8 research outputs found
Strategi Bertahan Hidup Anak Jalanan sebagai Pengamen Badut di Kelurahan Padang Bulan Kecamatan Medan Baru Kota Medan
No full textPenilitian ini menjelaskan bagaimana Strategi Bertahan Hidup Anak Jalanan Sebagai Pengamen Badut Di Kelurahan Padang Bulan Kecamatan Medan Baru Kota Medan, strategi bertahan hidup yang dilakukan oleh pengamen badut antara lain yaitu strategi aktif, strategi pasif dan strategi jaringan. strategi aktif merupakan strategi bertahan hidup yang dilakukan untuk menambah pendapatan keluarga dengan mengoptimalkan segala potensi keluarga, strategi pasif adalah strategi bertahan hidup dengan cara mengurangi pengeluaran keluarga seperti mengurangi pengeluaran sandang dan pangan, mengurangi biaya sosial, transportasi, kesehatan dan juga membiasakan diri hidup berhemat, strategi jaringan merupakan strategi bertahan hidup yang dilakukan dengan cara menjalin relasi, baik formal maupun lingkungan sosialnya dan lingkungan kelembagaan.
Anak jalanan yang bekerja sebagai pengamen badut adalah mereka yang bekerja di jalanan untuk mengamen dengan menggunakan palaian badut seperti karakter tokoh kartoon ditambah perlengkapan tape MP3 dan mereka menari-nari untuk menghibur pengguna jalanan di berbagai tempat seperti lampu merah, pasar tradisonal, pusat perbelanjaan, warung makan dan taman-taman kota. Penelitian ini menggunakan pendekatan deskriptif kualitatif untuk menggambarkan fenomena-fenomena dan fakta yang telah didapat penulis dalam proses penelitian yang di lakukan di Kelurahan Padang Bulan Kecamatan Medan Baru Kota Medan.This study explains how Street Children's Survival Strategies as Clown Singers In Padang Bulan Village, Medan Baru District, Medan City, survival strategies carried out by clown buskers include active strategies, passive strategies and network strategies. active strategy is a survival strategy that is carried out to increase family income by optimizing all family potential, passive strategy is a survival strategy by reducing family expenses such as reducing food and clothing expenses, reducing social costs, transportation, health and also getting used to living frugally, Network strategy is a survival strategy that is carried out by establishing relationships, both formal and in the social and institutional environment.
Street children who work as clown buskers are those who work on the streets to sing using clowns such as cartoon characters plus MP3 tape equipment and they dance to entertain street users in various places such as red lights, traditional markets, shopping centers, warungs. dining and city parks. This study uses a qualitative descriptive approach to describe the phenomena and facts that have been obtained by the author in the research process carried out in Padang Bulan Village, Medan Baru District, Medan City.99 HalamanSkripsi Sarjan
PENGEMBANGAN BAHAN AJAR PAI INTERAKTIF BERBASIS LEARNING MANAGEMENT SYSTEM (LMS) UNTUK MENINGKATKAN LITERASI DIGITAL DAN SPIRITUAL SISWA
No full textThe swift evolution of digital technologies has significantly transformed educational
landscapes, offering new avenues for developing Islamic Religious Education (PAI)
materials that are not only interactive and adaptive but also aligned with the
competencies required by 21st-century learners. Among the emerging innovations
is the integration of Learning Management Systems (LMS), which serve as dynamic
platforms for combining digital literacy with the cultivation of spiritual values. This
study focuses on designing and evaluating LMS-based interactive PAI learning
materials aimed at enhancing students’ engagement, comprehension of Islamic
teachings, and digital competencies. Employing a Research and Development
(R&D) methodology through the ADDIE framework—comprising analysis, design,
development, implementation, and evaluation—data were gathered via interviews,
observations, questionnaires, and document analysis. The results demonstrate that
the developed materials significantly improved student participation, mastery of
Islamic content, and digital literacy. Moreover, spiritual values were effectively
embedded through multimedia content, interactive exercises, and project-based
assessments. Notable challenges include limited access to digital infrastructure and
the need for professional development among educators in managing LMS
