PERKEMBANGAN HUBUNGAN INDUSTRIAL DI INDONESIA

 

1.   Masa Penjajahan Belanda

  • 1920-an Pengaruh perburuhan internasional
  • 1931 Berdiri IFTU (Federasi Serikat Buruh Internasional)

2.  Masa Pendudukan Jepang mengalami penekanan

  • Serikat buruh
  • Industri dialihkan utk mendukung perang

3.  Masa Awal Kemerdekaan serikat buruh

  • Pemerintah mendorong demokrasi
  • Dimuali disusun berbagai UU tentang HI

4.  Masa Demokrasi Terpimpin

  • NASAKOM

5.   Masa Orde Baru

  • 1969: Sekber buruh bentuk Majelis Permusyawaratan Buruh Indonesia (MPBI)
  • 1974: Hubungan Perburuhan Pancasila (HPP)

6.   Masa Reformasi

  • Agenda: demokratisasi, keterbukaan, supremasi hukum, & HAM

The Labor Relations FrameworkIndustrial relations system have four elements:

  1. An environmental context (technology, market pressures, and legal frame work).
  2. Participants, including employees and their unions, management and the government.
  3. A “web of rules” rule of the game that describe the process which labor and management interaction and solve a problem.
  4. Ideology, all participants have to same degree, have a common ideology and accept the roles of the other participants.

The participant in work system:

  1. Management. Management have decision to encourage or discourage the unionization of its employees. Management has the option of trying to decertify a union if it believes that the majority of employees no longer wish to be represented by the union.
  2. Labor Unions. Labor unions seek, through collective action, to give worker a formal and independent voice in setting the term and conditions of their work.
  3. Government. Government a facilitator management and labor union to cooperate and make regulation about interaction between management and labor.

UNION MEMBERSHIP AND BARGAINING POWER

  1. Structural Changes in the economy. That unions have traditionally been strongest in urban workplaces that employ middle-age workers in blue collar jobs.
  2. Increased employer resistance. Competitive threat have contributed to increased employer resistance to union organizing and, in some cases, to an increased emphasis on ridding themselves of existing unions.
  3. Substitution with HRM. HRM strategies and practices among large, nonunion employers found that union avoidance was often an important employee relations objective.
  4. Substitution by Government Regulation. Law and regulation of many employment areas has increased, including equal employment opportunity, pensions, and worker displacement.
  5. Worker Views. Views about pragmatic and business oriented between labor and management.
  6. Union action likely (a) corruption in unions labor, (b) how well unions have adapted to recent changes in the economy structure.

Union and Management Interactions: Contract Negotiation

 The Negotiation Process: Four Sub processes negotiation

  • Distributive bargaining (focuses on dividing a fixed economic “pie” between the two sides labor and management).
  • Integrative bargaining (has a win-win focus; it seeks solutions beneficial to both sides).
  • Attitudinal structuring (refer to the relationship and trust between labor and management negotiators).
  • Intra-organizational bargaining (reminds us that labor-management negotiations involve more than just two parties).

Managements preparation for negotiations

  1. Establishing inter-department contract objectives.
  2. Reviewing the old contract.
  3. Preparing and analyzing data.
  4. Anticipating union demands.
  5. Establishing the cost of possible contract provisions.
  6. Preparing for a strike
  7. Determining strategy and logistics

 Negotiation stages and tactics

  1. Separate the people from the problem
  2. Focus on interests, not positions.
  3. Generate a variety of possibilities before deciding what to do
  4. Insist that the results be based in some objective standard.

EMPLOYMENT CONTRACT

  1. Terms and conditions of employment
  2. General jobs and duties and expectations
  3. Compensations and benefits
  4. Confidentiality and secrecy
  5. Non piracy and non compete agreements
  6. Non solicitation of current employees upon departure
  7. Terminations or resignation

 

LABOR AGREEMENT

  1. Purpose of agreement
  2. Nondiscrimination clause
  3. Management right
  4. Recognition in the union
  5. Wages and incentives
  6. Hours of work
  7. Vacations
  8. Sick leave and leaves of absence
  9. Discipline
  10. Seniority
  11. Pensions and insurance
  12. Grievance procedure

Typical provision in collective bargaining contracts

 Establisment and administration ofthe agreement 1.Contractduration2.Union security3.Grivance procedure
Function, right, and responbilities 1.Union activities2.Management right clauses
Wage determination and administration 1.Rate structure and wage2.Allowance3.Incentive system
Job or incomesecurity 1.Hiring and tranfer2.Layoffprocedure
Plant operations 1.Safety and health2.Hours of work
Paid and unpaid leave Vacationand holidays
Employee benefitplans Healts and insuranceplans
Special groups Nondiscriminationclauses

Posted on 18 Februari 2012, in Manajemen Sumber Daya Manusia. Bookmark the permalink. 2 Komentar.

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