Implementation Of Mediation Function By Semarang City Manpower Department As An Instrument For Non-Litigation Settlement Of Labor Disputes

Abstract

Law No. 2 of 2004 concerning the Settlement of Industrial Relations Disputes is the legal umbrella that regulates the procedures for resolving industrial relations disputes between employers/companies and workers/laborers. The duties of an industrial relations mediator are to foster industrial relations, develop industrial relations, and resolve Industrial Relations Disputes. The Mediator is obliged to provide written recommendations to the disputing parties to resolve disputes over rights, interests, termination of employment, and disputes between trade unions/labor unions. The study results indicate that in the implementation of industrial relations dispute mediation, the provisions regarding the time to provide written recommendations from the Mediator in the event of no agreement in resolving the dispute to the parties have not been adequate because they often exceed the specified period. The obstacles faced by industrial relations mediators in resolving dispute cases are the difficulty of bringing together the two disputing parties and the difficulty of the disputing parties. Employers who are domiciled abroad or out of town find it difficult to spare their time. And the limited authority given by the company to personnel hinders the mediation process.