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"Saat ini belum ada pengaturan mengenai aturan teknis perpanjangan perjanjian kerja bersama yang tidak disepakati dalam waktu dua kali perundingan. Hal ini menyebabkan ketidakpastian hukum karena tidak adanya pengaturan mengenai perjanjian kerja bersama yang deadlock antara pengusaha dan serikat pekerja. Oleh karenanya, penelitian ini mencoba untuk membahas waktu keberlakuan perjanjian kerja bersama sebelum tercapainya kesepakatan dalam perundingan. Adapun rumusan masalah yang dibahas dalam perjanjian ini adalah bagaimana ketentuan mengenai waktu keberlakuan perjanjian kerja bersama yang sudah berlaku? bagaimana pelaksanaan perjanjian kerja bersama sebelum tercapainya kesepakatan selama masa perundingan? bagaimana seharusnya pengaturan mengenai waktu keberlakuan perjanjian kerja bersama ketika belum tercapainya kesepakatan selama masa perundingan perjanjian kerja bersama baru. Penelitian ini menggunakan metode hukum normatif dengan pendekatan peraturan perundang undangan, pendekatan konseptual dan pendekatan kasus. Penelitian ini menemukan bahwa tidak adanya pembatasan terhadap perundingan perjanjian kerja bersama yang belum selesai menyebabkan ketidakpastian hukum dan cenderung merugikan hak para pekerja. Ditemukan pula adanya praktek perpanjangan perjanjian kerja bersama hingga mencapai waktu 5 tahun karena tidak adanya kesepakatan antara para pihak. Dengan begitu, di dalam penelitian ini diberikan rekomendasi pembatasan perpanjangan jangka waktu pemberlakuan perjanjian kerja bersama yang tidak disepakati adalah selama satu tahun dan apabila tidak mencapai kesepakatan maka SPKD terkait dapat melakukan intervensi untuk membantu menengahi benturan kepentingan antara kedua belah pihak.

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Currently there are no regulations regarding the technical rules for extending collective work agreements that are not agreed upon within two negotiations. This causes legal uncertainty because there is no regulation regarding deadlocked collective work agreements between employers and labor unions. Therefore, this research will try to discuss the validity period of the collective work agreement before reaching an agreement in negotiations. The formulation of the problem that will be discussed in this agreement is what are the provisions regarding the validity period of collective work agreements that are already in force? How is the collective work agreement implemented before an agreement is reached during the negotiation period? What should be the regulations regarding the time a collective work agreement comes into force when an agreement has not been reached during the negotiation period for a new collective work agreement? This research uses normative legal methods with a statutory regulation approach, a conceptual approach and a case approach. This research found that the absence of restrictions on incomplete collective labor agreement negotiations causes legal uncertainty and tends to harm workers' rights. It was also found that there was a practice of extending collective work agreements up to 5 years because there was no agreement between the parties. In this way, in this research recomendations are the limitation period of extending the implementation of a collective work agreement that is not agreed upon is one year and if an agreement is not reached, the relevant SKPD can intervene to help meditate the conflict of interest between the two parties."

"[ABSTRAKPenelitian ini berfokus pada dampak perubahan makna ?bekerja? di masyarakat Jepang, yaitu fenomena penyebutan black company. Makna bekerja di masyarakat Jepang telah berubah dalam beberapa dekade terakhir. Pekerja yang semula akan bekerja keras demi perusahaannya, kini pekerja generasi muda lebih memilih untuk memiliki pekerjaan dengan banyak waktu luang. Masalah yang dikaji dalam penelitian ini adalah bagaimana penyebutan black company yang diberikan oleh masyarakat Jepang dan bagaimana perubahan makna bekerja di Jepang. Data yang diperoleh merupakan data sekunder dari penelitian kepustakaan serta pengumpulan data dari sumber-sumber publikasi lainnya. Metode analisis yang digunakan adalah metode penyajian analisis deskriptif. Berdasarkan penelitian dan analisis yang telah dilakukan, dapat disimpulkan bahwa makna bekerja bagi pemuda telah berubah. Pemuda Jepang tidak dapat membawa keseluruhan dirinya untuk pekerjaan dan tempat kerja. Pekerja paruh waktu tidak dapat mencocokkan pekerjaan dengan tujuan hidupnya. Kekhawatiran yang dirasakan, menyebabkan para pekerja paruh waktu mudah putus asa dalam mendapatkan pekerjaan. Salah satu dampak perubahan makna bekerja, yaitu munculnya penyebutan black company. Black company itu sendiri merupakan asumsi yang diciptakan oleh kelompok masyarakat dan media massa. Pemerintah berupaya untuk memberikan sanksi kepada perusahaan yang melakukan tindakan ?pelanggaran,? seperti black company.

