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PELAKSANAAN HAK ATAS PEKERJAAN TERHADAP TRANSGENDER/TRANSSEKSUAL DI INDONESIA Mamuaya, Hanzel; Karsona, Agus Mulya
Jurnal Bina Mulia Hukum Vol 2, No 2 (2018): Jurnal Bina Mulia Hukum
Publisher : Fakultas Hukum Universitas Padjadjaran

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (309.082 KB)

ABSTRAKPekerjaan merupakan suatu hal yang sangat penting dan terkait langsung dengan kehidupan manusia. Setiap individu memiliki hak untuk dapat bekerja, memungkinkan dia untuk hidup bermartabat. Tulisan ini membahas mengenai aksessibilitas hak atas pekerjaan di sektor formal terhadap orang-orang atau kelompok transgender/transseksual di Indonesia. Metode penelitian yang digunakan yaitu yuridis normatif, dengan spesifikasi penelitian deskriptif analitis yang memberikan gambaran mendalam tentang suatu keadaan berkaitan dengan permasalahan yang diteliti. Hasil penelitian menunjukkan bahwa pada dasarnya aksessibilitas hak atas pekerjaan disektor formal masih tertutup bagi transgender/transseksual, yang disebabkan identitas gender mereka yang selalu dipermasalahkan serta terdapatnya kebijakan yang diskriminatif terkait hak atas pekerjaan transgender/transseksual. Sebagai pemikul tanggung jawab terhadap hak asasi manusia, Negara wajib menetapkan langkah-langkah legislasi ataupun langkah lainnya untuk dapat memastikan akssesibilitas hak atas pekerjaan terbuka terhadap transgender/transseksual.Kata Kunci: aksessibilitas, hak atas pekerjaan, transgender/transseksual. ABSTRACTWork is a very important and directly related to human life. Every individual has the right to work, enabling him to live in dignity. This paper discusses the accessibility of the right to work in the formal sector towards transgender/transsexual persons or groups in Indonesia. The research method used is normative juridical, with analytical descriptive research specification that gives deep picture about a condition related to the problem studied. The results show that basically the accessibility to the right to work in the formal sector remains closed to transgender/transsexual, due to their constantly questioned gender identity and discriminatory disclosure of rights to transgender/transsexual employment. State shall establish of legislation measures or other measures to ensure the accessibility of the right to employment is open to transgender/transsexual.Keywords: accessibility, right to wor, transgender/transsexual.DOI : https://doi.org/10.23920/jbmh.v1n1.5

Penyelesaian Perselisihan Hubungan Industrial melalui Putusan Perdamaian di Pengadilan Hubungan Industrial Pengadilan Negeri Padang Kelas I (A) Kusmayanti, Hazar; Karsona, Agus Mulya; Fakhriah, Efa Laela
ADHAPER: Jurnal Hukum Acara Perdata Vol 6, No 1 (2020): Januari - Juni 2020
Publisher : Departemen Hukum Perdata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36913/jhaper.v6i1.100

Industrial relations disputes can be resolved through court (litigation) and out of court (non litigation) as stipulated in Law Number 2 of 2016 concerning Industrial Relations Dispute Settlement (PPHI). From the formal legal aspect governing the settlement of industrial relations disputes is the Law Civil Procedure that applies in the General Court, which is usually complicated and long. Usually for litigation at the District Court level, at least the workers/litigants must meet for 8 to 10 days. Padang District Court in the IA Class in order to achieve the principle of Civil Procedure Law Fast, Simple and Low Cost made a breakthrough with the success in bringing a decision on peace in industrial relations disputes in the past 4 years. The author is interested whether this Peace ruling does not contradict Article 4 of PERMA Number 1 of 2016 and does not conï¬‚ ict with statutory regulations and has permanent legal force. The method used in this research is normative juridical analysis of facts that exist systematically. The results of the research and discussion showed that Article 4 of PERMA Number 1 of 2016 is doubly meaningful, so that the Peace Decision in the Padang District Court of Class IA is not in conï¬‚ ict with the laws and regulations and has permanent legal force. The factors causing peace in the Padang Industrial Relations Court, namely Article 4 PERMA Number 1 of 2016 has a double meaning, so that the Padang Industrial Relations Court refers to Article 130 HIR, there is pressure on the bipartite process, mediation in the employment service is less than optimal, the parties those who disputed want peace to be carried out in the industrial relations court, the panel of judges considered that disputes were very possible to be carried out peacefully, and to reduce the accumulation of cases in the court.

