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<![CDATA[Transparansi Perjanjian Kerja Waktu Tertentu (PKWT) yang Berkeadilan di Lingkungan Perusahaan Sektor Tekstil, Sandang dan Kulit (Sektor TSK) Kabupaten Tangerang ]]>
<![CDATA[Narita Adityaningrum]]>;
<![CDATA[Wahyudi Siswanto]]>
<![CDATA[ Jurnal Pendidikan Tambusai Vol. 6 No. 2 (2022): Agustus 2022 ]]>
Publisher : <![CDATA[LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia ]]>
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DOI: 10.31004/jptam.v6i2.4523
<![CDATA[Dalam hubungan kerja modern yang mengedepankan fleksibiltas, Perjanjian Kerja Waktu Tertentu (PKWT) menjadi pilihan utama sebagai landasan kontraktual pelaksanaan pekerjaan antara pekerja/buruh dengan pengusaha/pemberi kerja. Secara normative, PKWT telah diatur dalam Undang-undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan jo. PP Nomor 35 Tahun 2021. Namun dalam realisasi ketentuan norma tersebut sering dihadapkan kepada persoalan transparansi dan nilai keadilan dalam substansi hukum PKWT yang cenderung menguntungkan kepentingan pengusaha/pemberi kerja. Penelitian bertujuan melakukan kajian transparansi PKWT yang lebih berkeadilan di lingkungan perusahaan Sektor Tekstil, Sandang dan Kulit (Sektor TSK) Kabupaten Tangerang.]]>
<![CDATA[PERUBAHAN NORMATIF PENGATURAN TENTANG PENYELESAIAN PEMUTUSAN HUBUNGAN KERJA PASCA BERLAKUNYA UU NOMOR 11 TAHUN 2020 DALAM PUTUSAN-PUTUSAN PENGADILAN ]]>
<![CDATA[Andari Yurikosari]]>;
<![CDATA[Narita Adityaningrum]]>;
<![CDATA[Masri Rumita Br. Sibuea]]>
<![CDATA[ Hukum Pidana dan Pembangunan Hukum Vol. 4 No. 2 (2022): Hukum Pidana dan Pembangunan Hukum ]]>
Publisher : <![CDATA[Fakultas Hukum Universitas Trisakti ]]>
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DOI: 10.25105/hpph.v4i2.14770
<![CDATA[Diundangkannya Undang-undang Nomor 11 Tahun 2020 tentang Cipta Kerja yang menghapus dan mengganti banyak pasal yang semula berlaku dalam Undang-undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan menjadi berubah pengaturannya. Perubahan tersebut berpengaruh pula terhadap syarat-syarat hubungan hukum berupa hubungan kerja antara para pihak baik berdasarkan Perjanjian Kerja Waktu Tertentu (PKWT), maupun Perjanjian Kerja Waktu Tidak Tertentu (PKWTT). Pada awalnya, ketentuan jangka waktu PKWT termuat pada Undang-Undang Nomor 13 tahun 2003 yang kemudian ketentuan itu dihapus dan dilakukan perubahan dalam Undang-Undang Nomor 11 tahun 2020 serta diatur lebih rinci dalam Peraturan Pemerintah Nomor 35 tahun 2021 sebagai aturan pelaksananya. Pengubahan jangka waktu PKWT ini menimbulkan beberapa kerugian bagi tenaga kerja kontrak sehingga mengancam hak asasi manusianya seperti kesejahteraan dan penghidupan yang layak. Perubahan jangka waktu PKWT menjadi lebih lama dan tidak adanya jaminan tenaga kerja kontrak untuk mendapat jaminan pekerjaan yang secara menetap. Sehingga kerugian yang dihasilkan ini, memberikan dampak pada kesejahteraan dan kehidupan yang layak bagi tenaga kerja kontrak, meskipun demikian, berbeda dengan pengaturan dalam Undang-undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, pekerja yang terikat hubungan kerja berdasarkan PKWT setelah berakhirnya masa kontrak, dapat memperoleh uang kompensasi yang perhitungannya adalah 1 bulan upah setelah bekerja 1 tahun atau 12 (dua belas) bulan. Pada pekerja yang terikat hubungan hukum PKWTT, justru telah terjadi pengurangan perhitungan pesangon berdasarkan UU Nomor 11 Tahun 2020 tentang Cipta Kerja jika dibandingkan dengan UU Nomor 13 Tahun 2003 tentang Ketenagakerjaan. Yang menjadi pokok permasalahan dalam penelitian ini adalah mengenai bagaimana masalah di dalam Pemutusan Hubungan Kerja pasca berlakunya Undang-undang No. 11 Tahun 2020 tentang Ketenagakerjaan dalam Putusan-putusan Pengadilan dan bagaimana masalah Pemberian Kompensasi dan Pesangon dalam PHK berdasarkan UU Nomor 11 Tahun 2020 jo PP Nomor 35 Tahun 2021 dalam Putusan-putusan Pengadilan. Penelitian dilakukan dengan metode penelitian yuridis normatif dan penarikan kesimpulan dilakukan dengan logika deduktif.]]>
<![CDATA[PEMBAKARAN LAHAN UNTUK PEMBUKAAN LAHAN PERKEBUNAN (STUDI PUTUSAN NOMOR 468/PID.B/LH/2021/PN RHL): Land Burning for Opening Plantation Land (Study of Adjudication Number 468/PID.B/2021/PN/RHL) ]]>
<![CDATA[Farahdiba Hakim]]>;
<![CDATA[Narita Adityaningrum]]>
<![CDATA[ Reformasi Hukum Trisakti Vol 6 No 3 (2024): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Faculty of Law, Universitas Trisakti ]]>
