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All Journal Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura Jurnal Hukum tora: Hukum mengatur dan melindungi masyarakat Era Hukum: Jurnal Ilmiah Ilmu Hukum Civil Service : Jurnal Kebijakan dan Manajemen PNS Jurnal Hukum Adigama Devotion: Journal of Research and Community Service Hukum Pidana dan Pembangunan Hukum Jurnal Hukum Prioris Reformasi Hukum Trisakti Eduvest - Journal of Universal Studies
Andari Yurikosari, Andari
Ilmu Hukum, Fakultas Hukum, Universitas Trisakti
Religion Aerospace Engineering Humanities Computer Science & IT Economics, Econometrics & Finance Education Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences

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Perda DKI tentang Bangunan Gedung: Kedudukan Hukum Peraturan Daerah terhadap Peraturan Pemerintah dan Undang-undang Th. Andari Yurikosari
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 4, No 2: Oktober 2011
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (204.576 KB) | DOI: 10.21107/pamator.v4i2.2449

Abstract

Pelaksanaan pembangunan nasional akan terwujud apabila dapat terwujud situasi dan kondisi yang tertib dalam penyelenggaraan Pemerintahan baik di pusat maupun daerah termasuk di tingkat propinsi dan daerah tingkat II kabupaten/kotamadya. Peraturan Daerah adalah yang dibentuk oleh dengan persetujuan bersama Kepala Daerah dan DPRD tingkat I maupun tingkat II. Sedangkan materi muatan Peraturan Daerah adalah seluruh materi muatan dalam rangka penyelenggaraan otonomi daerah dan tugas pembantuan, dan menampung kondisi khusus daerah serta penjabaran lebih lanjut Peraturan Perundang-undangan yang lebih tinggi. Peraturan Daerah terdiri atas: Peraturan Daerah Provinsi, yang berlaku di provinsi tersebut. Peraturan Daerah Provinsi dibentuk oleh DPRD Provinsi dengan persetujuan bersama, Peraturan Daerah Kabupaten/Kota, yang berlaku di kabupaten/kota tersebut. Peraturan Daerah Kabupaten/Kota dibentuk oleh DPRD Kabupaten/Kota dengan persetujuan bersama Gubernur/Bupati/Walikota. Peraturan Daerah Kabupaten/Kota tidak subordinat terhadap Peraturan Daerah Provinsi, Peraturan Daerah (Perda) merupakan bentuk peraturan perundang-undangan yang relatif baru. Sejak lahirnya Perda sebagai dasar hukum yang baru bagi penyelenggaraan pemerintahan di daerah, pembuatan Perda dalam konteks ekonomi daerah hendaknya ditujukan dalam kerangka melindungi dan memperluas ruang otonomi dan kebebasan masyarakat, membatasi kekuasaan (kewenangan dan intervensi) pemerintahan daerah dan pusat serta melindungi hak, menjamin kebebasan masyarakat daerah, melindungi dan membela kelompok yang lemah di daerah, menjamin partisipasi masyarakat daerah dalam proses pengambilan keputusan dan memfasilitasi perbaikan dan pengembangan kondisi politik dan sosial ekonomi masyarakat daerah. Menurut Pasal 143 UU No. 32 Tahun 2004, Peraturan Daerah adalah peraturan daerah provinsi dan peraturan daerah kotamadya/kabupaten yang dapat memuat sebagai berikut: Peraturan Daerah dapat memuat pembebanan biaya paksa penegakan hukum seluruhnya atau sebagian atas biaya pelanggar, Peraturan Daerah dapat memuat ancaman pidana kurungan paling lama 6 bulan atau denda sebanyak-banyaknya Rp 50.000.000 (lima puluh juta rupiah) dan Perda dapat memuat ancaman pidana atau denda lain sebagaimana dimaksud dalam Ayat (2), sesuai dengan yang diatur dalam peraturan perundang-undangan yang lain. Sanksi administratif dapat langsung diterapkan oleh Pemda, sedangkan sanksi pidana telah diatur penerapannya dalam KUHAP.
ANALISIS TERHADAP JANGKA WAKTU PERJANJIAN KERJA WAKTU TERTENTU MENURUT UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN (STUDI KASUS: PUTUSAN PENGADILAN PENYELESAIAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI JAKARTA PUSAT NOMOR 133 /Pdt.Sus-PHI.G/2016/ PN.JKT.PST) Aurelia Giani; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 1 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i1.2182

