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"Pekerja merupakan sumber daya penting dalam menjalankan usaha, begitu juga dengan lembaga swadaya masyarakat (LSM) baik lokal maupun asing yang memerlukan pegawai untuk melaksanakan proyek kemanusiaan. Adanya perekrutan pegawai memerlukan perjanjian kerja guna memberikan perlindungan bagi pekerja agar haknya dapat terpenuhi. Namun banyak hak pekerja terutama yang bekerja di kantor pusat, belum terpenuhi akibat penggunaan perjanjian kerja waktu tertentu. Kurang tegasnya peraturan ketenagakerjaan menyebabkan pegawai tidak mempunyai perlindungan hukum. Skripsi ini menjelaskan mengenai perjanjian kerja yang digunakan oleh LSM Asing serta bagaimana akibat hukum bagi pegawai yang bekerja di kantor pusat dengan mengambil obyek penulisan yaitu LSM Asing X.

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Labors are an important resource in running the business, as well as nongovernmental organizations (NGOs), both local and foreign that require employees to carry out humanitarian projects. The existence of labor recruitment agreements need to provide protection for workers' rights in order to be fulfilled. However, many rights of workers especially those working in the headquarters, has not been met due to the use of labor agreements specified time. Less specifically labor laws have not led to employee protection laws. This thesis describes the employment agreement used by NGOs as well as how the legal consequences for employees who work at headquarters to retrieve the object that is writing the NGOs X."

"[Sebuah perjanjian pada dasarnya harus memperinci secara tegas hak dan kewajiban dari para pihak. Jika tidak, akan menimbulkan banyak sekali celah yang dapat mempengaruhi pelaksanaan dari perjanjian tersebut. Perjanjian kerja waktu tertentu yang dilakukan oleh pemberi kerja dengan penerima kerja umumnya sama dan biasanya tanpa uraian secara terperinci. Untuk itu perlu dilakukan analisis lebih lanjut apakah isi perjanjian tersebut sudah memenuhi syarat sah perjanjian. Dan apakah perjanjian itu telah melindungi kepentingan dari para pihak. Penelitian ini pada dasarnya bertujuan untuk mengetahui dan memahami keberadaan Perjanjian kerja dan perjanjian kerja waktu tertentu di PT.X apakah sudah memenuhi syarat sah perjanjian dan perlindungan kepentingan para pihak. Selain itu penelitian ini juga bertujuan untuk mengetahui dan memahami bentuk penyelesaian yang dapat dilakukan jika terjadi wanprestasi terhadap pelaksanaan perjanjian kerjasama. Metode yang digunakan dalam penelitian ini adalah yuridis normatife dan wawancara dengan mengutamakandata sekunder baik berupa bahan hukum primer, bahan hukum sekunder dan bahan hukum tersier. Dari penelitian yang dilakukan diperoleh hasil bahwa kedudukan pekerja pada Perjanjian perjanjian kerja waktu tertentu telah memenuhi syarat sah perjanjian;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement;An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement, An agreement basically have to explicitly specify the rights andobligations of the parties. Otherwise, it will cause a lot of loopholeswhich may affect the implementation of the agreement. Employment agreement certain time conducted by the employer and the recipient of the work generally the same and usually without detailed description. For that we need further analyzed whether the treaty was already meetsthe legitimate requirements of the agreement. And whether the agreement had been to protect the interests of the parties. This study basically aims to identify and understand the existence of employment agreement and employment agreement at a certain time PT. X whether it qualifies legitimate and protection agreement interests of the parties. In addition, this study also aims to determine and understand the shape of the settlement to do in case of default the implementation of the cooperation agreement. The method used in This research is juridical normatife and interviews with priority secondary data in the form of primary legal materials, secondary law and tertiary legal materials. From this research result that workers' status in employment agreements Agreement specified time has eligible valid agreement]"