platforms. The study concludes that LMS-based PAI materials present a promising
pedagogical innovation, capable of bridging technological advancement with the
spiritual formation of learners
POLITIK ANGGARAN DEWAN PERWAKILAN RAKYAT DAERAH PROVINSI RIAU (Studi Kasus Pada Sekwan Sebagai Mitra Kerja Komisi I Tahun Anggaran 2020)
No full textThe purpose of the research is to find out the Budget Politics Of The Regional People'S Representative Council Of Riau Province At the Secretariat of the Council as a Working Partner of Commission I of Fiscal Year 2020. The research method used is qualitative and the data collection technique used in this study is Descriptive Qualitative. The results of this study showed in the budgeting process between the Riau Provincial Parliament, namely Commission I which is affiliated with the Secretary of the Council of one of the Regional Device Organizations of the Riau Provincial Government there are several issues where there are several interests in budgeting for Commission I and the Secretary of the Council for 2020 such as the budget in recruiting experts. The community is not very involved in the decision making, it should be input from the community into consideration for the DPRD. Some actors are very influential in making political decisions on budgets in 2020, both from the Executive and the Legislature
OPTIMALISASI KERJA KATUP GAS BUANG PADA DIESEL GENERATOR DI MV. PAN GLOBAL
No full textABSTRACT
Ade Rizki Supian, NIT. 50134897. T, 2017 “Optimizing Exhaust Gas Valve of
Diesel Generator on MV. Pan Global”, Diploma IV,
Teknika, Politeknik Ilmu Pelayaran Semarang, Tutors I:
Agus Hendro Waskito, M.M., M.Mar.E and Tutors II: Febria
Surjaman, MT.
Exhaust gas valve is a component of a diesel engine which serves as the
exhaust gas discharge of combustion in the cylinder and ensure that the former of
combustion gases out of the cylinder in total. This valve is moved using a
mechanical drive. Condition of the exhaust gas valve is very influential on the
diesel generator, because the exhaust gas valve directly connected to the
combustion chamber in diesel engine generator.
Writer take a method of qualitative using analisys techniques Urgency
Seriousness Growth (USG). USG is one of the priorities in order to prepare issues
must be completed. The trick is to determine much address the crisis, seriousness
and development issue with determine a scale of 1-5 or 1-10. Issues that has a
total the highest scores priority is issues.
From the discussion and research conducted, there are some important issues
to be discussed, that is: factors that cause damage to the exhaust gas valve, the
influence of the exhaust gas valve damage to the diesel generator and an attempt
to overcome damage to the exhaust gas valve. The conclusion that can take is the
author of the exhaust gas valve damage can be caused by several factors, that is:
setting improper valve gap, lack of cooling on the valve, the use of heavy fuel and
material fatigue. Suggestions authors regarding the above issue is expected to the
machinist to improve the treatment of exhaust gas valve, with good attention to
the factors that cause damage to the exhaust gas valve and improving the care of
the systems associated with exhaust gas valve.
Keywords: Diesel generator, exhaust gas valve, qualitative, USG
xii
Analisis Penggunaan Alat Pelindung Diri pada Pekerja di PT.Djabesmen Menggunakan Metode Fishbone
No full textThe possibility of accidents in a building project is one of the causes of hampering the effectiveness of project work activities. Workers are required to implement a good occupational safety and health (K3) management system to minimize the possibility of work accidents. An example of a case in the construction world occurred in the Gading Mediterania Apartment construction project located in Kelapa Gading. The accident that occurred killed four workers. Two people were killed by precast concrete and two people died from electric shock. Therefore, to prevent the recurrence of the incident, research was conducted using fishbone analysis. The purpose of this research is to analyze the importance of using personal protective equipment at PT Djabesmen. The method used helps the author in analyzing the possibility of accidents on the project. The results of the analysis explain that the percentage of PPE use at PT Djabesmen is good.