Abstract

109 people have worked at PT. Cantik Aura. they have worked for 3 (three) to 24 (twenty four) years. but their employment status is still a fix term of labor contract. whereas according to Law Number 13 of 2003 on Manpower it for the sake of law turned into a working agreement  uncertain time. This 109 people filed a lawsuit but the court's decision rejected all claims of these 109 plaintiffs. on the basis of judges' consideration of the types and properties of the work of the plaintiffs is temporary. whereas their working period has passed based on Law Number 13 of 2003 on Manpower. Based on the type and nature of employment for a specified period of employment arranged by Law Number 13 Year 2003 on Manpower, the work done by the workers is not included in Article 59 Paragraph (1) that is, once completed or temporary work, which is expected to be completed within a period of not more than 3 (three) years, seasonal work or work relating to new products, new activities or additional products that are still under trial or exploration. In its legal considerations, the Supreme Court of Justice in the case only considers that the type of work of the workers is temporary and does not take into consideration that the type of work that is said while it is being perpetrated continuously, does not stop and the passage of the term of the particular employment agreement. The law itself imposes restrictions on the term of a specific employment agreement to protect workers from corporate deviations.
Analisis Upah Proses Berdasarkan Putusan Mahkamah Konstitusi Nomor 37/PUU-XI/2011, Surat Edaran Mahkamah Agung Nomor 3 Tahun 2015 dan Surat Edaran Nomor 3 Tahun 2018 (Studi Kasus Putusan Pengadilan Hubungan Industrial Jakarta Pusat Nomor 255/Pdt.Sus-PHI/2017 jo. Putusan Mahkamah Agung Nomor 499 K/Pdt.Sus-PHI/2018). Jesslyn Gressella; Andari Yurikosari
Jurnal Hukum Adigama Vol 2, No 2 (2019): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (605.687 KB) | DOI: 10.24912/adigama.v2i2.6912

Abstract

This study has title "Analysis of Process Wage Based on Constitutional Court Decision Number 37 / PUU-XI / 2011, Supreme Court Circular Letter Number 3 Year 2015 and Circular Letter Number 3 Year 2018 (Case Study of Central Jakarta Industrial Relations Court Decision Number 255 / Pdt.Sus -PHI / 2017 Jo. Supreme Court Decision Number 499 K / Pdt.Sus-PHI / 2018). This study uses the type of normative legal research or literature on labor agreement theory and legal certainty theory. The approach used in this research is the law approach which is completed with interview data. The wage of process given to workers in the discussion of this study is not in accordance with statutory regulations. The judge decides the case based on the Supreme Court Circular Letter Number 3 Year 2015 and Circular Letter Number 3 Year 2018. In the author's opinion, this case study can be the application of the law regarding process wages to be uncertain and unfair for workers. The application of process wages should be appropriate and fair in order to create legal certainty in the Industrial Relations Court
PERLINDUNGAN HUKUM BAGI TENAGA KERJA ASING TERHADAP PELANGGARAN PERJANJIAN KERJA WAKTU TERTENTU (STUDI KASUS PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL NOMOR: 274/PDT.SUS-PHI/2015.PN.JKT.PST JO PUTUSAN MAHKAMAH AGUNG NOMOR: 697 K/PDT.SUS-PHI/2016) Cecilia Puspa Halim; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 1 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i1.2207

Abstract

Law Number 13 of 2013 on Manpower has clearly regulate about work relationship between a foreign labor and Employers of Foreign Labor is only for fixed time employment relations which is based on a Fixed Term of Labor Contract. Article 57 of the Manpower Law stated that a Fixed Term of Labor Contract must be made in writing and must be written in the Indonesian language with Latin alphabets, if not, the agreement shall be reg  arde d as a Working Agreement Uncertain Time. A Fixed Term of Labor Contract shall be made based on specified time stated in the work agreement. The author was purposed to find out about how violation of Fixed Term of Labor Contract for Foreign Labor according to Manpower Law, case example: verdict of settlement of industrial relation court number 274/Pdt.Sus-PHI/2015.PN.JKT.PST Juncto Verdict of supreme court number 697K/Pdt.Sus-PHI/2016 and about legal protection of Foreign Labor who do not have the Fixed Term of Labor Contract in accordance with the Law Number 13 of 2003 on Manpower. The author research this problem using nomative researching method supported by interview data of experts. The author analysis that violations of Fixed Term of Labor Contract done by PT Wira Pamungkas Pariwara againts Lau Chak Loong are the Fixed Term of Labor Contract was made and sign in foreign language and didn't contain fixed time agreement caused ambiguous foreign labor status to claim his rights.
ANALISIS DASAR PERTIMBANGAN HAKIM DALAM PENGAJUAN TUNTUTAN KEKURANGAN PEMBAYARAN UPAH MINIMUM PEKERJA (STUDI PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL NOMOR 195/Pdt.Sus-PHI/2016/PN.Bdg JUNCTO PUTUSAN MAHKAMAH AGUNG NOMOR 885K/Pdt.Sus-PHI/2017) Sandra Angelica; Andari Yurikosari
Jurnal Hukum Adigama Vol 2, No 1 (2019): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v2i1.5270