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ABSTRACTThis study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.;This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company., This study focuses on the impact of changes in the meaning of "work" in Japanese society, namely the phenomenon of the black company mention. Meaning of work in Japanese society has changed in recent decades. Workers were previously would worked hard for his company, now the younger generation of workers prefer to have a job with a lot of free time. The problem studied in this research is how the mention of the black company given by the Japanese society and how it changes the meaning of work in Japan. The data obtained is a secondary data from the research literature as well as collecting data from sources other publications. The analytical method used is the method of presentation of descriptive analysis. Based on the research and analysis that has been done, it can be concluded that the meaning of work for youth has changed. Japanese youth can not bring overall himself to work and the workplace. Part-time workers are not able to match jobs with the goal of his life. Concerns were perceived, causing part-time workers easy to desperate in getting a job. One of the effects of changes in the meaning of work, namely the emergence of the mention of the black company. Black company is assuming that was created by community groups and the media. Government seeks to impose sanctions on companies that take action "offense," as black company.]"

"Tenaga kerja memegang peranan penting dalam meningkatkan produktivitas. Banyaknya kemerosotan produksi disebabkan oleh tenaga kerja yang kurang termotivasi. Hal ini dikarenakan oleh faktor pemberian kompensasi yang tidak memadai. Salah satu cara untuk menggerakkan karyawan agar bersedia aktif melaksanakan tugasnya adalah dengan pemberian kompensasi berbentuk materi maupun non materi dan cenderung diterima secara tepat sesuai dengan peraturan yang telah ditetapkan oleh perusahaan. Karyawan di PT. X merasa adanya ketidakadilan pada sistem pemberian kompensasi, dimana karyawan yang memiliki produktivitas tinggi merasa disamakan dengan karyawan yang produktivitasnya biasa-biasa saja. Selain itu juga adanya pengurangan fasilitas kantor yang diberikan kepada para pekerja. Dari adanya permasalahan tersebut maka dalam tesis ini dibuat penelitian dengan mengambil judul : ? Pengaruh Kompensasi terhadap Produktivitas Kerja Karyawan ( Studi Kasus pada PT. X ) ?.Tujuan dari penulisan ini adalah untuk melihat gambaran kompensasi dan produktivitas di PT. X dan juga pengaruh kompensasi terhadap produktivitas. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur berupa kuesioner yang item-item pertanyaan didasarkan pada beberapa referensi tentang pengukuran kompensasi dan produktivitas. Analisa dilakukan secara deskriptif untuk melihat gambaran kompensasi dan produktivitas, sedang untuk melihat pengaruh kompensasi terhadap produktivitas dilakukan dengan uji korelasi Kanonik.Hasil dari analisa menunjukan bahwa gambaran kompensasi yang dipandang kurang oleh karyawan PT. X adalah masalah kompensasi langsung. Untuk pengaruh kompensasi terhadap kinerja, hanya jenis kompensasi non-finansial yang berpengaruh positif terhadap kinerja pada level staff biasa. Namun pada level senior staff kompensasi tidak berpengaruh terhadap produktivitas. Untuk kompensasi finansial dalam penelitian ini tidak berpengaruh tehadap produktivitas, baik di level staff maupun di level senior staff.

