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All Journal DEDIKASI JURNAL MAHASISWA Jurnal Pengabdian dan Pemberdayaan Nusantara (JPPNu)
Jemain jemain
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Humanities Economics, Econometrics & Finance Education Public Health Social Sciences

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TINJAUAN YURIDIS TERHADAP MEKANISME PENYERAHAN SEBAGIAN PELAKSANAAN PEKERJAAN KEPADA PERUSAHAAN LAIN (OUTSOURCHING) STUDI KASUS DI PT. SYABILLA RIZKY ABADI DAN CV. RIMAS AYU SAMARINDA Jemain jemain
Journal of Law ( Jurnal Ilmu Hukum ) Vol 2, No 1 (2013)
Publisher : Universitas 17 Agustus 1945 Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (156.672 KB)

Abstract

ABSTRACT Mechanism of outsourcing labor relations there are three requirements that must be met, namely : 1. Conditions Material, namely : done separately from the main activity; Performed with direct or indirect orders from employers; an auxiliary enterprise as a whole; and does not directly inhibit the production process. 2. Conditions Formal, namely : the company must be a legal entity; must obtain permission from the operational agencies responsible for labor affairs at the Department of Labor local outsourcing company which is located.                          3. Conditions Substantially, the terms of employment are generally in the form of normative provisions and working conditions imposed on the employer company.Outsourcing as a labor supply by others performed by first separating the main job (core business) with auxiliary enterprises (non-core) in a written document prepared by the management company. In doing outsourcing company outsourcing service users in collaboration with outsourcing companies, where the legal relationship embodied in a cooperation agreement that includes, among others, about the term of the agreement as well as any areas of cooperation which is a form of outsourcing. Employee signed an agreement with outsourcing outsourcing company outsourcing the user to be placed in the company.As a result of the law in terms of labor delivery to third parties (outsourcing) in terms of material and formal requirements are not met, then the result will be null and void, the existing employment relationship switched from employment or employment agreement between workers/laborers with the recipient company chartering jobs/employment services provider/labor into employment or employment agreement between workers/laborers with labor service user companies/workers. In this case workers/laborers can apply to the determination of the Industrial Dispute Settlement agencies. Employee outsourcing for the service user is placed in the company outsourcing the work shall comply with the applicable provisions of the outsourcing companies in the agreement. Dispute resolution labor issues resolved internally between companies outsourcing services outsourcing to corporate users, it can also be done by holding a meeting with the workers/laborers to discuss labor issues that occur in the implementation of outsourcing.Settlement disputes between workers/laborers with industrial outsourching outsourching be the sole responsibility outsourching enterprise itself. employment problems arising between enterprises with enterprise outsourching outsourching service users, diselesaiakan internally by the enterprise service users outsourching outsourching enterprises, it is also possible to have a meeting with the employee/labor to discuss the problems of employment that occurred in the execution outsourching.
PENINGKATAN PEMAHAMAN PERLINDUNGAN HUKUM PEKERJA OUTSOURCING DI DESA SUNGAI KAPIH SAMARINDA jemain, jemain
Jurnal Abdimas UNU Blitar Vol 6 No 1 (2024): Vol 6 No 1 (2024): Volume 6 Nomor 1 : Juli 2024
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28926/jppnu.v6i1.289

Abstract

UU No. 6 Tahun 2023 yang diimplementasikan pada tahun 2023 membawa beberapa perubahan signifikan dalam dunia ketenagakerjaan di Indonesia, termasuk di Desa Sungai Kapih, Samarinda. Permasalahan yang dihadapi oleh pekerja outsourcing di desa tersebut adalah kurangnya pengetahuan tentang hak-hak mereka sebagai pekerja outsourcing serta terbatasnya pemahaman mengenai regulasi yang mengatur perlindungan hukum bagi pekerja outsourcing. Penelitian ini bertujuan untuk menganalisis dampak penerapan UU No. 6 Tahun 2023terhadap pemanfaatan tenaga kerja Outsourcing di Desa Sungai Kapih. Metode penelitian yang digunakan adalah survei dan identifikasi masalah, perencanaan program, pelaksanaan program, evaluasi dan monitoring, melalui kegiatan penyuluhan hukum, wawan cara, diskusi, tanya jawab dan dialog sosial. Data dikumpulkan melalui wawancara mendalam, observasi, dan dokumentasi. Hasil penelitian menunjukkan bahwa setelah dilakukan kegiatan penyuluhan hukum dan pendampingan, pemahaman pekerja outsourcing di Desa Sungai Kapih tentang perlindungan hukum, mereka mengalami peningkatan yang signifikan. Pekerja outsourcing menjadi lebih mengetahui obyek pekerjaan yang diperbolehkan dalam pekerjaan outsourcing serta hak-hak normatif seperti upah minimum, jaminan sosial, dan syarat-syarat kerja lainnya. Selain hal-hal tersebut, mereka juga memahami mekanisme pengaduan jika terjadi pelanggaran terhadap hak-hak mereka. Kesimpulan dari penelitian ini adalah kegiatan penyuluhan hukum dan pendampingan dapat meningkatkan pemahaman pekerja outsourcing di Desa Sungai Kapih tentang perlindungan hukum yang mereka dapatkan. Rekomendasi yang diberikan adalah perlunya upaya berkelanjutan dalam memberikan edukasi dan pendampingan hukum bagi pekerja outsourcing baik di Desa Sungai kapih maupun di daerah-daerah lainya.
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