Termination Of Employment Research Articles

Penerapan Metode Pembobotan ROC Dan Metode WASPAS Pada Sistem Pendukung Keputusan Seleksi Pemilihan Penerima Bantuan UKT

The impact of the Covid-19 pandemic that is felt by the community is the paralysis of all daily activities. As a result, the cessation of work for a long time causes the company's economy to cripple and results in many companies losing money and making Termination of Employment (PHK) for employees or employees. For the heads of families, the termination of employment (PHK) experienced, of course, has a fairly heavy impact. There are many bad impacts caused by Termination of Employment (PHK) such as not being able to continue education for children, especially in college due to not being able to pay tuition fees every semester. Therefore, to overcome this problem, the government created a Single Tuition Assistance (UKT) program. However, the UKT assistance provided by the government was not able to cover all the financing needs for students who were affected by the Covid-19 pandemic. Limiting quotas for recipients of Resident Tuition (UKT) assistance for Budi Darma University is a new problem, of course. Decision Support System is a computerized system on a computer that is used to support decision making in organizations. The Weighted Aggregated Sum Product Assessment (WASPAS) method is a combined method consisting of the WP method and the SAW method, the WASPAS method is expected to provide better results in helping to determine the decision support system. To support obtaining optimal and objective results, a weighting method is needed, namely the ROC method. Based on the above discussion, the research that will be carried out is to select students who receive Single Tuition (UKT) assistance. The results showed that the four alternatives with the highest preference scores received UKT assistance, namely A6, A5, A4, A3

EDUCATION MANAGEMENT EFFECTIVENESS AT STATE SENIOR HIGH SCHOOL FOR ISLAMIC STUDIES 2 MANDAILING NATAL

Abstract. This study aims to determine the Education Personnel Management Effectiveness ofat State Senior High School For Islamic Studies (MAN) 2 Mandailing Natal, namely: 1) employee planning, 2) employee procurement, 3) coaching and staffing, 4) promotion and transfer, 5) employee termination, 6) compensation, and 7) employee evaluation and development management of Education Personnel at MAN 2 Mandailing Natal. The approach used in this research is a qualitative approach. The place that became the object of this research was Madrasah Aliyah Negeri (MAN) 2 Mandailing Natal, which is located on Jl. Teuku Umar Pasar III Natal, Natal District. The results of the study show that: The required staff planning is adjusted to the required students. Therefore, before preparing a plan, it is necessary to carry out a job analysis and job analysis to obtain a job description (an overview of the tasks and work to be carried out). Procurement of employee educators always conforms to the plan that has been prepared by the Head of Madrasah and staff at the madrasah for procuring staff themselves must go through a recruitment process, oral exams, written exams, and practical exams, so far the procurement of teaching staff has only used exams writing and studying. The development of employee education staff at MAN 2 Mandailing Natal must always be specifically related to the development and career paths of teaching staff according to the category of each type of teaching staff themselves. Promotion, transfer, dismissal, compensation and evaluation of employees always refer to the rules that are in accordance with the provisions.

OMNIBUSLAW EMPLOYMENT CLUSTER: IS ITA FORM OF LABOR EXPWITATION IN THE INDONESIAN CONTEXT?

Omnibus legislation isthe crucial method used when enacting the Law on Job Creation and it is concerned with providing further protection for Indonesia workers.Ibis article aims to identify the new regulations pertaining to the Job Creation Law, especially in the Labor cluster. In addition, this article will also try to analyze the relevant labor cluster regulations of the Job Creation Law, paying special attention to the issue of legal protection for workers. This is normative legal research that has applied the statutory approach, conceptual approach, and factual approach. The findings of the research show that there are various changes related to labor issues in the Job Creation Law, including regulations related to foreign workers, work relations, working time, rest and leave time, wages, termination of employment, and severance pay.An analysis of the legal implication that arises from several indicators of change then shows that the characteristics of the Labor Cluster arrangement in the Job Creation Law are potentially detrimental to workers. Although several new regulations benefit workers in an industrial relationship, in general, the Job Creation Law, especially the Labor Cluster, still reflects the main orientation of its formation, namely to facilitate investment through the creation of a :flexible working relationship, causing uncertainty and the more marginalized status of workers. There is a need to ensure further certainty in the laws in order to ensure a broader protection for the status and rights of Indonesian workers.