Abstract

The demand for the minimum payment of the minimum wage has an expiration date, which is 2 years. The expiration date has been revoked with the Decision of the Constitutional Court Number 100/PUU-X/2012. In the Decision of the Industrial Relations Court Number 195/Pdt.Sus-PHI/2016/PN.Bdg juncto Decision of the Supreme Court Number 885K/Pdt.Sus-PHI/2017, the judge refused to grant the claim the minimum wage payment. Based on the verdict, what will be discussed in this paper are how the judges basis for filing a claim lacks payment of workers' minimum wages and how the legal consequences from the judge's consideration in filing a claim lack the minimum wage payment in the Industrial Relations Court Decision Number 195/Pdt.Sus-PHI/2016/PN.Bdg juncto Decision of the Supreme Court Number 885K/Pdt.Sus-PHI/2017. The research method used is normative legal research. Based on the research that has been done, the judge mistakenly interpreted the enactment of the Constitutional Court Decision Number 100/PUU-X/2012 so the judge refused to grant the claim for the lack of minimum wage payments submitted by the plaintiffs. The judge's judgment stated that the Constitutional Court Decision Number 100/PUU-X/2012 did not apply retroactively so that the normative rights expiration provisions last took effect on September 18, 2013. Even though the claim should have been partially granted by the judge because the employer proved to pay workers' wages under the minimum wage provisions applicable, namely for payment of wages in 2013. In addition, the plaintiffs also submitted the claim after the issuance of the Constitutional Court Decision Number 100/PUU-X/2012.
BAGAIMANAKAH PERAN SERIKAT PEKERJA DALAM PENENTUAN UPAH SETELAH BERLAKUNYA PERATURAN PEMERINTAH NO. 78 TAHUN 2015 TENTANG PENGUPAHAN Wawan .; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 1 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i1.2275

Abstract

Law no. 13 of 2003 on Manpower clearly regulates the determination of district minimum wage set by the Governor by taking into account the recommendations of the Wage Council, the Wage Council conducts a market survey to establish the standard of living needs of a person. The Manpower Act states that in the process of establishing a minimum wage the need for negotiations between the wage council, trade unions and employers' organizations. While the Governor looks for the middle line to set the minimum wage. After the issuance of Government Regulation no. 78 Year 2015 on Wages, minimum wage determination is no longer through negotiation, but through minimum wage calculation formula that is with the minimum wage of the current year, inflation and gross domestic income. The author intends to find out about the role of unions after the issuance of Government Regulation no. 78 of 2015 on remuneration, and determination of minimum wage. The author examines this issue using nomative research methods supported by expert interview data. The author analyzes that after the issuance of the Government Regulation on Remuneration of unions has ceased to function in the protection of workers' welfare.
PERLINDUNGAN HUKUM TERHADAP PEKERJA ATAS HAK UPAH MINIMUM YANG BELUM SEPENUHNYA DIBAYAR (STUDI TERHADAP PUTUSAN NOMOR 58/K/PDT.SUS-PHI/2015) Safira Khairani; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 1 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i1.2150

Abstract

Work and fair and proper remuniration are human rights of every person as stipulated on Article 28 D (2) The 1945 Constitution of The Republic Indonesia. Indonesia Law Number 13 Of 2003 regulates the rights and duties among entrepeneur and workers. Wage shall be received by worker/labourer as remuniration from entrepeneur. Labour Law provides the protection to wage as worker/labour’s right, stipulating that Government establishes a wage policy that protects the rights of worker/labourer such as Minimum Wage in order to fulfill every worker/labourer’s right to earn an income that meets livelihood that is decent for human. Labour Law also stipulates the wage will not be paid if worker/labourer do not perform work unless the worker/labourer has the will to do the job as promised but the entrepeneur does not employ them. The main issue in this research is the workers/labourers of PT. Srirejeki Perdana Steel claimed that they did not received full wage on November 2013 causing the amount of some of their wages lower than the amount of Minimum Wage set under valid statutory legislation. PT. Srirejeki Perdana Steel, postulated the reduction of the wage happened due to an illegal strike performed by the workers/labourers. The verdict on Industrial Relation Dispute Settlement of Bandung District Court and Indonesia Supreme Court did not grant the workers/labourers demand to get the fulfillment of their reducted wage. This research aims to acknowledge whether the protection towards workers/labors’s wage as verdicted by court followed the ruling as stipulated in Labourer Law.
ANALISIS PELANGGARAN PERJANJIAN KERJA WAKTU TERTENTU PADA TENAGA KERJA ASING TERHADAP UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN DALAM PUTUSAN MAHKAMAH AGUNG TINGKAT KASASI NOMOR: 286/K/Pdt.Sus-PHI/2013 Gladys Virginia Sumito; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 2 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i2.2846

