Publication Search

Vegetative propagation is a crucial technique in horticultural cultivation aimed at improving plant quality and productivity. This study explores budding in citrus (Citrus spp.) and grafting in avocado (Persea americana Mill.) as methods of plant propagation. Budding involves attaching buds from superior varieties to compatible rootstocks, whereas grafting unites scions and rootstocks to obtain desirable traits. The research was conducted at the Horticulture Seed Center, observing the growth and success of plant unions. The results demonstrate that both techniques effectively enhance plant quality, with budding showing faster results in citrus and grafting improving avocado resilience to environmental conditions. This study provides guidance for farmers to select optimal propagation methods tailored to their plants' specific needs.

The topic of marrying women who conceive before marriage continues to spark debate in Islamic law, with diverse viewpoints across Muslim communities. Lack of awareness about Islamic rules and governmental policies frequently results in unions that defy both sharia teachings and applicable laws. This piece explores Islamic fiqh opinions on the marriage of unmarried pregnant women and evaluates how this is applied in marriage services at the Religious Affairs Office in Medan Timur District. The study adopts a qualitative framework using juridical-normative and empirical methods. Data was obtained by reviewing fiqh literature, legal regulations, and conducting interviews with KUA officials. The research reveals that ulama hold differing views on the acceptability of marrying a woman pregnant due to adultery, especially concerning the marriage ceremony timing and the child's familial status. Practically, the Medan Timur KUA follows guidelines from the Islamic Law Compilation and state administrative norms, all while exercising prudence. This investigation is intended to provide clearer insights for the public and act as a benchmark for Islamic law professionals facing similar scenarios.

The phenomenon of nikah sirri (unregistered marriage) in Indonesia presents critical challenges in family law, particularly concerning the legal status of children born from such unions. This study examines judicial determinations of child origin by the Religious Courts as a legal mechanism to grant civil legitimacy to children from nikah sirri. Using a normative qualitative approach and analyzing two court decisions (No. 0648/Pdt.P/2018/PA.Lmj and No. 1731/Pdt.P/2022/PA.Jr), the research explores how judges consider the principles of justice, legal certainty, and legal utility through the lens of Gustav Radbruch’s legal philosophy. Findings reveal that judicial reasoning in these cases transcends procedural formalism, reflecting an ethical commitment to the holistic protection of children’s rights. The study applies the Maqasid al-Shari’ah framework to evaluate how such rulings align with the five fundamental objectives of Islamic law (protection of life, lineage, property, intellect, and religion). The legal recognition of a child’s nasab and entitlements is shown to fulfill both statutory requirements and Islamic ethical standards of justice. Thus, this research underscores the need to strengthen the synergy between state law and Islamic moral values, positioning the court not merely as a formal legal apparatus, but as a transformative institution in achieving substantive justice in society.

As the constitution of Indonesia, the 1945 Constitution (UUD 1945) serves as the basis for the drafting of laws governing various aspects of life, including health and occupational safety (K3). The 1945 Constitution does not explicitly regulate K3 but provides the foundation for the development of laws governing this field. Effective occupational health and safety (K3) practices help reduce workload and the risk of injuries in the workplace. This includes the identification, assessment, and control of potential hazards, as well as the enhancement of safety and health protection in the workplace. By implementing good K3 practices, companies can ensure that their employees work in safe and healthy environments, thus reducing workload and increasing productivity. The purpose of the study on Occupational Health and Safety (K3) Management and Workload is to analyze the relationship between K3 factors and employee workload, and to assess the impact of K3 programs on employee workload and overall health status. To address these challenges, collaborative efforts between the government, companies, labor unions, and K3 experts are required. Adequate resource provision, effective training, and inclusive safety culture promotion are key to enhancing K3 implementation. Additionally, technology can be utilized to strengthen risk monitoring and management systems in the workplace. In conclusion, the implementation of K3 in the workplace requires a comprehensive and sustainable approach to achieve a safe and healthy working environment for all employees. With strong cooperation among various stakeholders, it is hoped that a robust and sustainable safety culture can be established across various industrial sectors.

This research aims to overcome and understand how legal protection is for employees upon termination of employment as well as what factors inhibit the implementation of legal protection for workers' rights due to termination of employment at P.T Trijaya Tangguh District. Boliyohuto, and what the solution is. In this research, the method used is the empirical method, which is a legal research approach that directly evaluates the application of normative legal provisions to specific legal situations that occur in society. The results of this research show that cases of layoffs have occurred at P.T Tri Jaya Tangguh which were caused by many factors. To overcome this problem, it is necessary for labor unions to make more efforts to improve education and provide information to their members about their rights and legal procedures related to layoffs and companies must improve the performance of company management. This can be done by taking steps to periodically evaluate the performance of company leaders, including assessing their ability to build good relationships with subordinates and lead effectively.

