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Yetniwati Yetniwati
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Rebuilding Justice: Reimagining Housemaid Protection through the Lens of Human Rights Yetniwati, Yetniwati; Hartati, Hartati; Zulkarnain, Iskandar; Kunarti, Siti; Fatricia, Raja Sharah
Journal of Indonesian Legal Studies Vol. 9 No. 2 (2024): Reforming Legal Frameworks: Justice, Rights, and Innovation in Indonesia and Be
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jils.v9i2.19172

Abstract

This paper aims to explain and evaluate the safeguarding of housemaids as a human rights issue, the types of legal safeguards available to them, and the establishment of oversight mechanisms governing the interaction between housemaids and their employers. The need for robust protection arises from the current absence of comprehensive legal frameworks in Indonesia to ensure their rights are upheld. In response, a Draft Bill concerning the Protection of Housemaids is under review as part of the 2023 National Legislation Program (Proglenas), and this paper aims to contribute to the legislative process. Using a normative juridical approach, the research finds that protecting housemaids is a critical step in fulfilling human rights, as acts of abuse and physical violence against them are severe violations. Legal safeguards for housemaids encompass preventive measures such as regulating recruitment processes, employment contracts, working hours, rest periods, leave, wages, overtime pay, and participation in health and work accident insurance programs. Additionally, employer-provided housing must meet health and safety standards. A human rights-based approach to managing work conditions is essential for fostering a harmonious relationship between housemaids and employers. Repressive protection includes mechanisms for resolving disputes, both through non-litigation and litigation methods. Effective legal oversight is vital, which can be conducted routinely by labor agencies and supplemented with online supervision tools, such as a complaint application. This application would allow housemaids and employers to submit complaints, integrated with supervisory staff at the labor department. The conclusion emphasizes that the legal protection of housemaids should be firmly rooted in human rights principles to ensure comprehensive and effective safeguards.
Kearifan Mediator Dalam Penyelesaian Perkara Pemutusan Hubungan Kerja (PHK) Secara Mediasi Di Masa Pandemi Yetniwati, Yetniwati; Muskibah, Muskibah; Harahap, Rahayu Refindowaty
Nagari Law Review Vol 7 No 3 (2024): Nagari Law Review
Publisher : Faculty of Law, Andalas University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25077/nalrev.v.7.i.3.p.440-454.2024

Abstract

The objectives of this research are to: Establish the very concept of risks due to the pandemi in employment relation; establish the wisdom of mediator concept in the settlement of employment termination during pandemi; corroborate the legal principles by means of mediation in the settlement of employment termination during pandemi; to devise strategies for mediator in settling employment termination disputes during pandemi. The completion of this research has been carried out by using juridical normative method, in conjunction with the statutory approach, conceptual approach and case approach. This research discovered that: A wise mediator needs to comprehend the concept of risks arisen from pandemi which consisted of three type of risk: heavy risk, moderate risk, and small risk. Each risk carries different legal implications. The concept of the wisdom of mediator is that there is a third party who is neutral, honest, fair, understands the matter at issue, and is responsible. The mediator must understand the legal principles of mediation which are: the procedure can be done online or offline, the mediator is a neutral party, active, deliberates to reach a consensus, provides recommendation to the party. The recommendations given must be registered to the court. The mediator’s strategy in settling the employment termination disputes is: by preventing the layoffs or termination from occurring; if preventing termination is not successful, recommendations for the termination can be provided. Recommendations for the layoffs or termination can be given after: data collecting procedure related to the case, bargaining process of the parties, formulation of the results of the agreement; submission of the recommendation to the parties.In conclusion: wise mediators should try to avoid layoffs, if layoffs cannot be avoided, they should provide solutions to provide rights and obligations in a balanced manner by taking into account the economic conditions of employers.
Pemenuhan Upah Layak Bagi Pekerja Melalui Penetapan Upah Minimum Pasca Berlakunya Undang-Undang Nomor 6 Tahun 2023 Tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 Tentang Cipta Kerja Menjadi Undang-Undang Ambarita, Hendra Halomoan; Hartati, Hartati; Yetniwati, Yetniwati; Yanti, Herma
Wajah Hukum Vol 8, No 1 (2024): April
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/wjh.v8i1.1403

