Analisis Pelaksanaan Perjanjian Jam Kerja Antara Perusahaan Dengan Pekerja DI Pt. Plasindo Lestari Dihubungkan Dengan Pasal 77 Undang-Undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan (original) (raw)
Related papers
Jurnal Hukum Adigama, 2021
Legal protection for workers in a certain time work agreement at PT. Dasa Windu Agung has an important role to guarantee the main rights possessed by workers without discrimination to achieve the welfare of workers and their families. This research aims to find out whether the judges' considerations in the decision number 859K / Pdt.Sus-PHI / 2019 are in accordance with Act of The Republic Of Indonesia Number 13 year 2003 concerning Manpower and to find out the legal protection of workers in a certain time work agreement at PT.Dasa Windu Agung Based on Act of The Republic Of Indonesia Number 13 year 2003 concerning Manpower. The type of research used in this research is normative legal research and uses primary legal materials including laws, secondary legal materials in the form of books, using a statutory approach and a case approach related to the problems under study. The author analyzes the data with a deductive method. The judge's consideration in the decision number 859K / Pdt.Sus-PHI / 2019 was a little wrong because the nature of the job for the object of the job was permanent worker, this was because the job was the main job at PT. Dasa Windu Agung as production. Therefore, unituk get rights as workers are given legal protection in the form of wage protection, social security protection for workers and security protection for work.
2018
Perjanjian Kerja Waktu Tertentu (PKWT) adalah perjanjian kerja antara pekerja/buruh dengan pengusaha untuk mengadakan hubungan kerja dalam waktu tertentu atau untuk pekerjaan tertentu yang bersifat sementara. Frasa demi hukum yang diatur didalam ketentuan Pasal 59 ayat (7) Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan terkait konsekuensi bagi perusahaan yang tidak memenuhi syarat – syarat PKWT pada tahun 2014 di uji di Mahkamah Konstitusi terkait pelaksanaan perubahan status para pekerja/buruh yang persyaratan PKWTnya dilanggar. Atas pengujian tersebut, kemudian Mahkamah Konstitusi mengeluarkan putusan nomor 7/PUU/XII/2014 dan juga melahirkan Peraturan Menteri Nomor 33 Tahun 2016 Tentang Tata Cara Pengawasan Ketenagakerjaan sebagai ketentuan prosedur pelaksanaan perubahan status PKWT menjadi PKWTT. Metode yang digunakan dalam penelitian ini dengan mengunakan pendekatan yuridis normatif yaitu menganalisis baik norma hukum dalam perundang-undangan melalui penelitian kepust...
2018
Perlindungan hukum terhadap pekerja merupakan pemenuhan Hak Dasar yang melekat dan dilindungi oleh konstitusi sebagaimana yang diatur di dalam Pasal 27 ayat (2) UUD 1945 “Tiap-tiap warga Negara berhak atas pekerjaan dan penghidupan yang layak bagi kemanusiaan”, dan Mengacu pada Undang-undang No. 13 tahun 2003 tentang Ketenagakerjaan, Perjanjian kerja untuk waktu tertentu ini di dasarkan atas jangka waktu tertentu dapat diadakan untuk paling lama 2 (dua) tahun dan hanya boleh diperpanjang 1 (satu) kali untuk jangka waktu paling lama 1 (satu) tahun. Apabila pengusaha ingin memperpanjang perjanjian kerja waktu tertentu tertentu tersebut, paling lama 7 (tujuh) hari sebelum perjanjian kepada pekerja/buruh yang bersangkutan. Setelah perjanjian kerja untuk waktu tertentu telah diperpanjang, Perusahaan harus menjadikan status pekerja/buruh menjadi karyawan tetap atau statusnya menjadi perjanjian kerja waktu tidak tertentu (PKWTT). Dan dalam kenyataannya lain Perusahaan yang membuat perjanji...
SCIENTIA JOURNAL : Jurnal Ilmiah Mahasiswa, 2021
One part of the labor which is often used in the perpetration of a contract between the company and its employees are Employment Agreement Specific Time still apply to employees who work temporary nature. However the particular company do not tell clearly about Employment Agreement Specific Time and so there are various and misconceptions between the two sides. This study attempts to analyze the obstacles implementation of Employment Agreement Specific Time. This study using methods empirical normative with library research. The method of analysis of the data used namely the qualitative analysis. This study was research in PT. Fanindo Cipta Propertindo in Batam city. The obstacles that occur are on the term of the employment agreement. Workers who have worked for 2 years cannot continue the Employment Agreement Specific Time. The solution is that the labor has ended its work agreement can wait for a period of 30 days and will be re-recruited by the company.