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DOI: 10.25105/refor.v6i3.20608
<![CDATA[Forest and land burning incidents are a phenomenon that often occurs in Indonesia. Most people still carry out actions to clear land by burning land. The formulation of the problem is about the suitability of District Court Decision Number 468/Pid.B/Lh/2021/Pn Rhl regarding the case of land burning to clear plantation land with the provisions of UUPPLH and the efforts that must be made by the regional government of Rokan Hilir Regency, Riau Province to overcome land fires plantations in the Rokan Hilir Regency area, Riau Province. This type of research uses normative law which is descriptive analytical and uses secondary data which is analyzed qualitatively by drawing deductive conclusions. Research results and discussion and hhe conclusion is that the District Court Decision Number 468/Pid.B/Lh/2021/Pn Rhl is in accordance with the provisions of Article 99 paragraph (1) UUPPLH but according to the author this decision can add Article 69 paragraph (1) letter a as a strengthening article for Article 99 paragraph (1) and Article 69 paragraph (1) letter h UUPPLH. With the Riau Province Regional Regulation Number 1 of 2019, the Riau Regional Government is not prepared enough to monitor technical preparedness measures, other efforts include extinguishing and rehabilitation]]>
<![CDATA[HAK-HAK NORMATIF PEKERJA KARENA PHK DENGAN ALASAN EFISIENSI SEBELUM DAN SESUDAH UNDANG-UNDANG TENTANG CIPTA KERJA: Normative Rights of Workers Due to Laid off Efficiency Before and After Act on Job Creation ]]>
<![CDATA[Sari, Linda Ganetha]]>;
<![CDATA[Adityaningrum, Narita]]>
<![CDATA[ AMICUS CURIAE Vol. 2 No. 1 (2025): Amicus Curiae ]]>
Publisher : <![CDATA[Faculty of Law, Universitas Trisakti ]]>
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DOI: 10.25105/fm4q4p39
<![CDATA[Normative rights are fundamental rights that must be owned by a worker/laborer in an employment relationship. Regarding the case in the decision to analyze the comparison of normative rights to be obtained by workers referring to the Job Creation Law. The problem identification is: what are the normative rights of layoffs before and after the enactment of Law No. 11/2020 related to District Court Decision Number: 363/Pdt.Sus-PHI/2022/PN.Jkt.Pst and Decision Number 18/Pdt.Sus-PHI/2019/PN.Jap? The result of the discussion is that layoffs for efficiency reasons are not allowed because the Constitutional Court's decision is a reinforcement that companies can only choose a way to carry out layoffs because the company is permanently closed and efficiency cannot be used as a strong reason to lay off workers/laborers and the legal consequences of layoffs in the decision are null and void and normative rights must be fulfilled by employers/employers who carry out layoffs, in the form of severance pay, long service pay, compensation pay must be received by workers/laborers as stated in the Manpower Law and Law No. 11/2020 concerning Job Creation.]]>
<![CDATA[Mediasi Penyelesaian Perselisihan Antar Serikat Pekerja/Serikat Buruh di Tingkat Perusahaan yang Berkeadilan pada Perusahaan Sektor Tekstil Sandang dan Kulit ]]>
<![CDATA[Siswanto, Wahyudi]]>;
<![CDATA[Adityaningrum, Narita]]>
<![CDATA[ Jurnal Multidisiplin Indonesia Vol. 1 No. 4 (2022): Jurnal Multidisiplin Indonesia ]]>
Publisher : <![CDATA[Riviera Publishing ]]>
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DOI: 10.58344/jmi.v1i4.217
<![CDATA[Pendahuluan: Hubungan industrial merupakan hubungan antara semua pihak yang terkait atau berkepentingan atas proses produksi barang atau pelayanan jasa di suatu perusahaan, pihak yang berkepentingan (stakeholder) dalam sebuah perusahaan terdiri dari: pengusaha atau pemegang saham yang sehari-hari diwakili manajemen; para pekerja dan serikat pekerja; para perusahaan pemasok; masyarakat konsumen; pengusaha pengguna, dan masyarakat sekitar. Tujuan: Untuk menjadi salah satu opsi dalam penyelesaian perselisihan antar serikat pekerja/serikat buruh dalam satu perusahaan, para pihak tidak menetapkan pilihan penyelesaian melalui konsiliasi atau arbitrase dalam waktu 7 (tujuh) hari kerja, maka instansi yang bertanggung jawab di bidang ketenagakerjaan melimpahkan penyelesaian perselisihan kepada mediator. Metode: Penelitian ini menggunakan