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Employee hold important factor in increasing productivity in the company. Many decreasing productivity in the company related to employee that have less motivation. One of this factor is compensation that is given by company to the employee is not appropriate. Solution to make the employee active in doing their jobs is by giving material and inmaterial compensation. This compensation will motivate the employee in doing their jobs and increasing their working spirit.

Employee in PT. X feel company treat them unfair related to compensation matter, the employee has high productivity is treated the same as the employee has low productivity. Besides that, the company decreasing their office facility. From that matter, this thesis research take " The Impact of Compensation to Employee Productivity ( Case Studies in PT. X ) as its title.

The purpose of this research is to get know about compensation system and productivity in PT. X and to find the impact of compensation to employee productivity. This research use quantitative methode with questioner as a tool that the item questions base on some references about compensation and productivity. We use descriptive analysis to see compensation and productivity matter, and for relation between compensation and productivity is examined by canonic correlation. Besides that, the human resources data from PT. X. is use as reference in analysis.

The result of hyphoteses examine is used as resource to develop framework compensation model that could increase productivity. The analyst result show that, according to the employee, the problem of compensation in PT. X is direct compensation. Only non-financial compensation that has positive impact to lower level staff productivity. In spite of that, in senior level, compensation has no impact in their productivity. This research show that financial compensation have no impact to lower level staff and even to senior staff productivity."

"Tesis ini membahas mengenai kewenangan Pekerja mengajukan permohonan pailit atas perusahaan tempatnya bekerja atas dasar utang upah atau utang pesangon berdasarkan putusan Pengadilan Hubungan Industrial yang belum dibayarkan. Pokok permasalahan dalam tesis ini adalah kedudukan pekerja untuk mengajukan permohonan pailit berdasarkan putusan PHI ditinjau dari UU Hubungan Industrial dan UU Kepailitan dalam implementasi pelaksanaannya. Metode penelitian yang digunakan adalah pendekatan yuridis normative, sedangkan metode analisis datanya adalah metode kualitatif. Pekerja merupakan bagian dari suatu perusahaan dan juga merupakan salah satu pemangku kepentingan dalam suatu perusahaan. Namun demikian, dalam hal terjadi pertentangan atau sengketa antara pekerja dan perusahaan (pengusaha) sering kali meskipun dibawa ke pengadilan PHI tetap saja putusannya tidak dipatuhi khususnya oleh perusahaan (pengusaha). UU Kepailitan secara tidak langsung mensyaratkan bahwa bisa saja seorang pekerja mengajukan permohonan pailit berdasarkan utang upah atau pesangon yang utangnya telah dinyatakan oleh Pengadilan PHI. UU Kepailitan secara tidak langsung menegaskan dalam hal proses pengajuan permohonan pailit harus secara tegas memang sudah merupakan kewenangan Pengadilan Niaga dan tidak atau sudah tidak ada kewenangan absolut Pengadilan lain. Dalam tesis ini ditarik suatu kesimpulan bahwa pada dasarnya bisa saja seorang pekerja mengajukan permohonan pailit atas dasar utang upah atau pesangon, namun pekerja harus melakukan proses di Pengadilan PHI terlebih dahulu dan hal ini dalam praktek akan sangat sulit dilakukan dikarenakan proses di Pengadilan PHI membolehkan adanya eksekusi dengan cara sita dan lelang dimana hal tersebut biasanya sudah membayar secara lunas utang perusahaan kepada pekerja. Diharapkan dimasa depan telah diatur secara tegas kewenangan absolut Pengadilan Niaga dan adanya pemahaman hakim niaga yang sama bahwa proses yang terjadi di Pengadilan Niaga tidak boleh bersinggungan dengan Pengadilan lain kecuali diatur secara tegas oleh Undang-Undang.

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This thesis is describing about legal standing of employee to submit bankruptcy petition for the company based on payable wages declared by Industrial Relation Court. The main issues of this thesis are legal standing of employee to submit bankruptcy petition based on decision of industrial relation court in the implementation reviewed from Industrial Relation Act and Bankruptcy Act. This thesis used Juridical norms approach as research method and also qualitative data analysis as the analysis method.