Odnos disciplinskog i otkaznog postupka u radnom pravu Republike Srbije

In the labor law of the Republic of Serbia, in the general employment regime, the institute of disciplinary liability is regulated within the institute of termination of employment, i.e., legal provisions on termination of employment contracts due to violation of work obligations and non-compliance with work discipline. However, the process of establishing employees' liability for severe breaches of work obligations and failure to adhere to work discipline during the employment contract termination notice period may not constitute an adequate solution. Firstly, this is due to the relevant regulations not addressing, even at a fundamental level, the specifics of the disciplinary procedure. Instead, they establish liability for work obligation breaches and failure to comply with work discipline within the termination procedure, where disciplinary actions are also determined and applied. Given that the mechanisms that limit the abuse of the employer's disciplinary powers are significantly weakened, the author points out the necessity of re-examining the concept of disciplinary liability and disciplinary procedure. Although disciplinary and dismissal procedures have certain similarities, they are two distinct labor law institutes with different objectives. By applying the normative and comparative legal methods, and analyzing the results obtained through empirical research and case law, the author will present the observed problems related to the current regulation of these institutes and propose potential solutions de lege ferenda.

Manajemen Sumber Daya Manusia dalam Peningkatan Mutu Pendidikan di MAN 2 Kabupaten Pangandaran

The main problems in this study are planning, organizing, planning human resources, supervising in improving the quality of education in MAN 2 Pangandaran Regency. Methodologically, this research is qualitative research by searching, analyzing, and intervating the data found through interviews, observations (observations) and study documents. The data that has been collected is checked for validity through data validity standards, in the form of trustworthiness and certainty. The data analysis techniques carried out are reducing data, presenting data and drawing conclusions from research results. This study aims to find and examine more deeply the effectiveness of human resource management in MAN 2 Pangandaran Regency. Data are obtained through observation, where researchers function as instruments to make observations, in-depth interviews with primary data sources and study documentation. Data is analyzed by intercative analysis through 3 activities, namely data reduction, data presentation, and drawing conclusions. From the results of this study, it can be explained that the Human Resource Management of Educators in MAN 2 Pangandaran District includes: 1) HR planning is designed and compiled systematically and based on school independence by taking into account the characteristics of the school. 2) HR recruitment is carried out by prioritizing the principle of professionalism. 3) The selekesi in the value has met the professional element. 4) The training conducted has had a positive impact and influence both for the school and personally. 5) Work assessment is carried out using two aspects, namely quantitative and qualitative aspects. 6) Compensation. 7) Termination of employment. Meanwhile, improving the quality of human resources of educators in MAN 2 Pangandaran District that the efforts of school principals in improving the quality of education are seen in input, process, and output indicators. The principal's efforts in improving the quality of education in relation to input indicators are preparing professional educators; both through coaching; discussions and meetings; academic seminars; include training, workshops; and training, refining student recruitment strategies through promotion.

Radnopravne posledice smrti i gubitka poslovne sposobnosti poslodavca sa svojstvom fizičkog lica

The employer may act in the legal capacity of a natural person or a legal entity. In the former case, the subject of an employment relationship is a natural person per se or a natural person in the capacity of a sole trader or a freelancer. In the latter case, given that a natural person is identified with his/her own enterprise (as they constitute one body), the question arises what happens in the event of a change in the legal status of a natural person as the employer (a holder of a sole proprietorship), which will primarily take place in the event of death or loss of legal capacity. Considering that the labour legislation of the Republic of Serbia does not provide an answer to this question, the author will address this question by seeking answers within the framework of general rules of labour, inheritance, family and company legislation. In that sense, the paper analyzes the effects of death and loss of legal capacity of an employer (a natural person) on the existing employment relations. The author aims to respond to the question whether the employer's death necessarily causes the termination of employment, or whether such employment may be continued by the employer's successors (in which case, it may be considered as the change of employer). In particular, the author focuses on the provisions of the Business Companies Act, which regulate the possibilities to continue conducting the business in the event of the sole trader's death while implicating their shortcomings, unclarities and issues they cause in the interpretation and practical application thereof. In that context, the author examines the legal grounds enabling the successor to take over the sole trader business, the subject matter of such succession, the labour law status of employees, and the possibility for the co-successors' community (a number of natural persons) to act in the capacity of the employer.

