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MEDIASI DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DI DINAS SOSIAL, TENAGA KERJA DAN TRANSMIGRASI KOTA YOGYAKARTA
The existence of mediation as a fair instrument for settling industrial relations disputes at the Yogyakarta City Social, Manpower, and Transmigration Office faces significant challenges regarding its substantive effectiveness. Statistical data for 2021–2025 indicates a 59.77% success rate, yet 40.23% of cases resulted in a deadlock. This situation reveals a discrepancy between administrative achievement and substantive justice. Mediation processes often remain trapped within a rigid autonomous law framework, leading to "procedural ritualism" that neglects the parties' welfare. This study analyzes the implementation of tripartite mediation in Yogyakarta and the factors influencing its success or failure. This qualitative socio-legal study employs a primary data set including mediation reports, procedural documents, interviews, and observations. Secondary data consists of Law No. 2 of 2004 and Law No. 30 of 1999 on Alternative Dispute Resolution (ADR). The data were analyzed inductively using Nonet and Selznick’s Responsive Law theory and the Maṣlaḥah theory to examine implementation patterns, determinant factors, and the quality of justice produced. The findings show that tripartite mediation at the Social, Manpower, and Transmigration Office of Yogyakarta City has been implemented in accordance with Law No. 2 of 2004, with a success rate of 59.77%. Its effectiveness is influenced by the mediator’s capacity, information transparency, and the good faith of the disputing parties, while the main obstacles include unequal bargaining positions between employers and workers, limited mediators and institutional facilities, and low legal literacy among workers. From a responsive law perspective, mediation practices still tend to reflect characteristics of autonomous law that emphasize procedural compliance. From a maṣlaḥah perspective, mediation facilitates dispute resolution, yet the benefits achieved remain partial due to compromises in workers’ economic rights. These findings contribute theoretically to the development of a more responsive and maṣlaḥah-based mediation model that transforms mediation from a procedural formality into a substantive instrument of justice.
FAKULTAS SYARIAH DAN HUKUM, UIN SUNAN KALIJAGA YOGYAKARTA
NIM.: 24203011035 Yunia Kartikasari , S.H.
MEDIASI DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DI DINAS SOSIAL, TENAGA KERJA DAN TRANSMIGRASI KOTA YOGYAKARTA (Text)
MEDIASI DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL DI DINAS SOSIAL, TENAGA KERJA DAN TRANSMIGRASI KOTA YOGYAKARTA (Other)
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