RENEWAL OF MANPOWER DISPUTE RESOLUTION IN INDUSTRIAL RELATIONS COURT BASED ON PERMA NO. 2 YEAR 2015 ABOUT SIMPLE LAWSUIT AS AN EFFORT TO MANIFEST LEGAL CERTAINTY
Settlement of industrial relations disputes in employment law after the birth of Law No. 2 of 2004 on the settlement of Industrial relations disputes is known by a model of voluntary settlement through Bipartit, Conciliation, mediation, and arbitration; and the model of settlement is mandatory, through the Industrial relations Court. The existence of PHI poses a problem, both the knowledge ability of workers/laborers about the Formyl law as well as material labor law, old process, and legal substance has not been adequate. This review must be done for identification of the efforts that can be made in order to update the existence of PHI. The problem of settlement of industrial relations disputes can consist of many factors of dispute over rights, dispute of interest, disconnection of employment and disputes between trade unions/union In one company, and also about the competence of the Court of Industrial relations so as not to effectively resolve employment disputes. This study uses the normative juridical research approach. Given that this research is a normative law study, the approach used is normative juridical approach based on the study of positive law, which is UU No. 2 year 2004. The approach used is legislation to examine the principles of the judiciary. The results identified several weaknesses, both in terms of the legal structure and substance in the renewal of the Industrial relations dispute resolution in the Industrial relations judiciary. Efforts to address it, namely by forming PHI in each district Court/city. Revision of LAW No. 2 of 2004 and deemed not to accommodate and yet to reflect a simple, fast and inexpensive cost in the process of event at the Industrial relations Court.