Employees are part of company as well as one of the stakeholders in a company. However, if there is any disputes arise between employee and the company which will be undertaken and award by Industrial Relation Court is not effectifee because in practical mostly the decision will not be obeyed especially by company. Bankruptcy Act indirectly stated that employee could submit bankruptcy based on payable wages declared by Industrial Relation Court. Bankruptcy Act indirectly stated that in the process of bankruptcy must be sure it is competency of commercial court and there is no other competency of other court.

In this thesis there is conclusion that employee could submit bankruptcy petition for their company based on payable wages which declared by Industrial Relation Court, however the employee must undertaking any process in Industrial Relation Court prior submit the bankruptcy petition which will be very hard to execute in the practical because execution of award by Industrial Relation Court will be using confiscation goods of company which will be auctioned to pay the payable wages. It is expected that in the future there is a provision which stated very clearly about competency of commercial court and there is a same understanding between judges of commercial court that every process of bankruptcy in commercial court shall not interfering competence of the other court except stated by act."

"Sindrom metabolik adalah masalah kesehatan yang prevalensinya cenderung meningkat pada pekerja. Penelitian ini bertujuan memaparkan prevalensi kasus sindrom metabolik yang terjadi pada pekerja perusahaan. Penelitian ini dilakukan pada tahun 2014 pada dua perusahaan di Provinsi Riau dengan rancangan potong lintang. Sumber data adalah rekam medis pekerja yang melakukan medical check up periode Oktober 2013 hingga Februari 2014. Populasi adalah pekerja yang menderita sindrom metabolik sebanyak 131 orang. Sampel penelitian dipilih dengan cara total sampling yakni 131 orang. Instrumen adalah kuesioner, international physical activity questionnaire, tabel 24 hours food recall, dan tabel bantu pencatatan komponen sindrom metabolik. Pengelolaan data dilakukan secara kuantitatif menggunakan analisis univariat dan bivariat, dengan uji korelasi Spearman?s Rho dan kai kuadrat.Hasil penelitian mendapatkan prevalensi sindrom metabolik sebanyak 21,58%, dengan jenis kelamin terbanyak adalah laki-laki, kelompok usia terbanyak adalah > 50 tahun. Sebagian besar kasus sindrom metabolik memiliki tiga komponen, dengan komponen terbanyak adalah lingkar perut dan tekanan darah. Sebanyak 23,50% kasus memiliki riwayat keluarga obesitas dan diabetes melitus. Sebagian besar kategori aktivitas adalah sedang. Jenis asupan makanan dengan kategori tidak sesuai dengan diet adalah serat pangan dan lemak jenuh. Variabel lingkar perut berhubungan bermakna secara statistik dengan tekanan darah sistolik dan diastolik serta kadar kolesterol high density lipoprotein (p < 0,05).

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Metabolic syndrome is a health problem that often occurs among workers. The objective of this research was to reveal prevalence of metabolic syndrome in company workers. This research was conducted in 2014 at two Prevalensi Sindrom Metabolik pada Pekerja Perusahaan The Prevalence of Metabolic Syndrome among Company Workers Zahtamal*, Wasilah Rochmah**, Yayi Suryo Prabandari***, Lientje K. Setyawati**** companies in Riau Province with cross sectional design. Data source is the medical records of workers who have been doing medical check up between October 2013 through February 2014. The population is 131 workers who suffer from metabolic syndrome. The study sample is 131 workers, counted by total sampling. The instruments are self-reported questionnaire, international physical activity questionnaire, 24 hours food recall form and recording auxiliary table for components of of metabolic syndrome. Quantitative data management conducted with descriptive analysis and bivariate analysis, by Spearman?s Rho correlation test and chi square.Prevalence of metabolic syndrome is 21.58%, with the highest gender is male, and the largest age group is > 50 years. Most cases of metabolic syndrome has three components, with the largest component is the abdominal circumference and blood pressure. A total of 23.50% of cases have a family history of obesity and diabetes mellitus. Most categories of activity is moderate. Most types of food intake in the category ?out of dietary guidelines? are dietary fiber and saturated fat. Abdominal circumference variable has a statistically significant relationship with systolic and diastolic blood pressure and high density lipoprotein (p <0.05)."