Penyelesaian Perselisihan Hubungan Industrial melalui Putusan Perdamaian di Pengadilan Hubungan Industrial Pengadilan Negeri Padang Kelas I (A) Kusmayanti, Hazar; Karsona, Agus Mulya; Fakhriah, Efa Laela
ADHAPER: Jurnal Hukum Acara Perdata Vol 6, No 1 (2020): Januari - Juni 2020
Publisher : Departemen Hukum Perdata

Industrial relations disputes can be resolved through court (litigation) and out of court (non litigation) as stipulated in Law Number 2 of 2016 concerning Industrial Relations Dispute Settlement (PPHI). From the formal legal aspect governing the settlement of industrial relations disputes is the Law Civil Procedure that applies in the General Court, which is usually complicated and long. Usually for litigation at the District Court level, at least the workers/litigants must meet for 8 to 10 days. Padang District Court in the IA Class in order to achieve the principle of Civil Procedure Law Fast, Simple and Low Cost made a breakthrough with the success in bringing a decision on peace in industrial relations disputes in the past 4 years. The author is interested whether this Peace ruling does not contradict Article 4 of PERMA Number 1 of 2016 and does not conï¬‚ ict with statutory regulations and has permanent legal force. The method used in this research is normative juridical analysis of facts that exist systematically. The results of the research and discussion showed that Article 4 of PERMA Number 1 of 2016 is doubly meaningful, so that the Peace Decision in the Padang District Court of Class IA is not in conï¬‚ ict with the laws and regulations and has permanent legal force. The factors causing peace in the Padang Industrial Relations Court, namely Article 4 PERMA Number 1 of 2016 has a double meaning, so that the Padang Industrial Relations Court refers to Article 130 HIR, there is pressure on the bipartite process, mediation in the employment service is less than optimal, the parties those who disputed want peace to be carried out in the industrial relations court, the panel of judges considered that disputes were very possible to be carried out peacefully, and to reduce the accumulation of cases in the court.

DIRUMAHKANNYA PEKERJA YANG BERUJUNG PEMUTUSAN HUBUNGAN KERJA (PHK) PADA MASA PANDEMI COVID-19 SECARA SEPIHAK BERDASARKAN PENYELESAIAN SENGKETA KETENAGAKERJAAN SECARA NON LITIGASI Putri, Sherly Ayuna; Karsona, Agus Mulya; Singadimedja, Holyness
ADHAPER: Jurnal Hukum Acara Perdata Vol 8, No 1 (2022): Januari - Juni 2022
Publisher : Departemen Hukum Perdata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36913/jhaper.v8i1.176

Pada awal tahun 2020, Corona Virus Disease 2019 (Covid-19) telah menjadi masalah kesehatan global yang kemudian ditetapkan sebagai pandemi oleh World Health Organization (WHO) pada tanggal 11 Maret 2020. Pandemi Covid-19 ini menyebar di hampir seluruh negara, termasuk Indonesia. Telah meninggalkan beberapa permasalahan tidak saja dari sisi perekonomian, sosial, bahkan problematika hukum. Ketika berbagai kegiatan harus dilakukan Work From Home (WFH) berdasarkan instruksi dan berbagai aturan pemerintah pusat dan daerah menyebabkan beberapa perusahaan dengan sangat terpaksa berhenti beroperasi serta merumahkan karyawan (pekerja). Dampak lebih jauh dari merumahkan pekerja adalah dilakukan Pemutusan Hubungan Kerja (PHK). Penyelesaian PHK menimbulkan polemik lebih jauh dan persepsi yang berbeda diantara para pihak dalam hal ini perusahaan dan pekerja sehingga berujung pada terjadinya sengketa. Penelitian ini bersifat kebaruan dan sesuai dengan kepakaran para peneliti, dengan permasalahan yang hendak diteliti meliputi perlindungan bagi pekerja yang terkena pengrumahan berujung pemutusan hubungan kerja akibat dari adanya pandemi Covid 19 dan solusi penyelesaian sengketa ketenagakerjaan yang dapat memberikan keadilan dan kepastian hukum bagi para pihak akibat pemutusan hubungan kerja pada masa pandemi Covid 19. Metode penelitian yang digunakan adalah metode pendekatan yuridis normatif yaitu dengan melakukan pendekatan perundang-undangan dan pendekatan konsep. Perlindungan bagi pekerja akibat pemutusan hubungan kerja (PHK) yang dilakukan secara sepihak oleh perusahaan yang mengalami kerugian akibat adanya pandemi Covid-19, maka solusi penyelesaian sengketa ketenagakerjaan terkait PHK sebagai dampak dari pandemi Covid-19 yang dapat menguntungkan dan memberikan rasa keadilan bagi semua pihak. Penyelesaian sengketa ketenagakerjaan melalui perundingan bipartit dapat dijadikan alternatif, oleh para pihak yang berselisih

