Perlindungan hukum bagi perusahaan dalam menghadapi tindak indisipliner pekerja

Fransisco, Charles (2016) Perlindungan hukum bagi perusahaan dalam menghadapi tindak indisipliner pekerja. Masters thesis, University Pelita Harapan.

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Abstract

Dalam dinamika bisnis, hak dan kewajiban antara perusahaan dan pekerja merupakan fondasi penting bagi hubungan antara kedua belah pihak. Dengan mengacu pada ketentuan Kitab Undang-Undang Hukum Perdata dan juga ketentuan Undang- Undang No. 13 Tahun 2003 tentang Ketenagakerjaan, serta berdasarkan ketentuan yang tertulis dengan jelas di dalam Surat Perjanjian Kerja sebelum terjadinya ikatan yang disahkan dengan penandatanganan Surat Perjanjian Kerja antara perusahaan dan pekerja, hak dan kewajiban tersebut harus benar-benar dipahami oleh masing-masing pihak. Dalam hal pekerja tidak menjalankan kewajiban yang telah disepakati, maka perusahaan perlu menerapkan upaya hukum yang tepat guna mencegah terjadinya potensi kerugian bagi perusahaan. Penelitian ini dilakukan dengan menggunakan pendekatan Perundang-undangan dan juga melalui studi kasus, dimana penulis ikut terlibat langsung dalam proses hukum Pemutusan Hubungan Kerja (PHK) terhadap karyawan yang mangkir lebih dari 5 (lima) hari kerja berturut-turut atau lebih dan telah dipanggil secara patut dan tertulis oleh perusahaan. Dari hasil penelitian tersebut, penulis dapat menyimpulkan bahwa dalam tahapan penyelesaian sengketa antara perusahaan dan pekerja, upaya hukum yang dapat ditempuh adalah melalui proses Bipartit dan Tripartit yang melibatkan mediator dari Disnakertrans, sebelum mendaftarkan perselisihan atau gugatan tersebut ke Pengadilan Hubungan Industrial (PHI). PHK sebagai opsi terakhir dalam upaya penyelamatan hubungan kerja antara perusahaan dan pekerja, harus didukung oleh dalil-dalil dan butki-bukti yang kuat serta memberikan rasa keadilan kepada kedua belah pihak / In the dynamics of business environment, the rights and obligations between the company and workers are the very foundation for a steady relationship between the two parties. With accordance to the provisions of the Indonesian Civil Codes and also the provisions of Law No. 13 of 2003 on Manpower, as well as under the provisions which clearly stated in the Letter of Employment Agreement before the bond is passed by the signing of the Employment Agreement between the company and workers, the rights and obligations therein must be thoroughly understood by each party. In the case of workers do not deliver the obligations agreed upon, then the company needs to carefully implement the appropriate legal steps in order to prevent potential losses. This research was conducted by using the legislation approach and also through case studies, in which the author directly involved in legal proceedings of Termination (PHK) against employees who were absent for more than 5 (five) working days in a row and had been invoked by duly written letters from the company. Based on this research, the author concludes that in the stages of dispute resolution between the company and workers, legal remedies can be achieved through the process of bipartite and tripartite which requires the involvement of mediators from Manpower Department, before registering the dispute or claim to the Industrial Relations Court (PHI). Layoffs as the last option to maintain good working relationship between the company and workers, must be supported by postulates and legitimate supporting evidence and also delivers a sense of fairness to both parties.

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