Labor Agreements Research Articles

LEI GERAL DE PROTEÇÃO DE DADOS (LGPD) E O DIREITO DO TRABALHO

The general data protection law, as amended by Law No. 13,853 of 2019 and in force since September 2020, has brought about changes in the way companies handle data, but also has repercussions on labor law. This is because the primary focus of the law was on the protection and privacy of data subjects, who are mainly affected by the sharing of their private data. However, this also includes company employees themselves, and to what extent there is legitimacy in companies sharing this data. Therefore, this article aims to promote a legal study on the General Data Protection Law and its possible consequences for labor law and labor relations. To this end, the article seeks to present the main points addressed by the General Data Protection Law and to promote an analysis of how labor relations may be affected by the enactment of the General Data Protection Law. The methodology used was the literature reference, based on books and articles that deal with the subject. As conclusions, it can be said that it is therefore of utmost importance that there be a creation or amendment of the Code of Ethics and Conduct and the Internal Regulations of the Company, in accordance with the Privacy and Personal Data Protection Policy. In addition to a confidentiality and confidentiality agreement between the employer and the employee, and a means of communication that facilitates the exercise of the rights of the holders. Finally, adjustment of labor agreements with specific provisions on the LGPD. As well as investment in cybersecurity, both in the business context and in remote work.

Legal Protection Of The Employment Relationship Created By The Company Employers With Outsourcing Companies (Outsourcing) According To Government Regulation In Lieu Of Law Number 2 Of 2022 About Job Creation In Medan City

The problem raised in this paper is how the working relationship is made with the form of outsourcing (outsourcing) according to Perppu No. 2 of 2022 on job creation in Medan City, rights and obligations of outsourcing companies based on Perppu No. 2 of 2022 concerning job creation in Medan City, supervision by the Manpower office and sanctions for outsourcing companies that do not implement statutory provisions against workers. The method used in the discussion of the formulation of the problem is normative and empirical juridical law research by examining and analyzing using primary data and secondary data in the form of primary legal materials, secondary legal materials, and tertiary legal materials. The working relationship between the outsourcing company and the workers/laborers employed is based on PKWT or PKWTT. This means that outsourced workers are linked to employment agreements made with employers based on provisions regarding PKWT or PKWTT. Rights and obligations describe a legal relationship between workers and the company, where both parties are equally bound by a mutually agreed labor agreement. Supervision of the implementation of this regulation is carried out by the Labor Inspectorate known as the Department of Labor. In addition, the Manpower office can also impose administrative sanctions for violations committed by outsourcing companies.

MH workers strike against Kaiser Permanente in Southern California

More than 2,000 unionized mental health workers in Southern California went on strike against Kaiser Permanente last week after the two sides failed to reach a new labor agreement, CNN reported Oct. 21. The National Union of Healthcare Workers (NUHW) — which represents 19,000 health care workers in California and Hawaii, including 4,700 mental health workers — picketed outside Kaiser facilities in Los Angeles, San Diego, Anaheim and Fontana, seeking an increase in salaries, restoration of pensions and increased staffing. When announcing the impending strike earlier this month, the union cited its 10‐week strike in Northern California in 2022, which resulted in higher wages, better working conditions to improve patient care and prevented rapid staff turnover (see “Kaiser agrees to historic settlement to overhaul its BH care system,” MHW, Oct. 25, 2023; https://doi.org/10.1002/mhw.33828). Union members on strike in Southern California have said their demands are in line in with what Kaiser has provided to the majority of its workforce. “Unless we strike, our coworkers are going to keep leaving and our patients are going to keep struggling in an underfunded, understaffed system that doesn't meet their needs,” Josh Garcia, a psychologist for Kaiser in San Diego, said in a press statement from the NUHW. The strike comes as employment in the mental health field — for psychiatrists, psychologists, therapists, counselors, psychiatric aides and social workers — is expected to grow three times faster than the average US job position, according to CNN's analysis of data released in September by the Bureau of Labor Statistics. A survey in 2022 from CNN in partnership with the Kaiser Family Foundation showed that nine out of 10 US adults believe the country has a mental health crisis.

