Volume 07 Issue 12 December 2024
1Muhammad Faisal, 2Muthia Sakti, 3Atik Winanti
1,2,3Master of Law, Faculty of Law, University Pembangunan Nasional “Veteran” Jakarta
DOI : https://doi.org/10.47191/ijsshr/v7-i12-32Google Scholar Download Pdf
ABSTRACT
Termination of employment (PHK) is the termination of employment caused by a certain thing and has an impact on the termination of rights and obligations between workers and the company. PHK itself causes a lot of injustice, especially for outsourcing workers who have unclear employment relationships. There are many deviations in the application of the Fixed Term Employment Agreement (PKWT) work contract, causing the employment relationship to change into an Indefinite Term Employment Agreement (PKWTT) and the implementation of PHK which should be carried out by the recipient company and the outsourcing company. This research method uses a normative legal approach, so the research approach used in this study is the Statute approach, the Case approach and the Conceptual approach. Legal protection in this case is a form of work that is permanent and continuous and is not a job that is finished once or is temporary in nature, so it must change its status to PKWTT and is entitled to PHK Rights. Protection of Workers/Laborers, Wages and welfare, working conditions, and disputes that arise are implemented at least in accordance with the provisions of the law and are the responsibility of the outsourcing company, but because the PKWT is not based on law, it is therefore null and void so that all agreements between workers and outsourcing companies are set aside and all Worker/Laborer Rights and payment of wage shortfalls below the UMP become the responsibility of the company where they work. Therefore, the agreement between company the employee service provider and the employing company is also considered to have never occurred. The ambiguity regarding the limitations of work seems to be considered to expand the scope of outsourcing work and eliminate the guarantee of permanent job certainty or indirectly eliminate the guarantee that workers can work as permanent employees. The initial concept of outsourcing must be work that is not directly related to the production process, so this outsourcing concept is no longer appropriate. Maximum firmness is needed from the Manpower Service in providing legal protection and supervision to outsourced workers so that problems of deviations in standard PKWT employment contracts no longer arise, causing the employment relationship to change to PKWTT. The form of an outsourcing work agreement does not contain an element of order because the company providing worker services does not have the authority to give orders at all. The authority to give orders lies with the company using the outsourcing service, namely where the worker works, so that problems do not arise in the future. The government requires provide definite and clear regulations to provide legal protection for outsourced workers.
KEYWORDS:legal protection, outsourcing, termination of employment
REFERENCES1) Abdul Khakim, Dasar-Dasar Hukum Ketenagakerjaan Indonesia, (Bandung, Citra Aditya Bakti, 2009), hal. 74
2) Adrian Sutedi, Hukum Perburuhan, (Jakarta, Sinar Grafika, 2011), hlm. 219.
3) Adrian Sutedi, Hukum Perburuhan, Sinar Grafika, Jakarta, 2021, hlm.219.
4) Agusmidah, 2010, Dinamika & Kajian Teori Hukum Ketenagakerjaan Indonesia, (Ghalia Indonesia: Bogor). hlm. 72
5) Agusmidah, 2010, Dinamika & Kajian Teori Hukum Ketenagakerjaan Indonesia, (Ghalia Indonesia: Bogor), hlm. 67.
6) Albert Kardi Sianipar, “Perlindungan Hukum Terhadap Pekerja Outsourcing Berdasarkan Undang-Undang Nomor 11 Tahun 2020 Tentang Cipta Kerja,” Jurnal Rectum 4, no. 1 (2022): 516–27
7) Ambarita, L. M., & Malau, P. (2021). Legal Protection of Outsourcing Labor Companies in Medan City. International Journal of Social, Policy andLaw, 2(1), 65-71.
8) Andre Ata Ujan, 2001, Keadilan dan Demokrasi Telaah Filsafat Politik John Rawls, Kanisus, Yogyakarta, hlm. 38.
9) Arifuddin Muda Harahap. Pengantar Hukum Ketenagakerjaan. Malang: Literasi Nusantara, 2020, hal. 97-98.
10) Budiartha, I. (2016). Hukum Outsourcing: Konsep Alih Daya, BentukPerlindungan, dan Kepastian Hukum.
