guarantee of worker rights during the covid 19 pandemic
TRANSCRIPT
Volume3SpecialIssue April2021JALREV(3)SpecialIssue2021 ISSNPrint:2654-9266HumanRights,ConstitutionalRights,Democracy ISSNOnline:2656-0461
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GuaranteeOfWorkerRightsDuringTheCovid19Pandemic
RosaliaDikaAgustanti1
YulianaYuliW2Satino3
1FacultyofLaw,UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected],UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected]
3FacultyofLaw,UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected]
©2021–Agustanti,R.D.,et.al.UnderthelicenseCCBY-SA4.0
ArticleInfo
Abstract
Keywords:WorkerRights;Labor:COVID-19;Companies.Howtocite(APACitationStyle):Agustanti,R.D,etal.(2020).“GuaranteeofWorkerRightsDuringTheCovid19Pandemic”.JamburaLawReview.JALREV3SpecialIssue:77-95
This research discusses the rights of workers / laborers during theCOVID-19pandemicandwhatiftheemployersdonotmeettheserights.Problemwhich ismore in-depth about the employment that emergedduring this pandemic, namely the occurrence of massive layoffs. Theresearch was conducted using the Normative Juridical method. Byapplying the Statute Approach, Conceptual Approach, and CaseApproach,theresultsshowthatemployershavenotbeenabletofulfillworkers / labor rights during the COVID-19 pandemic. There arecompanies that have not implemented the clean lifestyle andoccupational health standards K3 protection such as masks, handsanitizerandpersonalprotective equipment.Preventionandhandlingpolicies are still not optimal, the principle of maintaining socialdistancing has not been implemented optimally, there are still manyworkers who are jostling for work when they come to work, not tomentionduringthetriptoworkinpublictransportation.Thissituationmakes them vulnerable to infection. However, they still have to go toworkbecauseoftheriskoflosingtheirincome.EffortsthatcanbemadeifwagesarenotpaidaretotaketherouteormethodsasregulatedinLawNumber 2 of 2004 concerning Settlement of Industrial RelationsDisputes. The basis of a dispute between a worker/ laborer and anentrepreneurisadisputeoverrights.
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1.IntroductionCoronavirus Disease 2019 (COVID-19) was discovered at the end of 2019 to be
precise in December in Wuhan City, Huebei Province, China and then spread to
almostallovertheworld.Covid-19iscausedbyanewtypeofbetacoronaviruswhich
tends to resemble SARS-CoV and MERS-CoV.4 Amnesty International IndonesiatogetherwiththeCenterforLaborStudiesandAdvocacy,TradeUnionsRightsCenter
(TURC),urgethegovernmenttoensureprotectionofthesecurity,safetyandwelfare
of workers from all sectors, especially vulnerable groups and informal workers,
during the response to theCOVID-19 corona virus outbreak. Slowlybut surely, the
company's production chain activitieswill stop, people's incomewill decrease and
evendisappearandnationalconsumptionwillbedisrupted.After knowing in general about COVID-19, the problems aremore in-depth about
labor issues that arise during this pandemic, namely workers who change their
routine activities to work from home or currently known as Work From Home
(hereinafter referred toasWFH).WFHcannotnecessarilybe implemented, suchas
by manufacturing workers, outsourcing, apprentices and casual daily laborers,
becausetheyarepaidaccordingtothetargetunityieldorarrival.5Theconditionof
WFHinthemidstofthecoronaoutbreakcanberelatedtotheprovisionsof"Article
86ParagraphletteraofLawNumber13of2013concerningManpowerwhereevery
worker / laborer has the right to obtain protection for occupational safety and
health."Thesaddestimpactduetothispandemicisthemassivelayoffs(hereinafter
referredtoas layoffs)thathaveoccurredinalmostallcountriesaffectedbyCOVID-
19.
Forthisreason,therearespecialrulesregardingworkerswhoaredismissed,which
are regulated in the Minister of Manpower Circular No: SE-05/M/BW/1998
4Yelvi.L,Aldo.DP,&SiskaW.(2021)."CoronavirusDisease2019(COVID-19):Patogenesis,ManifestasiKlinis Dan Pilihan Terapi". Jurnal Kedokteran Dan Kesehatan, 17 (1): 44–57. doi:https://doi.org/10.24853/jkk.17.1.44-57.5Bernadetha.(ed.June3,2020)."KetentuanPelaksanaanWorkFromHomeDiTengahWabahCOVID-19".Retrievedfromhukumonline.com.accessedJuly14,2021.