LEGAL PROTECTION FOR WAGED WORKERS UNDER THE MINIMUM WAGE AT THE REGENCY/MUNICIPALITY LEVEL

Wages have always been a common issue between workers and businesses because it involves a civil legal relationship that is regulated through an employment contract. The government mediates between the two parties by regulating the minimum wage, which is the responsibility of the governor in each province. Contravention of minimum wage provisions is considered a criminal offense, even though the relationship was originally intended as a civil one, and this research examines whether the policy is appropriate. This research finds and describes the provisions of the labor agreement and the ideal policy regarding the payment of wages under the minimum wage. This research uses a normative legal approach that focuses on the concepts of decriminalization and depenalization related to the payment of wages under the minimum wage. The approach used includes conceptual and statutory approaches, connecting labor law with criminal law and agreements. The sources of legal materials used include labor-related laws and legal literature, with analysis based on relevant articles. Therefore, employers, both civil legal entities and individuals, are prohibited from paying wages under the minimum wage according to Article 88E (2) of Law No. 6/2023. If violated, employers may be subject to imprisonment of up to 4 years and a fine of IDR 400 million under Article 185. This provision aims to protect workers' rights to a decent wage in each regency/ municipality.

India’s Trade Integration with the Republic of Korea: A Services Trade Analysis of India–Korea CEPA

India and the Republic of Korea signed the India–Korea Comprehensive Economic Partnership Agreement (CEPA) in 2009 and have been actively engaged in upgrading this agreement since 2015. This article analyses the India–Korea CEPA from a services trade perspective. It compares the services commitments undertaken by the two countries under the India–Korea CEPA and the WTO. It further assesses the gains for India from the CEPA by comparing services exports and imports before and after the CEPA came into operation. The study finds that India’s services exports to Korea have increased more than its imports from Korea, resulting in an increase in India’s services trade surplus with Korea after the CEPA. The study recommends exploring bilateral labour agreements with Korea to facilitate the movement of natural persons in specific sectors and further liberalisation commitments from Korea in services of India’s interests during the CEPA upgradation. JEL Classification: F13, F14, F15

Exploring Termination of Employment Based on Serious Criminal Offences

There has not arisen any case laws post-Decision of the Constitutional Court No. 012/PUU-I/2003 and enactment of Article 52 paragraph (2) of Government Regulation No. 35 of 2021 to show how the Constitutional Court decision is being interpreted and applied by judges. The authors propose a future model for judges who will be adjudicating disputes in the Industrial Relations Court, that they may set aside rules which conflict with principles of law. The decision of the Constitutional Court stated that a reason for termination of employment due to serious violations pertaining to criminal acts perpetrated by workers as detailed in Article 158 of the Employment Law contradicting the 1945 Constitution having no binding force. Using normative legal research the authors argue that judges, based on several principles of law with independence of judiciary principle on their top, may disregard controversial regulation as the basis to justify the employment termination. It is argued as such, although the rule is still in full force as implementing law of a new Law on Job Creation. The new Law seemingly re-legalizes the right of employers to terminate employment due to acts of violation committed by workers as regulated in employment agreements, company regulations, or collective labor agreements. Based on the theory of Dignified Justice judges if any future disputes on termination of employment due to the controversial rule occurred may decide in favor of the employee based on important principles of law rather than the controversial rule. This will clarify the uncertainty of understanding among some circles that the Constitutional Court Decision could simply be annulled by Article 52 of Regulation No. 35 of 2021.

DISPARITIES IN CHINA'S LABOUR MARKETS BETWEEN URBAN AND RURAL AREAS

This paper focuses on examining the urban-rural gap in China's labour market, using CHFS data. The findings indicate that rural workers in China exhibit a high employment rate due to lower education levels, making it easier for them to secure basic jobs in society. However, they often face lower wages and lack housing and medical insurance, making it challenging for them to sustain themselves in urban areas. It is crucial to recognize that the economic well-being of workers is not solely determined by wage income but also by working conditions and stability. Disparities between urban and rural labour forces cannot be overlooked, as migratory workers also encounter distinct labour agreements and social welfare rights. Research suggests that individuals with lower education levels tend to fare better in rural areas, whereas those with higher education levels typically thrive in urban settings.