"Penelitian ini bertujuan untuk menyelidiki pengaruh budaya profesi terhadap preferensi reward pekerja pada perusahaan jasa konstruksi di Indonesia dengan menggunakan indikator budaya profesi diantaranya kekuasaan, risiko, pelayanan, waktu, dan tim (Herkenhoff, 2009). Adapun indikator reward yang digunakan pada penelitian ini yang dikemukakan oleh Bussin (2011) diantaranya reward finansial, reward non-finansial, dan benefits. Dengan studi literatur dan valildasi pakar (Sugiyono, 2009; Moleong, 2017), penelitian ini bertujuan untuk mengidentifikasi dan memvalidasi berbagai indikator budaya profesi dan indikator reward. Adapun pakar yang terlibat dalam penelitia ini dengan pengalaman kerja minimal 10 tahun terkait kedua bidang tersebut (Nunally & Bernstein, 1967), diharapkan hasil validasi tersebut dapat memberikan gambaran tentang budaya profesi mempengaruhi preferensi reward pekerja. Hasil akhir pada penelitian ini adalah merancang sistem reward yang sesuai berdasarkan budaya profesi dan preferensi pekerja guna memberikan manfaat dan kontribusi nyata bagi pengembangan industri konstruksi di Indonesia (Wardahni, 2020; Sekaran, 2006).

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This research aims to investigate the influence of professional culture on employee reward preferences in construction service companies in Indonesia using indicators of professional culture including power, risk, service, time and team (Herkenhoff, 2009). The reward indicators used in this research proposed by Bussin (2011) include financial rewards, non-financial rewards and benefits. With literature studies and expert validation (Sugiyono, 2009; Moleong, 2017), this research aims to identify and validate various indicators of professional culture and reward indicators. As for the experts involved in this research with work experience of at least 10 years related to these two fields (Nunally & Bernstein, 1967), it is hoped that the validation results can provide an overview of professional culture influencing employee reward preferences. The final result of this research is to design an appropriate reward system based on professional culture and worker preferences in order to provide real benefits and contributions to the development of the construction industry in Indonesia (Wardahni, 2020; Sekaran, 2006)."

"Latar Belakang: Adanya sumber bising di tempat kerja tidak bisa dihindari. Dampak kesehatan yang paling menonjol adalah gangguan pendengaran/tuli yang merupakan penyakit akibat kerja yang seharusnya dapat dicegah. Deteksi dini dengan melakukan pemeriksaan audiometri secara rutin pada high risk worker, merupakan salah satu kunci dalam mencegah terjadinya penyakit akibat kerja ini. Metoda: Cross sectional dengan jumlah sampel 114, membandingkan data hasil audiometri Desember 2011 dengan audiometri Desember 2013 pada medical check up, serta data dari Tim P2K3 berupa data pajanan bising, jenis APD, ketaatan APD dan program pemeliharaan mesin. Hasil:. Didapatkan korelasi cukup kuat peningkatan ambang dengar tahun 2011 dan 2013 (uji Spearman p < 0.001, r + 0.486 pada telinga kanan dan + 0.598 pada telinga kiri). Prevalensi peningkatan ambang dengar tahun 2011-2013 adalah 63.2%, dengan tipe unilateral lebih banyak (65.3%). Secara umum besar peningkatan ambang dengar adalah 5 dB (73.6%). Peningkatan ambang dengar ≥ 10 dB sebanyak 44% pada tipe bilateral, dan 17% pada tipe unilateral. Pada telinga kanan besar peningkatan ambang dengar antara 5 - 45 dB dan pada telinga kiri antara 5 - 35 dB. Faktor bidang okupasi dan non okupasi tidak didapatkan hubungan yang bermakna pada penelitian ini. Faktor Kesesuaian APD, Ketaatan APD dan maintenance mesin tidak dapat dianalisis lebih lanjut karena mempunyai kesamaan data. Kesimpulan: Terdapat 63.2% pekerja terpajan bising mengalami peningkatan ambang dengar selama tahun 2011-2013, tetapi tidak didapatkan hubungan bermakna antara peningkatan ambang dengar dengan faktor-faktor yang terkait.

