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Abstrak :
Di dalam Negara Republik Indonesia, dalam segi ketenagakerjaan, terbentang berbagai kendala dan masalah serta tantangan yang dihadapi dan memerlukan pemecahan. Dengan kondisi ketenagakerjaan yang demikian diperlukan adanya suatu perangkat bagi sarana perlindungan dan kepastian hukum bagi para tenaga kerja. Baik bagi yang akan atau sedang melaksanakan hubungan kerja maupun setelah berakhirnya hubungan kerja. Salah satu bentuk perlindungan dan kepastian hukum terutama bagi tenaga kerja adalah melalui pelaksanaan dan penerapan perjanjian kerja. Dalam suatu perjanjian terdapat berbagai asas dan ketentuan-ketentuan seperti tersebut dalam Kitab Undang-undang Hukum Perdata, seperti asas konsensualitas, kebebasan berkontrak, kedudukan para pihak yang seimbang dan sebagainya. Disini penulis tertarik untuk membuat suatu penulisan tentang perjanjian kerja, apakah pembuatannya sesuai dengan ketentuan perjanjian pada umumnya. Sebab terdapat kenyataan adanya kesenjangan antara jumlah pencari kerja dengan kesempatan kerja yang tersedia juga dengan tingkat pendidikan mencari kerja, maka didapati kemungkinan tidak adanya kata sepakat yang murni di antara mereka yang mengadakan perjanjian kerja. Permasalahan yang ingin penulis kemukakan antara lain, apakah terdapat adanya kebebasan berkontrak bagi para pihak dalam membuat perjanjian kerja sebab untuk sahnya suatu perjanjian para pihak harus lepas dari segala unsur paksaan dan tekanan. Apakah dalam perjanjian kerja terdapat asas konsensualitas dalam arti bahwa para pihak sepakat untuk saling mengikatkan diri. Bagaimanakah kedudukan para pihak yang membuat perjanjian kerja, sebab pada perjanjian kedudukannya adalah sejajar. Dan bagaimana pelaksanaan perjanjian kerja di perusahaan, menyangkut hak dan kewajiban yang terdapat di dalam perjanjian tersebut. Untuk mengetahui hal-hal tersebut di atas, penulis menggunakan metode penulisan dengan metode keputakaan dan penelitian lapangan. Penelitian lapangan dilakukan pada PT. Hyundai Wigantara Metal di Kabupaten Bekasi.

Abstrak :
ABSTRAK
Dalam hubungan kerja diperlukan adanya aturan yang mengatur syarat-syarat kerja. KKB merupakan aturan kerja yang dibentuk atas dasar negosiasi pekerja dan pengusaha. Akan tetapi, KKB memiliki realisasi terendah dibandingkan aturan lain seperti Peraturan Perusahaan PP . Penyebabnya adalah keengganan pengusaha dan ketidakpahaman pekerja mengenai KKB. Berdasarkan permasalahan tersebut, penelitian ini bertujuan untuk menganalisis mengenai peran pemerintah dalam menguatkan KKB sebagai sarana menciptakan industrial peace. Penelitian ini menggunakan metode kualitatif dan pengumpulan data melalui wawancara mendalam dan studi dokumentasi. Hasil penelitian menunjukkan peran Kementerian Ketenagakerjaan terkendala oleh kuantitas sumber daya manusia yang ada serta keterbatasan anggaran yang dimiliki Kementerian Ketenagakerjaan.

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ABSTRACT
In employment relation required the existence of rules that set the terms of work. The KKB is the rules of work that formed on the basis of negotiations between workers and employers. However, KKB has the lowest realization compared to other rules, such as Company Regulation PP . One of the cause is the reluctance of the employers and the lack of understanding of workers regarding KKB. Based on these problems, this research aims to analyze the role of the government in strengthening the KKB as a means of creating industrial peace. This research uses the qualitative method and data collection through in ndash depth interviews and documentation study. The results of the research shows the role of Ministry of Manpower constrained by the quantity of human resource and limited budget which owned by the Ministry of Manpower.

Abstrak :
ABSTRAK
Skripsi ini membahas mengenai kedudukan hukum formulir syarat kerja dengan klausula baku terhadap perjanjian kerja bersama serta bagaimana keabsahan formulir syarat kerja dengan klausula baku tersebut. Penelitian ini menggunakan metode penelitian yuridis normatif yang menekankan kepada penggunaan norma hukum secara tertulis. Lebih lanjut, alat pengumpulan data dalam penelitian ini berupa studi dokumen terhadap data sekunder. Adapun, metode analisis yang digunakan adalah pendekatan kualitatif yang nantinya menghasilkan data yang bersifat deskriptif-analitis. Hasil penelitian ini menyimpulkan bahwa kedudukan hukum formulir syarat kerja dengan klausula baku dikesampingkan dengan adanya ketentuan dalam perjanjian kerja bersama sebagai kaidah otonom tertinggi dalam Hukum Perburuhan, yang mengatur lebih baik dan memberikan kemanfaatan terbesar bagi pekerja/buruh serta formulir syarat kerja dengan klausula baku tersebut tidak dapat dijadikan sebagai dasar hukum yang sah dan mengikat bagi para pihak sebab bertentangan dengan syarat sahnya perjanjian dan dapat dimintakan pembatalan karena memenuhi syarat pembatalan perjanjian berdasarkan adanya penyalahgunaan keadaan. Kata Kunci: Syarat kerja, klausula baku, perjanjian kerja bersama.

