable, and after that tests are obliged to follow the interview and the training 3 for months or more in line with the PG. Tasikmadu. After passing through a series of test and the trial and have passed, workers will be faced with the next contract made by PG. Tasikmadu, which will with agreed and signed by workers and PG. Tasikmadu. With the signing of the Agreement work time seasonal work or Agreement certain (PKWT) by both parties, it is the legal relation that so to the rights and duties are must be implemented with by both parties for law ketetuan / the prevailing regulations. In implement the Agreement if a mistake happens / offense by the parties , so as to cause a non compliance of rights and duties are under their responsibility , and parties should be responsible for losses on the basis of what is based on article wanprestasi 1243 kuh civil .While , if one party undertakes an action that which violating hukun / undang-undang regulations in the implementation of work Agreement a certain time , and parties should be responsible for his work on the basis of an unlawful act based on article 1365 kuh civil
Sulistyaningrum Femmy - One of the best experts on this subject based on the ideXlab platform.
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Translation Strategies of Noun Phrases in Grand Candi Hotel`s Bilingual Employment Agreement
2016Co-Authors: Sulistyaningrum FemmyAbstract:Femmy Sulistyaningrum. 2016. Translation Strategies of Noun Phrases in Grand Candi Hotel’s Bilingual Employment Agreement. English Study Program, Dian Nuswantoro University. Adviser: Rahmanti Asmarani. This thesis is entitled translation strategies of noun phrases in Grand Candi Hotel’s bilingual Employment Agreement. This research directs to analyze at finding the kinds of translation strategy based on noun phrase. The Employment Agreement is made by human resources of Grand Candi Hotel’s Semarang. The researcher used the theory of noun phrase by Quirk and Grebaun (1985:1235) to analyze the noun phrase and the theory of Suryawinata and Hariyanto (2003: 67-76)used to analyze the translation strategies. There are two categories of noun phrase such as basic noun phrase and complex noun phrase, and there are six translation strategies applied in this research that are addition, subtraction, transposition, borrowing, cultural equivalent and descriptive equivalent. The highest frequency that mostly appears is descriptive equivalent strategy with 20 data (25%), subtraction strategy with 18 data (22,5%), transposition strategy with 17 data (21,25%), cultural equivalent strategy with 16 data (20%), addition strategy with 8 data (10%) and the last is borrowing strategy with only 1 data (1,25%). Therefore, it can be concluded that descriptive equivalent is the dominant translation strategy in this Employment Agreement. It is because the Employment Agreement is formal letter, the translator has explained the difficult words for the readers or the employee itself to easily understand what the contents of the Employment Agreement.
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translation strategies of noun phrases in grand candi hotel s bilingual Employment Agreement
2016Co-Authors: Sulistyaningrum FemmyAbstract:Femmy Sulistyaningrum. 2016. Translation Strategies of Noun Phrases in Grand Candi Hotel’s Bilingual Employment Agreement. English Study Program, Dian Nuswantoro University. Adviser: Rahmanti Asmarani. This thesis is entitled translation strategies of noun phrases in Grand Candi Hotel’s bilingual Employment Agreement. This research directs to analyze at finding the kinds of translation strategy based on noun phrase. The Employment Agreement is made by human resources of Grand Candi Hotel’s Semarang. The researcher used the theory of noun phrase by Quirk and Grebaun (1985:1235) to analyze the noun phrase and the theory of Suryawinata and Hariyanto (2003: 67-76)used to analyze the translation strategies. There are two categories of noun phrase such as basic noun phrase and complex noun phrase, and there are six translation strategies applied in this research that are addition, subtraction, transposition, borrowing, cultural equivalent and descriptive equivalent. The highest frequency that mostly appears is descriptive equivalent strategy with 20 data (25%), subtraction strategy with 18 data (22,5%), transposition strategy with 17 data (21,25%), cultural equivalent strategy with 16 data (20%), addition strategy with 8 data (10%) and the last is borrowing strategy with only 1 data (1,25%). Therefore, it can be concluded that descriptive equivalent is the dominant translation strategy in this Employment Agreement. It is because the Employment Agreement is formal letter, the translator has explained the difficult words for the readers or the employee itself to easily understand what the contents of the Employment Agreement.