Contract work in construction is one of the common forms of work performed in the construction industry. In contract work, workers are hired to complete construction projects within a specified timeframe and agreed-upon cost. However, there are often cases where contract workers experience delays or wage payment postponements. The research aims to analyze the legal protection for contract workers in the construction industry concerning delayed wage payments. In Indonesia, there are labor regulations that govern the rights and obligations of workers, including wage payments. If there is a delay in wage payment, workers have the right to file a lawsuit or report the violation to the authorities. This research adopts a qualitative research method, analyzing data and gathering information from various sources. Legal protection plays a crucial role in safeguarding workers. Some relevant legal roles include employment agreements, which enable workers to enter into contractual agreements with employers that protect their rights.

This study aims to analyze the application of the articles in Law Number 2 of 2004 regarding the settlement of industrial relations disputes in termination of employment at the Industrial Relations Court (PHI). Second, the application of the articles in Law Number 13 of 2003 related to employment in resolving compensation issues for laid-off workers at the Industrial Relations Court (PHI). The results of the study show that (1) workers or laborers who experience termination of employment by the company where they work are entitled to severance pay and compensation pay in accordance with Law Number 2 of 2004 concerning the settlement of industrial relations disputes. The role of the industrial relations court here is that through a fair decision a judge can give his decision to obtain an agreement in resolving disputes that has legal certainty. (2) Based on Law Number 13 of 2003 concerning Manpower, it is stated that for workers who receive termination of employment, they receive compensation for rights and severance pay where before the termination of employment by the company, workers or labor unions, and the government try not to terminate the employment relationship. Work.

Perum Bulog Divre Jabar is a state-owned public company which operates in the food logistics sector. As a company that continues to carry out public duties from the government, the need for employees who have high levels of competence as human resources is highly expected, considering the company's roles and responsibilities. To realize this, a human resource concept based on human capital is needed. The aim of this research is to find out the general description of human capital and determine the influence of human capital on employees of Perum Bulog Divre Jabar either partially or simultaneously. The research method used is a descriptive and verification method using path analysis and the t-test difference test for partial testing and the F-test difference test for simultaneous testing. The data collection technique used a questionnaire distributed to 66 respondents, employees of Perum Bulog Divre Jabar. The results of this research show that human capital is in a fairly high category. The results of the path analysis show that human capital has a significant positive effect on employees of Perum Bulog Divre Jabar.

Perempuan migran merupakan kelompok yang rentan terhadap eksploitasi, diskriminasi, dan pelanggaran hak asasi manusia di tempat kerja. Etika feminis menekankan pentingnya kesetaraan gender, keadilan sosial, dan pengakuan terhadap pengalaman unik perempuan dalam konteks pekerjaan. Pekerja perempuan berskala dunia dimana ada beberapa pihak yang memberikan bantuan dalam bidang ekonomi bagi keluarga dan negaranya,akan tetapi disisi lain sering terjadi ketidakmampuan dalam koneksi banyak dengan beberapa orang di sekitarnya. Perempuan memainkan peran yang signifikan dalam pekerjaan migran indonesia. Mereka sering kali bekerja sebagai pekerja rumah tangga, perawat, buruh pabrik, atau dalam sektor lainnya. Dalam konteks ini, penerapan etika feminis dalam tata kelola perlindungan pekerja migran indonesia dapat membantu perjuangan hak-hak perempuan migraine dan meningkatkan kondisi kerja yang yang adil,memperhatikan risiko khusus yang dihadapi oleh perempuan migraine, dan memastikan partisipasi mereka dalam pengambilan keputusan terkait kebijakan dan program perlindungan pekerja migran. Diharapkan bahwa penerapan etika feminis dalam tata kelola perlindungan pekerja migran indonesia akan membantu perubahan positif dalam memperjuangkan hak-hak perempuan migran,meningkatkan kesadaraan tentang isu-isu gender dalam migran, dan memastikan perlindungan yang lebih baik bagi mereka. Dalam rangka menerapkan etika feminis dalam tata kelola perlindungan pekerja migran Indonesia,penting juga terus mengadakan pendidikan dan pelatihan tentang hak-hak perempuan migran,kekerasan seksual,kesetaraan gender,dan kesadaran gender. Dengan meningkatkan pemahaman dan kesadaran tentang isu-isu tersebut.

The purpose of this research is to find out the process of resolving disputes over Termination of Employment (PHK) pursued by trade unions based on Law number 2 of 2004 and Law of Job Creation and knowing the protection efforts for workers who were unilaterally laid off at PT. Kaldu Sari Nabati Indonesia. This study uses research methods through a qualitative research approach by means of direct observation and then produces qualitative data presented in written form. The type of research in this study is empirical juridical research where this research originates from events that occur in the community regarding disputes over termination of employment. The results showed that the case of Termination of Employment (PHK) PT. Kaldu Sari Nabati Indonesia is a case of unilateral layoffs with the settlement of layoff disputes carried out through bipartite negotiations and mediation and will then proceed to the Industrial Relations Court stage if an agreement is not reached. Workers do not get compensation rights from the company. Companies must be given sanctions related to unilateral Termination of Employment (PHK) and compensation sanctions.

The presence of workers in the company is dominated by executives. They often have conflicting interests for the company's activities. In order to help workers' positions remain relevant and recognized, workers need a Labor Union. In an industrial environment, it is normal for disputes to occur and the role of trade unions is needed to mediate the interests of both. Therefore, the expected goals are to explain the role of trade unions to address industrial relations disputes and the efforts that they attempt. This study determines literature review as the method by accumulating journals and collecting eight articles that meet the criteria. After having reference materials, the researcher will analyze the data based on a collection of these studies which the researcher will generalize into a literature review paper. The results of this research are that trade unions act as assistants, bodyguards, representatives, supervisors, and mediators and prioritize the settlement of disputes internally and amicably. Efforts made by trade unions include carrying out bipartite and tripartite negotiations consisting of mediation, arbitration and conciliation, as well as the industrial relations court, submitting a letter of application for Judicial Review to the Constitutional Court, and honing the skills of trade union members.

Implementation of Corporate Environmental Responsibility or CSR (Corporate Social Responsibility) is one of the obligations that must be fulfilled by companies in Indonesia which has been regulated through Article 74 paragraph (1) of Law Number 40 of 2007 concerning Limited Liability Companies (UUPT) as a general implementing regulation. corporate social responsibility/CSR in Indonesia and Government Regulation Number 47 of 2012 concerning Social and Environmental Responsibility of Limited Liability Companies as its implementing regulations.