Keywords: Analysis, Fishbone, K
APLIKASI SENTIMENT MONITORING UNTUK TWITTER DENGAN ALGORITMA NAIVE-BAYES CLASSIFIER
No full textEvery day there are millions of opinion spread across social networks. This is often utilized by various parties to determine the opinion and sentiment of the public towards the product, brand or figures that they hold. Given the abundance of data and opinions, it is not possible to do sentiment analysis manually. In this research, author performs design and implementation of sentiment monitoring application, that could monitor people’s sentiment about a particular keyword, so it is known how the people response to those keywords, whether positive, negative or neutral.
From various existing social networks, Twitter is chosen as the source of data that will be monitored. Classification algorithm used here is Naive-Bayes Classifier with Boolean Multinomial model, and feature extraction using unigram word. The training data used is 400,000 data for each type of sentiment, so the total is 1.200.000 data. In the process of classification and training, application will perform stemming to take the root words contained within the tweet. Stemming algorithm used here is Confix Stripping.
The methodology of application development that used here is staged delivery. Implementation of application is done using PHP programming language. The result of this research is a sentiment monitoring application that can monitor public sentiment about a particular keyword in a particular time frame. From testing using k-fold cross validation, obtained accuracy rate for sentiment classification amounted to 85%
Mediation Equity Model: Legal Framework for Strengthening Mediation Institutions as an Alternative Dispute Resolution in Indonesia’s Tourism Sector
No full textThe relationship between employers and workers in the context of industrial relations in Indonesia’s tourism sector is often vulnerable to disputes. This sector, as one of the pillars of the national economy, faces complex interests between workers who seek to protect their rights and employers who focus on maximizing profits. With the increasing development of the tourism sector post-pandemic, issues such as layoffs and dissatisfaction with working conditions are becoming more prominent. These disputes have become urgent issues, especially considering the tourism sector’s characteristics that are susceptible to economic fluctuations. The dispute resolution process through bipartite negotiations, as regulated in Law Number 2 of 2004, often encounters deadlocks, necessitating the need for tripartite mechanisms such as mediation as a non-litigation dispute resolution option. The characteristics of industrial relations mediation, although designed to seek solutions impartially, face various obstacles in their implementation, including a lack of skilled human resources and financial support. Through an in-depth study of the applicable regulations, existing mediation practices, and the challenges faced, this research proposes concrete steps to improve the effectiveness of mediation in resolving industrial relations disputes in the tourism sector. The results of this study are expected to contribute to the creation of a harmonious and sustainable industrial climate in Indonesia’s tourism sector.
Keywords: Mediation equity model, dispute resolution, workers, employers, tourism sector.
Introduction
The relationship between employers and workers within the framework of industrial relations is one of the relationships prone to disputes.[1] The tourism sector in Indonesia, as one of the economic pillars, is an economic sector with characteristics that make it susceptible to industrial relations disputes between workers and employers. This is due to the complexity of the relationship, which involves differing interests between the two parties. Workers often seek protection of their rights, while employers strive to maximize profits in a competitive and dynamic business context. With the increasing demand for tourism post-pandemic, these disputes are becoming more apparent, especially concerning issues such as termination of employment (TOE) and dissatisfaction with working conditions.[2]
Industrial relations disputes in the tourism sector are becoming an increasingly pressing issue to address, given the sector’s vulnerability to economic fluctuations and job uncertainty. The tourism sector, which encompasses various industries such as hotels, restaurants, and transportation, often faces challenges in maintaining harmonious relations between workers and employers. Worker dissatisfaction with working conditions, wages, and minimal legal protection can trigger disputes that potentially disrupt company operations and harm all parties involved. Along with the development of the business world closely linked to the tourism sector, it is crucial to have an effective and efficient dispute resolution mechanism. With a good dispute resolution mechanism in place, industry players can focus more on improving the quality of their services.[3]
