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"Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan secara tegas membatasi penggunaan Tenaga Kerja Asing di Indonesia hanya dalam hubungan kerja waktu tertentu. Adapun pembatasan hubungan kerja Tenaga Kerja Asing dalam waktu tertentu tidak dapat diimplementasikan secara efektif karena ketentuan Undang-undang ini juga memungkinkan beralihnya hubungan kerja waktu tertentu demi hukum menjadi hubungan kerja waktu tidak tertentu dalam hal tidak terpenuhinya perjanjian kerja waktu tertentu, termasuk bagi Tenaga Kerja Asing. Oleh karena itu, guna menghindari inkonsistensi ketentuan peraturan perundang-undangan, ketentuan mengenai beralihnya hubungan kerja waktu tertentu menjadi hubungan kerja waktu tidak tertentu perlu diubah khususnya dikecualikan terhadap Tenaga Kerja Asing.

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Law Number 13 Year 2003 concerning Manpower explicitly restricts the use of Foreign Worker in Indonesia only for employment relation for specified period of time. However, the restriction on Foreign Workers employment relation based on specified period of time cannot be implemented effectively considering this Act also allows the transfer of employment relation for specified period of time, by the law, to become employment relation for unspecified period of time, in the event of employment agreement for specified period of time is unfulfilled, including towards Foreign Worker. Therefore, in order to avoid inconsistency of provisions on regulation, provision related to the transfer of employment relation for specified period of time is needed to be revised, especially to be excluded towards Foreign Worker."

"Dalam hal Pemutusan Hubungan Kerja (PHK) terdapat hak-hak dari pekerja/buruh yang harus dipenuhi oleh pengusaha manakala hubungan kerja di antara kedua belah pihak berakhir. Hak atas pesangon merupakan salah satu komponen hak yang wajib diberikan oleh pengusaha kepada pekerja/buruh. Akan tetapi tidak semua pekerja/buruh berhak atas pemberian pesangon. Hanya pekerja dengan status hubungan kerja yang terikat pada Perjanjian Kerja Waktu Tidak Tertentu yang dapat memperoleh hak pesangon atas terjadinya PHK, sedangkan pekerja dengan status hubungan kerja yang terikat pada Perjanjian Kerja Waktu Tertentu tidak berhak memperoleh pesangon. Dalam perkara PHK antara pengusaha dengan Tenaga Kerja Asing (TKA) perlu dikaji lebih lanjut hak yang dapat diterima oleh TKA sehubungan dengan statusnya sebagai pekerja yang terikat pada Perjanjian Kerja Waktu Tertentu. Dalam penelitian ini dibahas 2 permasalahan yaitu: bagaimana pemberian hak pesangon bagi TKA atas terjadinya PHK dan dalam kasus Pemutusan Hubungan Kerja antara PT Linfox Logistic Indonesia dengan Rodney John Guy yang merupakan tenaga kerja asing, apakah hakim memutuskan memberikan hak pesangon bagi yang bersangkutan. Penelitian ini adalah penelitian penelitian hukum doktrinal (normatif) dengan menggunakan analisis deskriptif analitis. Penelitian ini menyarankan agar dibuat Keputusan Menteri yang secara khusus mengatur mengenai pengaturan Perjanjian Kerja Waktu Tertentu bagi TKA.

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In the case of Termination Of Employment (PHK) there are rights of workers/labor to be met by operators when the working relationship between the two sides ended. The right to severance pay is one component of the rights that must be given by the employeeof workers/laborers. But not all workers/laborers are entitled to severance pay provision. Only workers with working relationship status is tied to a Work Agreement Not Particular Time may obtain severance rights on the occurence of layoffs of Termination of Employement (PHK), while workers with working relationship status is tied to a particular time work agreement is not entitled to severance. In the layoff between undertakings with foreign labor(TKA) should be more acceptable to the right foreign workers (TKA) with respect to its status as an employee who is bound to a Work Agreement Particular Time. In this study addressed 2 issues, namely how the entitlement to severance pay upon the termination of foreigh workers and in the case of termintation of employment between PT Linfox Logistic Indonesia and Rodnay John Guy which is foreign labor, the judge decides whether to grant severance for the person in charge. This research is the study of law doctrial (normative) using analytical descriptive analysis. This study suggested to made a Minister Decision that specifically relates the Employement Agreement Setting Specific Time for TKA.

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;In the case of Termination Of Employment (PHK) there are rights of workers/labor to be met by operators when the working relationship between the two sides ended. The right to severance pay is one component of the rights that must be given by the employeeof workers/laborers. But not all workers/laborers are entitled to severance pay provision. Only workers with working relationship status is tied to a Work Agreement Not Particular Time may obtain severance rights on the occurence of layoffs of Termination of Employement (PHK), while workers with working relationship status is tied to a particular time work agreement is not entitled to severance. In the layoff between undertakings with foreign labor(TKA) should be more acceptable to the right foreign workers (TKA) with respect to its status as an employee who is bound to a Work Agreement Particular Time. In this study addressed 2 issues, namely how the entitlement to severance pay upon the termination of foreigh workers and in the case of termintation of employment between PT Linfox Logistic Indonesia and Rodnay John Guy which is foreign labor, the judge decides whether to grant severance for the person in charge. This research is the study of law doctrial (normative) using analytical descriptive analysis. This study suggested to made a Minister Decision that specifically relates the Employement Agreement Setting Specific Time for TKA."

