Malang, (malangkota.go.id) – In facing the intensity and complexity of business, human resources are the company's capital that can provide internal benefits in responding to multidimensional challenges and facing problems of productivity, quality, cost, time, service, work safety and work relations.
In the event of an industrial relations dispute between workers and the company (employer), then resolution through deliberation to reach a consensus is very important and mandatory for an organization/company, as regulated in employment legislation.
Industrial relations disputes in companies arise due to differences of opinion that are contested and are basically in the form of disputes over rights, disputes over interests, disputes over termination of employment and disputes between trade unions.
The Manpower, Investment and Integrated One-Stop Service Agency (Disnaker PMPTSP) of Malang City considers it necessary to implement technical guidance on preventing industrial relations disputes after the enactment of Law Number 11 of 2020 concerning Job Creation for workers and employers, so that companies (employers and workers) understand industrial relations resolution techniques with the aim of improving skills in resolving disputes in companies.
Because as is known, industrial relations are a relationship of interests between workers and employers, potentially giving rise to differences of opinion, even disputes between the two parties.
These were some of the things conveyed by the Head of the Malang City PMPTSP Manpower Office, Arif Tri Sastyawan, S.STP., M.Si at the opening of the technical guidance on Wednesday (30/11/2022) at the Savana Hotel, Malang City.
"Disputes in the field of industrial relations can occur regarding rights that have been established, or employment conditions that have not been established either in work agreements, company regulations, collective work agreements or laws and regulations," he added.
Industrial relations disputes, said Arif, can also be caused by termination of employment. Some strategies to prevent industrial relations disputes for workers and employers such as understanding that PP/PKB as an important industrial relations tool for workers and employers to create peace of work and business in the company;
In addition, Arif said, to understand the process of resolving industrial relations disputes according to applicable provisions, carry out the process of resolving industrial relations disputes wisely within the company, foster good and harmonious working relationships, through communication in bipartite cooperation institutions, implement company regulations/joint work agreements consistently, disciplined and fully responsible, and improve work discipline and worker performance productivity in the company to be better.
"With this technical guidance, it is expected that the settlement of industrial relations disputes must be carried out through deliberation to reach consensus in order to maintain harmonious working relations in the work environment in the organization/company," concluded Arif. (say/ram)
