shrm-bab-7 2013
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MATA KULIAH MANAJEMEN SUMBERDAYA MANUSIA STRATEGIK
Program Studi Magister Manajemen
Universitas Mercu Buana
Jakarta
TERAKREDITASI “A” BAN-PT
“Unggul Mutu dan Bermanfaat”
INTRODUCTION
In climate of democratic and reformation, several environmental
factors affect an organization’s HRM function, particularly the
laws and legal issues. Environmental factors can influenced
company’s success and survival.
The managers must know “do and don’t” 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 individual’s 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 individual’s 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