PERANAN DISNAKERTRANS DALAM MELAKUKAN MEDIASI PERSELISIHAN HUBUNGAN INDUSTRIAL DI MASA PANDEM Karsona, Agus Mulya; Kusmayanti, Hazar; Afriana, Anita
ADHAPER: Jurnal Hukum Acara Perdata Vol 8, No 1 (2022): Januari - Juni 2022
Publisher : Departemen Hukum Perdata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36913/jhaper.v8i1.167

Salah satu bentuk penyelesaian sengketa alternatif yang biasa digunakan adalah melalui mediasi. Mediasi ini secara langsung merupakan suatu kewajiban yang harus dilakukan dalam proses persidangan di pengadilan. Instansi yang bertanggung jawab di Bidang Ketenagakerjaan Kabupaten/ Kota yang berwenang untuk menerima pencatatan perselisihan hubungan industrial dan melakukan mediasi adalah instansi yang bertanggung jawab di Bidang Ketenagakerjaan Kabupaten/Kota tempat pekerja/buruh bekerja. sejauh mana kesiapan Disnakertrans dalam menghadapi konfl ik antara buruh dan perusahaan di masa pandemi. Penelitian ini menggunakan metode yuridis normatif dengan spesifi kasi penelitian deskriptif analitis. Berdasarkan uraian di atas maka sesuai dengan ketentuan Undang-undang No. 2 Tahun 2004 Tentang Penyelesaian Hubungan Industrial maka Disnakertrans memiliki peranan yang penting dalam menyelesaikan perselisihan hubungan industrial melalui proses mediasi, hal ini membuktikan pemerintah juga (dalam hal ini Disnakertrans) mendukung proses penyelesaian arbitrase, konsiliasi dan bipatride. Proses tersebut sangat berpengaruh besar terhadap penyelesaian suatu permasalahan hubungan industrial dan proses yang kerap dipakai untuk menyelesaikan tersebut adalah mediasi. Kelancaran mediasi sangat berpengaruh terhadap peranan mediator yang terampil dan pakar untuk menyelesaikan suatu masalah, namun hambatan mediasi di Disnakertrans ini adalah minimnya jumlah mediator tidak sebanding dengan jumlah perkara Perselisihan Hubungan Industrial yang masuk dan perlu diselesaikan.

PERANAN DISNAKERTRANS DALAM MELAKUKAN MEDIASI PERSELISIHAN HUBUNGAN INDUSTRIAL DI MASA PANDEM Karsona, Agus Mulya; Kusmayanti, Hazar; Afriana, Anita
ADHAPER: Jurnal Hukum Acara Perdata Vol 8, No 1 (2022): Januari - Juni 2022
Publisher : Departemen Hukum Perdata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36913/jhaper.v8i1.167