Investments in Scientific Teaching Staff – Main Determinant of Quality Medical Education

Abstract Science has emerged as a powerful tool to facilitate researchers in conducting trustful summary of achievements in clinical practice. Science has a leading role in modern medicine as it allows prediction of the future development of new scientific ideas, formulating the prospects for future development. The purpose of the article was to make a comparative analysis and evaluation of the allocated funds for scientific and teaching staff hired under second employment contract in the university clinics or accredited teaching hospitals or departments for clinical training of the Medical University – Sofia for the period 2013-2022, and to show the effectiveness of investing in human capital. For the purposes of the research, the following were used: documentary method, analysis and synthesis and comparative method. During the analyzed period, a permanent tendency towards a decrease in the total number of clinical teachers in all clinical training centres was observed. The total amount of funds spent on the wage fund for the ten-year period increased by 35.7% compared to the beginning of the period. The increase in the funds for the salary fund of the clinical teachers stems from the policy that was introduced in 2016 with the Collective Labor Agreement – together with the social partners stimulation (bonus) for theoretical and practical training of medical students both in the Bulgarian language (state order), as well as payment for English language training. With a view to improving the quality of education of future healthcare Professionals, MU – Sofia continuously invests its own funds in its scientific and teaching staff. Proof of the effectiveness of the invested funds are the results of the last 10 years of the Rating System of the higher schools in the Republic of Bulgaria, in which MU – Sofia was ranked first in the five professional areas in which it conducts training.

Flexible work arrangements in collective agreements: evidence from Spain and the Netherlands

ABSTRACT Collective labour agreements are an understudied yet key aspect of flexible work policies, which are crucial resources for workers in combining work, family and other life domains. Despite a rich comparative work-family literature on flexible work arrangements at the company and national levels, little attention has been given to those negotiated collectively. Evidence on this topic is needed because such agreements can complement low levels of provision or even compensate the absence of company or national-level arrangements, ultimately defining their access. We contribute in filling this gap by conducting a cross-sectoral comparative exploration of collectively bargained provisions of flexible work arrangements in Spain and the Netherlands. We examine the clauses of 209 agreements using unique collective bargaining data from WageIndicator (2021). The analyses illustrate two important aspects of collectively bargained ‘family-friendly’ provisions. First, how differences in national baseline legislation shape opportunity structures for collective innovation around flexible work arrangements. Second, how sectoral variations appear to be primarily influenced by the representation of workers in high-skilled jobs, particularly when supported by high union density, rather than the share of female workers. We discuss the implications of these findings for workers’ work-family reconciliation and future work-family research.

ROLE OF THE NURSE IN MANAGING INVASIVE BLOOD PRESSURE MONITORING

Abstract Introduction Arterial blood pressure (BP) monitoring is an invasive system for directly tracking and measuring BP and finds its use in critically ill patients who require continuous hemodynamic monitoring and frequent arterial blood test. [1] Invasive monitoring requires the use of sophisticated equipment and specific skills for its management, which influence the quality of care, including the introduction of a catheter inside the arterial vessel. [2] Intra–arterial catheterization is considered the Gold Standard for a direct measurement of BP. [3] Therefore, the objective of this work is to outline the role of the nurse in the management of invasive BP monitoring, with particular attention to the possibility of independently managing the positioning of the arterial cannula itself. Materials and Methods A review was performed on the management of invasive BP monitoring, with a particular focus on the role of the nurse in arterial cannula positioning. The Pubmed database was consulted. The search strategy involved the use of Mesh terms and free terms, including "Hemodynamic Monitoring" “Vascular Access Devices” “Critical Care Nursing” “Arterial cannulation”. The terms used were combined together using the Boolean operator “AND”. The Code of Conduct for the Nursing ProfessionsMand the National Collective Labor Agreement were also examinatedand, along with everyday practice of professionals in this field of action. Results There are no studies in literature that clearly outline the role of the different professional figures in the management of invasive BP monitoring and there are no clear references regarding who is responsible for positioning the arterial cannula. The development of continuing education programs in the area of clinical reasoning skills for hemodynamic monitoring should be more emphasized. Furthermore, we should focus more on improving practical skills for hemodynamic monitoring. [4] Conclusions Advanced skills need to be officially acknowledge to the expert professional by the institutions they belong to, which should contribute to training by creating accredited company courses. Not only to protect assisted people and the professional, but also in order to enhance their work and give it the right recognition. Subsequently, studies could be carried out to evaluate the effective reduction in latency times between non–invasive monitoring and invasive monitoring on critically ill patients, if managed by the nurse.

