Program Studi Magister Manajemen Universitas Mercu Buana Jakarta TERAKREDITASI A BAN-PT Unggul Mutu dan Bermanfaat Employment of Law purwanto@mercubuana.ac.id Human Resource Management Strategic Section 7
INTRODUCTION In climate of democratic and reformation, several environmental factors affect an organizations HRM function, particularly the laws and legal issues. Environmental factors can influenced companys success and survival.
The managers must know do and dont that will keep of legal, understanding how legislative, regulatory and judicial system work, and make a strategic approach to HRM function for take a competitive advantage. The Legal System in USA and Indonesia USA INDONESIA Legislative Branch, House of Representative, and Senate Dewan Perwakilan Rakyat, Dewan Perwakilan Daerah (DPD) Executive Branch, President can propose and vote a bills. Under president have commission like Equal employment opportunity commission (EEOC) in Department of Justice Presiden, dibawah presiden ada Kepolisian dan Kejaksanaan, Departemen Kehakiman & HAM Judicial Branch, US district courts, National Labor Relations Board and Supreme Court. Pengadilan Negeri, Pengadilan Tinggi, Mahkamah Agung, P4D dan P4P (2006 akan dibubarkan, diganti pengadilan adhoc ketenagakerjaan di PN Summary of Major EEO Laws and Regulations in USA ACT Requirements Covers Enforcement Agency Thirteenth Amendment Abolished slavery All Individuals Court system Civil rights acts Grant all citizens the right to make, perform, modify & terminate contracts & enjoy all benefits, term and condition of the contractual relationship All individuals Court system Equal pay act of 1963 Requires that men and women performing equal job receive equal pay Employers engaged in interstate commerce EEOC Summary of Major EEO Laws and Regulations in USA ACT Requirements Covers Enforcement Agency Title VII of RCA Forbids discrimination based on race, color, religion, sex or national origin Employers with 15 or more employees working 20 or more week/year EEOC Age discriminat ion in employme nt Act of 1967 Prohibits discrimination in employment against individuals 40 years of age and older Employers with 15 or more employees working 20 or more week/year
EEOC Summary of Major EEO Laws and Regulations in USA ACT Requirements Covers Enforcement Agency Rehabilitation Act of 1973 Requires affirmative action in the employment of individuals with disabilities Government& Contractors with contracts > $2.500 OFCCP, office of federal contract compliance procedures USA with disabilities Act of 1991 Prohibits discrimination against individuals with disabilities Employers with > 15 employees EEOC Executive Order 11246 Requires affirmative action in hiring women and minorities Contractors with contracts > $10.000 OFCCP Ringkasan Ketentuan Hukum dan Peraturan Ketenagakerjaan di Indonesia Perangkat Hukum Ketentuan Hukum UU Pokok Tenaga Kerja No 14 1969 Penyediaan & Penyebaran TK diatur Pemerintah Pembinaan Keahlian diatur khusus Pembinaan Perlindungan Kerja Hubungan Tenaga Kerjaan Norma Kerja UU 20 1999 Kepmen 6/93 Kepmen 4/89
Usia Minimum Untuk Bekerja (ILO 138) Hari Kerja 5 Hari Seminggu, 8 Jam Sehari Ketentuan Mempekerjakan wanita di malam hari Hubungan Kerja Kepmen 150/2000 Kepmen 3/89
UU No 7 1984
Ketentuan PHK, Pesangon, Penghargaan Larangan PHK bagi wanita sedang hamil karena menikah atau melahirkan Larangan diskriminiasi terhadap wanita bekerja Ringkasan Ketentuan Hukum dan Peraturan Ketenagakerjaan di Indonesia Perangkat Hukum Ketentuan Hukum Pengupahan Permen 01/1999 PP 12/1997 Kepmen 101/1991
Ketentuan upah minimum Pajak PPH untuk pendapatan tidak kena pajak Ketentuan upah lembur Organisasi Kerja UU 21 th 2001 Kepres 83 1998
Ketentuan serikat pekerja/buruh Kebebasan berserikat dan hak berorganisasi KKK Permen 96/1997 Permen 19/1997
Inspeksi Keselamatan dan Kesehatan Kerja Audit manajemen keselamatan dan kesehatan kerja UU Nomor 13 Tahun 2003 Pembinaan dan Perlindungan Ketenagakerjaan. Pasal 5 & 6 Pengusaha wajib memberikan kesempatan dan perlakuan tanpa diskriminasi terhadap setiap tenaga kerja. Pasal 12 Pengusaha bertanggungjawab dalam peningkatan dan pengembangan kompetensi pekerjanya melalui pelatihan. Pasal 35 Pengusaha yang memerlukan tenaga kerja dapat merekrut sendiri atau melalui lembaga lain. Pengusaha wajib memberikan perlindungan pada tenaga kerja yang mencakup keselamatan, kesehatan baik mental dan fisik sesuai dengan undang-undang. Pasal 52-56
Pasal 64-65 Perjanjian kerja didasarkan pada: kesepatan kedua belah pihak, kedua belah pihak mengerti hukum, ada pekerjaan yang diperjanjikan dan pekerjaan tidak melanggar hukum, waktu perjanjian tertentu.