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Background : It is undeniable that there are sources of noise in the working area. The effects that is commonly seen are hearing loss/deafness that is considered as a occupational disease which actually can be prevented. Early detection using audiometry examination routinely on high risk worker, is an important key in preventing the occupational disease.

Methods : Cross-sectional method was used with 114 samples that compares the audiometry data from December 2011 to December 2013 from medical check up, and data from the P2K3 company team that is noise-exposure data, PPE types, PPE obedience and machine service programme.

Results: There is a moderate correlation between an increased hearing threshold in the year 2011 and 2013 (Spearman test p<0.001, r+0.486 on the right ear and +0.598 on the left ear). The prevalance of the increased in hearing threshold from the year 2011-2013 is 63.2% with the unilateral type is higher (65.3%). Commonly the amount of deviation of the hearing threshold is 5 dB (73.6%). An increased in the hearing threshold of ≥ 10 dB is 44% on bilateral type, and 17% on unilateral type. On the right ear the hearing threshold increased between 5-45dB and left ear between 5-35 dB. There is no significance relationship between occupational and non-occupational factors in this research. PPE acceptance factor, PPE obedience and machine maintenance couldnot be analyze any further because they have a similar data.

Conclusion: There were 63.2% workers that had increased in hearing threshold around the year 2011 and 2013, but there is no significance relationship between the increased hearing threshold and the factors associated."

"Dalam hal terjadi putusan pailit terdahap pengusaha berdasarkan putusan Pengadilan Niaga maka implikasinya adalah pemutusan hubungan kerja (PHK) terhadap pekerja. Konsekuensi dari PHK sangat erat dengan pembayaran kompensasi berupa hak pekerja dan perlindunganya. Pelunasan harta pailit dalam praktiknya sering terjadi penyimpangan yaitu tidak terbukanya proses dan pelunasanya sehingga pekerja selalu dirugikan. Upah dan pesangon menjadi prioritas dalam masasalah kesejahteraan atas putusan pailit tetapi pekerja kesulitan atas penagihan utang pailit yang mana asset perusahaan tidak lagi mencukupi. Untuk itu penulis akan menganalisa permasalahan kepailit terkait hak pekerja (pesangon dan jaminan sosial), dampak terjadinya pailit terhadap pekerja, dan peran pemerintah dalam perlindungan bagi pekerja akibat pailit. Untuk menjawab permasalahan yang telah dirumuskan dalam penelitian ini, digunakan metode hukum normatif yang bersifat deskriptif analitis. Hasil dari penelitian ini adalah perlindungan hak pekerja dan jaminan sosial akibat putusanya hubungan kerja sering terabaikan bahkan tidak terbayarkan. Dengan peraturan yang ada saat ini kinerja kurator dan hakim pengawas belum sepenuhnya menjawab permasalahan hak pesangon yang tidak terbayarkan maka harus ada instrument yang dapat membantu hak pekerja yang terabaikan. Selain itu belum adanya jaminan sosial pekerja akibat kehilangan pekerjaan menjadi kebijakan yang dapat membantu mengurangi permasalahan pekerja. Perlindungan hak pekerja dan jaminan sosial sangat penting, mengingat pesangon dan jaminan sosial merupakan aspek penting bagi pekerja yaitu menjamin kesejahteraan pekerja.

