Implementasi Perlindungan Hukum Atas Pemutusan Hubungan Kerja Terhadap Pekerja Pelaku Industri Pariwisata Bali Akibat Dampak Covid-19

The purpose of this study is to analyze the provision regarding the Termination of Employment and see its effectiveness in the field, especially with the current regulations regarding the current regulations concerning the Protection and the Business Continuity of Worker / Labor in related to the Prevention and Control of Covid-19 outbreaks. This research is using sociological juridical research with a statute approach and an approach called Live Case Study. The research show, these current regulations could not force employers to minimize the employment termination yet many of formal employees being laid off and terminated without any severance payment. Therefore, the government should coordinate with relevant ministries / institutions, especially the Ministry of Manpower as well the Ministry of Tourism and Creative Economy in order to prioritize in providing protection and assistance of government programs for employers and employees to minimize cases in term of the Termination of Employment. Tujuan studi ini adalah untuk menganalisis ketentuan mengenai Pemutusan Hubungan Kerja serta melihat efektifitasnya di lapangan terlebih dengan adanya regulasi terkini tentang Perlindungan dan Kelangsungan Usaha Pekerja / Tenaga Kerja terkait Pencegahan dan Pengendalian wabah Covid-19 khususnya untuk Provinsi Bali yang selalu mengandalkan industri Pariwisata sebagai komoditas utamanya. Penelitian ini menggunakan jenis penelitian yuridis-sosiologis dengan pendekatan Peraturan perundang-undangan dan Live Case Study. Hasil penelitian menunjukkan bahwa peraturan normatif yang berlaku tidak dapat memaksa para pelaku usaha untuk meminimalkan pemutusan hubungan kerja, namun banyak tenaga kerja yang terkena PHK dan diberhentikan tanpa pembayaran pesangon. Oleh karena itu, pemerintah perlu berkoordinasi dengan kementerian / lembaga terkait, khususnya Kementerian Ketenagakerjaan serta Kementerian Pariwisata dan Ekonomi Kreatif agar dapat memprioritaskan dalam memberikan perlindungan dan bantuan program pemerintah kepada pengusaha dan pegawai untuk meminimalisir kasus PHK tersebut.

Impact of COVID-19 on Medical Laboratory Workers in Libya: A Cross-Sectional Study

Background and objectives. Healthcare workers are more vulnerable to COVID-19 infection than the general population due to frequent contact with infected individuals. However, Medical Lab workers at a higher risk of this contagious disease than those who work in other departments. This study aimed to analyze the perspectives of medical lab workers, in terms of the challenges, financial implications, fears, motivation, and satisfaction from organizational processes and policies adopted, amid the COVID-19 crisis. Methods. A cross-sectional study was conducted from March 25 to April 9, among Libyan Medical Lab workers in three public hospital laboratories. Data on participant characteristics were collected with a specifically designed questionnaire. The responses were recorded on a five-point Likert Scale (1 = strongly disagree, 2 = disagree, 3 = neutral, 4 = agree and 5 = strongly agree). The statistical analysis was performed using the Microsoft Excel 2019. Frequency and percentages were calculated for gender, experience, and designation while descriptive results based on the responses were also recorded. Results. The study yielded a sample size of 90 participants. Of these 66 (73%) reported that the current lifestyle adopted during the pandemic was not better than the traditional one. Around 72 (80%) of the responses were not fear of employment termination amid the COVID-19 crisis. However, financial challenges were being faced by 63 (70%) respondents. The quality of family life was improved in 48 (53%) cases while 54 (60%) were of the view that their social activities at work have suffered. Furthermore, 60 (67%) did not feel the same level of motivation to come to work every morning during the outbreak, as before. Similarly, 60 (67%) were not satisfied with the measures taking by the management during the outbreak. Conclusion. The results of this survey provide a laboratorians perspective during times of crisis and provide us certain lessons to plan for such unexpected circumstances in the future.

Keabsahan Pemutusan Hubungan Kerja Dengan Alasan Force Majeure Akibat Pandemi Covid-19

