Dewi Hardiningtyas, ST, MT, MBA
Industri & Serikat Pekerja
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Siapa saja entitas perusahaan / industri ?
Worker Rights is Human Rights Deklarasi Universal Hak Asazi Manusia Pasal 23 Konvensi ILO No. 87 Tahun 1956 (Freedom of Association of the Right to Organise)
Keppres No. 83 tahun 1998
Employment at will (1930)
Employment as a completely voluntary relationship that both the employee and the employer were free to terminate at any time and for any reason.
Definisi Serikat Pekerja Serikat Pekerja A labor union is a group of workers who have organized in order to pursue common work related goals, such as better wages and benefits, safer working conditions, and greater job security.
Serikat pekerja adalah organisasi demokratis yang berkesinambungan dan permanen dibentuk secara sukarela dari, oleh dan untuk pekerja sebagai maksud dan tujuan tertentu.
Tujuan Serikat Pekerja (1/4)
Melindungi dan membela hak dan kepentingan pekerja
Tujuan Serikat Pekerja (2/4)
Memperbaiki kondisi – kondisi dan syarat - syarat kerja melalui perjanjian kerja bersama dengan manajemen / pengusaha.
Tujuan Serikat Pekerja (3/4)
Melindungi dan membela pekerja beserta keluarganya akan keadaan sosial dimana mereka mengalami kondisi sakit, kehilangan dan tanpa kerja (PHK)
Tujuan Serikat Pekerja (4/4)
Mengupayakan agar manajemen / pengusaha mendengarkan dan mempertimbangkan suara atau pendapat serikat pekerja sebelum membuat keputusan
Prinsip Serikat Pekerja Solidaritas
Kesatuan
Demokratik
Sukarela
SP
Permanen
Kemandirian
Peran Serikat Pekerja 1
Perlindungan
2
Peningkatan kondisi dan syarat kerja
3
Perjanjian Kerja Bersama
4
Menangani keluh kesah anggota
5
Menyelesaikan perselisihan
Peran Serikat Pekerja 6
Menyediakan manfaat lainnya (untuk kesejahteraan anggota)
7
Sebagai suara pekerja
8
Menyediakan sarana komunikasi
9
Melakukan kerjasama dan menjalin solidaritas dengan pekerja atau serikat pekerja lainnya baik secara nasional maupun internasional
10
Meningkatakan pelaksanaan hubungan industrial untuk menciptakan keharmonisan hubungan antara pekerja/serikat pekerja dengan pengusaha/manajemen
Model Serikat Pekerja 1
2
Service Model Union yaitu dimana serikat pekerja melaksanakan apa saja untuk anggota
Organising Model Union yaitu dimana anggota berpartisipasi dan berbagi tanggung jawab bersama-sama dengan pemimpin serikat pekerja dalam menjalankan organisasi.
Model Serikat Pekerja 1
2
Craft unions represent workers who have the same skill or work in the same profession.
Industrial unions represent workers who are employed in the same industry regardless of their specific skills or profession.
Hubungan Industri dalam SP Labor conference, pro-labor legislation, political activism, strategic support
Training (leadership), dealing contract
Mengakomodasi problem pekerja industri.
International Unions National Unions Local Unions
Employee
Isu-isu tentang Serikat Pekerja Anti serikat pekerja propaganda oleh pengusaha ataupun bahkan dari pemerintah sendiri, Potret negatif serikat pekerja dan aktifitasnya,
Konsep palsu tentang serikat pekerja yang mengakibatkan keragu – raguan antar pekerja sehubungan dengan serikat pekerja dan fungsi serta peranannya, Masih banyak serikat pekerja yang hanya berdiri karena keinginan pemerintah dan pengusaha sebagai maksud untuk “melaksanakan” konvensi ILO tentang kebebasan berserikat dan berorganisasi; Masih adanya larangan bagi pegawai pemerintah untuk mendirikan serikat pekerja atau bergabung dengan serikat pekerja yang ada.
Permasalahan Serikat Pekerja Permasalahan Internal Organisasi
Keanggo- Kehadiran taan anggota
Pengetahuan
Iuran anggota
Anggota wanita
Yellow unionism
Permasalahan Serikat Pekerja Permasalahan Eksternal Organisasi
Komunikasi Pemerintah dg Manaj.
Masyarakat
Pekerja asing
Collective Bargaining Collective bargaining is the process by which representatives of labor and management attempt to negotiate a mutually acceptable labor agreement. Distributive bargaining is the traditional approach to collective bargaining. The two sides negotiate, but they don’t explicitly cooperate. Each side usually assumes that a gain for one party is a loss for the other, resulting in an adversarial bargaining environment.
Interest-based bargaining takes a different approach. Rather than beginning with predetermined positions and a long list of inflated demands, each side identifies concerns it wants to discuss. The goal is to find a “win-win” outcome that benefits both sides.
Dealing with Impasse An impasse exists when the two parties recognize that a voluntary agreement can’t be achieved under current conditions, and that a strike or lockout appears highly likely.
With a strike, the workers decide when to begin and end the work stoppage
With a lockout, these choices are made by the employer (company).
Picketing Picketing occurs when workers walk outside the employer’s place of business carrying signs with facts and slogans to publicize their position.
Boycott A boycott occurs when striking workers and their supporters refuse to do business with the employer during a labor dispute.
The Neutral 3rd Party Mediation involves bringing in an outsider who attempts to help the two sides reach an agreement. Mediators are skilled facilitators who are good at reducing tensions and providing useful suggestions for compromise. But they have no authority to impose a settlement. If one or both sides reject the mediator’s suggestions, the mediation effort will fail.
The Neutral 3rd Party Arbitration involves bringing in an outsider with the authority to impose a binding settlement on both parties. An arbitrator will listen to both sides, study the issues, and announce a settlement. Arbitration is rare in the case of private sector collective bargaining, but the public (government) sector uses it frequently to settle disputes.
File a Grievance! Grievance is a complaint by a worker that the employer has violated the terms of the collective bargaining agreement.
Pendidikan dan Pelatihan bagi SP
Kualitas : Kemampuan
Pendidikan Bagi SP
Demokrasi
Kuantitas : Efisiensi Kerjasama
SP akan lebih kuat!
Keberlanjutan SP!
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