In the context of industrial relations dispute resolution, in every industrial relations dispute, the prevailing laws and regulations mandate that the worker/laborer or the labor union/worker union and the employer must first attempt to resolve the issue through bipartite negotiation, as stipulated in Articles 6 and 7 of Law Number 2 of 2004 concerning the Settlement of Industrial Relations Disputes (UU PPHI)[4]. This process aims to reach a mutually beneficial agreement, where both parties can convey their interests and expectations before moving to the next stages of dispute resolution. However, resolving industrial relations disputes through this bipartite mechanism often reaches a deadlock, where both parties fail to achieve the desired agreement. When bipartite negotiations between the worker and the employer do not reach an agreement, proven by a final report stating that the bipartite negotiation has failed, the parties can then resolve their dispute through tripartite mechanisms such as mediation, conciliation, or arbitration, as regulated in Articles 8 to 54 of the UU PPHI, which can be an option in dispute resolution aimed at providing a fair solution for all parties involved.[5]
Mediation, as one of the dispute resolution methods, is a negotiation that has a unique characteristic because it involves a neutral mediator from a government agency.[6] The resolution of disputes through mediation is carried out by a mediator located in every office of the agency responsible for manpower affairs at the Regency/City level. This mediation process is designed to broker the conflict and seek a joint solution without siding with either party. Although mediation is expected to reduce tension, there are still weaknesses in the institutional arrangement and the implementation of mediation itself. Many obstacles arise in the implementation of mediation, including a lack of skilled human resources and adequate financial support to optimally run the process. Previous research by the author titled “Mediation Equity Model: Legal Framework for Strengthening Mediation Institutions as an Alternative Dispute Resolution in Indonesia’s Tourism Sector”, which took the tourism area of Mandalika, West Nusa Tenggara as its research location, showed that various weaknesses and constraints still exist in the implementation of Industrial Relations Mediation as a choice for resolving disputes between workers and employers in the tourism sector.
There is similar previous research that has been conducted on the topic of industrial relations mediation, which includes: “Paradigmatic Problems of Industrial Relation Dispute Settlement on the Perspective of Pancasila Industrial Relations”, by Aries Harianto[7] - Journal of Law and Legal Reform, Year 2024; “Konsep Penyelesaian Perselisihan Hubungan Industrial Antara Serikat Pekerja Dengan Perusahaan Melalui Combined Process (Med-Arbitrase)” (The Concept of Industrial Relations Dispute Settlement Between Labor Unions and Companies Through a Combined Process (Med-Arbitration), by Rai Mantili - Jurnal Bina Mulia Hukum, Year 2021;[8] “Peran Dinas Tenaga Kerja dalam Proes Mediasi Penyelesaian Permasalahan Hubungan Industrial” (The Role of the Manpower Office in the Mediation Process for Resolving Industrial Relations Issues), by FA Dermawan, B Sarnawa - Media of Law and Sharia, Year 2021[9]; “Reformasi Hukum Dan Hak Asasi Manusia Dalam Penyelesaian Perselisihan Hubungan Industrial” (Legal and Human Rights Reform in the Settlement of Industrial Relations Disputes), by H Arsalan, DS Putri - Jurnal HAM, Year 2020;[10]
The above-mentioned studies generally aim to dissect the resolution of industrial relations disputes, mediation specifically, and the development of mediation as a mechanism for resolving industrial relations disputes. This research offers novelty compared to previous studies because it focuses on the tourism sector, adapting to the dominant characteristics of disputes that occur in this sector. Furthermore, this study also attempts to map the normative weaknesses of mediation regulation, referring to the existing Industrial Relations Dispute Settlement Law (UU PPHI) and related regulations, as well as mapping the empirical constraints of mediation implementation, by conducting field research in Indonesia’s tourism hubs, based on the existing conditions on the ground. This subsequently serves as the basis for formulating a strengthened mediation as an effective and efficient non-litigation option for resolving disputes in the tourism sector in the future.
