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"ABSTRAKKedudukan anggota Direksi dalam perseroan terbatas telah diatur dalam UU Perseroan Terbatas Nomor 40 tahun 2007. Pemahaman mengenai anggota Direksi yang diangkat dari karyawan perseroan masih belum luas dipahami oleh praktisi hukum maupun masyarakat luas, khususnya dari tata cara pengangkatan dan pemberhentiannya. Tesis ini mengangkat permasalahan mengenai status hukum pengangkatan dan pemberhentian anggota Direksi yang masih berstatus karyawan berdasarkan Undang-Undang Nomor 40 Tahun 2007 tentang Perseroan Terbatas dan Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, akibat hukum dari pemberhentian anggota Direksi yang masih berstatus karyawan perseroan terbatas yang bersangkutan dalam Putusan Mahkamah Agung No. 69 PK/Pdt.Sus-PHI/2016, dan peran notaris dikaitkan dengan Putusan Mahkamah Agung No. 69 PK/Pdt.Sus-PHI/2016. Metode penelitian dalam penulisan tesis ini menggunakan bentuk penelitian normatif-empiris dengan pendekatan kualitatif dan menghasilkan data deskriptif analitis. Status hukum pengangkatan dan pemberhentian Anggota Direksi dari karyawan Perseroan tidak semata-mata merujuk kepada UU Perseroan Terbatas Nomor 40 tahun 2007 melainkan ada tambahan yang merujuk pada UU Penyelesaian Perselisihan Hubungan Industrial Nomor 2 tahun 2004 dan UU Ketenagakerjaan Nomor 13 tahun 2003. Akibat dari pemberhentian anggota Direksi yang masih berstatus karyawan diharuskan menyelesaikan hubungan industrialnya dikarenakan masih melekatnya status karyawan pada anggota Direksi yang diberhentikan. Notaris dalam hal ini diharapkan dapat lebih teliti dan berhati-hati dalam pembuatan Akta RUPS tentang pemberhentian anggota Direksi. Kata Kunci : pemberhentian anggota Direksi, perselisihan hubungan industrial, Rapat Umum Pemegang Saham.

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ABSTRACT The position of members of the Board of Directors in a limited liability company i regulated in Limited Liability Company Law No. 40 of 2007. An understanding of the members of the Board of Directors appointed by the Company 39 s employees is still not widely understood by legal practitioners and the wider community, especially from the procedures for his appointment and dismissal. This thesis raises the issue of the legal status of the appointment and dismissal of members of the Board of Directors who are still employee status under Law Number 40 Year 2007 regarding Limited Liability Company and Law Number 13 Year 2003 on Manpower, legal impact of dismissal of members of Board of Directors who still have employee status in Supreme Court Decision No. 69 PK Pdt.Sus PHI 2016, and the role of a notary is associated with Supreme Court Decision Number 69 PK Pdt.Sus PHI 2016. The method of research this thesis is the form of normative empirical research with qualitative approach and generate analytical descriptive data. The legal status of the appointment and dismissal of the Board of Directors of the Company 39 s from it rsquo s employee does not merely refer to Limited Liability Company Law No. 40 of 2007 but also the Industrial Relations Dispute Settlement Act No. 2 of 2004 and Manpower Law Number 13 of 2003. As a result of dismissal of members The Board of Directors with employee is required to settle the industrial relations due to the attachment of his employeement instead relationship dismisal from him as a member of the Board of Directors. Notary in this case is expected to be more careful and prudent in the making of the Minutes of General Meeting of the Shareholders Deed concerning the dismissal of members of the Board of Directors. Key words Dismissal of members of the Board of Directors, Industrial Relations Disputes , General Meeting of Shareholders."