Conceptual Approaches To The Formation Of The Resource Potential Of The Pension System Of Russia

The article provides a brief analysis of the resource potential of the pension system. The main models of financing the system of providing citizens in the event of the occurrence of risks that threaten a person, as well as in the event of termination of employment, are considered. In the analysis of the resource potential, it is proposed to use a socio-dynamic model for the formation of potential opportunities for the financial component of the pension system. The author's definition of resource potential and classification of pension services are given. It is shown how the lack of integrity and consistency in views on the financing of the pension system and its stability causes shortcomings, contradictions and imbalances in its functioning

An Examination of the Impact of the New Labour Codes on Shaping a New Paradigm for the Next Generation

More than 200 state laws and 40 central laws create collaborating jurisdictions; thus, reforms were necessary to put them all under a unified framework for the protection of a few of the mother law codes. Disputed termination of employment is addressed in several new sections added to the code. In a first in the history of labour law, social security rights have been extended to workers in the unorganised sector, including Migrant Workers, Platform Workers, etc. The Central Government would establish a "Social Security Fund" for Unorganised workers, as stated in this code. Workers from other states have also been given access to the benefits of the Public Distribution System. In addition, we must ensure that migrant workers have access to adequate housing and financial services. A statute that secures the employment rights of women in both the city and the country. As per the cultivation of the paper, it is explored that Labour Reform desperately needed. Working hours need to be changed, and a new work culture needs to be established in light of the current climate. Additional protections need to be defined for migrant workers, and particular legislation needs to be adopted to secure the safety and security of women in the workplace.

An Autoethnographic Exploration of Depression in Africa

While most mental health issues in Africa are viewed as a curse or a form of spiritual attack, and people who suffer from them get discriminated against, depression is somehow viewed as a “luxury sickness”. It is viewed as a sickness for the wealthy or those in the developed world to pamper themselves into doing nothing. It is assumed to be nonexistent in many parts of Africa because it is believed that such situations can easily be mitigated with spiritual help. This autoethnographic study of the lived experience of employment termination that led to depression is used to explore how people in Africa live through, understand, and overcome the phenomenon with limited knowledge and clinical psychological services.

Human Rights Issues at Amazon Corporation

Multinational corporations like Amazon play important role in socio-economic development of the capitalist countries like the United States. The study aims to identify and analyze the problems and issues faced by the Amazon employees. It is found that the Amazon’s work environment consists of harsh working conditions, excessive productivity quotas, and screening methods that put its employees at risk with serious consequences for their safety and well-being. Guided by media testimonies and published reports, the work presents one of the first detailed and balanced reports of human rights issues at the Amazon. It is suggested that to protect workers’ rights the legislators and government agencies must develop and enforce robust workplace safety regulations. Also, by facilitating the Amazon workers form unions, a right granted by the International Labour Organization and the US Constitution, and guaranteeing the role of humans (and not machines) in employee terminations several human right issues can be resolved before reaching courts.

BUILDING AN IDEAL INDUSTRIAL RELATIONSHIP IN INDONESIA POST-DECISION OF THE CONSTITUTIONAL COURT

The terms of termination of employment due to gross misconduct by workers have been canceled. The ruler can no longer perform unilateral termination of employment. The determination of gross misconduct awaits the verdict of a court that has the force of law remains. The purpose of the study was to review the decision of the working relationship of gross misconduct after the decision of the Constitutional Court and to examine the working relationship between workers and the ideal ruler in the future. This study uses a philosophical approach, which is to examine the working relationships of workers and ideal rulers in the future. The results of this study showed that termination of employment among others because workers make severe mistakes that have the effect of not getting severance money and without any prior warning. The provision has been overturned by the Constitutional Court. Workers who commit gross misconduct must be proven first through criminal proceedings and there is a court ruling that has a fixed legal force. The pattern of worker and employer relationships is expected to create a mutually beneficial working relationship between the two parties in the future. The employment relationship of workers and employers is supposed to be a partnership relationship so that there is no discrimination, intimidation, and exploitation. Industrial relations ideally refers to Pancasila. With the source of Pancasila as a philosophical basis, and the 1945 Constitution all the rules of law governing Industrial Relations as its implementation. With this relationship, it is expected that the nuances of worker and employer relationships in the future can be harmonious, there is a positive syntactic relationship.