"Skripsi ini membahas mengenai pemutusan hubungan kerja secara sepihak berdasarkan Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan. Suatu perjanjian kerja dilandasi dengan adanya kata sepakat antara pihak pengusaha denga pihak pekerja. Sebagai suatu perjanjian, perjanjian kerja harus memenuhi unsur-unsur sahnya suatu perjanjian. Pemutusan hubungan kerja tidak dapat dilakukan secara sepihak karena alasan tidak ada perjanjian kerja diantara kedua belah pihak yang dibuat secara tertulis. Undang-undang menjamin lahirnya suatu perjanjian baik secara tertulis maupun lisan. Untuk mengantisipasi suatu kedudukan yang tidak berimbang antara pihak pengusaha dengan pekerja dan mengantisipasi kesewenangan pihak pengusaha yang dapat merugikan pihak pekerja, maka undang-undang menekankan dibuat suatu perjanjian kerja secara tertulis. Keberadaan perjanjian kerja membuat kedudukan antara pihak pengusaha dengan pihak pekerja sebagai kepastian hukum, terutama saat terjadi sengketa pemutusan hubungan kerja. Dengan terjadinya pemutusan hubungan kerja, hal itu menandakan sudah terjadinya suatu hubungan kerja antara pengusaha dengan pekerja sebelumnya. Pemutusan hubungan kerja dianggap ada jika ada kesepakatan kedua belah pihak untuk sepakat membuat perjanjian, begitu juga sebaliknya. Namun, kesepakatan para pihak untuk menciptakan terjadinya suatu perjanjian dimungkinkan terjadi secara tidak tertulis maupun tidak langsung diucapkan secara lisan, yakni dengan adanya suatu persesuaian kehendak antara kedua belah pihak. Dimana pihak yang satu menyatakan kehendaknya.

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AbstractIn this thesis, the unilateral termination of employment by Law Act No. 13 of 2003 About Employement will be discussed. A labor agreement is based on an agreement between employer and employee. As a a kind of agreement, labor agreement has to fulfill the legal substances of a contract. Termination of employment which use the nonexistence of a written contract between employer and employee as an excuse, cannot be done unilaterally Laws guarantee the birth of an agreement whether it is written or spoken. To anticipate imbalance between position of the employer and the employee as well as to prevent employer's arbitrary towards the employee, laws emphasize that a contract has to be made in a written form. The existence of a labor contract can make equality between employer and employee. It also makes position of the employer and employee have a legal security, especially when conflict of termination of employment happens. Termination of employment indicates termination of working relationship between employer and former employee. Termination of employment is recognized if there is an agreement between two parties. Agreement between parties to create a contract is possible to be done in writing or by mouth, though, as long as there is an accord between the wishes of the two parties in which, one party stated their wishes, and the other party willingly fulfill those wishes."

"Dalam praktek kerap terjadi bahwa suatu PKWT telah memenuhi syarat sah perjanjian secara perdata juga telah melalui mekanisme pencatatan di Suku Dinas Ketenagakerjaan yang membawa serta implikasi telah dilakukan pemeriksaan materi muatan perjanjian kerja, namun demikian pasal-pasal tentang utamanya hak pekerja/buruh masih tidak sesuai dengan ketentuan perundang-undangan yang berlaku. Skripsi ini membahas tentang perjanjian kerja waktu tertentu PT.X ditinjau dari Kitab Undang-Undang Hukum Perdata tentang syarat sahnya perjanjian dan kaitannya dengan Hukum Ketenagakerjaan tentang hak-hak pekerja/buruh kontrak yang diatur dalam perjanjian kerja waktu tertentu tersebut. Selanjutnya dibahas contract adjustment sebagai penyelesaian permasalahan tersebut.

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Nowadays it often occur that the temporary work agreement has fulfilled the legal condition of the agreement and has been through the registration process in Ministry of Labor and Transmigration Local Office which means the contents of the work agreement has been verified, but the articles especially about the rights of the worker are not suitable with the valid regulation. The focus of this thesis is the temporary appointment work agreement in PT.X based on Indonesian Civil Code about legal condition of the agreement and Labor Law about the rights of worker under that temporary appointment work agreement. Furthermore contract adjustment as the solution of this problem will be discussed."

