PEMUTUSAN HUBUNGAN KERJA SEPIHAK ANTARA PT. INECDA KEBUN SEBERIDA DENGAN TENAGA KERJA BERDASARKAN UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN
ABSTRACK: Termination of
Employment for workers is a beginning of unemploymentfor workers with all its
consequences. That's why the termination of employment often led to disputes
between the companies with a workforce that industrial relations disputes. If
the layoffs, the implementation must be in accordance with the provisions of
the applicable law, the violation occurred at the PT. InecdaGardens district
Seberida Inhu, Rengat. Industrial disputes between workers andemployers is due,
the implementation of the termination of employment by the employer is not
accompanied by the applicable law by conducting summarydismissal, the workers
through the labor court, demanding that PT.Inecda rehireworkers in the
enterprise. Problem formulation in this research is how the mechanism of
terminationof employment between PT. Inecda with labor ?. Whether termination
is incompatible with applicable laws ?. Is the legal remedy that can be done
against arbitrary termination? The benefits of the berry research is the first
to use theoretical benefit is as a support in pembendaharaan law science
especially in employment law and as consideration for the next study, both
practical benefits PT.Inecda as information and reference materials, labor
better know their rightsand responsibilities, and the public to know more
information about the laborproblems and. Based on the research results, it be
concluded that termination of employment that do not comply with this PT.Inecda
termination mechanisms that exist in the company's own rules and not in
accordance with the provisions of Article 151 and Article 161 of Law Number 13
Year 2003 on Employment andalso Act No. 2 of 2004 concerning Industrial
Relations Dispute Resolution. Effortsmade in the completion of termination of
employment is subject to keputuan properly, which is in essence the termination
of employment, termination of employment can not be done without the approval
of a court settlement ofindustrial relations and without the consent of both
parties. Thus settlement through the industrial relations court authorized to
hear and give the verdictagainst industrial disputes.
Penulis: Nuraini Pane
Kode Jurnal: jphukumdd151192
