Existence of Visum Et Repertum on the Occurrence of Persecution as Evidence of Work Termination

Employment relationships may end due to abuse by workers. The existence of abuse must be medically proven. This research aimed to analyze the existence of a visum et repertum for the occurrence of abuse that can be used as evidence in termination of employment. This legal research was normative with a statutory approach. The results showed that persecution was a criminal act. There was no requirement for a judge's decision in the District Court which already had permanent legal force for the occurrence of persecution as a condition for the validity of the layoff as if the visum et repertum was no longer needed. It was enough that the acts of abuse committed by workers were regulated in the Employment Agreement, Company Regulation or Collective Labor Agreement, then the persecution as a form of an urgent violation can be used as a valid reason for the termination of employment (Article 81 number 37 of the Job Creation Law jo. Article 151 / 3 Manpower Law jo. article 52/2 Government Regulation 35/2021. The researchers’ efforts to review labor regulations related to urgent violations in the Indonesian manpower system are a form of evaluation of the weaknesses of the Job Creation Law and its implementing regulations can be able to assist legislators to develop and enforce laws that protect certain vulnerable groups namely workers in applying the principle of presumption of innocence.Keywords: Forensics; Persecution; Termination. Eksistensi Visum Et Repertum Atas Terjadinya Penganiayaan Sebagai Alat Bukti Pemutusan Hubungan KerjaAbstrakHubungan kerja dapat berakhir karena adanya penganiayaan yang dilakukan oleh pekerja. Adanya penganiayaan harus dibuktikan secara medis. Penelitian ini bertujuan untuk menganalisis adanya visum et repertum atas terjadinya penganiayaan yang dapat digunakan sebagai alat bukti dalam pemutusan hubungan kerja. Penelitian hukum ini bersifat normatif dengan pendekatan perundang-undangan. Hasil penelitian menunjukkan bahwa penganiayaan adalah perbuatan pidana. Tidak adanya keharusan putusan hakim di Pengadilan Negeri yang sudah memiliki kekuatan hukum tetap atas terjadinya penganiyaan sebagai syarat keabsahan PHK seolah mengakibatkan visum et repertum tidak dibutuhkan lagi. Cukup perbuatan penganiayaan yang dilakukan oleh pekerja diatur dalam Perjanjian Kerja, Peraturan Perusahaan atau Perjanjian Kerja Bersama, maka penganiayaan sebagai wujud telah terjadi pelanggaran yang bersifat mendesak dapat digunakan sebagai alasan keabsahan pemutusan hubungan Kerja (Pasal 81 angka 37 UU Cipta Kerja jo. Pasal 151 /3 UU Ketenagakerjaan jo.Pasal 52/2 Peraturan Pemerintah 35/2021. Upaya penulis untuk mereview peraturan perburuhan terkait pelanggaran yang bersifat mendesak dalam sistim ketenagakerjaan Indonesia merupakan bentuk evaluasi atas adanyan kelemahan UU Cipta Kerja dan Peraturan pelaksananya, akan dapat membantu legislator untuk mengembangkan dan menegakkan hukum yang melindungi kelompok rentan tertentu yaitu pekerja dalam menerapkan asas praduga tak bersalah.Kata Kunci: Forensik; Penganiayaan; Pemutusan Hubungan Kerja Наличие Visum Et Repertum в случае преследования как доказательство прекращения работы АннотацияТрудовые отношения могут прекратиться из-за жестокого обращения со стороны работников. Наличие жестокого обращения должно быть доказано с медицинской точки зрения. Это исследование было направлено на анализ наличия visum et repertum в случаях злоупотреблений, которые могут использоваться в качестве доказательства при увольнении. Это правовое исследование было нормативным с законодательным подходом. Результаты показали, что преследование было уголовным преступлением. В районном суде не требовалось вынесения решения судьей, которое уже имело постоянную юридическую силу в связи с преследованием в качестве условия действительности увольнения, как если бы в visum et repertum больше не было необходимости. Достаточно того, чтобы акты жестокого обращения, совершенные работниками, регулировались трудовым договором, регламентом компании или коллективным трудовым договором, тогда преследование как форма неотложного нарушения может быть использовано в качестве уважительной причины для увольнения (статья 81 № 37 Закона о создании рабочих мест, ст. 151/3 Закона о рабочей силе, ст. 52/2 Постановление правительства 35/2021. Усилия исследователей по пересмотру трудового законодательства, касающегося неотложных нарушений в индонезийской системе кадровых ресурсов, являются формой оценки Слабые стороны Закона о создании рабочих мест и его подзаконных актов могут помочь законодателям в разработке и обеспечении соблюдения законов, которые защищают определенные уязвимые группы, а именно работников, в применении принципа презумпции невиновности.Ключевые слова: судебная экспертиза, преследование, прекращение действия