penelitian normatif. Sifat penelitian yang digunakan dalam penelitian ini merupakan penelitian deskriptif analitis. Dengan penelitian deskriptif ini, akan dilakukan pendeskripsian mengenai peristiwa dan keadaan yang menjadi objek penelitian tetapi tidak ada kekhususan suatu keadaan atas kajian penelitian ini. Hasil: Hubungan industrial yang melibatkan pihak-pihak yang secara alamiah memiliki kepentingan berbeda tersebut dilaksanakan dalam pola hubungan yang harmonis sehingga dapat mendorong produktivitas di tempat kerja. Dalam hal ini masyarakat juga mempunyai kepentingan, baik sebagai pemasok faktor produksi yaitu barang dan jasa kebutuhan perusahaan, maupun sebagai masyarakat konsumen atau pengguna hasil-hasil perusahaan tersebut. Kesimpulan: maka dapat ditarik kesimpulan sebagai berikut: Proses mediasi oleh mediator dalam penyelesaian perselisihan antar serikat pekerja/serikat buruh hanya dalam satu perusahaan]]>
<![CDATA[Pelembagaan Lks Bipartit Di Tingkat Perusahaan Sebagai Mekanisme Upaya Pencegahan Perselisihan Hubungan Industrial Di Tempat Kerja ]]>
<![CDATA[Siswanto, Wahyudi]]>;
<![CDATA[Adityaningrum, Narita]]>;
<![CDATA[Purnomowati, Reni Dwi]]>
<![CDATA[ Jurnal Multidisiplin Indonesia Vol. 2 No. 8 (2023): Jurnal Multidisiplin Indonesia ]]>
Publisher : <![CDATA[Riviera Publishing ]]>
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DOI: 10.58344/jmi.v2i8.386
<![CDATA[Pasal 106 dan Pasal 190 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan mengatur secara imperative kewajiban di setiap perusahaan untuk membentuk LKS Bipartit termasuk kemungkinan pengenaan sanksi. Secara kelembagaan keberadaan LKS Bipartit dapat menjadi instrument yang efektif pencegahan perselisihan hubungan industrial di tempat kerja. Namun dalam praktik pembentukan LKS Bipattit masih dihadapkan kepada banyak kendala/hambatan baik yang berasal dari pihak pengusaha maupun dari pihak pekerja/buruh.]]>
<![CDATA[Environmental Law Aspect in Medical Hazardous and Toxic Waste Control ]]>
<![CDATA[Adityaningrum, Narita]]>
<![CDATA[ Riwayat: Educational Journal of History and Humanities Vol 6, No 4 (2023): Educational, Historical Studies and Humanities ]]>
Publisher : <![CDATA[Universitas Syiah Kuala ]]>
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DOI: 10.24815/jr.v6i4.35767
<![CDATA[Hazardous toxic waste (B3) medical waste in Indonesia is undeniably a serious threat that impacts environmental pollution as well as public health. Data from the Ministry of Environment and Forestry (KLHK) shows that the control of such waste by hospitals still does not meet the prescribed standards. Law No. 32 of 2009 concerning Environmental Protection and Control (PPHL) has regulated that every person who generates hazardous waste is obliged to manage the waste they produce and if they are unable to do so, they must hand over the control to another party. The problems in this article are, what are the obstacles faced by hospitals in the control of medical B3 waste and how is the solution to the problem of hospital medical B3 waste control. This article is a normative legal research, descriptive in nature, and deductive inference. The conclusion of this research is that the obstacles faced by hospitals in the control of medical hazardous waste are due to the lack of waste treatment facilities compared to the amount of medical hazardous waste generated by hospitals and solutions to medical waste control problems, among others, by adding medical hazardous waste control facilities and encouraging each hospital so that the hospital can self-manage the waste.]]>
<![CDATA[Optimalisasi Pencatatan Perkawinan Untuk Mewujudkan Kepastian Hukum ]]>
<![CDATA[Krestianto, Indra]]>;
<![CDATA[Luthfah, Diny]]>;
<![CDATA[Bakri, Khairani]]>;
<![CDATA[Adityaningrum, Narita]]>;
<![CDATA[Stevanny , Melinda]]>
<![CDATA[ Jurnal Pendidikan Indonesia Vol. 6 No. 8 (2025): Jurnal Pendidikan Indonesia ]]>
Publisher : <![CDATA[Publikasi Indonesia ]]>
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DOI: 10.59141/japendi.v6i8.8518
<![CDATA[Marriage has an important role in shaping families and community life. In Indonesia, Law Number 1 of 1974 has stipulated that marriage registration must be carried out to ensure legal certainty. This study aims to analyze the legal politics of marriage registration, the legal impact of registered and unregistered marriages, and offer an ideal form of fair and useful registration. The research method used is normative law with a legislative approach. The results of the study show that marriage registration is not only administrative, but also important for the certainty of family legal status. Optimizing recording through regulatory reform and public education is needed to strengthen legal protection in Indonesia.]]>
