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.
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
Serikat pekerja adalah organisasi demokratis yang berkesinambungan dan permanen dibentuk secara sukarela dari, oleh dan untuk pekerja sebagai maksud dan tujuan tertentu.
Definisi Serikat 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
Peran Serikat Pekerja
Perlindungan 1
Peningkatan kondisi dan syarat kerja 2
Perjanjian Kerja Bersama 3
Menangani keluh kesah anggota 4
Menyelesaikan perselisihan 5
Peran Serikat Pekerja
Menyediakan manfaat lainnya (untuk kesejahteraan anggota) 6
Sebagai suara pekerja 7
Menyediakan sarana komunikasi 8
Melakukan kerjasama dan menjalin solidaritas dengan pekerja atau serikat pekerja lainnya baik secara nasional maupun internasional 9
Meningkatakan pelaksanaan hubungan industrial untuk menciptakan keharmonisan hubungan antara pekerja/serikat pekerja dengan pengusaha/manajemen 10
Model Serikat Pekerja
1
Service Model Union yaitu dimana serikat
pekerja melaksanakan apa saja untuk anggota
2
Organising Model Union yaitu dimana
anggota berpartisipasi dan berbagi tanggung jawab bersama-sama
dengan pemimpin serikat pekerja dalam
menjalankan organisasi.
Model Serikat Pekerja
1
Craft unions represent workers
who have the same skill or work
in the same profession.
2
Industrial unions represent workers
who are employed in the same industry regardless of their
specific skills or profession.
Hubungan Industri dalam SP
International Unions
National Unions
Local Unions
Employee
Labor conference, pro-labor legislation, political activism, strategic support
Training (leadership), dealing contract
Mengakomodasi problem pekerja industri.
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
Pengeta- huan
Kehadiran anggota
Keanggo- taan
Yellow unionism
Iuran anggota
Anggota wanita
Permasalahan Serikat Pekerja
Permasalahan Eksternal Organisasi
Pemerin- tah
Komunikasi dg Manaj.
Masyara- kat
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
Pendidikan Bagi SP
SP akan lebih kuat!
Kuantitas :
Efisiensi
Kerjasama
Keberlanjutan SP!
Kualitas :
Kemampuan
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