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In the event of a bankruptcy decision made by an employer based on a Commercial Court decision, the implication is termination of employment (PHK) for workers. The consequences of layoffs are very closely related to payment of compensation in the form of workers' rights and protections. Repayment of bankruptcy assets in practice often results in irregularities, namely not opening up the process and paying it off so workers are always disadvantaged. Wages and severance are a priority in the issue of welfare over bankruptcy decisions, but workers find it difficult to collect bankruptcy debt in which company assets are no longer sufficient. For this reason, the authors will analyze bankruptcy issues related to workers' rights (severance pay and social security), the impact of bankruptcy on workers, and the role of the government in protecting workers due to bankruptcy. To answer the problems that have been formulated in this study, normative legal methods are used that are analytical descriptive. The results of this study are the protection of workers' rights and social security due to termination of employment are often neglected or even unpaid. With current regulations, the performance of curators and supervisory judges has not fully answered the problem of severance pay that is not paid, so there must be an instrument that can help the rights of workers who are neglected. In addition, the absence of workers 'social security due to job loss is a policy that can help reduce workers' problems. Protection of workers' rights and social security is very important, considering severance pay and social security are important aspects for workers, namely ensuring the welfare of workers."

"Tesis ini membahas mengenai keberhasilan proses pemutusan hubungan kerja yang dilakukan oleh PT. X dengan adanya pemberian hak tambahan dalam rangka menghindari perselisihan. Pembahasan ini timbul karena maraknya praktik pemutusan hubungan kerja yang berlangsung di Indonesia. Beberapa perusahaan melakukan pemutusan hubungan kerja dengan beragam alasan, banyak yang disebabkan oleh kerugian yang sudah dialami perusahaan lebih dari 2 tahun, dan ada pula yang menerapkan pemutusan hubungan kerja yang dimaksudkan untuk mencegah kerugian pada perusahaan. Dalam melaksanakan pemutusan hubungan kerja, terdapat hal-hal yang harus diperhatikan seperti penyebab dilakukannya pemutusan hubungan kerja, proses pengakhiran hubungan kerja, serta pemenuhan hak ketika terjadi pemutusan hubungan kerja. Sebagaimana yang terjadi pada PT. X sendiri, pemutusan hubungan kerja terjadi untuk mencegah terjadinya kerugian yang berkepanjangan. Dasar hukum mengenai pemutusan hubungan kerja ini bisa dilihat pada Peraturan Pemerintah No. 35 Tahun 2021 tentang Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja. Selain sudah diatur oleh Pemerintah, seharusnya pengaturan mengenai pemutusan hubungan kerja juga sudah diatur di dalam peraturan perusahaan. Saat pemutusan hubungan kerja terjadi di suatu perusahaan, tentunya hal tersebut menjadi keputusan yang sulit bagi suatu perusahaan karena selain melakukan pengakhiran hubungan kerja, perusahaan perlu memastikan prosesnya berjalan sesuai dengan peraturan dan menghindari terjadinya perselisihan pemutusan hubungan kerja. Dengan adanya hak tambahan yang diberikan kepada pekerja, diharapkan hal tersebut dapat membantu proses pemutusan hubungan kerja berjalan lebih baik tanpa adanya perselisihan.

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This thesis discusses the success of the termination process carried out by PT. X with the provision of additional rights in order to avoid disputes. This discussion arose because of the widespread practice of termination of employment that took place in Indonesia. Several companies have terminated employment for a variety of reasons, many of which were caused by losses the company had experienced for more than 2 years, and some implemented terminations intended to prevent losses to the company. In carrying out termination of employment, there are things that must be considered such as the causes of termination of employment, the process of terminating employment, and the fulfillment of rights when termination of employment occurs. As happened to PT. X himself, termination of employment occurs to prevent prolonged losses. The legal basis for termination of employment can be seen in Government Regulation No. 35 of 2021 concerning Work Agreements for Specific Time, Outsourcing, Working Time and Rest Time, and Termination of Employment. Apart from being regulated by the Government, arrangements regarding termination of employment should also be regulated in company regulations. When termination of employment occurs in a company, of course this is a difficult decision for a company because in addition to terminating employment, the company needs to ensure that the process goes according to regulations and avoid disputes over termination of employment. With the additional rights given to workers, it is hoped that this can help the process of terminating employment go better without any disputes."