Employment termination on the basis of Force Majeure can be applied by a company to relieve its contractual obligations performance as reffered to Article or Law No. 13 of 2003 on Manpower, particularly due to the Covid-19 Pandemic which has affected the financial condition of the company. The employment termination depends on the decline in company profitability triggered by reduce production and weakening public purchashing power. The issuance of the Presidential Decree No. 12of 2020 declaring th Covid-19 Pandemic as an a Non-Natural Disaster cause matters pertaining to the employement termination can be done legally by the company. Genuinly, the mandate of Manpower Law stipulates that the employment termintaion will cause complicated problem in the future, particularly on a large scale implementation. Therefore, alternative solution must be pursued in the good intention of the parties.Keywords: Termination of Employment; Force Majeure; Covid-19 Pandemic.AbstrakPHK (Pemutusan Hubungan Kerja) dapat dilakukan oleh perusahaan atau pemberi kerja diantaranya dengan alasan terjadinya Force Majeure, yang diakomodir oleh Undang-undang No. 13 Tahun 2003 tentang Ketenagakerjaan. Tetapi pada kondisi praktik, ruang lingkup dari ketentuan Force Majeure acapkali digunakan untuk menghindarkan Perusahaan atau Pemberi kerja terhadap kewajibannya. Terlebih dimasa Pandemi Covid-19, diamana kondisi finansial perusahaan sedang tidak dalam kondisi yang stabil. Menurunnya pendapatan perusahaan, dipicu dari menurunnya produksi dan melemahnya daya beli masyarakat, menjadi alasan kuat PHK dilakukan. Ditetapkannya Pandemi Covid-19 sebagai Bencana Nonalam melalui Keputusan Presiden No. 12 Tahun 2020. Justru makin memperkuat dalil perusahaan atau pemberi kerja untuk melakukan PHK. Sejatinya amanat dari Undang-undang Ketenagakerjaan bahwa PHK merupakan langkah paling akhir setelah ditempuhnya upaya-upaya lain. Pertimbangan dari hal ini bahwa PHK akan menimbulkan permasalan pelik kemudian hari, terlebih jika dilakukan skala besar. Dengan ini lebih bijak jika jalan keluar lain diupayakan ditempuh dengan itikad baik para pihak.Kata Kunci: Pemutusan Hubungan Kerja; Force Majeure; Pandemi Covid-19.

PENGUNDURAN DIRI SUKARELA SEBAGAI PENYELUNDUPAN HUKUM PEMUTUSAN HUBUNGAN KERJA SELAMA PANDEMI COVID-19

The Covid-19 pandemic has implications for the weakening of the global economy. Many companies cannot operate or cannot operate optimally. In making efficiency with company expenses, the company reduces the number of employees, and some even close the business permanently. To reduce costs incurred by companies in the mechanism of termination of employment, the company uses a voluntary resignation statement. This condition is certainly detrimental to workers. This research will discuss firstly the protection of workers during the Covid-19 pandemic and second, the comparison of legal consequences of termination of employment with voluntary resignation. Protection of workers during the Covid-19 pandemic is based on a philosophical basis where the state has a legal obligation to create welfare for its people through the concept of a welfare state. Therefore, the state issued a series of policies to protect workers from termination of employment. One form of employment termination created by the company is by asking workers to sign a letter of voluntary resignation. In the event of termination of employment, the employer is obliged to pay severance pay and/or compensation for years of service and compensation for entitlements that should be received, whereas if the worker resigns voluntarily, the employer does not pay all the components of the right.Keywords: company; resignation; work terminationAbstrakPandemi Covid-19 berimplikasi pada pelemahan ekonomi global. Banyak perusahaan yang tidak dapat beroperasi atau tidak dapat beroperasi secara optimal. Dalam melakukan efesien terhadap pengeluaran perusahaan, maka perusahaan mengurangi jumlah karyawan, bahkan ada yang menutup usaha secara permanen. Untuk mengurangi biaya yang perlu dikeluarkan oleh perusahaan dalam mekanisme pemutusan hubungan kerja, maka perusahaan menggunakan surat pernyataan pengunduran diri secara sukarela. Kondisi ini tentu merugikan pekerja. Dalam penelitian ini akan dibahas mengenai pertama perlindungan tenaga kerja pada masa pandemi Covid-19 dan kedua, perbandingan akibat hukum pemutusan hubungan kerja dengan pengunduran diri sukarela. Perlindungan tenaga kerja pada masa pandemi Covid-19 didasarkan pada dasar filosofi dimana negara memiliki kewajiban hukum untuk menciptakan kesejahteraan bagi rakyatnya melalui konsep welfare state. Oleh sebab itu, negara mengeluarkan serangkaian kebijakan untuk melindungi tenaga kerja dari pemutusan hubungan kerja. Salah satu bentuk pemutusan tenaga kerja yang diciptakan oleh perusahaan adalah dengan meminta pekerja untuk menandatangangi surat pernyataan pengunduran diri secara sukarela. Dalam hal terjadi pemutusan hubungan kerja pengusaha diwajibkan membayar uang pesangon dan atau uang penghargaan masa kerja dan uang penggantian hak yang seharusnya diterima, sedangkan apabila pekerja mengundurkan diri secara sukarela maka pengusaha tidak membayarkan seluruh komponen hak tersebut.

TANGGUNG JAWAB PERUSAHAAN ALIH DAYA TERHADAP PEKERJA OUTSOURCHING YANG TERKENA PEMUTUSAN HUBUNGAN KERJA DIMASA PANDEMI COVID-19 (STUDI DOKUMEN PERJANJIAN PENYEDIA JASA DI PT NTU)

The Covid-19 pandemic has a very big impact in the industrial world, many companies have terminated employment (PHK) for workers, both PKWTT and PKWT. In the Manpower Act No. 13 of 2003 and the Job Creation Act No. 11 of 2020 concerning labor and termination of employment. Regarding termination of employment, termination of employment to outsourced workers, the author discusses 2 (two) problem formulations, namely: First: How is the responsibility of outsourcing companies to outsourcing workers / laborers who were terminated during the Covid-19 pandemic; Second, what is the comparison of the forms of legal protection for outsourcing workers / laborers who have experienced termination of employment according to Law no. 13 of 2003 concerning Manpower and Law no. 11 of 2020 About Job Creation. The research method used in this thesis is the Normative-Empirical method. The conclusion of this decision is First, that the outsourcing company is still in charge of the implementation of termination of employment, this can be seen in the PT SIS PKWT; Second, in terms of comparison between UUK No. 13 of 2003 with UUCK No.11 of 2020 not much has changed, only in UUKC regarding labor Outsourcing is more discussed.