Settlement of Bipartite Termination of Employment Disputes Based on Undang-Undang Nomor 2 Tahun 2004

The problems that occur in the world of work are not only workers and the availability of jobs. The problem of termination of employment or layoffs is one of the problems that often occurs. Differences in perceptions regarding layoff decisions made by employers or workers give rise to disputes. This dispute certainly disrupts the company's operations so it needs to be resolved quickly and fairly for all parties. The state as the protector of society regulates the bipartite settlement of layoff disputes. The purpose of this research is to find out the bipartite dismissal dispute settlement mechanism based on UU No 2 Tahun 2004. This juridical research obtained data from literature, regulations, and laws related to this study. The study show the bipartite negotiation mechanism, namely the stages before the negotiations, bipartite negotiations, minutes of negotiations, and reporting of the minutes of bipartite negotiations.

“Analisis Pada Pekerja Yang Mengalami Pemutusan Hubungan Kerja Karena Kesalahan Berat”

For employees and laborers in Indonesia, termination of employment is an inevitable fact, and laws regulating termination of employment are sought after in relation to the rights earned when termination happens. The worker's relationship with the employer may be terminated by the employer for reasons other than the worker's own actions or corporate decisions. For example, there are workers who are subject to termination because they committed an act of serious negligence and are still entitled to protection under the law. The issue at hand is how various termination-related legal laws have varying effects and how Law No. 11 of 2020 about Job Creation will modify the termination process and protection. The goal of this study is find out the laws and regulations governing termination and what are the legal instruments that support the rights of workers / workers affected by termination. This research uses exploratory qualitative methods using data through primary and secondary data sources. Based on the results of research, workers / workers get legal uncertainty regarding the rights obtained if they are terminated due to gross error.

PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DALAM PEMENUHAN HAK PEKERJA YANG DIPUTUS HUBUNGAN KERJA

Termination of employment is a common occurrence in the world of work, especially in the industrial sphere where there is a great need for workers, especially laborers or freelancers. Not infrequently of those who have been laid off due to several factors, especially since the Covid-19 virus in Indonesia, it is not only one or two companies that have reduced employees, but many companies have reduced employees. From here, of course, not all of them get the right and proper rights, there are some of them that do not receive their rights as they should.

HAK PEKERJA YANG MENGALAMI PEMUTUSAN HUBUNGAN KERJA BERDASARKAN PERATURAN PEMERINTAH NOMOR 35 TAHUN 2021

This study aims to determine the rights of workers who experience termination of employment based on Government Regulation No. 35 of 2021 concerning certain time work agreements, outsourcing, work and rest periods, and termination of employment. This research uses normative legal research by using approach methods, namely; Legislation approach method, conceptual approach and Historical approach. The analysis of legal materials obtained is in accordance with the above data collection techniques, then the collected data is then processed and analyzed qualitatively. The results of the research and discussion conclude that the regulation regarding the process of termination of employment as regulated in Articles 37,38 and 39 as well as the rights of workers obtained in the event of termination of employment are contained in Articles 40 to 59 of Government Regulation Number 35 of 2021 concerning work agreement for a certain time, outsourcing, working time and rest time, and termination of employment.

SISTEM PEMUTUSAN HUBUNGAN KERJA PASCA BERLAKUNYA UNDANG-UNDANG CIPTA KERJA

The enforcement of labor law in Indonesia is certainly a very very interesting discourse to discuss, this is with the enactment of Law Number 11 of 2020 concerning Job Creation which has deleted, added, and changed some of the Articles in Law Number 13 of 2003 concerning Manpower. In fact, it has brought juridical implications for debate by a number of circles, because it not only invites practical problems, but also theoretic. termination of employment, to the obligation to negotiate after termination of employment. Second, the work copyright law has provided a demarcation line between the reasons for termination of employment, prohibitions on termination of employment, and the amount of rights in the form of severance pay, service award and compensation for rights that must be received due to termination of employment. , including the amount of rights due to termination of employment in Law no. 13 of 2003 concerning Manpower is much larger than Law no. 11 of 2020 concerning Job Creation

