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All Journal Syiar Hukum: Jurnal Ilmu Hukum Jurnal Wawasan Yuridika YUSTISI DOKTRINA: JOURNAL OF LAW Journal of Law Science Pena Justisia: Media Komunikasi dan Kajian Hukum International Journal of Demos Community Development Journal: Jurnal Pengabdian Masyarakat Yustisi: Jurnal Hukum dan Hukum Islam Mattawang: Jurnal Pengabdian Masyarakat Jurnal Independent Fox Justi : Jurnal Ilmu Hukum Scientia Regendi Jurnal SOSPOL Asian Journal of Community Services (AJCS) CONSEN: Indonesian Journal of Community Services and Engagement Lex Publica Innovative: Journal Of Social Science Research Journal of Innovative and Creativity Jurnal Medika: Medika Jurnal Ekonomi, Manajemen, Akuntansi
Ujang Charda S
Universitas Subang
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Nursing Physics Public Health Social Sciences Other

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Tinjauan Yuridis Tentang Penyelesaian Perselisihan Pemutusan Hubungan Kerja Charda, Ujang
International Journal of Demos (IJD) Volume 4 Issue 3 (2022)
Publisher : HK-Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37950/ijd.v4i3.328

Abstract

AbstractArticle 158 of Law No. 13 of 2003 concerning Manpower states that Employers can terminate employment relations with workers/ laborers on the grounds that they have committed serious mistakes such as theft, fraud, embezzlement, and immoral acts in the work environment. However, the provisions of this article are considered unconstitutional and violate the pressumption of innocence because there is no due process of law before the termination of employment. Therefore, the Constitutional Court issued a decision No.012/PUU-I/2003 which stated that the entrepreneur/employer and/or industrial relations dispute settlement institution could not use the provisions of the article to terminate the employment relationship due to a serious mistake before a criminal decision was made. which declares the worker/labourer guilty. This study aims to determine the extent to which the decision of the Constitutional Court is applied by both employers/employers and related industrial relations dispute settlement institutions in the settlement of termination of employment due to serious errors. The research method used is normative juridical by examining library materials or secondary data used to examine law as a positive norm in discussing doctrines or principles in positive law as outlined in the Manpower Act. The Ministry of Manpower and Transmigration issues a circular which states that employers/employers can terminate employment due to urgent reasons which in fact are the same as the provisions of Article 158. . Therefore, after the decision of the Constitutional Court, it was still found that the termination of employment was due to a serious error. The decision of the Constitutional Court is final and binding, therefore it must be immediately stated and/or strengthened by the revision of Law No. 13 of 2003 concerning Manpower, especially in terms of responding to termination of employment due to serious errors.Keywords: Layoffs, Serious Errors, Unconstitutional, The Constitutional Court's Decision, Disharmony AbstrakPasal 158 Undang-Undang No.13 Tahun 2003 Tentang Ketenagakerjaan menyatakan bahwa Pengusaha dapat memutuskan hubungan kerja terhadap para pekerja/buruh dengan alasan telah melakukan kesalahan berat sepertihalnya pencurian, penipuan, penggelapan, dan tindakan asusila di lingkungan kerja. Namun ketentuan pasal tersebut dianggap inkonstitusional dan melanggar asas praduga tak bersalah (pressumption of innocence) karena tidak adanya due process of law sebelum pemutusan hubungan kerja dilakukan. Oleh karena itu Mahkamah Konstitusi menerbitkan putusan No.012/PUU-I/2003 yang isinya menyatakan bahwa pengusaha/pemberi kerja dan/atau lembaga penyelesaian perselisihan hubungan industrial tidak dapat menggunakan ketentuan pasal tersebut untuk melakukan pemutusan hubungan kerja karena kesalahan berat sebelum ada putusan pidana yang menyatakan pekerja/buruh tersebut bersalah. Penelitian ini bertujuan untuk mengetahui sejauh mana putusan Mahkamah Konstitusi tersebut diterapkan baik itu oleh pengusaha/pemberi kerja maupun lembaga penyelesaian perselisihan hubungan industrial terkait dalam penyelesaian pemutusan hubungan kerja karena kesalahan berat. Metode penelitian yang digunakan adalah yuridis normatif dengan cara meneliti bahan pustaka atau data sekunder yang digunakan untuk meneliti hukum sebagai norma positif dalam membahas doktrin-doktrin atau asas-asas dalam ilmu hukum positif yang dituangkan dalam Undang-Undang Ketenagakerjaan. Kemenakertrans menerbitkan surat edaran yang isinya menyatakan bahwa pengusaha/pemberi kerja dapat memutuskan hubungan kerja karena alasan mendesak yang notabene isinya sama dengan ketentuan Pasal 158, Mahkamah Agung menerbitkan surat edaran yang isinya menyatakan bahwa pemutusan hubungan kerja dapat dilakukan tanpa harus menunggu putusan pidana berkekuatan hukum tetap. Oleh karena itu pasca putusan Mahkamah Konstitusi tersebut masih ditemukan pemutusan hubungan kerja karena kesalahan berat. Putusan Mahkamah Konstitusi bersifat final and binding oleh karena itu harus segera dituangkan dan/atau diperkuat dengan adanya revisi Undang-Undang No.13 Tahun 2003 Tentang Ketenagakerjaan khususnya dalam hal menyikapi pemutusan hubungan kerja karena kesalahan berat.Kata Kunci: PHK, Kesalahan Berat, Inskontitusional, Putusan MK, Disharmoni
Policy Formulation In Legal Protection Of Working Children Outside A Working Relationship Ujang Charda S
Pena Justisia: Media Komunikasi dan Kajian Hukum Vol. 20 No. 2 (2021): Pena Justisia
Publisher : Faculty of Law, Universitas Pekalongan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31941/pj.v22i1.2534