ANALISIS PELAKSANAAN PERJANJIAN JAM KERJA ANTARA PERUSAHAAN DENGAN PEKERJA DI PT. PLASINDO LESTARI DIHUBUNGKAN DENGAN PASAL 77 UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN

Perjanjian adalah suatu perbuatan dengan mana satu orang atau lebih mengikatkan dirinyaterhadap satu orang lain atau lebih. Di Dalam Pasal 1 angka (14) Undang-undang No.13Tahun 2003 Tentang Ketenagakerjaan bahwa Perjanjian Kerja adalah perjanjian antarapekerja atau buruh dengan pengusaha atau pemberi kerja yang memuat syarat-syarat kerja, hak, dan kewajiban para pihak. Identifikasi Masalah 1. Bagaimanakah pelaksanaanperjanjian kerja dengan perusahaan di PT Plasindo Lestari Menurut Perjanjian WaktuKerja? 2. Apakah yang menyebabkan ketidaksesuain jam kerja di PT Plasindo Lestari?Penelitian ini menggunakan Metode Pendekatan secara yuridis- Empiris, SpesifikasiPenelitian yang digunakan bersifat deskriptif , dan data yang diolah adalah deskriptifkualitatif isi sesuai dengan tujuan penelitian yang selanjutnya dikonstruksikan dalam suatukesimpulan perjanjian kerja dengan perusahaan sudah tidak asing lagi. Perjanjian kerjabersama merupakan hasil antara pihak pengusaha dan pihak pekerja yang diwakili olehserikat pekerja. Perjanjian kerja bersama di dalam Undang-Undang Nomor 13 Tahun 2003tercantum dalam pasal 116 sampai pasal 135, yang mengatur tentang persyaratan yangharus di penuhi untuk pembuatan suatu perjanjian kerja bersama.Hasil Penelitian penulisadalah di dalam perkara perusahaan mengenai jam kerja yang tidak sesuai karena diperusahaan PT Plasindo Lestari mengenai jam kerja paling banyak 1 (satu) Hari 12 (DuaBelas) Jam Dan 1 (satu) Minggu 72 (Tujuh Puluh Dua) Jam yang seharusnya didalamUndang-Undang Nomor 13 Tahun 2003 Tentang KetenagaKerjaan Pasal 77 Ayat (2) waktukerja lembur hanya dapat dilakukan paling banyak 3 (tiga) jam dalam 1 (satu) hari dan 14(empat belas) jam dalam 1 (satu) minggu Kata Kunci : Perjanjian, Perusahaan, Jam kerja An agreement is an act by which one or more persons bind themselves to one or more otherpersons. In Article 1 number (14) of Law No. 13 of 2003 concerning Manpower, it is statedthat a Work Agreement is an agreement between a worker or laborer and an entrepreneuror employer that contains the terms of work, rights and obligations of the parties. Identification of Problems 1. How is the implementation of the work agreement with thecompany at PT Plasindo Lestari according to the Working Time Agreement? 2. Whatcauses the incompatibility of working hours at PT Plasindo Lestari? This study uses ajuridical-empirical approach, the research specifications used are descriptive, and the dataprocessed is descriptive qualitative content in accordance with the research objectiveswhich are then constructed in a conclusion of a work agreement with a familiar company. Collective labor agreement is the result between the employer and the workers representedby the trade union. Collective labor agreements in Law No. 13 of 2003 are listed in articles116 to 135, which regulate the requirements that must be met for making a collective workagreement. at PT Plasindo Lestari regarding working hours at most 1 (one) Day 12(Twelve) Hours and 1 (one) Week 72 (Seventy Two) Hours which should be in Law Number13 of 2003 concerning Manpower Article 77 Paragraph ( 2) overtime can only be done fora maximum of 3 (three) hours in 1 (one) day and 14 (fourteen) hours in 1 (one) week. Keywords: Agreement, Company, Working Hours

Juridical Analysis of Work Agreements at Sea for Seafarers from the Perspective of Affirming People's Welfare: A Study at the Batam Authority and Harbormaster Office

A Sea Work Agreement is a contract between a shipping entrepreneur and a worker in which the latter agrees to do work for pay as a captain or a member of the ship's crew under the entrepreneur's instructions. As a component of a more considerable agreement, a written or spoken labor agreement must satisfy both subjective and objective legal criteria of an agreement. The topic of this study is the legal arrangement of work agreements at sea for seafarers to promote human welfare. A study was conducted by the Batam authorities and harbormaster's office on the implementation and legal analysis of work agreements at sea for seafarers from an affirming people's welfare perspective. Also, the factors that act as impediments or barriers to solutions for work agreements at sea for seafarers from an affirming people's welfare perspective. This research aims to establish the legal structure of work agreements at sea for seafarers to improve their welfare and the execution and legal analysis of work agreements at sea for seafarers to enhance their welfare. Thirdly, determine the elements that lead to the formation of barriers or obstacles, along with some of the aspects that contribute to their resolution. This study aims to gather primary data via field research utilizing a normative approach. The study's findings show that although the legal control of work agreements at sea for seafarers has been chiefly implemented successfully to enhance people's welfare, there are still many barriers in the sector at both an internal and external level. It is anticipated that both ship entrepreneurs and ship personnel will adhere to their agreed-upon and signed maritime labor agreements, making this a legal requirement for builders. Keywords: Sea Work Agreement, Seafarers.