"Pendahuluan : Instrumen yang digunakan untuk menilai pajanan ergonomi telah banyak ditemukan, namun penggunaannya masih terbatas dalam bahasa Inggris sehingga ketika akan digunakan harus diterjemahkan terlebih dahulu ke dalam bahasa Indonesia. Quick Exposure Check (QEC) merupakan salah satu instrumen penilaian pajanan ergonomi yang belum dilakukan uji validitasnya. Untuk mendapatkan hasil validitas yang baik maka dipergunakan responden dengan karakteristik yang sama dengan jenis tugas yang berbeda.Metode : Dengan menggunakan desain penelitian uji validitas data diambil dari 100 pekerja garmen di tiga bagian pekerjaan yaitu spreading, sewing dan quality control. Instrumen QEC bagian lembar pekerja diisi oleh pekerja dan lembar pengamat diisi oleh petugas keselamatan dan kesehatan kerja perusahaan.Untuk menilai kesesuaian isian antara pekerja dan petugas keselamatan dan kesehatan kerja perusahaan digunakan standar yang berfungsi sebagai pembanding yang diisi oleh dokter magister kedokteran kerja.Data dianalisis dengan SPSS 20.Hasil: Uji validitas interna pada penelitian ini mendapatkan nilai korelasi Pearson's pada masing-masing item pertanyaan adalah valid yaitu diatas nilai tabel r = 0,1966 untuk N=100 dengan Cronbach's Alpha 0,653. Validitas eksterna dengan metode uji kesesuaian didapatkan nilai Kappa yang bervariasi. Derajat kesesuaian penilaian antara petugas K3 dan standar didapatkan nilai Kappa buruk pada pertanyaan D sebesar 0,455 dan E sebesar 0,433, sedangkan untuk pertanyaan A,B, C, F dan G baik antara 0,906 dan 1,000.Derajat kesesuaian penilaian antara penilaian pekerja dan standar didapatkan nilai Kappa buruk yaitu 0,036 pada pertanyaan H, baik yaitu 0,674 pada pertanyaan N, nilai sangat baik 1,000 pada pertanyaan K dan L serta nilai tak terhitung pada pertanyaan J dan M.Kesimpulan: Pada penelitian ini hasil uji validitas interna QEC adalah valid dan reliable, namun instrumen QEC versi bahasa Indonesia belum dapat digunakan dengan baik karena pada lembar pekerja banyak ketidaksesuaian. Mengingat banyaknya ketidaksesuaian tersebut maka pengisian harus dilakukan oleh petugas K3 dengan pelatihan mempelajari QEC tersebut.Perlunya waktu tertentu untuk pelatihan dalam mempelajari pengisian lembar QEC.

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Background: Many instruments to assess ergonomic exposure already exists but still limited in English version, threfore it has to be translated to Indonesian first. Quick Exposure Check (QEC) is one of the ergonomic exposure assessments tools that have not been validated before in Indonesian. For the validity test was used the subjects with same characteristic but with three different tasks in garment company workers.Methods: Validity test study is chosen as research design that involved 100 subjects of garment company workers on three divisions are Spreading, Sewing and Quality Control. The QEC workers assessment filled by workers and observer's assessment is filled by practitioners. To assess interrater reliability among practitioners and workers filled are used Occupational Medicine assessment. Analyse data use the SPSS version 20.Results: Internal validity test in this study was found Pearson's Inter Item Correlation for each item were valid, more than r table value 0.1966 for N=100, with Cronbach's Alpha value is 0.653. External validity we use the interrater reliability test was found Kappa value were varies. Kappa value for question D is 0.455 and E is 0.433. Kappa value for question A, B, C F and G is good between 0.906 to 1.000. Kappa value for question H is 0.036, question N is 0.674, question K and L is 1.000 and question J and M is uncountable.Conclusions: Internal validity QEC in this study is valid and reliable but interrater reliability is not good, therefore this instrument in Indonesian can not used with worker's assessment filled by workers. We can use this instruments if the worker's assessment is filled by practitioners who have been trained about QEC or Indonesian grammar of QEC is enhanced in order to be more easily understood by workers."