Although industrial relations mediation in Indonesia has been widely discussed academically, existing studies have mostly focused on the manufacturing, plantation, or general labor sectors. This study specifically examines the effectiveness and institutional challenges of mediation in the tourism industry. This sector is characterized by seasonal workers, informal work arrangements, and vulnerability to economic shocks, which still have limitations. In addition, empirical studies that integrate the normative framework of the Industrial Relations Dispute Resolution Law with the reality on the ground in tourism centers such as Bali, Mandalika, and Lombok are still rare. This indicates a significant research gap, a need to understand the extent to which the current mediation framework functions in resolving disputes in the tourism sector, and to identify the legal and institutional reforms needed to improve its effectiveness.
Therefore, given the lack of effectiveness in the implementation of a norm concerning the effectiveness of industrial relations dispute settlement in the tourism sector, it is necessary to formulate an institutional strengthening of mediation to enhance the effectiveness of industrial relations dispute settlement in the tourism sector. This research includes 3 problem formulations, which are:
What are the characteristics of the Industrial Relations Disputes currently occurring in the Tourism Sector?
Is the current Institutional Arrangement for Industrial Relations Mediation, which refers to the Industrial Relations Dispute Settlement Law (UU PPHI), representative enough to be used as an option for resolving industrial relations disputes in the Tourism Sector?
What is the formulation for Institutional Strengthening of Mediation as an effective Non-Litigation Option for Resolving Industrial Relations Disputes in the Tourism Sector?
Methodology
This research adopts a normative legal study approach, supplemented by field research (empirical) to produce a comprehensive analysis. The normative design focuses on literature review, utilizing the conceptual approach and the statutory approach to identify the normative weaknesses of industrial relations mediation regulations, particularly in Law Number 2 of 2004 concerning the Settlement of Industrial Relations Disputes (UU PPHI) and related implementing regulations. The primary data for this section consists of statutory regulations, supported by secondary data such as legal literature, journals, and court decisions. Meanwhile, the empirical design uses a factual approach through field research aimed at mapping the obstacles and implementation practices of mediation on the ground. Primary empirical data is collected through in-depth interviews.
The location for the field research is focused on Indonesia’s tourism hubs, taking case studies in the Manpower and Transmigration Office of West Nusa Tenggara Province and the Manpower Office of Bali Province, chosen due to the high volume of industrial relations dispute cases in the tourism sector. Primary data collection is conducted through structured interviews with a total of 6 (six) respondents divided into three categories: 2 Industrial Relations Mediators (1 from each Office), 2 Representatives of Trade/Labor Unions (actively handling Termination of Employment and Rights Disputes in the hotel/tourism sector), and 2 Representatives of Employers (HRD/Legal) from tourism companies (5-star hotels) that have undergone the mediation process. This data collection is scheduled to be phased between June and September 2024. The collected data from both approaches will then be analyzed qualitatively, presented in a descriptive-analytical form, with the final goal of formulating a Mediation Institution Reinforcement Model (Mediation Equity Model) as an effective and efficient non-litigation dispute resolution option in the tourism sector.
1.Characteristics of Industrial Relations Disputes in the Tourism Sector
Initially, the relationship between employees and employers was purely civil in nature. However, due to the existence of a superior-subordinate relationship or a power dynamic, it became highly vulnerable to exploitation, regardless of its form. Given this condition, the state needs to be present in resolving the disputes that occur in the employment relationship through the dispute resolution mechanism regulated in the Industrial Relations Dispute Settlement Law (UU PPHI).
The relationship between employees and employers is a power relationship because there is one who holds power (the employer) and one who is subjected to it (the employee). The disparity in industrial society resulting from the unequal relationship between the bourgeoisie and the proletariat leads to industrial conflict. Furthermore, industrial relations are closely tied to the interests of both employees and employers, which consequently creates the potential for disagreements and even disputes between the two parties.[11]
In an industrial relations dispute, there are three main parties involved in the scope of resolution: the employees (labor union), the employer, and the government. Industrial relations disputes can manifest in various forms, which are then categorized into several classifications of disputes within the Industrial Relations Dispute Settlement Law (UU PPHI).
In general, the provision of Article 1 point 1 of the Industrial Relations Dispute Settlement Law (UU PPHI) defines an industrial relations dispute as: Differences of opinion resulting in conflict between the employer or association of employers and the employee/worker or labor union/trade union due to a dispute of rights, dispute of interest, dispute over termination of employment, and a dispute between labor unions/trade unions within the same company.