Smart working e Ricerca: il punto di vista dei Ricercatori e Tecnologi dell’INGV

The health emergency due to Covid-19 has projected the employees of the Italian public administration into targeted and, essentially, forced smart working for everyone. This, together with the immediate benefit of mitigating the effects of the pandemic, has brought out the advantages and disadvantages of its application to the world of Research. Through an analysis of the differences between technical-administrative services and research activities, and taking as a reference the National Collective Labor Agreement, we want to highlight, in this article, the unresolved issues of the full application of smart working also in view of the application a smart working organizational plan that the Public Research Institutes administrations must prepare annually. The aim of this article is to emphasize the specificities of the Research with respect to administrative management with a view to constructive collaboration and to improve the functioning of the Institution.A survey of 585 Researchers and Technologists of a large Italian research institute, the National Institute of Geophysics and Volcanology, clearly showed the positions of the employees on the key points of the question of the application of smart working, that respects the dictates of the National Collective Agreement of Researchers and Technologists regarding the autonomy and freedom of research enshrined in our legal system based on the Constitutional Charter. The analysis of the results may promote the identification of possible harmonization between smart working and research activity to find the model that meets one's needs and characteristics that can be shared by the entire scientific community of Italian Public Research Institutes and both advantage of working well-being even in health emergencies.

TANGGUNG JAWAB PERUSAHAAN DALAM PEMENUHAN JAMINAN SOSIAL KETENAGAKERJAAN DI KOTA TARAKAN

ABSTRACT Social security constitutes As a part of constitutional right for every citizen as mentioned in article 28 letter h paragraph 3 of the 1945 Constitution which states that everyone is entitled to social security which enables to development dignified human being. In addition, the provisions of Article 34 paragraph 2 of the 1945 Constitution also states that the state develops social security system for all people and empower the weak and incapable in accordance with human dignity. The fulfillment of labor rights by the company is a mandate of Law Number 13 Year 2003 on Manpower Article 86 paragraph 1 which states that every worker / laborer has the right to obtain protection for safety, health, morals, morals and treatment in accordance with the dignity and human dignity and religious values.Company policy in fulfilling labor rights on social security of labor is done through Collective Labor Agreement (PKB). In order to ensure the fulfillment of the right to social security of employment the Government of Tarakan City has issued Tarakan Mayor Instruction Number 2 Year 2014 on the Implementation of BPJS Employment Program through Licensing Administration in Tarakan City requiring employers / apprentices applying, extending permits to self-preservation and employee in BPJS Employment before the issuance of company licensing documents. The legal consequences for non-self-employed companies and their employees in the Employment BPJS program are subject to administrative sanctions to the imposition of criminal sanctions. While the legal consequences for the workforce are not able to claim compensation to BPJS Employment if experiencing work accident, death, pension and old age pension. Keyword: Rights of Worker, Company, Employment BPJS

Common Perceptions of the Interests of Employers, Workers, and the Government to Prevent Mass Layoffs During the Covid-19 Pandemic

Since the outbreak of the first case of the Covid-19 coronavirus infection in early March 2020 to break the chain of spread, the government has taken a policy by limiting community activities that have an impact on economic and business training to reduce losses, business actors have made efficiency, among others by laying off workers or Even carrying out mass layoffs of employment, the role of all parties concerned in HI (employers, workers, or government) is needed to prevent or reduce mass layoffs and employers to reduce losses can still carry out efficiency. This study aims to analyze the shared perceptions of employers, workers, and the government to prevent mass layoffs in Indonesia. The method used in this research is a descriptive analysis using a normative juridical approach. This study concludes that in the perspective of interests, each party has different interests, namely the interests of employers to make efficiency to reduce losses, the interests of workers do not occur mass layoffs, the presence of Collective Labor Agreement (PKB) among them is to integrate and coordinate these different interests. So as not or to minimize the conflict between interests. for this reason, PKB must protect the interests of all parties in HI by limiting the interests of the parties in HI, namely, on the one hand, the PKB must safeguard the interests of employers in carrying out efficiency to reduce losses, on the other hand, PKB must protect the interests of workers, so that mass layoffs do not occur. Employers to make efficiency can only be done by limiting or reducing the interests of workers 'rights both in terms of labour legislation and terms of employment, and PKB also limits employers' interests to reduce workers' rights, namely reducing the rights of these workers. This can only be done as long as the entrepreneur has suffered losses for 3 (three) consecutive years as evidenced by a financial audit from a public accountant, the government's interest, in this case, the institution responsible for the human resources sector for strength in the legality aspect, can ratify the PKB. Therefore, from a systems perspective, all parties with interest in HI have a very close attachment and synergize with one another in harmonizing the implementation of HI (industrial peace) in the end during the Covid-19 pandemic through PKB can create a shared perception between the interests of entrepreneurs, workers and government