11) Catur, J.S., Djongga D., Heriyandi, H., Poerwanto, H., Hutasoit, J., Aman, K., & Wiyono, B. (2020). Perlindungan Hukum Terhadap Kesejahteraan Pekerja Melalui Undang-Undang No. 11 Tahun 2020 Tentang Cipta Kerja. Jurnal Lex Specialis, I(2).
12) Hidayat Muharam, Panduan Memahami Hukum Ketenagakerjaan Serta Pelaksanaanya di Indonesia, (Bandung: Citra Aditya Bakti, 2006), hal. 13
13) Husni, 2001, Pengantar Hukum Ketenagakerjaan Indonesia, Jakarta: PT. Raja Grafika Persada, hlm. 108.
14) I Nyoman Putu Budiartha, Hukum Outsourcing, (Malang: Setara Press, 2016), hal. 2
15) Ida Farida et al., “Outsourcing Policy in Indonesia,” American Research Journal of Humanities & Social Science (ARJHSS) 3, no. 10 (2020): 26–31
16) Izzati, N. R. (2021). Eksistensi Yuridis dan Empiris Hubungan Kerja Non-Standar Dalam Hukum Ketenagakerjaan Indonesia. Masalah-MasalahHukum, 50(3), 290-303.
17) Izzati, N.R. (2018). Improving outsourcing system in Indonesia : Fixxing the Gap of Labor Regulation. Jurnal. Mimbar Hukum – Fakultas Hukum Universitas Gadjah Mada, 29(3),528. http://doi.org/10.26555/novelty.v8i2.a5552.
18) Izzati, N.R. (2018). Improving outsourcing system in Indonesia : Fixxing the Gap of Labor Regulation. Jurnal. Mimbar Hukum – Fakultas Hukum Universitas Gadjah Mada, 29(3),528. http://doi.org/10.26555/novelty.v8i2.a5552.
19) Jamal, S. P. A., Sulaiman, S., & Fitriyani, D. (2020). Transparansi Upah Melalui E-Wage Outsorcing Workers Dalam Rangka Penguatan Undang-UndangKetenagakerjaan. Jurnal Legislatif, 22-36.
20) Januari (2016). Analisis Penerapan Sistem Kerja Kontrak (Outsourcing) Karyawan PT. BTN Syariah Cabang Palembang Ditinjau dari KonsepMaqashid Syariah. Skripsi. Palembang.
21) John Rawls, 1999, The Law of People, Cambridge: Harvard University Press, hlm. 37.
22) Julianti, L. (2015). Perlindungan Hukum Terhadap Tenaga Kerja OutsourcingDi Indonesia. Jurnal Advokasi, 5(1), 29388.
23) Kayus Kayowuan Lewoleba dan Muhammad Helmi Fahrozi, 2020, Studi Faktor-Faktor Terjadinya Tindak Kekerasan Seksual Pada Anak-Anak, Jurnal Esensi Hukum, Volume 2 No.1 Bulan Juni Tahun 2020.
24) Khairani, Kepastian Hukum Hak Pekerja Outsourcing : Ditinjau Dari Konsep Hubungan Kerja Antara Pekerja Dengan Pemberi Kerja (Jakarta: Raja Grafindo Persada, 2016).
25) Koeswadi, H.H, 1994, Korupsi di Indonesia Dari Delik Jabatan Ke Tindak Pidana Korupsi, Bandung: Citra Aditya Bakti, hlm 28
26) Lalu Husni, Hukum Ketenagakerjaan Indonesia, (Jakarta: Raja Grafindo Persada, 2008), hal. 179
27) Lalu Husni, Pengantar Hukum Ketenagakerjaan Indonesia Edisi Revisi, Raja Grafindo Persada, Jakarta, 2003, hlm. 177
28) Latif, Yudi. 2011. Negara Paripurna: Historitas, Rasionalitas, dan Aktualitas Pancasila. Jakarta: PT. Gramedia Pustaka. Hal. 585-586
29) Maryono, M. (2009). Tenaga Kontrak: Manfaat dan Permasalahannya. Jurnal Bisnis dan Ekonomi, 16(01), 24256.
