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All Journal JURNAL USM LAW REVIEW Jurnal Hukum Lex Generalis Jurnal Kajian Ilmu Hukum
Lidia Febrianti
Fakultas Hukum, Universitas Islam Riau
Law, Crime, Criminology & Criminal Justice Social Sciences

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Aspek Keadilan dalam Pengupahan pada UMKM di Indonesia Lidia Febrianti; Puti Mayang Seruni; Nadia Aulia
Jurnal Hukum Lex Generalis Vol 7 No 5 (2026): Tema Hukum Perburuhan dan Ketenagakerjaan
Publisher : Himpunan Ilmu Hukum dan Ilmu Hukum Islam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56370/jhlg.v7i5.3605

Abstract

MSMEs contribute 60.5% of Indonesia's total GDP, with a national workforce absorption rate of 96.9% in 2022. This makes MSMEs a critical engine for national economic progress. The government's enthusiasm for supporting MSMEs is demonstrated, among other things, through special wage regulations for MSMEs, which are lower than the minimum wage, as outlined in Government Regulation Number 36 of 2021 concerning Wages. The policy is beneficial for MSMEs with limited capital because they are exempt from the usual minimum wage obligations. However, this wage is a tragedy for MSME workers, as it is low and insufficient to meet a decent standard of living. This research examines in depth whether the wage policy for MSME workers has met the aspect of justice in industrial relations, considering that Article 27, paragraph 2 of the 1945 Constitution firmly states that "every citizen has the right to work and a decent living for humanity." The research results show that the aspect of justice in wages must include aspects of distributive justice, where equal work must be paid equally, substantive justice, where the nominal wage received must be appropriate, procedural justice, where the wage determination process must be fair and transparent and relational justice, where the social status of workers does not become an obstacle in determining a decent wage. MSMEs are exempted from minimum wage obligations to maintain their sustainability due to limited capital and competitiveness. However, for workers, this policy results in the aspects of substantive, distributive, procedural and relational justice in wages not being fully met. A gradual wage policy and work flexibility are needed for MSMEs so that the economic interests of workers and the sustainability of MSMEs can be balanced.
Komparasi Alih Daya Undang-Undang Ketenagakerjaan dengan Undang-Undang Cipta Kerja Tahun 2023 Lidia Febrianti; Thamrin Sambah; Puti Mayang Seruni
JURNAL USM LAW REVIEW Vol. 6 No. 3 (2023): DECEMBER
Publisher : Universitas Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26623/julr.v6i3.7965