"Skripsi ini membahas mengenai pengaturan mogok kerja dalam perundang-undangan serta pengaplikasiannya dalam praktik berdasarkan Putusan Kasasi Nomor 388K/Pdt.Sus-PHI/2018. Mogok kerja merupakan hak yang dimiliki pekerja/buruh dengan cara menghentikan pekerjaan atau memperlambat pekerjaan, dengan maksud agar keinginan atau tuntutan para pekerja/buruh dapat dipenuhi oleh pihak pengusaha. Mogok kerja juga merupakan alat penyeimbang (equilibrium) pekerja/buruh yang berada pada posisi lemah. Sebagai bentuk untuk memperjuangkan hak-hak yang dimiliki oleh pekerja/buruh, mogok kerja tidak dapat dilakukan secara bebas karena terdapat batasan dan ketentuan yang mengaturnya. Pada pratiknya, pelaksanaan mogok kerja tidak selalu sesuai dengan ketentuan yang ada, sehingga hal ini berakibat hukum berupa pemutusan hubungan kerja yang tentunya akan merugikan pihak buruh/pekerja. Penelitian ini adalah penelitian yuridis-normatif dengan teknik analisa data yang digunakan adalah kualitatif dan pengumpulan data melalui studi kepustakaan. Adapun hasil dari penelitian ini adalah mogok kerja yang dilakukan oleh Serikat Pekerja PUK SPL-FSPMI PT. Smelting dikategorikan sebagai mogok kerja yang tidak sah, dan berakibat hukum pada pemutusan hubungan kerja kepada 308 orang anggota Serikat Pekerja PUK-SPL-FSPMI.

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This thesis discusses the regulation of strike in Indonesian Labor Regulations and its application in practice by analyzing the Cassation Court Decision Number 388K/Pdt.Sus-PHI/2018. A strike is a right that belongs to any worker/laborer by stopping or slowing down work, with the intention that the demands or the wishes of the workers/laborers can be fulfilled by the company. Strikes are also means a balancing (equilibrium) workers'/laborers' position who are in a weak position. As a form of fighting for their rights, strikes cannot be carried out freely because there are restrictions and provisions that govern them. In practice, the implementation of strikes does not always comply with the existing regulations, so this would bring legal consequences such as work termination, which will certainly harm the workers/laborers. This thesis is written based on the juridical-normative method with data analysis techniques used are qualitative and data collection through library research. The result of this research found that the strike conducted by PUK SPL-FSPMI, is categorized as an illegal strike and has legal consequences of termination towards 308 members of the PUK-SPL-FSPMI.

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"Theories of efficiency wage and human capital formation suggest that both should have a significant influence on employee turnover in offshore manufacturing sites....."

"Using data from the European Community Household Panel for six European countries (Austria, Greece, Ireland, Italy, Portugal and Spain) for the period 1995–2001, this article investigates how disability affects workers' absenteeism. The results show that workers with disabilities are absent more often than workers without disabilities. This finding is obtained after controlling for individuals' self-reported health, visits to doctors and nights spent in hospital. The severity of disability is also a relevant factor in higher absenteeism. The total effect of disability on absenteeism amounts to a marginal increase of six to 26 days per year (depending on the country)."

"Based on comprehensive regression analysis, the authors find that weak wage growth and a smaller labour share of national income significantly reduce labour productivity growth. They conclude that supply-side labour market reforms have contributed to reducing labour productivity growth: this cannot be explained by a deregulation-induced inflow of low-productivity labour as proposed by OECD researchers. They also discuss why deregulation, easier firing and higher labour turnover may damage learning and knowledge accumulation in companies, notably by weakening the functioning of the “routinized” innovation model (“Schumpeter II”). Finally, their findings raise doubts about the relevance of Baumol's law and Verdoorn's law."

"Penelitian ini membahas mengenai masalah sifat hubungan hukum antara Direksi dengan Perseroan Terbatas. Apakah pemberhentian Direksi Perseroan Terbatas dari jabatannya sebagai Direksi adalah juga merupakan pemutusan hubungan kerja menurut Undang-Undang Ketenagakerjaan. Penelitian ini menggunakan metode penelitian hukum normatif. Permasalahan yang dikaji adalah mengenai sifat hubungan hukum (legal nature) antara Direksi dengan Perseroan Terbatas, serta status hukum Ridwan Ramli setelah diberhentikan sebagai anggota Direksi menurut Undang-Undang Perseroan Terbatas dan Undang-Undang Ketenagakerjaan. Hasil temuan penelitian terhadap permasalahan-permasalahan tersebut adalah terdapat tiga (3) konsep sifat hubungan hukum antara Direksi dengan Perseroan Terbatas yaitu, konsep ketenagakerjaan, konsep perwakilan dan konsep kombinasi antara perwakilan dan ketenagakerjaan. Mengenai status hukum Ridwan Ramli setelah diberhentikan sebagai Direksi menurut Undang-Undang Perseroan Terbatas adalah terdapat dua kemungkinan apakah Ridwan Ramli berasal dari internal (pemegang saham/pekerja) atau eksternal Perseroan Terbatas. sedangkan Berdasarkan Undang-Undang Ketenagakerjaan status hukum Ridwan Ramli setelah pemberhentian tersebut adalah masih sebagai pekerja di PT.National Utility Helicopter. Pemberhentian seseorang sebagai pekerja diatur secara detil meliputi sebab yang sah bagi putusnya hubungan kerja, prosedur pemutusan hubungan kerja sampai dengan akibat hukum berupa kompensasi atas putusnya hubungan kerja tersebut dalam bentuk paket pesangon.