Pendmapingan Perancangan Perjanjian Kerja Waktu Tertentu (Pkwt) Di Pt Pionika Automobil
ConCEPt - Conference on Community Engagement Project, 2021
The implementation of this activity aims to help Pt. Pionika Autombil to solve and analyze existing problems. Where the Company in carrying out a working relationship with contract employees does not go through the appropriate mechanism or procedure according to the terms of the Fixed Time Work Agreement (PKWT) which is regulated in Law No. 13 of 2003 concerning Manpower and Ministerial Decree No.100 / MEN / IV / 2004. As for the implementation of this service, the author starts from May 2020 to July 2020. This research uses empirical and applied legal research methods, namely by managing primary data that the authors find in the field. As for the implementation stage, the authors divide it into 3 (three) stages, namely the preparation, implementation and reporting assessment stage. The project output from the Job Training activities that the author carries out is in the form of the design of a Specific Time Work Agreement (PKWT)
VERITAS, 2021
Pemberlakuan Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja, mendapat penolakan dan menimbulkan opini-opini ketidak puasan dari sebahagian besar masyarakat Indonesia dengan tingkat persepsi hukum yang berbeda-beda. Namun ada salah satu hal dari permasalahan UU Cipta Kerja ini. Yaitu permasalahan mengenai peluang para pekerja untuk mendapatkan status Karyawan Tetap pasca di sahkannya UU tersebut. Bagaimanakah perbandingan mengenai status Perjanjian Kerja Waktu Tertentu dalam UU Ketenagakerjaan. Metode penelitian adalah melalui metode yuridis normatif, yang menitik beratkan pada data sekunder atau data kepustakaan dengan spesifikasi deskriptif analitis. Bahwa perbandingan UU ketenagakerjaan dengan UU Cipta kerja merupakan sebuah produk hukum yang dijadikan dalam satu isu besar ekonomi dan investasi, dalam hal ini kluster ketenagakerjaan UU Cipta Kerja justru abai terhadap filosofi dari UU Ketenagakerjaan yang digantikannya.
The Indonesian Journal of Occupational Safety and Health, 2017
One factor that could result in disturbance of health in the process production is noise the following noise interferes due to the use of thr machine production. The purpose of this study was to analyze the correlation of age and working period with hearing threshold value of workers exposed to noise in the unit of production Steel Melting Shop PT. X Sidoarjo. This study used cross-sectional design. Population of the study is labor in the production of Steel Melting Shop PT. X Sidoarjo as many as 108 employees. Samplesin this study are 28 employees, taken by simple random sampling with criteria inklusi willing to be the sample of the research and not experience pain (no history of ear disease and had never experienced head trauma). Variables independent is age, and working period. Variable dependent is a hearing threshold value. Noise measurements in the unit production of Steel Melting Shop PT. X Sidoarjo show his worth beyond NAB (106 dB s/d 107 dB). Workup audiometri show 22 from...
Bandung Conference Series: Law Studies, 2023
Termination of employment is indeed used as a tool to cut the operational costs of a company and also has a positive impact on companies, but not for workers where they lose their jobs which they use as a source of income for everyday life. Basically, the working relationship between contract workers and companies based on PKWT ends in accordance with the agreed contract period. However, it is not uncommon to terminate employment before the contract period ends, as happened to Company X contract workers in Bandung who were employed on a 1-year contract, but while the contract was still in progress, termination of employment occurred. The purpose of this study is to determine the termination of employment before the contract period ends for contract workers and the legal protection of the rights of contract workers who are affected by termination of employment before the contract period ends. The research method used is normative juridical. The research specification used is descriptive analysis. The data collection method used was a literature study and to fulfill the required data, an interview session was conducted with related parties and an analysis was carried out using a qualitative juridical analysis method. Based on the research results, it can be seen that the termination of employment before the contract period ends for Company X contract workers in Bandung. occurred not in accordance with the provisions of Law No. 13 of 2003 concerning Manpower because its implementation is unclear which has implications for the unclear normative rights of contract workers who are affected by termination of employment before the contract period ends which is regulated in the provisions of Article 62 of Law no. 13 of 2003 concerning Manpower.
Masalah-Masalah Hukum
Putusan Mahkamah Konstitusi Nomor 7 / PUU-XII / 2014 dalam dalam pelaksanaannya dinilai belum efektif. Penelitian ini bertujuan untuk mengetahui bagaimana legalitas pelaksanaan Perjanjian Kerja Waktu Tertentu (PKWT) pasca Putusan Mahkamah Konstitusi Nomor 7 / PUU-XII / 2014 dan Faktor apakah yang menyebabkan Putusan Mahkamah Konstitusi Nomor 7 / PUU-XII / 2014 tidak efektif. Penelitian ini menggunakan metode penelitian yuridis empiris, dengan menggunakan data primer dan data sekunder. Hasil penelitian ini adalah: Pertama, Pengadilan negeri berwenang mengesahkan status Perjanjian Kerja Waktu Tidak Tertentu berdasarkan hasil pemeriksaan pegawai Pemeriksa Ketenagakerjaan Kedua, pelaksanaan Putusan Mahkamah Konstitusi Nomor 7 / PUU-XII / 2014 ternyata belum pernah dilaksanakan sebagai norma baru sehingga dinilai belum efektif.