Critical Study of the Fulfillment of Employee’s Rights Post Employment Termination Due to Unperformance

Abstract

Abstrak. Perselisihan hubungan industrial merupakan perbedaan pendapat yang mengakibatkan pertentangan antara pengusaha atau gabungan pengusaha dengan pekerja karena adanya perselisihan mengenai hak, perselisihan kepentingan, Pemenuhan hak pasca pemutusan hubungan kerja kerap kali menjadi permasalahan. Penelitian ini bertujuan untuk mengetahui bagaimana pemenuhan hak perkerja pasca pemutusan hubungan kerja dengan dasar kinerja buruk atau uperformance berdasarkan undang-undang dibidang ketenagakerjaan, serta Bagaimana dasar kesesuaian pertimbangan hukum dalam Putusan Nomor 763K/ Pdt.sus-PHI/2020 dengan aturan hukum ketenagakerjaan yang berlaku di Indonesia. Penelitian ini menggunakan metode penelitian dekskriptif kualitatif, yakni analisis terhadap bahan hukum primer, skunder, dan tersier yang dituangkan dalam bentuk narasi berupa pengambilan kesimpulan secara induktif. Hasil penelitian menunjukan Pemenuhan hak pekerja pasca pemutusan hubunga kerja dengan dasar kinerja buruk atau unperformace harus didasari dengan Pasal 161 Ayat 1 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dikarenakan kinerja buruk merupakan salah satu tindakan pekerja yang melanggar kewajiban pekerja baik dalam peraturan perusahaan maupun Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dan tentunya dengan memperhatikan lebih seksama mengenai proses pemutusan hubungan kerjanya. Pelaksanaan eksekusi sebagai pemenuhan hak pekerja (pemohon kasasi) pasca hubungan kerja sedikit melenceng dari kata adil. Pelaksanaan eksekusi yang molor selama sembilan bulan dari putusan dibacakan, seharusnya dilakukan maksimal 8 hari dari putusan dibacakan sebagaimana pasal 195 HIR.Kesesuaian pertimbangan hukum dalam putusan Nomor 763K/Pdt.sus-PHI/2020 dengan aturan hukum yang berlaku di Indonesia menurut penulis sedikit tidak sesuai. Mahkamah Agung seharusnya lebih jeli mengenai prosedur pemutusan hubungan kerjanya terlebih dahulu, dikarenakan akan fatal apabila ada kesalahan dari dasarnya.

Abstract. An industrial relations dispute is a dispute of opinion that results in conflict between an employer or an entrepreneur's association with a worker/worker or a union of workers/unions of workers due to the existence of disputes over rights, conflicts of interest, termination of the employment relationship and disputes between a union/union of workers within a company. If he does not comply with the rights and obligations outlined in the treaty, there may be a dispute in the matter. The fulfillment of the right after the termination of the employment relationship is often a problem. This research aims to find out how the fulfillment of employment rights after termination of an employment relationship based on poor performance or performance based on employment law, as well as how the legal considerations in Decision No. 763K/ Pdt.sus-PHI/2020 are compatible with the rules of labor law in force in Indonesia. This research uses qualitative descriptive research methods, namely analysis of primary, squander, and tertiary legal materials that are presented in the form of narrative inductive conclusion-taking. The results of the research show that the fulfillment of an employee's rights after termination of an employment relationship based on unperformance should be based on Article 16 Verse 1 of the Employment Act No. 13 of 2003 due to poor performance is one of the acts of the employee who violates the obligations of both the company regulations and the Employment Act Number 13 of 2003, and of course by paying more attention to the termination process. The enforcement of the execution as the fulfillment of the rights of the worker (claimant of cassation) after the employment relationship is a little narrow from the fair word. The execution of execution that molor for nine months from the judgment is read, should be carried out a maximum of 8 days from the decision read as in article 195 HIR. The legal considerations in decision No. 763K/Pdt.sus-PHI/2020 with the rules of law in force in Indonesia according to the author are a little inappropriate. The Supreme Court should be more cautious about the termination procedure first, as it would be fatal if there were a fundamental mistake.