"Saat ini sudah semakin banyak perusahaan yang mempekerjakan pekerja/buruhnyanya berdasarkan perjanjian kontrak (perjanjian kerja waktu tertentu). Perusahaan tersebut dalam merekrut pekerja/buruhnya melalui pihak ketiga (perusahaan penyedia jasa pekerja). Akibat dari cara ini maka status pekerja/buruh tersebut tidak akan sama dengan pekerja/buruh tetap di perusahaan tersebut. Status kepegawaiannya dari pekerja/buruh tersebut adalah pekerja/buruh kontrak. Hal ini menimbulkan perbedaan kesejahteraan balk itu mengenai upah, tunjangan, dan pesangon serta hak-hak lainnya pada saat kontrak kerja (perjanjian kerja waktu tertentu) berakhir.Masalah inilah yang paling dikeluhkan oleh para masyarakat (pekerja) dengan sistem kontrak. Oleh sebab itu dalam UU No. 13 Tahun 2003 tentang Ketenagakerjaan telah mengatur tentang pekerja/buruh kontrak yang direkrut melalui pihak ketiga (perusahaan outsourcing). Pekerja/buruh jenis ini tergolong dalam Perjanjian Kerja Waktu Tertentu (PKWT). Menurut ketentuan dalam undang-undang tersebut, PKWT diperuntukkan untuk pekerjaan penunjang yang akan selesai paling lama 3 (tiga) tahun."

"Krisis Energi Listrik di Indonesia ditandai dengan seringnya pemadaman bergilir di sebagian besar wilayah negeri ini khususnya daerah di luar pulau Jawa Situasi tersebut menuntut PLN sebagai Badan Usaha Milik Negara yang mengelola ketenagalistrikan di Indonesia mengambil langkah langkah strategis untuk segera mengurangi bahkan menghapus kondisi krisis energi listrik Untuk itu PLN menetapkan langkah strategis Program Percepatan Diversifikasi Energi PPDE 10 000MW yakni dengan membangun pembangkit listrik baru guna menutupi kekurangan pasokan listrik yang terjadi di tanah air Selain pemenuhan tuntutan atas defisit energi PLN Grup juga mendapat tantangan efisiensi biaya PLN dituntut untuk dapat mengoperasikan pembangkit listrik yang dimilikinya dengan Low Cost meskipun harga listrik di Indonesia tidak lebih mahal dibandingkan negara negara tetangga PLN harus mampu setidaknya memproduksi listrik dengan biaya yang lebih rendah dari biaya yang selama ini dikeluarkan PLN dan hal ini mendorong PLN untuk melakukan beberapa perubahan strategi bisnis dalam pengoperasian dan pemeliharaan pembangkit listrik yang dimilikinya Penelitian ini bertujuan untuk mendeskripsikan secara analitis tentang mekanisme Outsourcing yang dituangkan dalam Perjanjian Kerjasama Pengoperasian dan Pemeliharaan Pembangkit Listrik Tenaga Uap program PPDE 10 000MW Berdasarkan hasil penelitian diketahui bahwa 1 Mekanisme Perjanjian Operasi dan Pemeliharaan PLTU Tahap Supporting antara PT IP dan PT CDB telah memenuhi syarat syarat yang diatur oleh Undang undang 13 Tahun 2003 tentang Ketenagakerjaan dan Kepmen 19 tahun 2012 Tentang Syarat syarat Penyerahan Sebagian Pelaksanaan Pekerjaan Kepada Perusahaan Lain 2 Dengan analisa keuangan biaya dalam pengoperasian PLTU 10 000MW khususnya biaya Kepegawaian menunjukkan bahwa skema kontrak OM dalam Pengelolaan Pembangkit Listrik Program 10 000MW tersebut telah memenuhi tuntutan efisiensi dan efektifitas

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Power and energy shortage in Indonesia is marked by frequently power cuts in most of Indonesian cities especially outside Jawa island This situation has demanded PLN to take strategic steps through electrification acceleration program known as the 10 000 megawatt MW fast track program The program is to build new power plant to cover the power shortage Furthermore PLN has to deal with in cost efficiency PLN must reduce their cost to operate power plants with low cost It also requires several change in PLN rsquo s business strategies especially in operation and maintenance of power plants Purpose of this research is to describe the outsourcing mechanism in Agreement of Operation and Maintenance Steam Power Plant of 10 000 MW Fast Track Program 10 000MW Steam Power Plat Operation dan Maintenance Agreement Researcher comes to conclusion 1 Agreement of Operation and Maintenance Steam Power Plant of 10 000 MW Fast Track Program between PT IP and PT CDB comply with Law Number 13 Year 2013 concerning Labor and Ministerial Decree No 19 Year 2012 2 analysis of personnel cost in operational of 10 000 MW coal fired steam power plant has proven that Agreement of Operation and Maintenance Steam Power Plant of 10 000 MW Fast Track Program is efficient and effective."

