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All Journal Al-Mashlahah: Jurnal Hukum Islam dan Pranata Sosial Publica: Jurnal Pemikiran Administrasi Negara
Aloysius Uwiyono
Universitas Indonesia
Religion Humanities Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Social Sciences

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Analisis Yuridis Pertentangan Aspek Hukum Kaidah Otonom (Perjanjian Kerja Bersama) dengan Kaidah Heteronom (Undang-Undang No. 13 Tahun 2003 Tentang Ketenagakerjaan) Rinto Eduat Paulus Sitorus; Aloysius Uwiyono
Al-Mashlahah: Jurnal Hukum Islam dan Pranata Sosial Vol 10, No 01 (2022): Al-Mashlahah: Jurnal Hukum Islam dan Pranata Sosial Islam
Publisher : Sekolah Tinggi Agama Islam Al Hidayah Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30868/am.v10i01.2377

Abstract

Perjanjian kerja antara pengusaha dan pekerja, idealnya dibuat atas dasar kesepakatan kedua belah pihak, cakap hukum, adanya pekerjaan yang diperjanjikan, tidak bertentangan dengan peraturan perundang-undangan yang berlaku.Namun pada kenyataannya hubungan kerja sebagai suatu hubungan hukum termasuk dalam aturan otonom: Perjanjian Kerja, Peraturan Perusahaan, Perjanjian Kerja Bersama, dalam pembuatannya bertentangan dengan peraturan perundang-undangan yang berlaku (Kaidah Heteronom). Pertentangan hubungan pekerjaan dengan kaidah heteronom mencerminkan ketidakberdayaan pemerintah dalam hal ini Kementerian Ketenagakerjaan R.I., sebagai pengawas dua kaidah hukum ketenagakerjaan tersebut.  Teori efektivitas penegakkan hukum ditujukan untuk menjadi solusi atas persoalan pertentangan hukum dua kaidah hukum ketenagakerjaan, namun integritas penegak hukum itu sendiri pun masih dipertanyakan oleh pekerja, apakah penegak hukum mampu mengantisipasi pertentangan antara aspek kaidah otonom dan kaidah heteronom atau justru membiarkan terjadi pertentangan hukum antara pengusaha dan pekerja.
Implementation of Legal Protection of Workers with Employment Agreement For A Specified Period of Time (PKWT) Changed Into Employment Agreement for Unspecified Period Of Time (PKWTT) For The Same Job Deden Achmad Chaerudin; Aloysius Uwiyono
Publica: Jurnal Pemikiran Administrasi Negara Vol 15, No 1 (2023): Pemikiran Administrasi Negara 5
Publisher : Department of Public Administration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/jpan.v15i1.25121

Abstract

Entrepreneurs who employ workers for permanent jobs with an Employment agreement for a Specified Period of Time (hereinafter referred to as “PKWT”) employment relationship that is changed to an Employment agreement for Unspecified Period of Time (hereinafter referred to as “PKWTT”)  for the same job after the end of the PKWT employment relationship are mostly carried out in employment practices. Employers do this because the probationary period of 3 months for work relations with PKWTT is felt to be insufficient to assess worker performance in accordance with the targets set by employers. The PKWT is as if it is being used as a probationary period by the employer and the PKWT is not registered by the entrepreneur at the agency that administers government affairs in the district/city manpower sector which will have legal consequences for legal certainty and protection for workers. The government's weak oversight of labor practices in companies has made this kind of PKWT implementation continue and will continue to occur.
Co-Authors Deden Achmad Chaerudin Rinto Eduat Paulus Sitorus