Salah satu bentuk penyelesaian sengketa alternatif yang biasa digunakan adalah melalui mediasi. Mediasi ini secara langsung merupakan suatu kewajiban yang harus dilakukan dalam proses persidangan di pengadilan. Instansi yang bertanggung jawab di Bidang Ketenagakerjaan Kabupaten/ Kota yang berwenang untuk menerima pencatatan perselisihan hubungan industrial dan melakukan mediasi adalah instansi yang bertanggung jawab di Bidang Ketenagakerjaan Kabupaten/Kota tempat pekerja/buruh bekerja. sejauh mana kesiapan Disnakertrans dalam menghadapi konfl ik antara buruh dan perusahaan di masa pandemi. Penelitian ini menggunakan metode yuridis normatif dengan spesifi kasi penelitian deskriptif analitis. Berdasarkan uraian di atas maka sesuai dengan ketentuan Undang-undang No. 2 Tahun 2004 Tentang Penyelesaian Hubungan Industrial maka Disnakertrans memiliki peranan yang penting dalam menyelesaikan perselisihan hubungan industrial melalui proses mediasi, hal ini membuktikan pemerintah juga (dalam hal ini Disnakertrans) mendukung proses penyelesaian arbitrase, konsiliasi dan bipatride. Proses tersebut sangat berpengaruh besar terhadap penyelesaian suatu permasalahan hubungan industrial dan proses yang kerap dipakai untuk menyelesaikan tersebut adalah mediasi. Kelancaran mediasi sangat berpengaruh terhadap peranan mediator yang terampil dan pakar untuk menyelesaikan suatu masalah, namun hambatan mediasi di Disnakertrans ini adalah minimnya jumlah mediator tidak sebanding dengan jumlah perkara Perselisihan Hubungan Industrial yang masuk dan perlu diselesaikan.

Pemotongan Sepihak Upah Pekerja Industri Padat Karya Yang Terdampak Perubahan Ekonomi Global Berdasarkan Hukum Ketenagakerjaan Febrianti Pertiwi, Hana; Karsona, Agus Mulya; Singadimedja, Holyness N.
Yurispruden: Jurnal Fakultas Hukum Universitas Islam Malang Vol 8 No 1 (2025): Yurispruden: Jurnal Fakultas Hukum Universitas Islam Malang
Publisher : Fakultas Hukum Universitas Islam Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33474/yur.v8i1.21715

Export-oriented labor-intensive industries make an important contribution to the Indonesian economy, and in times of global economic and inflationary turmoil, labor-intensive industries are affected. Minister of Labour Regulation No. 5/2023 provides leeway for affected companies to adjust wages and working hours, but in practice there are cons related to this adjustment. This research is normative juridical research, using statutory and conceptual approaches and collecting legal materials through literature and field studies. The purpose of this research is to find out the form of legal protection for workers based on the Minister of Manpower Regulation Number 5/2023 and the actions taken by the government against employers who fail to fulfill their obligations. Based on the Minister of Labour Regulation No. 5/2023 provides protection for workers and employers where, in wage adjustments, there must be an agreement; companies that fail to meet their obligations can be subject to administrative and criminal sanctions.

Perlindungan Hukum Terhadap Tenaga Kerja Sebagai Kreditur Istimewa Arapenta, Deary Christian; Karsona, Agus Mulya; Sari, Deviana Yunita
JURNAL USM LAW REVIEW Vol 7, No 3 (2024): DECEMBER
Publisher : Universitas Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26623/julr.v7i3.10103

This research analyzes the impact of corporate bankruptcy and the legal protection that must be provided to workers, particularly regarding the normative rights that workers are entitled to receive. In such circumstances, workers' normative rights, such as wages, severance pay, and benefits, are often not fulfilled. Workers are in a weak position as creditors in bankruptcy proceedings, as the regulations prioritize secured creditors. This research employs the normative juridical method. The novelty of this research lies in the comprehensive analysis of legal certainty and justice for workers as preferred creditors in bankruptcy cases, as well as the proposal for legal reforms to harmonize conflicting regulations to strengthen the protection of workers' normative rights. The conclusion drawn from the discussion is that workers, as preferred creditors, must be prioritized in the payment of bankruptcy debts. There is a need for stricter supervision, stronger legal protection for workers in bankruptcy proceedings, and the necessity for reforms in bankruptcy law, especially in the mechanism for the settlement and distribution of bankruptcy assets to each creditor. Penelitian ini bertujuan untuk menganalisis dampak kepailitan perusahaan dan bagaimana perlindungan hukum yang harus diberikan kepada tenaga kerja, terutama hak-hak normatif yang harus diterima pekerja. Dalam kondisi ini, hak-hak normatif pekerja, seperti gaji, pesangon, dan tunjangan, sering kali tidak dipenuhi. Pekerja berada pada posisi yang lemah sebagai kreditur dalam proses kepailitan, karena aturan lebih mengutamakan kreditur yang memiliki jaminan. Yuridis normatif adalah metode penelitian yang digunakan dalam penelitian ini. Kebaruan penelitian ini terletak pada analisis komprehensif mengenai kepastian hukum dan keadilan bagi pekerja sebagai kreditur preferen dalam kasus kepailitan, serta usulan reformasi hukum untuk menyelaraskan peraturan yang bertentangan guna memperkuat perlindungan hak-hak normatif pekerja. Kesimpulan yang dapat diambil dari hasil pembahasan bahwa pekerja sebagai kreditur preferen harus didahulukan dalam pembayaran utang pailit, diperlukan pengawasan yang lebih ketat, perlindungan hukum yang lebih kuat bagi tenaga kerja dalam proses kepailitan, dan diharuskan adanya pembaharuan undang-undang kepailitan khususnya dalam mekanisme pemberesan dan pembagian boedel pailit kepada masing-masing kreditur.