Abstract

The government has regulated the fulfillment of living wages for workers through the Job Creation Law and Government Regulation Number 51 of 2023 concerning Amendments to Government Regulation Number 36 of 2021 concerning Wages. A living wage is a basic right of workers/laborers that must be fulfilled by employers. The method in this research is that this research is descriptive analysis with the type of research, namely iordischromatid, which uses data sources, namely primary legal materials, secondary legal materials and tertiary materials and the data analysis used is qualitative analysis. The results of this research are that a living wage is a wage that can adequately meet the minimum living needs of workers/laborers and their families. The Job Creation Law and Government Regulation Number 51 of 2023 concerning Amendments to Government Regulation Number 36 of 2021 concerning Wages are regulations that regulate the fulfillment of living wages for workers/laborers. The Job Creation Law mandates that the government establish wage policies as an effort to realize the rights of workers/laborers to a living that is worthy of humanity. This policy includes setting a minimum wage every year. Government Regulation Number 51 of 2023 concerning Amendments to Government Regulation Number 36 of 2021 concerning Wages regulates the formula for calculating minimum wages which includes three variables, namely inflation, economic growth and a certain index (symbolized in the form a). The minimum wage calculation formula regulated in Government Regulation Number 51 of 2023 concerning Amendments to Government Regulation Number 36 of 2021 concerning Wages is expected to encourage an increase in people's purchasing power and realize a living wage for workers/laborers. However, periodic evaluations need to be carried out to ensure that the formula can adequately meet the minimum living needs of workers/laborers and their families.
Hak Pekerja Yang Dirumahkan Oleh Perusahaan Produsen Kayu Rekayasa Nauli Malau , Salsabila; Yetniwati, Yetniwati
Zaaken: Journal of Civil and Business Law Vol. 4 No. 1 (2023): Februari
Publisher : Universitas Jambi, Fakultas Hukum

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/zaaken.v4i1.21757

Abstract

This study aims to find out and analyze the obstacles to employers in granting workers' rights as well as knowing and analyzing the current situation of workers who have been laid off after the Covid-19 pandemic has improved. The research method in this study uses an empirical research type that analyzes and examines the work of law in society. Techniques for collecting legal material through data studies/documents as well as results from interviews in the field. The research results that policy researchers obtained laying off workers during the Covid-19 pandemic were carried out by entrepreneurs, both UMB and UMK. Many factors encourage employers to issue these policies. Government policies that limit community activities, workers serving Covid-19 may not work, complicate raw materials, reduce demand and other factors. This makes it difficult for business actors to provide workers' rights. Meanwhile, Law Number 13 of 2003 concerning Manpower does not regulate legal protection for the practice of laying off workers in emergency situations. The government only issued a Circular and Circular Letter Number M/3/Hk.04/III/2020 Year 2020. At One Of The Engineering Wood Producer Company In The Sarang Burung Village, Muaro Jambi pays 50%. However, this cannot continue to be done considering the company is not in accordance with expenses. So that the following month, the company made a policy to reduce the number of workers by 40% by giving 800 workers a choice, namely, being laid off with severance pay in installments until January 2022 or being sent home without pay. Abstrak Penelitian ini bertujuan untuk mengetahui dan menganalisis hambatan bagi pengusahaan dalam memberikan hak pekerja sekaligus mengetahui dan menganalisis keadaan para pekerja yang dirumahkan saat ini setelah pandemi Covid-19 telah membaik. Metode Penelitian dalam penelitian ini menggunakan tipe penelitian empiris yang menganalisis dan mengkaji bekerjanya hukum didalam masyarakat. Teknik pengumpulan bahan hukum melalui studi/data dokumen serta hasil dari wawancara di lapangan. Hasil penelitian yang peneliti dapatkan kebijakan merumahkan pekerja selama pandemi Covid-19 marak dilakukan oleh para pengusaha, baik UMB maupun UMK. Banyak faktor yang mendorong pengusaha mengeluarkan kebijakan tersebut. Kebijakan pemerintah yang membatasi kegiatan masyarakat, pekerja yang terdampak Covid-19 tidak boleh bekerja, kesulitan bahan baku,  berkurangnya permintaan dan faktor-faktor lainnya. Hal ini menyebabkan pelaku usaha kesulitan dalam memberikan hak-hak pekerja. Sementara itu, Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan tidak mengatur mengenai perlindungan hukum praktik merumahkan pekerja di situasi darurat. Pemerintah hanya mengeluarkan Surat Edaran dan Surat Edaran Nomor M/3/Hk.04/III/2020 Tahun 2020. Pada ERUSAHAAN PRODUSEN KAYU REKAYASA DI DESA SARANG BURUNG MUARO JAMBI  memberikan upah sebesar 50%. Namun, hal tersebut tidak dapat terus dilakukan mengingat pemasukan perusahaan yang tidak sesuai dengan pengeluaran. Sehingga bulan selanjutnya, perusahaan membuat kebijakan untuk mengurangi 40% jumlah pekerja dengan  memberikan pilihan kepada 800 pekerja yaitu, di PHK dengan pesangon dicicil sampai Januari 2022 atau dirumahkan tanpa digaji.  
Tanggung Jawab Penerima Protokol terhadap Gugatan atas Akta yang Dibuat Oleh Pemberi Protokol Sari, Winda; Yetniwati, Yetniwati; Aulia, M. Zulfa
SENTRI: Jurnal Riset Ilmiah Vol. 4 No. 12 (2025): SENTRI : Jurnal Riset Ilmiah, Desember 2025
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/sentri.v4i12.5140

