KEKUATAN HUKUM DAN PEMENUHAN HAK-HAK PEKERJA TERHADAP PERJANJIAN KERJA WAKTU TERTENTU YANG DIPERPANJANG TERUS MENERUS

Paulus Stupa G., Prof. Dr. Ari Hemawan S.H., M.Hum.

2017 | Tesis | S2 ILMU HUKUM JAKARTA

Perjanjian Kerja Waktu Tertentu (PKWT) dalam pelaksanaannya didasarkan pada jenis pekerjaan tertentu dan jangka waktu tertentu sebagaimana ditentukan dalam Kepmenakertrans No. KEP.100/MEN/VI/2004. Penyimpangan atas penerapan PKWT terjadi di Perusahaan X dimana PKWT tersebut melanggar baik dari jenis pekerjaan maupun jangka waktu perjanjian. Bagaima kekuatan hukum PKWT yang diimplementasikan pada pekerja namun tidak memenuhi unsur-unsur tersebut, apakah PKWT masih berlanjut atau tidak. Hasil tersebut kemudian menentukan hak-hak pekerja sesuai dengan statusnya, karena hak pekerja dalam PKWT dan PKWTT tidak sama. Selanjutnya dapat dikaji mengenai upaya hukum yang dapat ditempuh oleh pekerja terhadap perusahaan untuk mendapatkan hak-hak sesuai dengan status karyawannya berdasarkan ketentuan hukum yang berlaku. Jenis Penelitian ini yuridis empiris. Penelitian dilakukan melalui studi kepustakaan dan lapangan. Lokasi penelitian di Kantor Perusahaan X di Jakarta Timur. Responden Penelitian adalah Pegawai Human Resource Administrator Perusahaan X, bagian recruitment Perusahaan X, Pekerja Sales Perusahaan X. Cara Pengumpulan data dengan wawancara, dan hasil analisis disajikan dengan deskriptif. Dari hasil penelitian dapat disimpulkan Pertama, PKWT hanya dapat diaplikasikan dengan memenuhi unsur jangka waktu dan/atau jenis pekerjaan sebagaimana dijelaskan dalam Kepmenakertrans No. KEP.100/MEN/VI/2004. Apabila PKWT yang diadakan tidak memenuhi kedua unsur tersebut, maka PKWT tersebut demi hukum beralih menjadi PKWTT sehingga segala ketentuan terkait perjanjian tersebut juga akan beralih menjadi tunduk kepada segala ketentuan hukum terkait PKWTT, dalam hal ini termasuk namun tidak terbatas pada ketentuan mengenai hak-hak pekerja dan ketentuan pemutusan hubungan kerja. Perlindungan hukum terhadap pekerja dapat diperoleh melalui perundingan bipartite yang didalamnya pekerja dapat menyatakan bahwa PKWT demi hukum telah berubah menjadi PKWTT, apabila perusahaan menolak, maka dapat dimintakan penetapan ke Disnaker, jika perusahaan tetap tidak mengakui, maka dapat dilanjutkan ke perundingan tripartite dan dilanjutkan dengan gugatan ke Pengadilan Penyelesaian Hubungan Industrial

Fixed Term Employment Agreement in its implementation is based on a fixed time or for any specific work scope, which held regarding to Ministerial Decree Number KEP.100/MEN/VI/2004. Digression within its implementation on its fixed time or its specific work scope happened in Company X. Is the agreement still binding with its legal force within parties, is it still continuing, and the answer will affect the rights and obligations within parties as the rights from Fixed Term Employment Agreement is different than the regular Employment Agreement. The lawsuit then can be found regarding to employee's rights in accordance with their status, because the rights of employees in Fixed Term Employment Agreement and Regular Employment Agreement are not the same. Furthermore, it can be examined about the lawsuits that can be taken by workers to the company to obtain their rights in accordance with the status of its employees based on applicable legal provisions for the employment agreement stated. The study operates juridical empirical methods. The study was conducted through literature dan field research. The research was held in the head office of Company X East Jakarta area. The data was received from human resources administrator, recruitment department employee and of Company X. The data information collected from interview respondent and the analytical result presented with descriptive analysis. From the research we can conclude first, fixed term employment agreement can only be implied within time period and scope of work which is allowed by Kepmenakertrans No. KEP.100/MEN/VI/2004. However if the fixed term employment agreement is against the law including but not limited to time period and/or the scope of work, then the time specific employment agreement will automatically turn to unlimited time employment agreement and so does the law in which bind to the employment agreement itself, including but not limited to the labor rights regulations, and work termination regulations. The legal protection can be implied with bipartite mediation, in which the employee can state that the fixed term employment agreement by law changed to regular employment agreement with all it's terms and regulations regarding to it, if the company refuse to do so, the employee can ask for their assignment to the Minister of Labor, if the company still refuse, the employee can continue to tripartite mediation and lawsuit to the court of industrial relation settlement.

Kata Kunci : Perjanjian Kerja Waktu Tertentu, Perlindungan Hukum