Kebijakan Upah Minimum Untuk Perekonomian Yang Berkeadilan: Tinjauan Uud 1945

Pratomo, Devanto Shasta; Saputra, Putu Mahardika Adi

doi:10.21776/ub/jiae/2016/005.02.6

Cited by 7 publications

(6 citation statements)

References 12 publications

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“…Mekanisme kelembagaan penetapan upah minimum di Indonesia telah mengalami beberapa kali perubahan, mulanya ditetapkkan oleh menteri kemudian didelegasikan kewenangan pada gubernur. Pada awalnya penentuan upah minimum didasarkan pada pemenuhan kebutuhan fisik minimum (KFM), kemudian diubah menjadi berdasarkan kebutuhan hidup minimum (KHM), dan selanjutnya kebutuhan hidup layak (KHL) (Pratomo dan Adi Saputra 2011). Perlambatan ekonomi global yang berimbas pada ekonomi nasional akibat penurunan harga-harga komoditas global dan penurunan ekspor (BI 2016;OECD 2016), mendorong pemerintah melakukan perubahan kebijakan sistem pengupahan dengan menerapkan sistem formula berdasarkan pada besaran inflasi dan pertumbuhan ekonomi nasional, yang dimaksudkan sebagai jaring pengaman untuk melindungi pekerja, dan menjadikan proses penetapan upah minimum lebih sederhana, adil dan terproyeksi serta berpihak pada pekerja karena memberi kepastian kenaikan upah minimum setiap tahunnya (Tim PresidenRI, 2016).…”

Section: Pendahuluanunclassified

Dampak Kebijakan Upah Minimum Terhadap Migrasi Internal Di Sulawesi Selatan

Santoso¹

2018

sosiohumaniora

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Penelitian ini bertujuan menganalisis dampak kebijakan upah minimum terhadap migrasi internal. Analisis memfokuskan pada migrasi internal di Sulawesi Selatan dengan menggunakan data runtun-waktu 1995-2015. Analisis menggunakan model persamaan simultan dengan 55 persamaan struktural, dan estimasi dilakukan dengan metode Two Stage Least Squares (2SLS). Hasil menunjukkan kebijakan upah minimum meningkatkan arus migrasi masuk ke kawasan Makassar, dan dalam mengantisipasinya menjadi penting untuk meningkatkan pengeluaran pemerintah daerah guna penciptaan lapangan kerja baru pada kawasan di luar kawasan Makassar.

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Section: Pendahuluanunclassified

Dampak Kebijakan Upah Minimum Terhadap Migrasi Internal Di Sulawesi Selatan

Santoso¹

2018

sosiohumaniora

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“…However, in the criminal provisions and administrative sanctions in the Manpower Law, there is no mention of sanctions for those who violate Article 60 of the Manpower Law. This is beneficial for employers in carrying out work agreements (Pratomo & Saputra, 2012;Panjawa & Soebagyo, 2014;Chalid & Yusuf, 2014;Wihastuti & Rahmatullah, 2018) The conclusion regarding the work relationship that occurs above is that PT. Esa Putlii Implements an Indefinite Time Work Agreement, this is due to the existence of a probationary period for the company, but still has not implemented what is ordered by Article 60 of the Manpower Law, and the weakness of Article 60 of the Manpower Act itself is the absence of application of sanctions for those who violate them.…”

Section: Methodsmentioning

confidence: 99%

“…For employers, losing a worker or laborer is not a problem because there are still thousands of workers looking for work. Based on Article 1 number 15 of Law Number 13 of 2003 concerning Manpower, the working relationship between employers and workers and is made based on a work agreement which has elements of work, wages and orders that are different from the meaning of a work agreement (Pratomo & Saputra, 2012;Panjawa & Soebagyo, 2014;Chalid & Yusuf, 2014;Wihastuti & Rahmatullah, 2018).…”

Section: Introductionmentioning

confidence: 99%

Juridical Analysis of Employment Relationship (Employees-Employers) in the Aquaculture Sector

Bagaskara

2021

JLLR

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The employment relationship (employee-employer) is often one of the relationships that often creates legal problems, be it in the aspects of payroll, employment status, or termination of employment relations. This study is to describe and analyze the work relationship and obligations of the parties at PT. Esa Putlii Prakarsa Utama, as well as to find out the factors inhibiting the implementation of work relations at PT. Esa Putlii Prakarsa Utama. The method used in this research is sociological juridical by analyzing various legal regulations as well as examining behaviors and direct relationships based on understanding the law in terms of social symptoms. This study shows that the working relationship at PT. Esa Putlii Prakarsa Utama occurs because of an indefinite work agreement (PWKT). However, the entrepreneur's actions take action against the law because he has violated Article 60 paragraph (2) of Law Number 13 of 2003 concerning Manpower where employers pay wages below the minimum wage during the probationary period of work, this is null and void by law. Then regarding the rights and obligations of the parties, in principle, the obligations of workers are rights that must be accepted by employers, and vice versa, the obligations of employers are rights that must be accepted by workers. The rights and obligations of the parties can be found in labor laws, company regulations, and collective labor agreements.

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“…Sasaran dari kebijakan upah minimum ini adalah untuk menutupi kebutuhan hidup minimum dari pekerja dan keluarganya. Dengan demikian, kebijakan upah minimum adalah untuk (a) menjamin penghasilan pekerja sehingga tidak lebih rendah dari suatu tingkat tertentu, (b) meningkatkan produktivitas pekerja, (c) mengembangkan dan meningkatkan perusahaan dengan cara-cara produksi yang lebih efisien (Devanto Shasta Pratomo, Putu Mahardika, Adi Saputra, 2011).…”

Section: Metode Penelitianunclassified

Reformulasi Aturan Larangan Pengusaha Membayar Upah Lebih Rendah dari Upah Minimum

Mustakim

Shafina

2021

PJSH

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The clause of article 90 point (1) act No. 13 Year 2003 about employment that prohibit or entrepreneur to pay not lower than the minimum wage resulted in problem which is not only philosophic, but also juridical, and sociological that lead to the uncertainty and unfairness not only among the employees or worker but also entrepreneur and/or enterprise because it is found the fact that not all entrepreneurs have an ability to pay the minimum wage and the there is uncertainty and unclearness about the definition of entrepreneur ( article1 number 5) and enterprise (Article 1 number 6) Act No. 13 Year 2003 about employment. The problem of the research is what is the legal implication of article 90 point (1) UU No. 13 Year 2003 that resulted in uncertainty and unfairness for employees and employer and how to reform the clause of article 90 point ( 1) UU No. 13 Year 2003 about employment that prohibit entrepreneur to pay wages lower than minimum wage in order to give certainty and fairness both for employees and employers to establish work relationship? The type of the research is normative with philosophical and constitutional approach. The result found that the legal norm of the prohibition toward the entrepreneur to pay wage lower than the minimum wage needs to be reformed by giving the minimum provision for the entrepreneur that has a compulsory to pay not lower than the minimum wage.

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Kebijakan Upah Minimum Untuk Perekonomian Yang Berkeadilan: Tinjauan Uud 1945

Cited by 7 publications

References 12 publications

Dampak Kebijakan Upah Minimum Terhadap Migrasi Internal Di Sulawesi Selatan

Dampak Kebijakan Upah Minimum Terhadap Migrasi Internal Di Sulawesi Selatan

Juridical Analysis of Employment Relationship (Employees-Employers) in the Aquaculture Sector

Reformulasi Aturan Larangan Pengusaha Membayar Upah Lebih Rendah dari Upah Minimum

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