Abstract

This research aims to compare the concept of outsourcing in the Law number 13 of 2003 concerning Manpower (Manpower law) compared to the Law Number 6 of 2023 concerning Job Creation (Job Creation Law 2023). This research is important because the Job Creation Law 2023 eliminates job restrictions that are permitted in the outsourcing system. This change is contrary to the workers' desire to eliminate the concept of outsourcing which is considered detrimental to workers. This research uses a type of normative research that relies on secondary data consisting of primary legal materials (law and regulations), secondary legal materials (books and research articles), and tertiary legal materials (encyclopedias and dictionaries). The data was analyzed qualitatively and conclusions were drawn using deductive logic. In general, this research produces new findings in the form of conceptual differences between outsourcing in the Employment Law and the 2023 Job Creation Law. Different concepts will bring different practices accompanied by positive and negative effects. The results of this research show that there is a significant change in the concept of outsourcing in the Job Creation Law 2023, eliminating restrictions so that types of work are more flexible. This opens up opportunities for companies to be able to outsource all sectors of their work, including those that are in their ‘core business’ field. Currently, there is no longer a distinction between ‘work contract agreement’ (perjanjian penyediaan pekerjaan) or ‘worker service provision agreement’ (perjanjian penyediaan jasa pekerja) as regulated in the Manpower Law. There are still options in the work agreement basis for outsourcing, the agreement can be in the form of PKWTT or PKWT. If implemented with PKWT it must be accompanied by a transfer of undertaking protection of employment (TUPE). Penelitian ini bertujuan untuk melihat perbandingan mengenai konsep alih daya dalam UU Ketenagakerjaan dibandingkan dengan UU Cipta Kerja Tahun 2023. Peneltiian ini penting dilakukan sebab UU Cipta Kerja Tahun 2023 menghilangkan batasan-batasan pekerjaan yang diperbolehkan dalam sistem alih daya. Perubahan ini bertolak belakang dengan keinginan para pekerja selama ini untuk menghilangkan konsep alih daya yang dianggap merugikan pekerja. Penelitian ini menggunakan jenis penelitian normatif yang bertumpu pada data sekunder yang terdiri dari bahan hukum primer yakni peraturan perundang-undangan , bahan hukum sekunder yakni hasil penelitian dan bentuk literasi lainnya, dan bahan hukum tersier yang diperoleh dari ensiklopedia dan kamus hukum. Data kemudian dianalisis secara kualitatif dan kesimpulan ditarik dengan logika deduktif. Penelitian ini secara garis besar menghasilkan temuan baru berupa perbedaan konsep antara alih daya dalam UU Ketenagakerjaan dengan UU Cipta Kerja Tahun 2023. Konsep yang berbeda akan membawa praktik yang berbeda disertai dengan sisi positif dan sisi negatif. Hasil penelitian ini menunjukan bahwa terdapat perubahan konsep yang signifikan mengenai alih daya dalam UU Cipta Kerja Tahun 2023 menghilangkan batasan sehingga lebih fleksibel jenis pekerjaanya. Ini membuka peluang bagi perusahaan untuk dapat mengalih dayakan semua sektor pekerjaanya, termasuk yang menjadi core business-nya. Selain itu saat ini tidak lagi dikenal pemisahan antara “perjanjian pemborongan pekerjaan” atau “perjanjian penyediaan jasa pekerja” seperti yang diatur dalam UU Ketenagakerjaan. Basis perjanjian kerja yang boleh digunakan dalam alih daya masih terdapat opsi dengan PKWTT maupun dengan PKWT. Apabila dilaksanakan dengan PKWT harus disertai dengan pengalihan pelindungan hak pekerja. 
TINJAUAN YURIDIS TENTANG WANPRESTASI PERJANJIAN ANTARA PEKERJA KONTRAK (PKWT) TERHADAP PERUSAHAAN DI PT. TENAGO TRIMINDO (BERDASARKAN UNDANG – UNDANG NO 13 TAHUN 2003 TENTANG KETENAGAKERJAAN) Ervaneli Ervaneli; Lidia Febrianti; Thamrin S
Jurnal Kajian Ilmu Hukum Vol. 1 No. 2 (2022): Jurnal Kajian Ilmu Hukum
Publisher : Yayasan Pendidikan Islam Almatani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/jkih.v1i2.292

Abstract

At a company called pt. Tenago trimindo engaged in the farmers' forest industry, they made an agreement with the people who became workers/ laborers. The employment contract is made as an anticipation that each party will have the opportunity to default in the future. Both from the pt. Tenago trimindo or it could be from the employees. After some time has passed, a work agreement has been agreed between the company and the workers, the facts on the ground explain that the people who work have deviated from the agreed work contract. The fact that the author got from various information there are several contract workers/labor contract treason, both work contracts and collective labor contracts, the violation committed by contract workers/laborers is to run away from the company before the work contract expires, while in the agreement made by pt. Tenago trimindo which has been agreed upon by contract workers/laborers must complete the term of their work contract properly. As for in this study, there are main problems that will be discussed, namely, the factors occurring default agreements between contract workers against pt. Tenago trimindo and the second is legal remedies that can be carried out by the company if the contract workers do not fulfill the contents of the contract work agreement. And the purpose of this study is the same as the formulation of the main problem, namely to find out the results of the formulation of the problem made by the researcher. This legal research belongs to the type of survey research (observational research). This type of research method is intended to solve problems that exist at the present time by collecting data and compiling or clarifying it, then analyzing and seeing a legal reality in society to then obtain a result The results of the research that the authors obtained are factors that influence the occurrence of defaults carried out by contract workers against the company pt. Tenago trimindo are: irregular working hours factors, late payment of basic salary factors, work pressure factors, non-fulfillment of workers' rights, inappropriate job descriptions. The legal remedies that can be taken by the company if the contract workers do not fulfill the contents of the contract work agreement are settlements by the disputing parties so that results that benefit both parties can be obtained. Such a bipartite settlement can be carried out through deliberation and consensus by the parties without being interfered with by any party. However, if the settlement of the non-litigation path cannot be reached, then the litigation route is taken, namely the industrial relations court, hereinafter referred to as PHI.
Co-Authors Ervaneli Ervaneli Nadia Aulia Puti Mayang Seruni Thamrin S Thamrin Sambah