Tinjauan Yuridis Penerapan Norma Hukum tentang Perpanjangan Perjanjian Kerja Waktu Tertentu dalam Praktik Pengadilan (Studi Kasus Putusan Pengadilan Hubungan Industrial)

Sitohang, Mawar (2020) Tinjauan Yuridis Penerapan Norma Hukum tentang Perpanjangan Perjanjian Kerja Waktu Tertentu dalam Praktik Pengadilan (Studi Kasus Putusan Pengadilan Hubungan Industrial). S2 thesis, Universitas Kristen Indonesia.

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Abstract

Perpanjangan perjanjian kerja bagi karyawan tidak tetap dalam praktiknya menjadi masalah. Adanya perbedaan penafsiran terkait masalah tersebut menimbulkan ketidakpastian hukum, dan memberi kesan bahwa UU Ketenagakerjaan bisa ditafsirkan secara bebas, baik oleh pengusaha maupun oleh karyawan. Inilah yang menjadi persoalan: bagaimana pengaturan perpanjangan perjanjian kerja waktu tertentu (PKWT) bagi karyawan, dan bagaimana hukum ketenagakerjaan mengatur perpanjangan PKWT tersebut dalam konteks melindungi karyawan. Serta bagaimana penafsiran pengadilan hubungan industrial terkait perpanjangan PKWT tersebut. Dalam penelitian normatif ini menggunakan pendekatan kasus, dimana yang diteliti adalah dasar pemikiran (ratio decidendi) hakim dalam memutuskan perkara demikian. Kerangka teori yang digunakan adalah teori negara hukum dan konsep keadilan yang menjadi pisau bedah dalam menganalisis rumusan masalah berikut: (1) Bagaimana pelaksanaan perjanjian kerja di perusahaan menurut UU Nomor 13 Tahun 2003 tentang Ketenagakerjaan? (2) Bagaimana pengadilan hubungan industrial menafsirkan pelaksanaan Perjanjian Kerja Waktu Tertentu (PKWT) ketika terjadi perselisihan antara pengusaha dengan pekerja?Hasil penelitian ini menemukan UU Ketenagakerjaan sudah mengatur konsep dua macam perjanjian kerja, yaitu perjanjian kerja waktu tertentu dan perjanjian kerja waktu tertentu, dengan syaratsyarat yang jelas dan limitatif.Namun praktiknya masih ada hal-hal yang belum tegas dilaksanakan sehingga menimbulkan multitafsir bagi pengusaha dan pekerja. Bahkan hasil penelitian menunjukan ada tiga tolak ukur yang digunakan pengadilan hubungan industrial dalam menilai sengketa perpanjangan PKWT, yaitu: (1) berapa lama PKWT sudah berjalan; (2) sudah berapa kali PKWT diperpanjang; (3) adakah waktu jeda antara PKWT yang satu dengan yang lainnya. Kesimpulan penulisan ini yaitu: (1) ketentuan UU Ketenagakerja sudah jelas dan limitatif namun tidak dilaksanakan secara tegas karena sangat multitafsir; (2) pengadilan hubungan industrial menggunakan tolak ukur tertentu dalam menentukan apakah suatu PKWT diperpanjang sesuai ketentuan UU Ketenagakerjaan dan Peraturan Menteri Tenaga Kerja. Kata kunci : perjanjian kerja waktu tertentu, hukum ketenagakerjaan perjanjian kerja. / Extension of work agreements for non-permanent employees is in practice a problem. The difference in interpretation related to the problem raises legal uncertainty, and gives the impression that the Manpower Act can be interpreted freely, both by employers and by employees. This is the problem: how to regulate the extension of non-permanent employment agreement (PKWT) for employees, and how the labor law regulates the extension of the PKWT in the context of protecting employees. And how is the interpretation of the industrial relations court related to the extension of the PKWT. In this normative study using a case approach, where the investigator is the rationale (ratio decidendi) of the judge in deciding such a case. The theoretical framework used is the rule of law theory and the concept of justice which became the scalpel in analyzing the following problem formulation: (1) How is the implementation of work agreements in companies according to Law No. 13 of 2003 concerning Labor? (2) How does the industrial relations court interpret the implementation of a non-permanent employment Agreement (PKWT) when there is a dispute between employers and workers? The results of this study found that the Manpower Law already regulates the concept of two types of work agreements, namely a permanent employment agreement and a non-permanent employment agreement, with clear and limitative conditions. But in practice there are still things that have not been firmly implemented so as to cause multiple interpretations for employers and workers. In fact, the results of the study show that there are three benchmarks used by the industrial relations court in evaluating disputes over the extension of PKWT, namely: (1) how long the PKWT has been running; (2) the number of times PKWT has been extended; (3) is there a time lag between one PKWT and another. The conclusions of this paper are: (1) the provisions of the Manpower Act are clear and limitative but not explicitly implemented because they are very multiple interpretations; (2) industrial relations courts use certain benchmarks in determining whether a PKWT is extended in accordance with the provisions of the Manpower Act and the Minister of Manpower Regulation. Key Words : permanent employment agreement; employment law; employment agreement

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