Perusahaan dapat melakukan perjanjian pemborongan pekerjaan yang dibuat tertulis (OUTSOURCING). Tenaga kerja pada perusahaan pemborong adalah tenaga kerja tetap. Pasal 75 Pekerja wanita untuk jam 22.00-05.00 dalam kondisi tidak hamil, umur 18 tahun, dan diberikan antar jemput, makanan bergizi dan menjaga tindak asusila. Pasal 91 Pekerja yang tidak masuk karena menikah dibayar 5 hari, menikahkan, menghitankan anak 2 hari, suami/istri meninggal 3 hari dan anggota keluarga meninggal 1 hari. Pasal 103 Setiap perusahaan yang mempunyai 50 tenaga kerja lebih wajib membentuk lembaga kerjasama bipartit. Pasal 134 Pengusaha tidak dapat mengganti tenaga kerja yang mogok. Penggantian tenaga kerja mogok bersifat sementara hingga adanya penetapan pengadilan dan ada kesepakatan penghentian pemogokan. UU No 20 Tahun 2004 PPHI (Penyelesaian Perselisihan Hubungan Industrial) Jangka waktu penyelesaian lebih singkat a. Penyelesaian lewat mediasi, konsiliasi dan arbitrasi dengan waktu 40 hari b. Tidak ada upaya banding, tidak semua masalah dapat ke kasasi di MA c. Penyelesaian di PN 30 hari dan di MA 50 hari Putusan bersifat independen a. Penunjukan mediasi, konsiliasi dan arbitrasi berdasarkan kesepakatan b. Perselisihan di PN oleh hakim adhoc yang mewakili kedua belah pihak c. Setiap keputusan dipantau oleh ketua PN dan MA. Putusan menjaminrasa keadian a. Hakim adhoc mencerminkan rasa keadilan b. Pemilihan lembaga penyelesaian perselisihan berdasarkan kesepakatan c. Diutamakan jalan musyawarah d. Masih diperkenankan untuk PK pada MA Type of Complaints Age discrimination Maximum Punitive Employer size damage limit 14 100 $ 50,000 101 - 200 100,000 201 500 200,000 > 500 300,000 Religious discrimination Sexual Harassment Religious Discrimination Charge 2000 2001 2005 2006 1939 2127 2340 2541 Sexual Harassment Charge 1990 1995 2000 2006 6.883 14420 15222 12025 EEOC Definition of Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when 1. Submission to such conduct is made either explicitly or implicitly a term of condition of an individuals employment, 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or 3. Such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile, or offensive working environment. Rights Granted to Workers Under the Occupational Safety and Health Act Employees have the right to: 1. Request an inspection 2. Have a representative present at an inspection 3. Have dangerous substances identified 4. Be promptly informed about exposure to hazards and be given access to accurate records regarding exposures 5. Have employer violations posted at the work site A 10 Steps Program for Reducing Eye-Related Injuries 1. Conduct an eye-hazard job analysis 2. Test all employees vision to establish a baseline 3. Select protective eyewear designed for special operations 4. Establish a 100 percent behavioral compliance program for eyewear 5. Ensure that eyewear is properly fitted 6. Train employees in emergency procedures 7. Conduct ongoing education programs regarding eye care 8. Continually review accident-prevention strategies 9. Provide management support 10. Establish written policies detailing sanctions and rewards for specific results THANK YOU