Abstract

Legal protection for child labor is still different for children who work for an employer and for children who work for themselves. This is not in line with the principles of legal protection, the goals of labor law, the nature of labor law, and the legal scope of employment. whose goals are not only to protect the interests of workers before, during, and after a period of work, but also to make sure that everyone has a job and can make a decent living for all of humanity without any discrimination in the way work relations are set up and run. The research method is descriptive-analytical with a normative-legal approach through library research and field research, with techniques for gathering data through library research. Then the data were analyzed through a qualitative normative method without using numbers and mathematical formulas. Based on the results of the study, it shows that the regulation of children who work outside of an employment relationship has implications for the responsibility of the state in providing legal protection through planning the formulation of government policies that are not only focused on children who work in an employment relationship, but also on children who work outside of an employment relationship.
Penegakan Pengawasan Ketenagakerjaan terhadap Pelanggaran PKWT di PT. Perikanan Indonesia Dihubungkan dengan Peraturan Menteri Ketenagakerjaan Republik Indonesia Nomor 1 Tahun 2020 Ujang Charda S; Sri Nurcahyani; Rahmat Saputra
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4392

Abstract

Violations of labor norms in employment relationships still frequently occur, particularly regarding the application of employment status. Law No. 13 of 2003 on Labor, as amended by Law No. 6 of 2023 on Job Creation, regulates employment relationships based on Indefinite-Term Employment Contracts (PKWTT) and Fixed-Term Employment Contracts (PKWT). However, in practice, violations of PKWT are more commonly found. This study aims to identify the challenges in enforcing labor inspections regarding violations of PKWT at PT. Perikanan Indonesia, referencing Minister of Labor Regulation No. 1 of 2020 amending Minister of Labor Regulation No. 33 of 2016 on Procedures for Labor Inspections. The research method used is descriptive analytical with a normative legal approach. The research was conducted through literature review and field research using data collection techniques such as document analysis and interviews. The data obtained were analyzed using qualitative legal analysis methods. The research findings indicate that, first, labor inspections regarding violations of fixed-term employment contracts at PT. Perikanan Indonesia have been conducted in accordance with the authority and procedures stipulated in the regulations. The process includes receiving reports, conducting field inspections, issuing Special Inspection Notices, summoning officials, and delivering recommendations for administrative sanctions in the form of revoking company licenses. Second, the main obstacle in enforcing supervision is that the Special Inspection Notices issued by supervisors do not have binding legal force and are not enforceable, even though they have been submitted to the court for approval. Additionally, the authority to enforce administrative sanctions lies with the Investment and Integrated One-Stop Service Agency, not with labor inspectors, making it difficult to conduct further oversight and monitor the implementation of sanctions.
Model Penyelesaian Pemutusan Hubungan Kerja Antara Indonesia dan Malaysia Yanti, Helen; Rahmani, Hendra; Indarto, Indarto; Murdiani, Liza Aisyah; Charda S , Ujang
DOKTRINA: JOURNAL OF LAW Vol. 9 No. 1 (2026): Doktrina:Juornal of Law April 2026
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/doktrina.v9i1.17490

Abstract

Termination of Employment (PHK) is a crucial issue in industrial relations, often arising from labor disputes, particularly concerning the misuse of Fixed-Term Employment Agreements (PKWT). The differences in regulation and mechanisms for resolving terminations between Indonesia and Malaysia reflect distinct characteristics of labor law systems in providing legal protection for both employees and employers. This study aims to analyze the models of termination resolution in Indonesia and Malaysia, focusing on three main aspects: severance pay regulation, termination procedures, and labor dispute resolution institutions. The research method employed is normative legal research with statutory, comparative law, and case study approaches. The case study used is PT HS, which illustrates the practice of resolving labor disputes prior to termination through labor supervision mechanisms by the Manpower Office. The study findings indicate that the termination resolution model in Indonesia is procedural and tiered, with active government involvement, but tends to require a lengthy timeframe. This study is expected to contribute to the development of a more effective and equitable model for termination resolution.
Co-Authors Adhyaksa, Gustiara Diaz Ajun Juana Aprilia Salsabila Ardya Reygina Ayuningtyas Awaludin, Ingfrid Amanda Cecep Ramdani Diani Indah Dwiyadi , R Silvia Putri Fernando Manggala Yudha S Firmansyah , Firmansyah Hari Nazarudin Ika Fauziyah Indarto Indarto Luthfy Ramanda Ponco Wirando Mardian Rahman Mey Mawar Mona Rosanti Moh. Asep Suharna Muhammad Daffa Khoiri Aflia Murdiani, Liza Aisyah Nur Kholim Nuraedi , Syifa Nuraedi Nurcahyani, Sri Purnama, Doddy Wahyudi Rahmani, Hendra Rahmat Saputra Restu Mahardhika Romdani, Romdani S, Fernando Manggala Yudha Samuel Tri Jaya Shafira Nazhara Saefuloh Shintya Yulinar Siti Nurroihatul Janah Sri Nurcahyani Sri Nurcahyani Sulistia , Gema Rahimah Syaefa Wahyuni Tuti Herawati Valentina Febriyanti Adjie Wahyuni, Syaefa Yanti, Helen Yudha Adi Kusumah