Fungsi Dan Peranan Mediator Hubungan Industrial Pada Dinas Ketenagakerjaan Dan Transmigrasi Kabupaten Indragiri Hilir

Bazarudin, Bazarudin (2021) Fungsi Dan Peranan Mediator Hubungan Industrial Pada Dinas Ketenagakerjaan Dan Transmigrasi Kabupaten Indragiri Hilir. Other thesis, Universitas Islam Riau.

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Abstract

Law No. 2 of 2004 concerning the Settlement of Industrial Relations Disputes becomes the legal umbrella governing the procedures for the settlement of industrial relations disputes between the authorities / companies and workers / laborers. the duties of the industrial relations mediator are to foster industrial relations, develop industrial relations, and resolve Industrial Relations Disputes. The mediator is obliged to provide written recommendations to the disputing parties to resolve disputes over rights, disputes over interests, disputes over termination of employment and disputes between trade unions / labor unions. This research focuses on the function and role of the mediator in resolving industrial disputes at the Manpower and Transmigration Office of Indragiri Hilir Regency. This type of research is included in the observational research or Non Doctrinal Research with the informants from the Head of Disnakertrans, the Head of Industry and Working Conditions, the Mediator of Industrial Relations, the entrepreneur / company and the Chair of the trade / labor union. Based on the research results, the function and role of the mediator are considered to be good, this is because industrial relations mediators have played many roles in facilitating the resolution of dispute cases. The obstacle faced by industrial relations mediators in resolving dispute cases is the difficulty of bringing together the two disputing parties, the difficulty of the disputing parties. Entrepreneurs who live outside the country or outside the city, making it difficult to spend their time. and the limited powers given by the company to personnel hampered the mediation process. .The unavailability of a special room for mediation in dispute resolution at the Manpower and Transmigration Office of Indragiri Hilir Regency has disrupted the working time of some employees because the room is used to mediate the settlement of industrial relations disputes. The number of mediators at the Manpower and Transmigration Office of Indragiri Hilir Regency which only has 1 (one) mediator is very disproportionate when compared to the number of companies which reached 208 and 33,712 workers who are prone to industrial relations disputes. the mediator does not have the power to force the disputing parties to resolve the dispute through mediation and accept the written recommendation issued by the mediator. for example, if the disputing party rejects the recommendation but does not proceed to the court stage, the mediator cannot force the written recommendation to be implemented.

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