The analysis focuses on the legal aspects surrounding marriage dispensations for individuals below the age of 19, as outlined in Law Number 16 of 2019, which amends Law Number 1 of 1974 concerning Marriage. According to Article 7, paragraph (1) of the Marriage Law, marriage is permissible only if both the man and woman have reached the age of 19. This provision underscores the necessity of establishing a minimum age for marriage, considering the significant legal implications associated with marital unions, such as alterations in rights and responsibilities. However, a potential ambiguity arises when Article 7, paragraph (1) is juxtaposed with Article 6, paragraph (2) of the same law. While Article 7, paragraph (1) sets forth a minimum age requirement for marriage, Article 6, paragraph (2) does not provide clear legal guidance for individuals seeking marriage before reaching the prescribed age. Despite the provision for dispensation in Article 7, paragraph (2) and Article 6, paragraph (2), some argue that granting dispensations may overlook future familial harmony and reduce the institution of marriage to mere physical fulfillment, contradicting principles of Islamic jurisprudence. Data collection involved observations and interviews with local residents who entered into underage marriages, as well as discussions with the head of the Religious Affairs Office (KUA) of Parung Panjang Subdistrict. The research adopts a socio-legal approach, integrating sociological and juridical perspectives, within a qualitative field research framework. The study aims to comprehend the regulation of marriage dispensation under both civil and Islamic law, examining the consequences of underage marriages in Jagabita Village, Bogor.

This research aims to find out how to resolve employment termination disputes through industrial relations conciliation by a conciliator. The method used in this research is normative legal research, which is legal research carried out by examining library materials or secondary data. Based on the research results, it was concluded that due to the failure of bipartite negotiations by the parties in dispute regarding the termination of employment relations, the parties could choose a settlement through conciliation or arbitration. If the dispute between the parties is regarding termination of employment relations, then the choice is settlement through conciliation carried out by a conciliator, because settlement through arbitration can only resolve disputes of interest, and disputes between workers/labor unions only within one company. When an agreement is reached to resolve a dispute over termination of employment through conciliation, a joint agreement is made which is signed by the parties witnessed by the conciliator and registered at the Industrial Relations Court at the District Court in the jurisdiction of the parties entering into the collective agreement to obtain a certificate of registration, but if If no agreement is reached on resolving the employment termination dispute through conciliation, the conciliator issues a written recommendation and if the parties agree to the written recommendation the conciliator assists the parties in making a collective agreement to then be registered at the Industrial Relations Court

Industrial relations problems are still high, even though they can be overcome by optimizing the role of trade unions in realizing quality industrial relations. The aim of the research is to describe and analyze the role of trade unions in optimizing the quality of industrial relations, the factors that encourage and hinder them, as well as efforts to overcome existing obstacles. HRD informants representing labor unions, management staff and government agencies, were obtained purposively. Data was obtained using interviews and documentation studies, then analyzed qualitatively. Research results: Labor Unions play an optimal role in realizing quality industrial relations; (2) The driving factor is involvement in company, strategic position, communication, and regulation. Inhibiting factors are the quality and quantity of human resources, low worker participation, no cadre formation program, internal conflict, company intimidation, and lack of supervision; and (3) Efforts to overcome inhibiting factors are cadre formation, socialization,solidarity, communication, and supervision

In industrial relations, there will definitely be conflicts between companies and workers related to differences in ideas which result in industrial relations problems or known as industrial relations disputes. Based on this, if an industrial relations dispute occurs and the company or workers do not find a good decision then this dispute will be handed over to the labor union to be resolved so as to obtain a mutually beneficial solution between the two disputing parties. This research aims to find out how labor unions can be a solution to resolving industrial relations disputes that occur between companies and workers. In order to gain accurate information and avoid changing any data, this research adopts a descriptive analytic method, gathering data from journals and publications published by competent and qualified authors. The topic taken to conduct this research is the concept of resolving employment contract disputes through labor unions. The results of this research are the concept used by trade unions, namely through deliberation to reach consensus in a friendly and open manner so that disputes can be resolved peacefully and ensure that no party is harmed.