Revisiting Picketing within the Framework of Turkish Labour Law

In the context of collective labour disputes, which often arise during negotiations for a collective labour agreement, various methods are employed by both employees and employers to resolve conflicts. Strike, one such method, involves employees abstaining from work or disrupting workplace activities to seek better working conditions or secure new rights. Strikes can be lawful or unlawful, depending on whether they adhere to the conditions specified in the Law No. 6356 on Trade Unions and Collective Bargaining Agreement. Picketing, another combative method, is utilized in labour law to address collective labour disputes and is closely linked to the freedom of expression. While colloquially defined as personal or collective protests using banners, picketing in labour law refers to employees gathering at the entrance of their workplace during a strike to voice complaints about the employer and persuade others to join the strike. This study aims to explore the concept of picketing within Turkish labour law and compare it with practices in Anglo-Saxon jurisdictions.

Electric massage chairs reduce labor pain in nulliparous patients: a randomized crossover trial

BACKGROUND: Labor pain varies significantly among pregnant women, ranging from mild to extremely distressing. Non-pharmacologic pain relief methods during vaginal birth are increasingly popular, either as a complement to pharmacologic agents or at times as the primary method of pain relief. Multiple trials have reported that manual or by-hand massage reduces labor pain. The effectiveness of full-body mechanical massage using electric massage chairs on labor pain remains unexplored.OBJECTIVE: To evaluate mechanical massage using electric massage chair on labor pain in nulliparous women.STUDY DESIGN: A randomized counterbalanced crossover trial was conducted in a university hospital in Malaysia from August 2022 to February 2023. Eligible nulliparas in labor with a minimum labor pain score of 5 (0-10 numerical rating scale) were enrolled. Participants were randomized to 30 minutes on the massage chair with mechanical massage followed by 30 minutes on the massage chair without mechanical massage, or the other way around in massage sequence. The primary outcome was change in pain score comparing pain with and without mechanical massage as a paired comparison for the entire trial participants. Secondary outcomes were across arms analyses of maternal and neonatal outcomes. The paired t-test, t test, Mann- Whitney U test, Chi square test and Fisher exact test were used as appropriate for the data.RESULTS: 208 women were randomized; 104 to each intervention. Data was available from 204 participants (103 randomized to massage first and 101 to no massage first). The primary outcome of change in labor pain score (0-10 Numerical Rating Scale, NRS) after massage and no massage (all participants included after crossover, paired t-test analysis) was mean±standard deviation 4.51±2.3 vs 5.38±2.1 mean difference - 0.87 (95% CI -1.14 to -0.59), p<0.001, a significant reduction in pain score after electric chair mechanical massage compared to no massage. On the across randomized arms secondary analyses, labor pain score after their first massage chair session was 4.35±2.52 (randomized to massage first, received massage as initial intervention) vs 5.66±1.73 p<0.001 (randomized to no massage first, received no massage as initial intervention) mean difference -1.31 (95% CI -1.91 to -0.748), a significant reduction after mechanical massage. Other distal maternal outcomes (mode of delivery, labor analgesia, duration of labor and maternal agreement that mechanical massage is effective for labor pain) and neonatal outcomes (Apgar score at 1 and 5 minutes, cord artery blood pH and base excess, and neonatal admission) were not different across randomized arms.CONCLUSION: Mechanical massage using an electric massage chair significantly reduces labor pain, offering a potential non-pharmacologic pain management option during labor.

The Principle Of Good Faith In Collective Labor Agreements Between Employers And Labor Unions In Review Of Contract Law

The principle of good faith is an important principle in contract law and is accepted in variouslegal systems, but until now the doctrine of good faith is still controversial Good faith is knownby 2 (two) phases, namely the pre-contract phase and the contract execution phase. The precontract phase is called subjective good faith, which means that good faith is more directedtowards honesty, while good faith in the contract implementation phase is called objective goodfaith, which means that good faith is interpreted as appropriateness and decency or justice. Awork agreement is an agreement between workers/laborers and employers or employers thatcontains working conditions, rights and obligations for the parties. The definition of workingconditions is the rights and obligations of employers and workers that have not been regulatedin laws and regulations. Work agreements made must not conflict with existing laboragreements or Collective Labor Agreements (KKB)/Collective Labor Agreements (PKB). Thisresearch uses normative legal research sourced from secondary data related to the researchtopic, secondary data that has been regularly arranged and then analyzed qualitatively. Fromthe research conducted, it was found that the position of the principle of good faith is veryimportant not only at the stage of making (signing) and post-making (implementation) of thecontract, but also at the pre-making (drafting) ) stage of the contract because in the practice ofcontract law the judge does use his authority to interfere with the contents of the contract. Thelegal consequences of a collective bargaining agreement that does not contain the principle ofgood faith are that if the subjective requirements concerning the subject of the CBA areincomplete, or in other words the requirements that must be met are not appropriate for thosewho wish to make a CBA, then the CBA that has been made can be requested for cancellation bythe trade union/labor union. If the cancellation is not requested by both parties concerned, thenthe PKB remains valid for the parties. The first legal effort made by PT United Rope with thelabor union is by way of deliberation to reach consensus first, although in dispute resolution ifthere is no good faith in the collective labor agreement is through 2 (two) systems, namely first,non -litigation / outside the industrial relations court, namely bipartite settlement, mediation,conciliation and arbitration, while the second settlement is litigation.