30) Niru Anita Sinaga dan Tiberius Saluchu. Perlindungan Hukum Hak-Hak Pekerja dalam Hubungan Ketenagakerjaan di Indonesia. Jurnal Teknologi Industri, Vol. 6, 2017, hal. 57
31) O. Notohamidjojo, Soal-Soal pokok Filsafat Hukum, Griya Media, Salatiga, 2011, Hlm. 33.
32) Payaman Simanjuntak seperti dikutip Adrian Sutedi, Hukum Perburuhan, Sinar Grafika, Jakarta, 2009, hlm.48-49.
33) Petriella, Y. (2019, January 21). Masih Relevankah Sistem Outsourcing di Tanah Air? | Ekonomi. Retrieved January 28, 2021, from Bisnis.com website: https://ekonomi.bisnis.com/read/ 20190121/12/880788/masih-relevankah-sistem-outsourcing-di-tanah-air
34) Samau, C. Wahongan, Pinangkaan. (2022). Jaminan Sosial Tenaga KerjaOutsourcing Berdasarkan Undang-Undang Nomor 13 Tahun 2003 tentangKetenagakerjaan. Lex Crimen, 11(2).
35) Sela Nopela Milinum, “Problematika Fleksibilitas Outsourcing (Alih Daya) Pasca-Undang-Undang Nomor 11 Tahun 2020 Tentang Cipta Kerja Klaster Ketenagakerjaan,” Jurnal Hukum Lex Generalis 3, no. 5 (May 1, 2022): 412–32
36) Soerjono Soekanto dan Sri Mahmudji, Peranan dan Penggunaan Kepustakaan di Dalam Penelitian Hukum. (Jakarta: Pusat Dokumen Universitas Indonesia, 1979), hlm. 18.
37) Sudiarawan, K. A. (2017). Analisis Hukum terhadap Pelaksanaan OutsourcingDari Sisi Perusahaan Pengguna Jasa Pekerja. Jurnal Ilmu Sosial DanHumaniora, 5(2)
38) Sudikno Mertokusumo, 2014, Penemuan Hukum : Suatu Pengantar, Cahaya Atma Pusataka, Yogyakarta., hlm. 51.
39) Sudikno Mertokusumo, 2014, Penemuan Hukum : Suatu Pengantar, Cahaya Atma Pusataka, Yogyakarta., hlm. 58.
40) Syahuri, Taufiqurrohman. 2011. Cetakan ke-1. Tafsir Konstitusi Berbagai Aspek Hukum. Jakarta: Kencana Prenada Media Group. Hal. 249
41) Titon Slamet Kurnia, “Hukum dan Keadilan: Isu Bagian Hulu dan Hilir,” Refleksi Hukum: Jurnal Ilmu Hukum, Edisi April 2015, Hlm. 16-19.
42) Triyono, S., Wahyudi, I., & Harahap, D. H. (2020). Hubungan Job InsecuritydanJob Satisfaction pada Karyawan Outsourcing di PT. X. Jurnal Psikologi, 16(1), 25-35
43) Wirawan, Rubrik Hukum Teropong, Apa yang dimaksud dengan sistem outsourcing?, http://www.pikiran-rakyat.com/cetak/0504/31/teropong/komenhukum.htm, diakses tanggal 19 November 2023.
44) Zaeni Asyhadie, Hukum Kerja, 2007, Hukum ketenagakerjaan bidang hubungan kerja (Jakarta : PT. Raja Gafindo Persada), hlm. 102
45) Zaimah Husin, “Outsourcing Sebagai Pelanggaran Atas Hak Pekerja Di Indonesia,” Jurnal Kajian Pembaruan Hukum 1, no. 1 (2021): 1–24
46) Zainal Arifin Mochtar Eddy O.S Hiariej, 2021, Dasar-dasar Ilmu Hukum (Memahami Kaidah, Teori, Asas dan Filsafat Hukum), Jakarta, Perpustakaan Nasional: Katalog Dalam Terbitan (KDT), hlm.418.
47) Zubaidah, N. (2018). Jumlah Pengawas Ketenagakerjaan di RI Masih Minim. Koran Sindo. Retrieved from.https://economy.okezone.com/read/2018/02/19/320/1861341/jumlahpengawas ketenaga kerjaan.di-ri-masih-minim.