"ABSTRAKKedudukan Hukum dan Hak Tenaga Kerja Asing Akibat Pemutusan Hubungan Kerja Berdasarkan Undang-Undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan Studi Kasus Disparitas Putusan Mahkamah Agung No. 115 PK/PDT.SUS/2009 dan No. 29 PK/PDT.SUS/2010 Undang-Undang No. 13 Tahun 2003 eksplisit menyebutkan bahwa TKA dapat dipekerjakan hanya dalam hubungan kerja untuk waktu tertentu. Namun demikian, penyimpangan ketentuan tersebut telah memunculkan adanya disparitas putusan Mahkamah Agung. Tujuan penelitian ini adalah menganalisis kedudukan hukum dan hak TKA yang diPHK, dapatkah berubah kedudukan hukumnya dari hubungan kerja waktu tertentu menjadi hubungan kerja waktu tidak tertentu berdasarkan UU No. 13 Tahun 2003 serta menganalisis dua putusan peninjauan kembali Mahkamah Agung yang pointnya memberikan pembedaan hak bagi TKA yang diPHK. Penelitian ini menggunakan metode penelitian hukum normatif yang meletakkan hukum sebagai sistem norma dimana jenis data yang digunakan adalah data sekunder yang bersumber dari bahan hukum primer, sekunder dan tersier. Metode dan teknik pengumpulan data yang digunakan adalah metode kepustakaan yang bertumpu pada pengkajian data-data sekunder. Kesimpulan yang diperoleh yakni TKA terikat dalam hubungan kerja waktu tertentu dan jabatan tertentu, adanya pembatasan berupa perizinan serta untuk melindungi kesempatan bekerja bagi tenaga kerja Indonesia maka demi hukum kedudukan hukum TKA tidak dapat berubah menjadi hubungan kerja waktu tidak tertentu. Perbedaan hak bagi TKA yang diPHK disebabkan disparitas putusan Mahkamah Agung yang menyatakan hubungan kerja TKA tidak dapat berubah menjadi hubungan kerja waktu tidak tertentu sedangkan putusan lain menyatakan hubungan kerja TKA dapat berubah menjadi hubungan kerja waktu tidak tertentu. Kata Kunci: TKA, PHK, Hubungan Kerja.

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ABSTRACTLegal Position and the Right of Foreign Worker due to the Termination of Employment Based on Act No. 13 Year 2003 on Employment Case Study Disparities Decisions of the Supreme Court No. 115 PK PDT.SUS 2009 and No. 29 PK PDT.SUS 2010 Act No. 13 Year 2003 explicitly states that foreign worker may be employed only in certain time relations. The deviation of these provisions has led to the disparity decisions of the Supreme Court. The purpose of this study is to analyze the legal position and rights of foreign worker due to termination of employment, can it change the legal status from certain time to permanent working relations according to Act No. 13 Year 2003 and analyzing two Supreme Court decisions with the main idea are differentiate the rights of foreign worker due to termination of employment. This study uses normative legal research methods that put the law as a norm system where the type of data used from secondary data that are primary, secondary and tertiary legal materials. Techniques and methods of data collection are literature methods that based on the assessment of secondary data. The conclusion of this study is that foreign worker are bound in certain time relations, there are restrictions in the form of licensing as well as to protect the opportunities for Indonesian workers hence by law foreign workers can rsquo t be transformed into permanent working relations. The difference in the rights of foreign worker is caused by the disparity of the Supreme Court decision which states that the working relations of foreign worker can rsquo t be transformed into a permanent employment relations whereas other decisions states that the working relations of foreign worker may turn into a permanent working relations. Keywords Foreign Workers, Termination of Employment, Employment Relation"

"The international recruitment and the employment of expatriates in host country and inpatriates in home country or outside the host country is one of the consequences of the open market policy of many countries. Buhler indicates that the international recruitment is perceived more because of the risk of an organization to compete globally that requires managers and leaders who have international experiences (Buhler 2002:100).With more countries opening themselves for foreign direct investment (FDI) there are more potential of employment of expatriates and inpatriates to provide among others the transfer of skills and technology (http:/lwww.unctad_org/templateslstartpage.asQ?intltem 17.00 hours, 26 June 2005). The transfer of skills and technology is very much a true important for an overseas oil and gas operation especially if the host country has no research and development facilities and thus is very much depending on the home country capabilities.Although Indonesia opens its door for foreign investors however the government has put some limitation to the employment of expatriates as part of their policies in safe guarding the employment of the local people. Foreign investors on the other hands, have three 3 major motives of employment of expatriates i.e. Staffing, due to skill and knowledge deficiencies, Management Development and Organizational Development (Harzing and Ruysseveldt 1995: 181-182).The purpose of this study is to analyze what factors, actors, objectives and alternative strategies of employment of expatriates and inpatriates at CNOOC (China National Offshore Oil Corporation) SES Ltd. CNOOC SES Ltd is one of the CNOOC Ltd subsidiaries operating an oil and gas concession in Indonesia. The employment of expatriates and inpatriates consist of employment of personnel from Parent/Home Country (PCN), Third Country National (TCN) and Host Country National (HCN). For the purpose of the study, Analytical Hierarchy Process (AHP) is used as the tool to analyze experts? judgments. The experts were chose from the Head Quarter in Beijing (2 experts), 3 experts from CNOOC SES Ltd, indonesia and 3 experts from the Government of Indonesia, in this case from BPMIGAS.One of the results from the study shows that staffing is the major objective in having expatriates working at the host country, with cost eftlciency as the prime factor for the employment of those expatriates while the Government of Indonesia, in this case BPMIGAS is the major actor in the decision making. lt is also noted that the Host Country National (HCN) would be the prime alternative of the employment of expatriates, if their competency matches with the competency possesses by the expatriate. The study also shows that the selection of inpatriates (personnel from host country working at head quarter or other countries than his/her own country) would be from personnel who are being employed by the company at the time of selection and is based on his/her competency while CNOOC SES Ltd as the primary decision maker with the objective to enhance the host country national competency (management development)."