Analysis of push and pull factors influencing the migration of Ugandan domestic workers to Saudi Arabia

The study explored the push and pull factors driving Ugandan domestic workers to migrate to Saudi Arabia. The research paradigm employed was social constructivism, where individuals seek to understand their world and develop meanings based on their experiences. A qualitative approach using a phenomenological research design was utilised. Data was collected from a sample of eighteen (18) respondents through unstructured interviews to identify the factors contributing to the migration of Ugandan domestic workers to Saudi Arabia. Thematic analysis was conducted during data analysis. The migration factors were presented in concept maps created using Nvivo 10.0. The study uncovered that push factors varied from person to person, but major ones included poverty, unemployment, school dropout, family obligations, marital neglect, domestic violence, personal development goals, poor working conditions, work-related challenges, peer influence, and single parenting. Pull factors include the influence of Arabian family culture that promotes the demand for maids, bilateral labour agreements, adventure, attractive job prospects, free travel documents, cost-effective job processes, and an easy migration process. The study concluded that without effectively addressing push factors to provide long-term solutions, the migration of Ugandan domestic workers to Saudi Arabia will persist. It is recommended that the Government of Uganda take steps to create a conducive environment with satisfying employment opportunities for these young individuals to reduce the number of people seeking jobs outside Uganda. This involves generating employment opportunities to regulate internal domestic work and make it highly profitable, thereby encouraging young people to remain in Uganda.

Intimate liminality in Spain's berry industry

AbstractSpain's berry industry relies on the agricultural labour of both local and seasonal migrant workers. A significant part of this migrant workforce comprises Moroccan mothers who leave their children with relatives in order to perform this wage labour. The bilateral recruitment regime favours the employment of Moroccan women with children for this labour to ensure that workers return home at the end of the harvesting season. Drawing on multi‐site ethnographic research in Spain and Morocco, this study revealed the effects of this bilateral labour regime on the intimate lives of migrant workers. We argue that the geopolitical prescriptions of this labour migration regime, along with the working and living conditions of migrant workers in Huelva, result in experiences of intimate liminality. We examined these experiences by exploring: (1) how the role of female workers as mothers becomes liminal as transnational labour agreements marginalise and outsource care obligations, (2) how governmental neglect of migrant workers' occupational health exposes them to reproductive health risks and (3) how this neglect places them in a liminal space in terms of access to healthcare, and (4) how, despite their liminality, migrant workers contest precarious conditions through everyday solidarity practices. We advance a feminist approach to liminality, emphasising the importance of an embodied, intersectional, and multiscalar perspective.

Improvement of Strategic Negotiation on Collective Labor Negotiation Process at PT. Layar Berkembang Indonesia

Collective Labor Agreement Negotiation process is a mandatory for employers and workers in Indonesia as stipulated under Labor Law No:13 Year 2003 and further regulated under Ministry of Manpower Regulation (PERMENAKER) No:28 Year 2014. Through this Collective Labor Agreement process, unions continue to fight for the intrinsic rights of worker’s welfare such as salary increase, better medical health facility, transport allowance, meal allowance, terms of employment, and safety policies, ways to balance work and family, and more. From the employers’ perfective, Collective Labor Agreement negotiation process is very crucial process as the ‘failed negotiation’ could lead to a strike and cessation of company production. The author conducted gap and data analysis by assessing the current process by referring to prevailing regulations. The author used SWOT analysis to identify the current weaknesses (internal factors) and un-structured negotiation strategy of PT. LAYAR BERKEMBANG Indonesia. External Analysis also being carried out by using PESTLE analysis to support the strategy improvement from different aspects and factors. To support the implementation of new Negotiation Framework, management of PT. LAYAR BERKEMBANG must take a series of actions and involve all leadership team in this improvement initiatives. HR Department must take lead in this process and align with other stakeholders for the implementation of this new framework so that the next Collective Labor Negotiation process is accountable and align with prevailing regulations in Indonesia.therefore author recommend this method compared to the current simple moving average method.