The types of disputes referred to are regulated in Article 2 of the Industrial Relations Dispute Settlement Law (UU PPHI), which includes, but is not limited to:
Dispute of Rights (Perselisihan Hak): “A dispute arising from the non-fulfillment of rights, resulting from differences in the implementation or interpretation of the provisions of laws and regulations, employment agreements (work contracts), company regulations, or collective labor agreements” (Article 1, point 2).
Dispute of Interest (Perselisihan Kepentingan): “A dispute arising in the employment relationship due to a lack of consensus regarding the creation, and/or amendment of working conditions stipulated in the employment agreement, company regulations, or collective labor agreement” (Article 1, point 3).
Dispute over Termination of Employment (Perselisihan Pemutusan Hubungan Kerja - PHK): “A dispute arising from a lack of consensus regarding the termination of the employment relationship by one of the parties” (Article 1, point 4).
Dispute Between Labor Unions/Trade Unions Within One Company (Perselisihan antar serikat pekerja/serikat buruh dalam satu perusahaan): “A dispute between a labor union/trade union and another labor union/trade union within only one company, due to a lack of consensus concerning membership, the exercise of rights, and trade union obligations” (Article 1, point 5).
In a practical context, referring to the field research conducted, especially in the tourism sector, a phenomenon was also found where industrial relations disputes within the tourism context are dominated by disputes over Termination of Employment and Disputes of Rights. This aligns with the conceptual definition of these two types of disputes, which emphasize the non-fulfillment of rights that should be obtained by the employees as regulated in the laws and regulations and the autonomous rules applicable within the company (Employment Agreements, Company Regulations, Collective Labor Agreements) for disputes of rights. Furthermore, there is a rampant condition of termination of employment based on various disputed reasons/grounds, as well as the fulfillment of severance pay and other economic rights following the termination of employment at the company.
This phenomenon is supported by data indicating that, nationally, based on a survey conducted by the Ministry of Manpower of the Republic of Indonesia in 2020 (during the pandemic period), approximately 88% of companies were impacted, resulting in losses to company operations.[12] The tourism sector, with its characteristic high sensitivity to market changes and crises, serves as a clear example of the high number of Termination of Employment (PHK) and Rights disputes. The survey from the Indonesian Ministry of Manpower in the same year, which indicated 88% of companies were impacted by the pandemic, is directly reflected in this sector. Many hotels, restaurants, and travel agencies were compelled to implement efficiency measures, often resulting in mass layoffs. This situation was also evident in subsequent years, consistently showing a trend where PHK disputes remain the most dominant type of dispute in the tourism sector, followed by Rights disputes, which have an overlapping character.
On the other hand, the general labor condition in Indonesia, referencing data reports from the Ministry of Manpower of the Republic of Indonesia, also shows a similar situation, where there were 7,566 industrial relations dispute cases throughout 2024, dominated by Termination of Employment (PHK) disputes as the most frequently reported type, totaling 5,192 cases.[13]
The phenomenon of the high number of disputes is closely related to the need for effective, efficient, and fair industrial relations dispute resolution mechanisms for the parties involved. These disputes must go through the settlement mechanism regulated in the Industrial Relations Dispute Settlement Law (UU PPHI). Its success, therefore, becomes one of the proving grounds for the dispute resolution mechanism set out in the UU PPHI, particularly at the stage of bipartite negotiation, the tripartite mechanism, or through resolution via the Industrial Relations Court. The high number of Termination of Employment (PHK) disputes, reaching 5,192 cases in 2024, proves that the PHK process does not always run smoothly. Even though companies often claim PHK is carried out for efficiency, workers’ rights, such as severance pay, long service award pay, and compensation for rights, are frequently not fulfilled in accordance with the Labor Law and its derivative regulations. Aside from PHK, Disputes of Rights are also a major problem, with 2,033 cases in 2024. These include disputes related to unpaid overtime wages, allowances, or bonuses not provided as stipulated. In the context of tourism, where working hours are often irregular and dependent on seasons, these kinds of disputes are very common.