Abstract

This study examines the responsibility of notaries who receive notary protocols in relation to lawsuits concerning deeds made by the protocol-giving notary, as well as the form of legal protection available to the receiving notary. This topic is important because, in judicial practice, notaries who merely receive and store notary protocols are often involved as defendants or co-defendants in civil disputes over deeds they did not create, which results in legal uncertainty regarding the limits of notarial responsibility. This research uses a normative juridical method with statutory, conceptual, and case approaches. The statutory approach analyzes provisions of the Notary Law governing authority, responsibility, and protocol transfer, while the conceptual approach refers to theories of legal responsibility and legal protection. The case approach examines court decisions involving notaries receiving protocols in disputes over notarial deeds. The results show that a notary receiving a protocol is not responsible for legal problems arising from the substance of the deed, as responsibility remains with the notary who drafted it. The receiving notary only bears administrative responsibility, limited to storing, maintaining, and providing access to the protocol in accordance with statutory provisions. Furthermore, legal protection for notaries receiving protocols is primarily repressive in nature through the right of refusal as stipulated in Article 16 paragraph (1) letter f of the Notary Law. This study contributes to notarial law literature by clarifying the boundary between administrative and substantive responsibility and reinforcing consistent judicial application of Article 65 of the Notary Law.
Analisis Putusan Pengadilan Hubungan Industrial Nomor 46/Pdt.Sus-PHI/2023/PN Pbr Pada Pengadilan Negeri Pekanbaru Dalam Kasus Pemutusan Hubungan Kerja Saputra, Rafi; Yetniwati, Yetniwati; Novianti, Novianti
Zaaken: Journal of Civil and Business Law Vol. 6 No. 3 (2025): Oktober 2025
Publisher : Universitas Jambi, Fakultas Hukum

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/zaaken.v6i3.44911

Abstract

The purpose of this research is to analyze the legal considerations in Decision Number 46/Pdt.Sus-PHI/2023/PN Pbr related to the case of termination of employment (PHK) between Yosep Primadona (worker) and PT Eluan Mahkota (employer). The problem of this research is how the legal considerations in Decision Number 46/Pdt.Sus-PHI/2023/PN Pbr are viewed from juridical, philosophical, and sociological aspects. Normative juridical research method using conceptual approach, statutory approach, and case approach. The legal materials used are primary and secondary legal materials. The results showed that the panel of judges decided that the mutations and layoffs carried out by the company were invalid because they were contrary to Article 32 of Law Number 13 of 2003 concerning Manpower. The judges' considerations cover three aspects, based on the juridical aspect, the mutations and layoffs did not fulfill legal procedures, including the absence of prior notification and violation of Company Regulations, based on the philosophical aspect, the decision is based on the principles of substantive justice, balance of rights, and respect for the dignity of workers, based on the sociological aspect, the decision pays attention to the social impact of layoffs on workers and emphasizes the importance of protecting workers' rights in industrial relations. This decision reflects the application of the principles of legal certainty, justice, and worker protection, as well as emphasizing that layoffs must be the last resort (ultima ratio).
Perlindungan Hukum Terhadap Upah Pekerja di PT Widyaloka Jaya Perkasa Kota Jambi Berdasarkan Peraturan Ketenagakerjaan Arsyadi , Khavy; Yetniwati, Yetniwati; Fathni, Indriya
Zaaken: Journal of Civil and Business Law Vol. 7 No. 1 (2026): Februari 2026 (On Progress)
Publisher : Universitas Jambi, Fakultas Hukum

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/zaaken.v7i1.45273

Abstract

This study aims to analyze the legal protection given to workers related to the right to wages at PT Widyaloka Jaya Perkasa and to identify the obstacles faced in the implementation of the rights to wages of workers. The formulation of the problem in this study is: How is the legal protection of the rights to wages of workers at PT Widyaloka Jaya Perkasa based on the Manpower Regulation and What are the obstacles in the implementation of workers' rights to wages at PT Widyaloka Jaya Perkasa Based on the Manpower Regulation. This study uses an empirical legal method with a descriptive approach, involving interviews with employees and analysis of related documents. The results of the study show what aspects of the problems in the implementation of the right to wages at PT Widyaloka Jaya Perkasa need to be observed and studied so that there are no violations of the law that occur after the existence of laws and regulations related to employment. These aspects include legal protection and what are the obstacles in the implementation of the rights to wages of workers.
Co-Authors Alissa, Evalina Ambarita, Hendra Halomoan Amir, Diana Arsyadi , Khavy Dwi Suryahartati Ertananda, Annisa Harahap, Rahayu Refindowaty Hartati Hartati Herma Yanti Indriya Fathni M. Zulfa Aulia Meri Yarni Muhammad Luthfi Muskibah Muskibah Naili, Lili Nauli Malau , Salsabila Novianti Novianti Nurmalia Dewi Pahlefi, Pahlefi Pandia, Dion Prasna, Adeb Davega Qodri, Muhammad Amin Rafindo, Yanuar Raja Sharah Fatricia Rema Syelvita Salam, M SAPUTRA, BENY Saputra, Rafi Siti Kunarti Suhermi, Suhermi Taufik Yahya Tri Antisya, Viona Umar Hasan Winda Sari Yulisti, Prayogi