Tanggungjawab Perusahaan Terhadap Kehidupan Yang Layak Bagi Pekerja Berdasarkan Undang-undang Nomor 11 Tahun 2020 Tentang Cipta Kerja (Studi Kasus PT. Asia Forestama Raya)

Januari Nainggolan, Ricki (2022) Tanggungjawab Perusahaan Terhadap Kehidupan Yang Layak Bagi Pekerja Berdasarkan Undang-undang Nomor 11 Tahun 2020 Tentang Cipta Kerja (Studi Kasus PT. Asia Forestama Raya). Masters thesis, Universitas Islam Riau.

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Abstract

The phenomenon is that in Pekanbaru City there are still companies that do not comply with Law no. 13 of 2003 concerning Manpower and Law Number 11 of 2020 concerning Job Creation. The company does not provide wages properly according to the minimum wage standards of Pekanbaru City and according to the rules contained in Law Number 11 of 2020 concerning Job Creation and is late in paying workers' wages, this is contrary to a decent life for workers, where workers are entitled to receive wages. or salary commensurate with the work. The company violates the rules which violate the status of workers in the company. Workers who have permanent employment status actually make workers into contract workers by forcing workers to sign work agreements for a certain time. This clearly violates the rights of workers by arbitrarily changing the status of workers in the company. The thesis entitled "Corporate Responsibility for a Decent Life for Workers Based on the Omnibus Law on Job Creation (Law No. 11 of 2020)" discusses the following problems: 1) How is the company's responsibility for a decent life for workers based on the Omnibus Law on Job Creation ( Law No. 11 of 2020 ) and 2) What are the obstacles faced by the company in fulfilling a decent life for workers. The method used to answer the above objectives is to use the empirical legal research method, which is a data collection technique, where the researcher makes direct observations of the research object to take a close look at the activities carried out. Methods Data collection is done by interview and observation. The results of the study indicate that the company must be responsible for paying the workers' rights as a whole. The court decided that the Particular Time Work Agreement (PKWT) was not justified and was null and void, the status of the worker was reinstated to an Indefinite Time Work Agreement (PKWTT). The company must pay severance pay. The company must pay the Service Time Award Money. The company has to pay for Housing and Medical Reimbursement. The company must pay Processing Fees until the case is decided. The company must pay the lack of Salary/Wage of Workers for 15 working days. The obstacles faced by the company in fulfilling a decent life for workers are considered irrelevant, seeming like excuses or excuses for violating the law committed against workers. So in this case, the decision remains in favor of the worker as the Plaintiff.

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