<![CDATA[IMPLIKASI HUKUM PEMUTUSAN HUBUNGAN KERJA ATAS PELANGGARAN HAK-HAK NORMATIF YANG DITIMBULKAN OLEH PERUSAHAAN OTO MULTIFINANCE: Legal Implications of Termination of Employment for Violation of Normative Rights by Company OTO MULTIFINANCE ]]>
<![CDATA[Nabila Putri Insyani]]>;
<![CDATA[Adityaningrum, Narita]]>
<![CDATA[ Reformasi Hukum Trisakti Vol 7 No 4 (2025): Reformasi Hukum Trisakti ]]>
Publisher : <![CDATA[Faculty of Law, Universitas Trisakti ]]>
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DOI: 10.25105/refor.v7i4.23391
<![CDATA[Termination of Employment is due to circumstances that have arisen, resulting in the termination of all rights and obligations between the employee and the employer. The implication of PHK in this case is the elimination of rights and obligations arising from the employment relationship between workers and employers. The action of PT. OM to unilaterally stop payment of wages is concluded that the employer is trying to end the employment relationship by violating regulations on employment. The consideration of the Panel of Judges; PT OM has not paid wages to C.I and friends for December 2010, January 2021 and February 2021. The formulation of the problem in this study is whether the normative rights received by C.I and friends are in accordance with Law Number 13 of 2003? The research method is normative and descriptive analytical, secondary data and deductive conclusion drawing. The results of the discussion and conclusion are that the normative rights received by C.I and friends are not in accordance with the decision, because in the case, the decision granted some of the demands of C.I and friends, which means there are normative rights that have not been fulfilled by PT. OM.]]>
<![CDATA[Implementation of Certain Time Work Agreement (PKWT) in supporting company development ]]>
<![CDATA[Adityaningrum, Narita]]>
<![CDATA[ JIM: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah Vol 8, No 4 (2023): Agustus, Social Religious, History of low, Social Econmic and Humanities ]]>
Publisher : <![CDATA[Universitas Syiah Kuala ]]>
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DOI: 10.24815/jimps.v8i4.28658
<![CDATA[Workers/laborers are an important component for the survival of the company. The existence of contract workers with a Specific Time Work Agreement (PKWT) shows an increase, because apart from being more flexible, they are also considered more efficient. However, on the other hand, PKWT is considered not to provide a guarantee of continued income for workers after the end of the work agreement. The problem formulation is; What is the relationship between employment and the contract work system in Indonesian labor law? also what is the responsibility of the Employer or employer regarding the presence of workers with a contract system in the company? The research method uses a type of normative legal research. The approach method used is a statutory approach and a conceptual approach. Study results: the work element in the employment relationship is absolute because it is the object of the agreement. Existing work must be carried out by the worker himself based on the employer's orders. The nature of the work that is the object of the employment agreement is inherent in the employee, so that based on law, the employment agreement is terminated by law if the employee dies. The different interests between employers and workers regarding the existence of contract workers in PKWT contracts have encouraged the enactment of heteronomous employment legal norms through the Law on Employment and the Job Creation Law. Conclusion: the employment relations of contract workers based on PKWT have been regulated by terms and conditions in Law Number 13 of 2003 concerning Employment and the Employment Cluster Job Creation Law. Heteronomous employment legal norms which determine the terms and conditions of PKWT are a form of government intervention in employment relations which aims to provide justice for the existence of contract workers in companies.]]>