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This thesis analyses discusses the nature of the problem with the legal relationship between the Board of Directors with Limited Liability Company. Whether the dismissal of the Board of Directors from his position as Directors is also a termination of employment under the labor Act. This study uses normative legal research. Problem studied is the nature of the legal relationship (legal nature) between the Board of Directors of the Limited Liability Company, as well as the legal status Ridwan Ramli once dismissed as a member of the Board of Directors pursuant to the Limited Liability Company Act and the labor Act.

The findings of research on these issues is that there are three (3) concept of legal nature of the relationship between the Board of Directors of the Limited Company namely, employment concept, the concept of representation and the concept of combination between representation and employment. Ridwan Ramli legal status after being laid off as the Board of Directors pursuant to the Limited Liability Company Act is there are two possibilities whether from internal Ridwan Ramli (shareholder / employee) or external Company Limited. while Under the Labor Act Ridwan Ramli legal status after the dismissal is still a worker in PT.National Utility Helicopter. Dismissal of a person as an employee includes a detailed set of legitimate reasons for the breakup of work, termination procedure due to the legal form of compensation for the breakup of work in the form of severance packages."

"Ketentuan pemutusan hubungan kerja terhadap pekerja dengan alasan kesalahan berat sebagaimana diatur dalam Pasal 158 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan telah dinyatakan tidak berkekuatan hukum tetap melalui Putusan Mahkamah Konstitusi Republik Indonesia Nomor 012/PUU-I/2003. Namun faktanya, ketentuan ini masih digunakan dalam Putusan Mahkamah Agung Republik Indonesia Nomor 110/PK/PDT.SUS/2010. Dari penelitian yang menggunakan metode yuridis normatif dan jenis data sekunder ini, dapat disimpulkan beberapa hal. Pertama, berdasarkan Putusan Mahkamah Konstitusi Republik Indonesia Nomor 012/PUU-I/2003 juncto Surat Edaran Menteri Tenaga Kerja dan Transmigrasi Republik Indonesia Nomor SE-13/Men/SJ-HK/I/2005, pemutusan hubungan kerja dengan alasan kesalahan berat memerlukan putusan pengadilan berkekuatan hukum tetap yang menyatakan pekerja terbukti melakukan kesalahan. Kedua, ketentuan kesalahan berat dalam Perjanjian Kerja Bersama PT. X adalah batal demi hukum karena melanggar Pasal 1320 Kitab Undang-Undang Hukum Perdata dan Pasal 124 ayat 2 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dimana ketentuan dalam Perjanjian Kerja Bersama PT. X telah bertentangan dengan Putusan Mahkamah Konstitusi Republik Indonesia Nomor 012/PUU-I/2003. Berdasarkan hal ini, putusan berkekuatan hukum tetap atas kesalahan pekerja harus terlebih dahulu diperoleh sebelum pengusaha melakukan pemutusan hubungan kerja. Serikat pekerja dan pengusaha juga harus menjalin kerjasama yang baik guna terciptanya perjanjian kerja bersama yang sah dan menguntungkan semua pihak.

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Dismissal provision because of serious mistake as stipulated in Article 158 of Law Number 13 Year 2003 has been declared not legally binding by the Constitutional Court of the Republic of Indonesia Decision No. 012 PUU I 2003. In fact, this provision is still used in Supreme Court of the Republic of Indonesia Decision No. 110 PK PDT.SUS 2010. By using normative juridical research and secondary data, we can conclude several things. First, based on the Constitutional Court of the Republic of Indonesia Decision in conjunction with the Circular of the Minister of Manpower and Transmigration of the Republic of Indonesia No. SE 13 Men SJ HK I 2005, the dismissal because of serious mistakes requires a court decision which is legally binding stating the labour proven guilty. Second, serious mistakes provisions in Collective Labour Agreements PT. X is null and void because it violated Article 1320 of the Indonesian Civil Code and Article 124 of Law Number 13 Year 2003 where it has been in contradiction with the Decision of Constitutional Court. Based on this, A court decision that is legally binding must be obtained before the employer do the dismissal. Labour unions and employer should establish good cooperation in order to create a valid and beneficial collective labour agreement."