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All Journal Jurnal Pro Hukum : Jurnal Penelitian Bidang Hukum Universitas Gresik Unes Law Review Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Hukum Adigama Iqtishaduna : Jurnal Ilmiah Mahasiswa Hukum Ekonomi Syariah Jurnal Ilmu Hukum, Humaniora dan Politik (JIHHP) Jurnal Ilmiah Kutei ANDREW Law Journal Causa: Jurnal Hukum dan Kewarganegaraan Jurnal As-Syar’i: Jurnal Bimbingan & Konseling Keluarga YUDHISTIRA : Jurnal Yurisprudensi, Hukum dan Peradilan Mahkamah: Jurnal Riset Ilmu Hukum Jurnal Riset Multidisiplin Edukasi
Gunardi Lie
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Religion Arts Humanities Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Physics Public Health Social Sciences Other

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Perlindungan Hukum Terhadap Buruh dalam Praktik Penahanan Ijazah oleh Perusahaan di Indonesia Kearen Elvira Naftali; Gunardi Lie
Mahkamah : Jurnal Riset Ilmu Hukum Vol. 3 No. 2 (2026): April : Mahkamah : Jurnal Riset Ilmu Hukum
Publisher : Asosiasi Peneliti dan Pengajar Ilmu Hukum Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62383/mahkamah.v3i2.1595

Abstract

This practice is essentially based on clauses in employment contracts intended to prevent employees from resigning before the contract term expires. However, from a legal perspective, this practice raises challenges regarding the validity of employment contracts and the legal protections afforded to employees. The objective of this study is to evaluate the validity of the diploma retention practice through the lens of labor law and civil law, as well as to explore the types of legal protections that may be available to employees. The research methodology employed is a normative legal approach, utilizing a legal and conceptual framework, and supported by a literature review of primary and secondary legal sources. This analysis emphasizes the principles of contract law, labor protection principles, and relevant human rights standards. The research findings indicate that the practice of withholding diplomas lacks a clear legal basis under Indonesian law and potentially violates the criteria for the validity of contracts, particularly regarding the abuse of circumstances (misbruik van omstandigheden). Furthermore, this practice can be categorized as an illegal act because it infringes upon workers’ property rights and their freedom to seek employment. Legal protection for workers can be facilitated through preventive strategies, such as strengthening labor regulations and oversight, as well as through enforcement actions, including civil litigation and the resolution of industrial disputes.
Analisis Yuridis Perlindungan Hukum terhadap Hak Pekerja atas Tunjangan dan Upah yang Menunggak Kaniko Dyon Geraldi; Gunardi Lie
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 4 (2026): Jurnal Riset Multidisiplin Edukasi (April 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i4.1835

Abstract

This research is motivated by the widespread violations of workers' rights regarding benefits and wages, which are frequently suspended or unpaid by companies due to the weak bargaining position of employees. Legally, an employment relationship obligates employers to fulfill the right to a decent living through wage components and allowances. The problem formulation in this study focuses on the legal protection provided to workers against the arrears of benefits and wages within the regulatory framework post-Reform. The research method employed is normative legal research using a statutory approach and a conceptual approach, utilizing primary, secondary, and tertiary legal materials.The results indicate that legal protection for wages and benefits has been reinforced through Article 88A of the Job Creation Law and the Manpower Law, which mandates employers to pay wages according to the agreed-upon terms. Violations regarding these components, including arrears in Social Security (BPJS Ketenagakerjaan) contributions, constitute not only a breach of contract but are also subject to administrative and criminal sanctions, with a maximum of 8 years imprisonment under the BPJS Law. However, the effectiveness of law enforcement is still hindered by passive labor inspection functions and the lengthy litigation process in the Industrial Relations Court. In conclusion, while the regulatory instruments are sufficiently robust, more active and consistent government oversight and firm enforcement of sanctions are required. It is recommended to strengthen the supervisory function and simplify dispute resolution mechanisms to ensure that workers' normative rights are fully protected for the sake of creating harmonious and fair industrial relations.
TINJAUAN HUKUM PEMENUHAN UANG KOMPENSASI DAN GANTI RUGI DALAM PERJANJIAN KERJA WAKTU TERTENTU (PKWT) BERDASARKAN UNDANG-UNDANG CIPTA KERJA Jenita Tan; Gunardi Lie
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 4 (2026): Jurnal Riset Multidisiplin Edukasi (April 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i4.1840

Abstract

A Fixed-Term Employment Agreement (PKWT) is a type of employment contract explicitly regulated under Indonesian labor law. Following the enactment of Law Number 11 of 2020 concerning Job Creation and its related regulations, including Government Regulation Number 35 of 2021, additional provisions have been established regarding the obligation to provide compensation and damages to PKWT workers/laborers. This study aims to examine the legal provisions concerning the granting of compensation and damages in PKWT in accordance with the Job Creation Law. The methodology used is normative legal research, employing both statutory and conceptual approaches. The results of the study indicate that the Job Creation Law requires employers to provide compensation at the end of a PKWT based on the duration of employment and obliges the payment of damages if either party terminates the PKWT before the agreed contract period expires. The implementation of this regulation continues to face obstacles due to the lack of legal awareness among employers and the insufficient supervisory measures.
Co-Authors Adisty Padmavati Moha Allaysha Adindaputri Kirani Alvin Faizal Adhiaza Angelica Jovanka Sukarsaatmadja Anisa Puspitasari Arka Candias Hermawan Aryanti Agripina WInata Aufan Ahdi Dhea Dillah Probokusumo Diana Deborah Evangeline Fiona Ezravania Rahmat Fauzan Ravinda Putera Furguson, Felix Hanivah Fitriyani Indah siti aprilia Jenita Tan Julius Taufik Kaniko Dyon Geraldi Kearen Elvira Naftali Keiko Patricia Liwe Maria Angela Triwidyarti Marvin Candra Michael Vernando Sirait Michele Fedryca Moody Rizqy Moody Rizqy Syailendra Putra Moody Rizqy Syailenra Putra Muhammad Ramdhan Hananto Nisa Paujiah Oktri Defilania, Oktri Defilania Salsabila Putri Shierly Florensia Vanessa Wijaya William Christopher Yang