Akibat Hukum Bagi Perusahaan yang Melakukan Pemutusan Hubungan Kerja Melalui Pengadilan Hubungan Industrial (Studi Putusan No.179/Pdt.Sus.PHI/2017/PN.Mdn)

Abstract

The protection of labor is meant to guarantee the right of workers' basic rights and guarantee equal opportunity and treatment without discrimination on any ground to realize the welfare of workers and their families while taking into account the progress of the business world. The industrial (employment) relationship between employers and workers who are less conducive may cause disputes of rights and interests because of the fundamental communication impasse regarding obligations, rights and responsibilities. The problem in writing this thesis is how the legal consequences for companies that do termination of employment through the Industrial Relations Court and how the legal protection for employees experiencing Termination of Employment Viewed From the Law no. 13 of 2003 on Manpower. Research method used: Library research (Library Research) is by doing research on various sources of reading that is books, legal magazines, the opinions of scholars, laws and regulations as well as lecture materials. Field Research (Field Research) is by doing spaciousness in this case direct author to study the Industrial Relations Court at the Medan District Court by taking a related decision that is Decision no. 179 / Pdt.Sus.PHI / 2017 / PN.Mdn. The legal consequences of termination of employment through the Industrial Relations Court on Decision No. 179 / Pdt.Sus.PHI / 2017 / PN.Mdn, the company shall fulfill the rights of the workers in accordance with applicable law and also in accordance with the decision made by the Panel of Judges handling and examining industrial relations cases. Legal protection of workers affected by Termination of Employment by companies in review of Law no. 13 Year 2003 concerning employment is, by obtaining rights such as severance pay, leave money and salary money during the trial process, as well as other rights entitled to be accepted by workers who have terminated employment by the company. It is recommended that each company should provide a clear reason for termination of employment, there must be definite factors. The Settlement of Labor Relations should prioritize deliberation and consensus. Labor issues must be resolved at Bipartite or Tripartite level without going through the Industrial Relations Court mechanism.