On the other hand, it was also found that the number of disputes that were submitted to and resolved by the Industrial Relations Court over the past five (5) years is still considered high. This indirectly indicates that there are still various weaknesses in the current non-litigation mechanisms for resolving industrial relations disputes in Indonesia.
The table above shows data on the number of disputes submitted to (up to the point of decision) the Industrial Relations Court in 2020, reaching 1,231 cases,[14] in 2021, it reached 1,114 cases,[15] and in 2022, it experienced a surge, reaching 1,478 cases.[16] Meanwhile, in 2023, 1,255 cases were recorded as resolved at the Industrial Relations Court.[17] Meanwhile, in 2024, a total of 876 cases were recorded.[18] His situation indicates that resolution through non-litigation channels, including mediation, still harbors various issues that make it difficult to maximize its potential as a preliminary dispute resolution mechanism at the company level.
Based on the description above, and concerning the existing characteristics of industrial relations in Indonesia, the analysis of data and field research indicates that Termination of Employment (PHK) Disputes and Rights Disputes are the two types of disputes that currently dominate industrial relations conflict in Indonesia. A similar condition is observed in the tourism sector, which is also predominantly affected by the same types of disputes. The overlapping nature of these two dispute types, combined with the highly dynamic Indonesian labor environment where the regulatory standing of the parties (employees and employers) remains unequal, implies a potential increase in both the quantity and complexity (quality) of disputes, including those in the tourism sector as a continuously growing part of the business world.
2.Institutional Regulation of Industrial Relations Mediation: The Perspective of the UU PPHI
The Industrial Relations Dispute Settlement Law (UU PPHI), as the formal law for industrial dispute resolution, stipulates that if bipartite negotiation fails, one or both parties must register the dispute with the local agency responsible for manpower/labor affairs, attaching proof that attempts at resolution through bipartite negotiation have been made. After receiving the registration from one or both parties, the local labor agency is obligated to offer the parties the option to agree on a resolution through conciliation or arbitration. If the parties fail to make a choice for resolution through conciliation or arbitration within 7 (seven) working days, the labor agency shall delegate the dispute resolution to a mediator, covering all four types of disputes.
The three stages mentioned above are in accordance with the provisions of Article 6, paragraph (1) of Law No. 30 of 1999 concerning Arbitration and Alternative Dispute Resolution (UU ADR)[19], which stipulates that civil disputes or differences of opinion may be resolved by the parties through alternative dispute resolution based on good faith.[20] In the industrial relations dispute settlement system, these stages are known as the tripartite mechanism, involving a third party outside of the disputing parties. This tripartite resol
Pengembangan Pembuatan sosis Ikan Cucut (The Development Of Shark Meat Sausage Manufacture)
No full textSosis ikan cucut dibuat dengan margarine 5%, tepung tapiokka 6%, gula pasir 1%, garam 1%, bumbu-bumbu 2,5% (terdiri dari bawang merah, bawang putih, lada, jahe, ketumbar, MSG dan pala dengan perbandingan 6 : 5 : 5 : 6: 1 : 1 : 1) dan dikukus pada suhu 90-95 derajat C selama 60 menit. Cara ini memberikan hasil sosis dengan warna, aroma, rasa dan tekstur yang dapat diterima konsumen dan secara mikrobiollogis memenuhi standard aging olah dan sosis olah yang ditetapkan oleh Departemen Kesehatan.Penambahan bahan ‘curing’ yang terdiri dari Natrium nitrit 150 ppm dan asam Askorbat 500 ppm menghasilkan sosis yang warnanya kemerah-merahan, tetapi tidak menunjukkan beda nayata dalam hal penerimaan oleh konsumen.Dengan harga produk Rp. 2.400/kg, perhitungan kasar menunjukkan bahwa pembuatan sosis ikan cucut seperti yang dilakukan dalam percobaan ini dapat memberikan keuntungan sebesar 19, 4%