Социальное партнёрство как институт обеспечения интересов российского государства в сфере занятости

In the article, social partnership, aimed at harmonizing the relations of workers and employers in the sphere of labor, is considered from the point of view of ensuring the interests of the Russian state in employment relations. The regulatory and protective parts of the legal mechanism of social partnership are studied. Purpose. The author's goal is to identify elements of the Russian social partnership system aimed at protecting state interests in the field of employment by finding a compromise between employees and employers and delegating jurisdictional functions to parity social partnership bodies. Methodology. Methods of analysis, synthesis, formal-legal, comparative-historical and comparative-legal, method of interpretation of legal acts are used. Results. Based on a study of the regulatory framework and the works of lawyers, it was concluded that the essence of the Russian social partnership system is to ensure the protection of the interests of the state by coordinating the positions of the parties to labor relations. The state protects public interests at all levels of labor agreements, which must also be met by bilateral collective agreements. The difference between labor relations and all other blocks of social relations in Russia is that the state has created an additional mechanism - a system of social partnership in the sphere of labor, which allows the state to protect its interests in the field of labor and employment not only through the creation of legal norms, the issuance of regulatory instructions and activities jurisdictional government bodies, but also by finding a compromise on controversial issues with other stakeholders in the social and labor sphere. At the same time, the state went beyond the limited consultative participation of interested representatives of workers and employers in establishing rules of conduct, but delegated the very adoption of these rules to public structures in equal cooperation with the state. To the detriment of the competence of state jurisdictional bodies, the state vested the powers to resolve individual and collective labor disputes on social partnership bodies created on a parity basis by employees and employers.

The extension of the power to derogate in pejus by collective labour agreement in Brazil

The extension of the power to derogate in pejus by collective labour agreement in Brazil

Advancing fatigue management in healthcare: risk-based approaches that enhance health service delivery.

Given the need for 24/7 healthcare services, fatigue is an inevitable consequence of work in this industry. A significant body of regulatory advice and hospital services have focused primarily on restricting work hours as the primary method of mitigating fatigue-related risk. Given the inevitability of fatigue, and the limited capacity of labour agreements to control risk, this commentary explores how the principles of fatigue risk management might be applied in a healthcare setting.

Tinjauan Yuridis Perbuatan Ingkar Janji (Wanprestasi) Oleh Buruh Tani Ditinjau Dari Kompilasi Hukum Ekonomi Syariah

The problem in this research is about the practice of broken promises (defaults) by farm workers in the village of Lumban Dolok. This type of research is field research. The primary data source in this study is by conducting direct interviews with farm workers who own the plantation, the Head of Lumban Dolok Village, traditional leaders. while the secondary data is in the form of fiqh muamalah books, and journals related to this research. Data collection techniques using field studies, namely observation, interviews, and documentation. The data analysis technique used in this study is to use a qualitative descriptive method. The results of the study show that the act of breaking a promise (default) by this farm worker begins with a verbal agreement between the owner of the garden and the farm worker in the agreement, one of the points is not being able to cancel the agreement suddenly and not asking for wages before doing the work. . However, in reality, when he was about to implement the farm labor agreement, he canceled the agreement with the garden owner, and asked for his wages on the grounds that he really needed it. This practice of breaking promises (defaults) by farm workers when viewed from a juridical view of this agreement is considered a unilateral cancellation of the agreement without the consent of the other party, in accordance with Article 1338 paragraph (2) of the Civil Code, it is clear that the agreement cannot be canceled unilaterally, because if the agreement is canceled unilaterally, it means that the agreement is not binding between the people who made it. Meanwhile, if viewed from the compilation of sharia economic law, it is explained in article 36 which explains that breaking a promise occurs if you do not do what has been promised, in this case the farm worker does not carry out the agreement in accordance with the agreement and terminates the agreement suddenly without any clear reason. This also contradicts the compilation of sharia economic law article 21 which states that there is no trustworthiness from farm workers, besides that there is also no attitude of openness and good faith from farm workers to find a replacement to be able to continue the agreement that has been canceled.