Implementasi Asas-asas Perjanjian Dalam Kontrak Kerja Antara Tenaga Kerja Waktu Tertentu Dengan Perusahaan Pada PT Labersa Hutahaean Dari Perspektif Undang-undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan

Supryanto, Andri (2022) Implementasi Asas-asas Perjanjian Dalam Kontrak Kerja Antara Tenaga Kerja Waktu Tertentu Dengan Perusahaan Pada PT Labersa Hutahaean Dari Perspektif Undang-undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan. Masters thesis, Universitas Islam Riau.

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Abstract

That there is a discrepancy where workers whose work contract has been 2 years plus renewal for 1 year are not determined as permanent employees or employees of indefinite time. Of course, seeing such conditions, surely the existence of the contract also contained violations in the implementation of the principle of contractitself. The problem in this study is the implementation of the principles of work agreements between workers and companies at PT Labersa Hutahaean, whether employment agreements between workers and companies at PT Labersa Hutahaean are in accordance with Article 59 of Law Number 13 Year 2003 concerning Labor and the Civil Code. This type of research is sociological legal research and is descriptive in nature, with a sample of PT Labersa Hutahaean Managers, Workers, and by using data collection tools in the form ofinterviews. The result of this thesis is that the implementation of the principles of work agreements between workers and companies at PT Labersa Hutahaean are not going well and are ineffective because there is a discrepancy where workers who have worked for 2 years plus renewals for 1 year are not determined as employees permanent or employee of an unspecified time. Of course, seeing such conditions, surely the existence of the contract also contained violations in the implementation of the principle of contract itself. The employment agreement between the workforce and the company at PT Labersa Hutahaean is not in accordance with Article 59 of Law Number 13 of 2003 concerning Labor and the Civil Code is not in accordance with Article 59 of Law Number 13 of 2003, because the contract can only be valid for 2 (two ) consecutive years and renewal 1 (one) time. After that the house is laid off or in other words given a 30 day break period. After the pause period ends, the worker may be re-employed but must repeat from the beginning again, in other words create a Curiculum Vitae, and be re-interviewed.

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