Peran Dinas Tenaga Kerja Kota Pekanbaru Dalam Memberikan Perlindungan Hukum Terhadap Hak-hak Karyawan

Afrizal, Lodi (2019) Peran Dinas Tenaga Kerja Kota Pekanbaru Dalam Memberikan Perlindungan Hukum Terhadap Hak-hak Karyawan. Other thesis, Universitas Islam Riau.

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Abstract

Unofficial employment termination is experienced by employees of PT Paragita Tunas Inspira with placement problems. The company terminates its workers by notifying via WhatsApp to the employee's personal Number. Therefore workers complained about this problem to the Pekanbaru City Manpower Office. However, the Pekanbaru City Manpower Office can receive this complaint by attaching a formal termination letter from the company. The main problems in this study are (1 how is the role of the Pekanbaru City Manpower Office in providing legal protection to the rights of employees against informal employment termination at PT Paragita Tunas Inspira and 2) what are the obstacles in the Pekanbaru City Manpower Department in providing protection the law against the rights of employees against termination of employment. This type of research is by way of survey, research that takes samples from the population using interviews with basic data collection tools. The nature of descriptive research is to describe the state of the subject or object of research at the present time based on facts that appear as they are. The role of the Pekanbaru City Manpower Office in providing legal protection against termination of employment experienced by contract workers during the contract period due to unilateral reasons employers violate the limits in the termination of employment and violate the conditions if the work agreement ends as stipulated in the Act No. 13 of 2003 so that contract workers must obtain legal protection and employers must pay the rights of contract workers in the form of wages for the agreed contract period. The obstacles of the Pekanbaru City Manpower Office to the termination of employment between workers and companies, namely a) the lack of knowledge of the parties about the mechanisms and procedures for resolving industrial relations disputes, 2) the personal character of the disputing parties do not support the implementation of mediation, namely there is a tendency of the parties to look for mistakes and weaknesses of other parties in mediating, so that mediation does not find a bright spot, 3) one party resigns from the ongoing mediation process, thus automatically eliminating all stages that have been taken in the mediation process and 4) the absence of a special room for conducting mediation at the Manpower Office.

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