Evaluating ASEAN's Willing to Protect Migrant Workers: The Need for Reform Dewi, Emilia Fitriana; Nugraha, Ilham; Karsona, Agus Mulya; Ramdlany, Dany Muhammad Athory; Zuraida, Umi
International Journal of Management, Entrepreneurship, Social Science and Humanities Vol. 8 No. 1 (2024): July - December Volume
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/ijmesh.v8i1.1677

The ten Member States of the Association of Southeast Asian Nations (ASEAN), as one of the economically influential regional organizations globally, are growing significantly in intraregional migration. Intraregional migration follows migrant workers across the country. This paper discusses the current state of migrant worker protection, especially in the context of the developments, challenges, and prospects among ASEAN countries. This paper aims to critically examine why ASEAN is seemingly hard to protect its migrant workers during its importance in the region’s economic development. This paper will first show the fundamental and pragmatic factors to the significance yet inadequate protection of migrant workers. Having analyzed the factors, the authors will argue about the ineffective principle of ‘The ASEAN Way’ in ensuring migrant workers’ protection by demonstrating ASEAN member countries’ response to migrant workers’ rights. In conclusion, this paper proposes institutional reform for ASEAN and provides further research on the issue. The protection of migrant workers is a key feature of the region’s labor market. It is expected that each country will have a better regulation to implement a fair labor migration system for the interests of governments, employers, and migrant workers.

Implementation of The Justice Restoration System Towards Labor Crimes in the Framework of Labor Law Enforcement Aminy, Risya Ainun Zakiyah; Karsona, Agus Mulya; Singadimedja, Holyness
Law Development Journal Vol 6, No 4 (2024): December 2024
Publisher : Universitas Islam Sultan Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30659/ldj.6.4.553-575

This research is motivated by the need for the application of restorative justice in resolving cases of labor crimes in Indonesia. This approach is considered a more effective alternative in achieving justice that prioritizes recovery and dialogue between perpetrators, victims, and the community concerned. Currently, many cases of labor violations such as below-standard wages, unilateral termination of employment, and violations of basic workers' rights have not been resolved properly through the formal justice system. Therefore, restorative justice is expected to provide a more inclusive and humane solution compared to the retributive approach which only focuses on punishment. This study uses a normative legal method with a literature study approach and descriptive qualitative data analysis. The normative legal method involves an analysis of existing legal principles, theories, and rules. Primary legal materials used include laws and regulations such as the Employment Law and regulations related to restorative justice. Secondary legal materials include scientific literature, articles, and journals related to the topic being studied. While tertiary legal materials consist of legal dictionaries and encyclopedias that support the understanding of the legal concepts discussed. Data collection from various literature, books, journals, and legal documents related to restorative justice and employment law. The results of the study indicate that the application of restorative justice in employment cases can provide a more humane and equitable solution, by prioritizing the restoration of losses experienced by victims and the restoration of social relations in the workplace. However, there are a number of obstacles in its implementation, such as the lack of understanding of law enforcers and limited regulations that support this approach. Based on these findings, this study suggests strengthening the capacity of law enforcers and the preparation of clearer regulations to encourage the optimization of the application of restorative justice in resolving employment crimes. This study is expected to contribute to the development of a more inclusive and responsive law enforcement concept to the needs of the working community in Indonesia.

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