"ABSTRAK

Penelitian ini bertujuan untuk mengetahui dan memahami lebih lanjut perihal penerapan asas kebebasan berkontrak dalam perjanjian kerja waktu tertentu di PT. X. Penelitian ini merupakan penelitian hukum yang bersifat yuridis normatif dengan menggunakan data sekunder, diantaranya peraturan perundang-undangan, dan buku. Dari penelitian ini ditemukan bahwa asas kebebasan berkontrak sudah tidak berlaku secara mutlak lagi dalam perjanjian kerja. Pembatasan terhadap asas kebebasan berkontrak terhadap perjanjian kerja dilakukan oleh pemerintah untuk mengurangi dampak negatif apa bila asas kebebasan berkontrak berlaku secara mutlak.

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ABSTRACT

This research aims to explain how the application of freedom of contract principle can in time based labor contract. This research is a normative juridical law using secondary data such as legislation, and books. From this research, it is concluded, that now the freedom of contract is limited in the case of labor contract. Government’s objective from limiting this freedom of contract is to minimize the effect of negative impact of freedom of contract.

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"Imbalan pasca kerja bagi sektor swasta di Indonesia ada yang bersifat wajib dan ada pula yang bersifat sukarela. Imbalan pasca kerja yang bersifat wajib adalah yang disediakan melalui Program Jaminan Sosial Tenaga Kerja dan yang diatur dalam Undang-Undang nomor 13 tahun 2003 tentang Ketenagakerjaan. Imbalan pasca kerja yang bersifat sukarela antara lain adalah program pensiun berdasarkan Undang-Undang nomor 11 tahun 1992 tentang Dana Pensiun.Pendanaan program pensiun terutama jenis Program Pensiun Manfaat Pasti, harus dilakukan secara teratur dan sistematis agar kewajiban atas pembayaran manfaat pensiun kepada seluruh peserta program pensiun dapat terpenuhi. Sebaliknya, ketentuan tentang imbalan pasca kerja berdasarkan Undang-Undang nomor 13 tahun 2003 tentang Ketenagakerjaan yang juga menggunakan rumusan imbalan pasti, tidak ada aturan pendanaannya. Perusahaan yang membayarkan imbalan pasca kerja dengan cara pay-as-you-go dan mengungkapkan beban pembayaran nyata (riil) dalam laporan keuangan perusahaan akan merniliki anggaran biaya yang sangat fluktuatif setiap tahunnya sehingga akan mempengaruhi laporan keuangan perusahaan dalam jangka panjang. Selain itu, tidak adanya penyisihan dana akan menyebabkan tidak terjaminannya hak-hak karyawan alas imbalan pasca kerja sesuai dengan ketentuan dalam Undang-Undang nomor 13 tahun 2003 tentang Ketenagakerjaan.Bagi perusahaan yang memiliki program pensiun pembiayaan imbalan pasca kerja berdasarkan Undang-Undang nomor 13 tahun 2003 tentang Ketenagakerjaan dapat dilakukan dengan mengintegrasikan program imbalan pasca kerja tersebut dengan program pensiun. Integrasi tersebut dapat dilakukan melalui kesepakalan alau perjanjian tertulis yang dibuat antara karyawan dan perusahaan.Bagi perusahaan yang belum memiliki program pensiun, dapat dilakukan pendanaan untuk program imbalan pasca kerja berdasarkan Undang-Undang nomor 13 tahun 2003 tentang Ketenagakerjaan dengan cara membentuk program pensiun dan melakukan pendanaan secara teratur dan sistematis atas program tersebut. Janis program pensiun yang dapat dibentuk perusahaan antara lain adalah Program Pensiun Manfaat Pasti, Program Pensiun luran Pasti atau kombinasi dari kedua jenis program pensiun tersebut. Pendanaan dan pengelolaan program dapat dilakukan dengan cara membentuk dana pensiun atau menyerahkan pendanaan dan pengelolaan program kepada pihak ketiga.Program pensiun yang dibentuk perusahaan hares mempertimbangkan rasio penggantian penghasilan yang dapat diterima oleh setiap peserta saat pensiun, kemampuan finansial perusahaan, serta keadilan dalam memberikan manfaat kepada seluruh kelompok peserla program."