relation: https://eprints.untirta.ac.id/44954/
title: PENERAPAN PERJANJIAN KERJA WAKTU TERTENTU (PKWT) PADA PT. UNION FOODS DITINJAU BERDASARKAN UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN JO. UNDANG-UNDANG NOMOR 6 TAHUN 2023 TENTANG PENERAPAN PERATURAN PEMERINTAH PENGGANTI UNDANG-UNDANG NO.2 TAHUN 2022 TENTANG CIPTA KERJA MENJADI UNDANG-UNDANG
creator: Dwi Harmoni, Eki
subject: K Law (General)
subject: KD England and Wales
description: The implementation of work agreements in Indonesia itself is still not optimal, especially in every company that implements a certain time work agreement system (PKWT) because there are still many irregularities in this matter which can give rise to a sense of injustice, especially for workers with a certain time work agreement system (PKWT) who work in PT Union Foods. The identification of the problem in this research is how the Specific Time Work Agreement (PKWT) is implemented for workers at PT. Union Foods Reviewed Based on Applicable Labor Laws and Regulations? And what are the legal consequences of work in non-specific fields for workers with fixed-term work agreements (PKWT)? The method used in writing this thesis is empirical juridical with a statutory, conceptual, and case approach with a descriptive analytical research nature. The data sources used are secondary data which are the main data sources and primary data as supporting data and are analyzed descriptively qualitatively. Implementation of a Specific Time Work Agreement (PKWT) at PT. Union Foods was found to have irregularities because it did not comply with applicable laws and regulations, workers who had a Specific Time Work Agreement (PKWT) no longer had legal certainty. In Article 59 of Law Number 13 of 2003 concerning Manpower, paragraph (4) states that several things will be regulated in Government Regulations. And currently it seems as if the government is really lowering the level of protection for workers with Fixed-Term Employment Agreements (PKWT). Legal consequences of Work that is not in a specific field carried out by workers with the status of a Fixed Term Employment Agreement (PKWT) should not be able to be continued, because it deviates from applicable laws and regulations. If it is still done, then the result must be a change in the status of the worker from PKWT to PKWTT.
date: 2024
type: Thesis
type: NonPeerReviewed
format: text
language: en
identifier: https://eprints.untirta.ac.id/44954/1/Eki%20Dwi%20Harmoni_1111180106_Full%20Text.pdf
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identifier: https://eprints.untirta.ac.id/44954/2/Eki%20Dwi%20Harmoni_1111180106_01.pdf
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identifier: https://eprints.untirta.ac.id/44954/3/Eki%20Dwi%20Harmoni_1111180106_02.pdf
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identifier: https://eprints.untirta.ac.id/44954/4/Eki%20Dwi%20Harmoni_1111180106_03.pdf
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identifier: https://eprints.untirta.ac.id/44954/5/Eki%20Dwi%20Harmoni_1111180106_04.pdf
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identifier: https://eprints.untirta.ac.id/44954/6/Eki%20Dwi%20Harmoni_1111180106_05.pdf
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identifier: https://eprints.untirta.ac.id/44954/7/Eki%20Dwi%20Harmoni_1111180106_Ref.pdf
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language: en
identifier: https://eprints.untirta.ac.id/44954/8/Eki%20Dwi%20Harmoni_1111180106_Lamp.pdf
identifier:   Dwi Harmoni, Eki  (2024) PENERAPAN PERJANJIAN KERJA WAKTU TERTENTU (PKWT) PADA PT. UNION FOODS DITINJAU BERDASARKAN UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN JO. UNDANG-UNDANG NOMOR 6 TAHUN 2023 TENTANG PENERAPAN PERATURAN PEMERINTAH PENGGANTI UNDANG-UNDANG NO.2 TAHUN 2022 TENTANG CIPTA KERJA MENJADI UNDANG-UNDANG.  S1 thesis, UNIVERSITAS SULTAN AGENG TIRTAYASA.