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ABSTRACT
This thesis discusses the legal status of the working conditions forms with the standard clause of the collective bargaining agreement, as well as the legality of the working conditions forms with the standard clause itself. The law research method that used is juridical normative approach in which focuses on the using of the written law norms. Furthermore, the technique of data collection in this research is document study on secondary data. Meanwhile, the method of data analysis is the qualitative method that later affects the result in form of descriptive analytical data. The result of this research concludes that the legal status of the working conditions forms with the standard clause is ruled out by the provision of the collective bargaining agreement as the highest autonomous rule in the labor law, which regulates better and gives the greatest benefit to the worker and the working conditions forms with standard clause cannot be made as a legal and binding for the parties because it is contrary to the terms of the agreement and may be requested for cancellation as it qualifies for the cancellation of the agreement based on the existence of undue influence. Keywords Work conditions, standard clause, collective bargaining agreement.

Abstrak :
Pekerjaan mempunyai peranan penting dalam kehidupan setiap manusia. Tujuan manusia bekerja tidak lain adalah untuk mendapatkan upah yang digunakan dalam rangka mencukupi kebutuhan hidup baik pangan, sandang, maupun papan. Non-competitive clause merupakan suatu klausula yang berisikan tentang sejumlah syarat terhadap pekerja dari perusahaan yaitu pekerja tidak diperbolehkan untuk bekerja, memberikan informasi yang bersifat rahasia serta membocorkan rahasia dagang perusahaan di perusahaan yang menjadi pesaing atau bergerak di bidang usaha yang sama selama periode atau jangka waktu tertentu maupun dalam wilayah geografis sejak berhentinya pekerja atau pemutusan hubungan kerja. Walaupun kerap digunakan dalam perjanjian kerja namun pengaturan yang jelas mengenai klausul tersebut sampai saat ini belum ada. Maka dari hal tersebut penulis merasa perlu meneliti mengenai implikasi dari penerapan klausul tersebut. Penelitian ini menggunakan metode yuridis-normatif yaitu suatu proses untuk menemukan aturan hukum, prinsip hukum ataupun doktrin hukum guna menjawab suatu isu hukum yang dihadapi sehingga diperoleh argumentasi, teori atau konsep baru sebagai preskirpsi penyelesaian masalah. Dari hasil penelitian diketahui bahwa belum ada pengaturan yang pasti mengenai pencatuman non-competitive clause pada perjanjian kerja di Indonesia, namun pencatuman klausul tersebut dalam perjanjian kerja tidak serta merta menyebabkan perjanjian kerja batal atau dapat dibatlkan. Bilamana klausul tersebut dirasa terlalu membatasi seorang pekerja/buruh maka langkah yang dapat ditempuh adalah mengajukan gugatan ke pengadilan. Bilamana pekerja/buruh melanggar klausul tersebut maka pengusaha juga dapat menggugat ke pengadilan dengan dalil Perbuatan melawan hukum ataupun wanprestasi. Saran penulis, seharusnya dibuat pengaturan yang spesifik mengenai klausul ini agar tercipta kepastian hukum. ......Work has an important role in human life. The purpose of working is no other than to get wages in order to fulfill the need of life of a human being. A non competitive clause is a clause that prevent workers to engaged in the same business over a period of time as well as within geographical areas since the termination of their employment agreement. Although it is often used in employment agreements, until now there is no definite regulation about that clause . So from that point of view authors feel the need to examine the implications of the application of that clause. This study uses a juridical normative method, that is a process to find the rule of law, legal principle or legal doctrine based on a certain legal issues to obtained a new argumentation, theory or concept as a solution. From the result of the research, it is known that there is no definite regulation regarding non competitive clause in Indonesia, but the inclusion of the clause in the work agreement does not necessarily cause the work agreement to be null and void. If a worker felt that the restrictions too much they can file a lawsuit against the employer. When a worker agrees to the clause, the employer may also proceed to the court with the argument of act against the law or breach of contract. The author 39 s suggestion should be made of the specific arrangements regarding this clause in order to create legal certainty.

