Pelaksanaan Mutasi Terhadap Pekerja Di CV. Multi Tech Pekanbaru Ditinjau Dari Undang-undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan

Utari, Mahyunda (2021) Pelaksanaan Mutasi Terhadap Pekerja Di CV. Multi Tech Pekanbaru Ditinjau Dari Undang-undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan. Other thesis, Universitas Islam Riau.

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Abstract

ABSTRACT Transfers are carried out to improve technical, theoretical, conceptual abilities, and provide job descriptions, work environments, and appropriate work tools for the employees concerned so that they can work efficiently and effectively in that position. Employee morale has good work performance and achieves optimal results. However, it is proving to be more and more important because of the job or position, as technology advances and competition among rivals of the same kind. The mutation must be in accordance with the talent and expertise required. This mutation is related to the adjustment of one's abilities and talents with the work to be done. In the thesis entitled “Implementation of Movements Against Workers in CV. Multi Tech Pekanbaru in terms of Law Number 13 of 2003 concerning Manpower” it discusses about problems, namely: How to carry out mutations for workers carried out by CV. Multi Tech in terms of Law no. 13 of 2003 and What are the obstacles that occur in the implementation of mutations for workers at CV. Pekanbaru Multitechnology. The method used to answer the problems mentioned above is by sociological research or observational studies, data analysis techniques, carried out so that researchers can directly observe what they learn and the activities carried out in detail. The results of the study showed CV. Multi Tech makes mutations with the approval of employees. Which is clearly visible CV. Multi Tech is guided by Law no. 13 of 2003 concerning Manpower. In the case that occurred between the employee who is the plaintiff, namely M. Aris Raja and the company which is the defendant, namely CV. Multi Tech Pekanbaru, the cause of mutations in employees is the company or department heads who no longer want to retain employees who have problems or have a history of low performance. The obstacle is the absence of important words between the two parties, both the Plaintiff and the Defendant. The plaintiff did not file for transfer and the defendant did not return the plaintiff to the beginning. This is an obstacle that becomes prolonged because each party is dealing with his will. Surely this thing goes on longer and more complicated. Another obstacle was that the Defendant did not give the Plaintiff an opportunity to provide an explanation. Although in the argument of exception submitted by the Defendant explained that the Defendant had summoned the Plaintiff several times. This was denied by the Plaintiff, because the Company considered the Defendant to act at will with no action from the Plaintiff's side.

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