Special protections against employment termination for workers with family responsibilities

Loss of employment is one of the most stressful life events for everyone, especially for those with families. An employed mother - and increasingly a father - have family responsibilities towards their children, and these duties are often taken on, due to the decomposition of the family unit, by so-called single parents. Family responsibilities towards children are not, however, the only ones: one important segment of the responsibilities of the working-age population is the care for elderly and/or sick relatives and/or spouses. In this paper, it will be demonstrated that employees with family responsibilities are not a unique legal category. Family responsibilities must not, as such, constitute a valid reason for the termination of employment. The research below, therefore, seeks to present special protections against the termination of employment contracts of different categories of employees with obligations toward children, and to check whether and in what way such protections are provided to employees with obligations to other family members, since special protections against the termination of the employment contracts is explicitly guaranteed in Serbian law to the employees only during pregnancy and absence from work due to special/child care. In this regard, international standards relevant to the subject of the research are considered, as well as certain foreign systems that differently take into account the family situation of employees, using primarily the normative, comparative law method.

A termination of employment by being dismissed by an employer

A termination of employment by being dismissed by an employer is the most delicate form of an employment termination. As such, in the modern Labor Law, is mostly regulated by a state regulation. The legislator is in obligation, during regulating of this institute, to adjust regulations related to termination of employment with the ratified international contracts, and certain directives during making the law are present in acts that do not fall under the process of ratification. Thus, in the paper, the review of the most important acts in the international and regional level is presented, and they regulate termination of employment by an employer's initiative, starting from the acts of the international labor organizations to the acts of the Council of Europe and Communitarian Law. In Positive Law of Serbia, the analyze of justified dismissal reasons in a contract by an employer has been made.

Indonesian Labor Sector During Covid-19 : Weighing the Impact of Company Saving Policy and Workers Protection

The COVID-19 pandemic has a very significant impact on the global economy, especially in the business sector, which has suffered significant losses. On this matter it is deemed necessary to carry out research with the objectives first, to determine whether the policies implemented by companies in the form of employment termination and temporary workers layoff in order to survive the company can be legally justified, second, to determine what forms of legal protection should be obtained by workers in an industrial relationship with companies amidst of COVID-19, and third, to determine what forms of work relations/alternative policy models that can be offered to companies to be able to ease the burden on the company while being able to provide protection for workers amidst COVID-19. Research method that is applied is normative legal research with a statutory approach and legal concepts. The results show that company policies in the form of layoffs during the COVID-19 pandemic can be justified as long as they comply with the provisions of Article 163 to Article 165 of the Manpower Law, the act of laying off workers can be justified as long as it complies the provisions of the Minister of Manpower Circular Letter Number 5/1998 and Minister of Manpower Circular Letter Number 907/2004. Legal protection that shall be obtained if a worker is laid off must comply with the provisions of Article 156 of the Manpower Law. Companies can implement an industrial relationship by implementing Work From Home (WFH) during the COVID-19 pandemic.

An Exercise for Teaching Employment Termination

Teaching students how to terminate an employee in a safe, legal, and humane manner provides them with a valuable management skill. This article describes an exercise for teaching students how to conduct termination meetings, guiding them through the process of creating a termination script that is consistent with best practices from the literature. This exercise also helps students develop confidence and enhance their skills by role-playing the termination meeting and responding to the interpersonal challenges of such meetings.

Dismissal Allowances to Employees Dismissed by Agreement of the Parties: Epistola Non Erubesci

The paper analyzes jurisprudence of the courts of general jurisdiction with regard to disputes claiming recovery of dismissal allowances stipulated by an employment termination agreement. The author identifies errors in the field of application of employment law rules regulating guarantees and analizes errors committed by courts due to improper understanding of the legal nature of dismissal allowances. The author substantiates arguments and criteria that can be used to determine whether dismissal allowances are adequate and proportionate, examines the problems associated with the application of the principle of protection against discrimination in the area of employment and the general legal principle of inadmissibility of abuse of the right in employment relationships. According to the author, the practice of courts’ erroneous interpretation of the norms of the Labor Code of the Russian Federation governing the issues of dismissal allowances under the employment contract encourages us to develop understandable and detailed criteria using which the courts and the parties to the employment dispute will be able to rely on in dismissal allowances’ claims. Such criteria can be developed in the form of a system of review questions, answering to which the court and the parties would be able to reach a balanced and reasoned decision.