PERLINDUNGAN HUKUM TERHADAP SERIKAT PEKERJA BERDASARKAN UNDANG UNDANG NO 21 TAHUN 2000 DAN UNDANG UNDANG KETENAGAKERJAAN

In carrying out and carrying out the development of a company there must be several factors such as capital, nature, and labor factors. In the course of history, it has been proven that the role of trade unions/labor unions in fighting for the rights of their members is very large, so that workers/labourers have felt the benefits of an independent and consistent trade union/labor union organization in fighting for workers' rights. In this paper, the author uses a normative research method that examines law from an internal perspective with the object of research being legal norms. One form of protection for workers is a trade union or labor union. Another function of the trade/labor union is as a party to the settlement of industrial disputes, namely differences of opinion which result in a conflict between the entrepreneur or a combination of employers and workers/labor or a trade/labor union due to disputes over rights, disputes over interests, and disputes over termination of employment. and disputes between trade unions/labor unions in only one company. Here the existence of law is only as a tool to secure the power of the owners of capital under the guise of moralists. It is not only the law that is used as a mere tool, but the role of the government, which should carry out the functions of supervision, prosecution, and the function of setting policies, cannot act as it should. It seems that the law which was originally used as a means of control cannot be used optimally in serving the interests of the community, and especially for workers who want to uphold the law (the rule of law). Here the effectiveness (enforcement) of the law begins to be questioned, and in particular the level of success in providing services to the industrial community

How ex-employee citizenship behavior is generated: From the perspective of legacy identification.

The termination of employment is not the end of an organization-employee relationship. As ex-employees can provide various benefits to their former organizations, and a large number of ex-employees have accumulated in enterprises because of increased employee mobility, research on ex-employees' contribution behavior, and how it is generated are significant to organizations in making use of their ex-employees effectively and consequently improving organizational efficiency. Based on the research into organizational citizenship behavior, Study 1 extended the focus of organizational citizenship behavior research to include ex-employees, introducing the concept of ex-employee citizenship behavior. The measurement of ex-employee citizenship behavior was developed based on Hinkin's tutorial. Using social identity theory, Study 2 discussed how ex-employee citizenship behavior is generated. A two-wave survey of 291 former employees was conducted. Hierarchical regression analysis and the bootstrap method were then applied to test the hypotheses. The results showed that legacy identification was positively related to ex-employee citizenship behavior. Furthermore, the interaction between perceived organizational prestige and perceived insider status was positively related to legacy identification. Perceived organizational prestige and perceived insider status were also indirectly and interactively related to ex-employee citizenship behavior through legacy identification. The positive relationship between legacy identification and ex-employee citizenship behavior was moderated by the cooperative relationship between the current and former organizations. Additionally, the indirect positive effect of the interaction between perceived organizational prestige and perceived insider status on ex-employee citizenship behavior through legacy identification is moderated by the cooperative relationship between the current and former organizations. The theoretical and practical implications of this study were discussed. Finally, the limitations of this study were presented alongside suggestions for future research.

Unilateral Termination of Employment of Pensionable Workers Held Unconstitutional – Between Equal Treatment, the Principle of Legality and Pure Formalism

During the second wave of the COVID-19 epidemic, the Slovenian legislator adopted the Act Determining Intervention Measures to Assist in Mitigating the Consequences of the Second Wave of COVID-19 Epidemic (Zakon o interventnih ukrepih za pomoč pri omilitvi posledic drugega vala epidemije COVID-19). According to the draft law, the aim of the emergency piece of legislation was to mitigate and eliminate negative effects of the COVID-19 epidemic on businesses, the labour market, the healthcare system and social security schemes. Nevertheless, the intervention act also amended provisions concerning the termination of employment contract by introducing a new exception to the require- ment of a substantiated valid (business) reason for dismissing a worker. The employers in both private and public sector were now eligible to terminate the employment contracts of workers who met the conditions for acquiring the right to an old-age pension without stating or justifying any valid (business) reason whatsoever. The article examines the judgement of the Constitutional Court of the Republic of Slovenia reached in a case put forward by Slovenian trade unions and the Advocate of the Principle of Equality, with an emphasis on the courts somewhat formalistic approach to what could have been a major antidiscrimination decision concerning old-age.

Valuing Losses of Pension Benefits

Valuing Losses of Pension Benefits