PERJANJIAN KERJA LAUT BERDASARKAN UNDANG-UNDANG KETENAGAKERJAAN DI INDONESIA

AbstrakBerdasarkan Pasal 1 ayat 21 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, perjanjian buruh dikenal dengan istilah perjanjian kerja bersama yaitu perjanjian yang merupakan hasil perundingan antara seorang pekerja/buruh atau serikat pekerja/buruh yang tercatat pada instansi yang bertanggung jawab di bidang ketenagakerjaan dengan pengusaha atau perkumpulan pengusaha yang memuat syarat-syarat kerja, hak dan kewajiban kedua belah pihak. Penelitian ini menggunakan penelitian pustaka dengan pertimbangan karena banyaknya masalah tentang awak kapal yang tidak menerima hak sesuai yang diperjanjikan. Dengan adanya landasan perjanjian perburuhan atau kesepakatan kerja bersama merupakan salah satu sarana untuk terciptanya hubungan industrial pancasila yang menciptakan hubungan yang penuh dengan keselarasan, keserasian dan keseimbangan antara keduanya yang kesemuanya itu bisa dipakai sebagai modal untuk meningkatkan produktifitas yang akhirnya diharapkan bisa menjamin kesejahteraan, kesehatan, dan keselamatan kerja. Dalam pengoperasian kapal laut, ditegaskan bahwa kapal harus dalam keadaan laiklaut dan diawaki oleh sejumlah Awak Kapal yang telah memenuhi persyaratan untuk berlayar.Kata Kunci: Tenaga Kerja, Laut, Perjanjian Kerja. AbstractBased on Article 1 paragraph 21 of Law Number 13 Year 2003 concerning Manpower, a labor agreement is known as a collective labor agreement, namely an agreement which is the result of negotiations between a worker/laborer union registered with the agency responsible for the manpower sector with employers' associations which contain the terms of employment, rights and obligations of both parties. This study uses literature research with the consideration that there are many problems about ship crews who do not receive the rights as promised. With the basis of a labor agreement or collective labor agreement is one of the means for the creation of Pancasila industrial relations which creates a relationship that is full of harmony and balance between the two, all of which can be used as capital to increase productivity which is ultimately expected to guarantee welfare, health, and work safety. In the operation of ships, it is emphasized that the ship must be in a seaworthy condition and manned by a number of crew members who have met the requirements to sail.Keywords: Labor, Sea, Work Agreement.

Concealment of information as a form of abuse of post by an employee

The subject of this research is such legal phenomenon as the abuse of post by an employee in form concealment of information. The author analyzes the labor law, determines the gaps in legal regulation of the questions of abuse of position by employees. The article examines most common instances of abuse of post by employees in form of concealment of legally important facts from the employer, as well as carries out their classification by cases of concealment of information in the hiring process, in course of exercising their labor rights, and in termination of employment contract. The author underlines the inequality of the status of employer and employee with regards to protection by against the abuse of the opposite party of labor agreement. It is established that the range of the methods of protection of interests of the employer is limited, while an employee is in a much better position from the legal perspective. The scientific novelty consists in comprehensive analysis of legislative gaps in the area of regulation of misconduct of employees in the form of concealment of information. The author offers the mechanism for preventing the abuse of post by employees in the form of concealment of information, which is based on inclusion into local regulatory acts of the norms aimed at protection of rights and interests of the employer.

Pemenuhan Hak Normatif Buruh Harian Lepas Pada PT. Hanuraba Sawit Kencana

Type of this research was normative legal research that were descriptive and supported by data as for the packaging in this study is: Is there a gap in the fulfillment of the normative rights of freelance workers under Law No. 13 of 2003 on Employment and Ministerial Decree No. 100 of 2004 on the Terms of Certain Time Employment Agreements with practice at PT. Hanuraba Sawit Kencana? Based on the results of research that has been done in PT. HanurabaSawitKencana, can be summed up some things about the form of labor agreement between freelance labors and PT. HanurabaSawitKencana and the responsibilities of PT. HanuarabaSawitKencana towards the fulfillment of normative rights of freelance labors has been carried out in accordance with Law No. 13 of 2003 on Employment and Ministerial Decision No. 100 of 2004 On The Tenaity of The Implementation of Certain Time Work Agreements.