Abstract

Law number 13 of 2003 concerning employment along with the implementation and not only regulating the use of Indonesian workersarrangements not only regulating the use of Indonesian not not only regulating the use of Indonesian workers, but also regulates the use of foreign workers.  as stipulated in articles 42 to article 49 of law 13 of 2003 concerning employment. The working relationship between employers or employers and TKA is based on PKWT and for the sake of law it cannot become PKWTT, but in practice there are still many employers or employers who often misuse TKA to work in Indonesia continuously, so the main goal is to hire TKA which is basically the transfer of knowledge and technology cannot be carried out properly. And the main principle of hiring TKA is that it can only be employed in Indonesia in employment relations for certain positions and a certain time is not reached. Unfortunately, until now there have been no sanctions that can burden the employers or employers if they violate the PKWT so that the deviations from the provisions governing the use of foreign workers to date are still prevalent in Indonesia.
Perlindungan Hukum Bagi Pekerja Pada Perusahaan Outsourcing Dengan Status Perjanjian Kerja Waktu Tertentu Yang Dipekerjakan Pada Pekerjaan Inti Perusahaan Endry Loman; Andari Yurikosari
Jurnal Hukum Adigama Vol 3, No 1 (2020): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v3i1.8914

Abstract

This Paper is based on a study of the cassation verdict number 712/K/Pdt.Sus-PHI/2018 which canceled the decision of the district court at the previous level. This study aims to learn how to distinguish between the company’s core business and supporting business. It is done to achieve legal certainty, especially outsourcing so that the workers and companies are not disadvantaged. Besides, to find out where the application of the employment agreement is intended specifically for permanent jobs. In reality, the relationship between workers and employers is not by the words of the law. We cannot deny that the practice of outsourcing cannot be eliminated. During intense business competition and the advancement of the business world, no company can survive without outsourcing. In practice, outsourcing is considered a modern slavery, but on the other hand, outsourcing cannot be eliminated. The question arises, is our positive law, namely law number 13 of 2003, the ruling of the constitutional court number 27/PUU-IX/2011 and related ministerial regulations sufficient to protect workers as well as beneficial employers? Therefore, the most important things is to do law enforcement related to outsourcing and monitoring of the outsourcing practices to respond to the times without harming any parties.
PERLINDUNGAN HUKUM TERHADAP HAK PEKERJA YANG DIPUTUS HUBUNGAN KERJANYA KARENA PEKERJA MENOLAK MUTASI PADA PT SANGGRAHA DHIKA (STUDI KASUS PUTUSAN NOMOR 210/PDT.SUS-PHI/2016/PN.JKT.PST) Sella Haryanto; Andari Yurikosari
Jurnal Hukum Adigama Vol 1, No 1 (2018): Jurnal Hukum Adigama
Publisher : Fakultas Hukum Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/adigama.v1i1.2151

Abstract

Employees hold an importat role in a company. The importance of employees can be found in Article 32 of Indonesian’s Labor Law 2003. Article 32 stated that an employee’s mutation must be protected by the law and be subjected to their capabilities and abilities. Therefore the rights of employees are protected by the law. In reality it is difficult to implement the regulation that has been made. Employees mutation without concerning on their capabilities and abilties often happen. This often leds to the termination of contract between the parties involved which results in unfulfilled employee’s rights by the company. Related to the verdict of Central Jakarta Industrial Relations Court number 210/Pdt.sus-Phi/2016/Pn.Jkt.Pst the employee as the plaintiff was mutated to a ifferent field of work which is not his ability but instead the court’s verdict inflicted a financial loss to the plaintiff as the plaintiff didn’t obtain his rights in accordance of Article 156 of Indonesian’s Labor Law 2003.
Co-Authors Ade Lita Amriyati Amriyati Anastasia Prestika Andres Wijaya Ani Wijayati Aurelia Giani Cecilia Puspa Halim Endry Loman Erna Sari Gladys Virginia Sumito Grace Angelia Jefahnia Octaviani Jerisca Shandy Nicolas Jesslyn Gressella Jonathan Agustinus Alva Jovania Hardisa Karina Hosea Masri Rumita Br. Sibuea Mikael Brian Muhammad Fauzan Fadilah Naomi Artha Nauli Arman Narita Adityaningrum Richi J Candra Safira Khairani Sandra Angelica Sella Haryanto Silviana Arifiati Listianingrum Siti Syarah Armanida WAWAN . Yogo Pamungkas Yolanda Pracelia