Abstrak :
[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 mengutamakan data 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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 and obligations of the parties. Otherwise, it will cause a lot of loopholes which 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 meets the 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]

Abstrak :
ABSTRAK
Skripsi ini membahas tentang keabsahan perjanjian kerja PT X dan penerapan jenis perjanjian kerja yang digunakan oleh PT X terhadap pekerja/buruhnya yang bekerja sebagai arsitek. Skripsi ini menggunakan metode penelitian yuridis normatif. Berdasarkan hasil penelitian, perjanjian kerja PT X telah memenuhi syarat sahnya perjanjian namun belum tepat dalam menggunakan jenis perjanjian kerja. Hal ini terjadi karena pekerjaan arsitek tidak termasuk dalam jenis pekerjaan yang diperbolehkan untuk menggunakan PKWT, tidak lengkapnya identitas perusahaan dan pekerja/buruh, adanya masa percobaan dan PKWT yang belum dicatatkan. Akibatnya, perjanjian kerja PT X demi hukum berubah menjadi PKWTT.

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ABSTRACT
This thesis discusses about the validity of the work agreement in PT X and the implementation of the work agreement that is used by PT X against its labor who work as an architect. This thesis uses normative juridical research. According to the result of the research, work agreement in PT X has fulfilled the requirements of the validity of the contract but has not used appropriately on the type of the work agreement. This happened because architect work is not included in the type of the work which is allowed to use fixed term work agreement, the incompleteness of the identity of the company and the labor, the presence of the probation, and fixed term work agreement which has not registered. Consequently, fixed term work agreement in PT X legally change to non fixed term agreement.

Abstrak :
Dengan tertautnya hukum asing dengan hukum Indonesia, maka perjanjian kerja antara badan hukum Indonesia dan tenaga kerja asing adalah permasalahan HPI. Sebagai permasalahan HPI, pertama-tama maka perlu diketahui hukum yang berlaku terhadap perjanjian kerja tersebut. Dalam hal pekerjaan dilakukan di Indonesia, maka diketahui bahwa hukum yang berlaku terhadap perjanjian kerja tersebut adalah hukum Indonesia yang merupakan ldquo;kaidah super memaksa rdquo;. Setelah diketahui hukum Indonesia yang berlaku, maka menarik untuk dikaji adalah kewajiban penggunaan bahasa Indonesia dalam perjanjian yang secara konsisten diatur dalam Undang-Undang No. 24 Tahun 2009 dan Undang-Undang No. 13 Tahun 2003. Dengan munculnya polemik atas kasus Nine AM Ltd v. PT Bangun Karya Pratama Lestari yang membatalkan perjanjian karena tidak berbahasa Indonesia, skripsi dengan jenis penelitian yuridis-normatif ini akan membandingkan akibat hukum atas pelanggaran kewajiban penggunaan bahasa Indonesia dalam kasus-kasus ketenagakerjaan, khususnya perjanjian kerja dengan TKA. Hasil penelitian menunjukkan inkonsistensi akibat hukum terhadap perjanjian yang tidak menggunakan bahasa Indonesia, khususnya akibat hukum beralihnya PKWT menjadi PKWTT dalam kasus ketenagakerjaan karena adanya kontradiksi antara Pasal 42 ayat 4, Pasal 57 ayat 1, dan Pasal 59 ayat 4 Undang-Undang No. 13 Tahun 2003. Oleh sebab itu, hasil skripsi ini menyarankan untuk segera mengundangkan peraturan pelaksana Undang-Undang No. 24 Tahun 2009 agar terjadi kepastian akibat hukum pelanggaran kewajiban penggunaan bahasa Indonesia dalam perjanjian. Lebih lanjut, Penulis merasa perlu untuk melakukan pengkajian terhadap Undang-Undang No. 13 Tahun 2003, yaitu terkait kontradiksi Pasal 42 ayat 4, Pasal 57 ayat 1, dan Pasal 59 ayat 4, untuk menghindari penyalahgunaan dan eksploitasi TKA di Indonesia.

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Employment agreement between Indonesian legal entity and a foreign worker is an issue of PIL, with their respective nationality as the connecting factor. As an issue of PIL, it is necessary to know the applicable law for such employment agreement. Because the place of work is in Indonesia, Indonesian law applies to the employment agreement as mandatory rules of law. As Indonesian law applies to the agreement, it is mandatory for the agreement to use Indonesian language by virtue of Law No. 24 Year 2009 and Law No. 13 Year 2003. After the verdict of Nine AM Ltd v. PT Bangun Karya Pratama Lestari case, which nullified an agreement for not being written in Indonesian language, this thesis will compare such legal consequences in employment cases. The result of this thesis shows inconsistency of the legal consequences on such violation, notably towards the change of PKWT fixed term employment agreement into PKWTT permanent employment agreement because of the contradiction of provision in Article 42 4, Article 57 1, and Article 59 4 Law No. 13 Year 2003. Therefore, the author stresses the need of the implementing regulation of Law No. 24 Year 2009 to ensure legal certainty regarding the mandatory use of Indonesian language in a contract. Furthermore, the author believes that it is necessary to conduct an assessment of Law No. 13 Year 2003 regarding the contradiction of Article 42 4, Article 57 1, and Article 59 4, to prevent abuse and exploitation of foreign worker in Indonesia.