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concerningWagesforWorkerswhoaresenthomenotinthedirectionoftermination
ofemployment,inwhichthecircularregulates:
a. Employers continue to paywages in full, namely in the formof basicwages
and fixed allowances as long as workers are dismissed, unless otherwise
stipulated in the Work Agreement, Company Regulations or Collective
BargainingAgreement;b. If the employer will not pay the workers 'wages in full, it is necessary to
negotiate with the workers' union and / or workers about the amount of
wagesduringthetimetheyaresenthome.
Workers/laborerswhohavebeendismissedduetoapublichealthemergencydueto
theCOVID-19viruspandemicarestillentitledtofullwagesorwagedeductionsif it
hasbeenagreedbythecompanyandworkers.OnMarch17,2020,aCircularofthe
MinisterofManpowerNumberM/3/HK.04/III/2020of2020concerningProtection
of Workers/ Laborers and Business Continuity in the Context of Prevention and
OvercomingCOVID-19(hereinafterreferredtoasSEMenaker3of2020).SEMenaker
3/2020wasissuedinconnectionwiththeincreasingspreadofCOVID-19inseveral
regionsofIndonesiaandtookintoaccounttheofficialstatementoftheWorldHealth
Organization (hereinafter referred to as WHO) which declared COVID-19 a global
pandemic.OneofthethingsregulatedinSEistheimplementationof:
a. Menaker3/2020Forworkers/laborerswhoarecategorizedasPeopleUnder
Monitoring (ODP) for COVID-19 based on a doctor's statement so that they
cannot come towork for amaximumof14daysor according toMinistryof
Healthstandards,thenwagesarepaidinfull;b. Forworkers/ laborerswho are categorized as suspected cases of COVID-19
andquarantined/ isolatedaccordingtoadoctor'sstatement, theirwagesare
paidinfullduringthequarantine/isolationperiod;c. Forworkers/laborerswhodonotcometoworkduetobeingsickwithCOVID-
19 and proven by a doctor's statement, their wages are paid according to
statutoryregulations;d. For companies that limit their business activities as a result of government
policiesintheirrespectiveregionsforthepreventionandcontrolofCOVID-19,
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causingsomeoralloftheirworkers/laborersnottocometowork,takinginto
accountbusinesscontinuity,changesintheamountandmethodofpaymentof
workers/laborers'wagesaremade.accordingtotheagreementbetweenthe
entrepreneurandtheworker/laborer.
Therapiddevelopmentofsocietyinmoderntimesduetothedevelopmentofscience
andtechnology(scienceandtechnology),needstobefollowedbypoliciesinthefield
of law as a means to discipline and protect society in achieving its welfare. G.P.
Hoefnagels states that criminal policy is part of a broader policy of social policy.6
Thus, criminal policy is a sub-system of law enforcement system and the law
enforcementsystemitselfispartofsocialpolicy.Criminallawpolicyfocusesmoreon
efforts to reform the law, especially material criminal law. So by considering the
continuityofthebusiness,changesintheamountandmethodofpaymentofworkers'
wagesarecarriedout inaccordancewith theagreementbetween theentrepreneur
andtheworker.7
Criminallawpolicyisessentiallyanefforttorealizecriminallawsandregulationsto
suit the circumstances at a certain time (ius constitutum) and in the future (ius
constituendum).The logical consequence is that criminal lawpolicy is synonymous
with"reformingcriminal law legislation",butactually thedefinitionofcriminal law
policy is in a narrow sense. It can be explained that, criminal law as a system law
which consists of culture (culture), structure (structural), and substance
(substantive) law. Because the law is part of the legal substance, the renewal of
criminallaw,inadditiontoupdatingthelegislation,alsoincludestherenewalofbasic
ideasandknowledgeofcriminallaw.8
6 H.DeyRavena,Kristian.(2017).CriminalPolicy.Jakarta:PrenadaMediaGroup.p.2-3.7 SuratEdaranMenteriKetenagakerjaanNomor M/3/HK.04/III/2020 TAHUN 2020tentangPelindunganPekerja/BuruhDanKelangsunganUsahaDalamRangkaPencegahanDanPenanggulanganCOVID-19. 8 Lilik, Mulyadi. (2008). Bunga Rapai Hukum Pidana Perspektif Teoritis Dan Praktik. Bandung: PTAlumni.p.390.
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2.ProblemStatement
Basedonthedescriptioninthebackground,theresearcherwantstodiscusssomeof
the problems that arise due to the COVID-19 pandemic, including whether the
companyhasfulfilledtheworkersrightsduringtheCOVID-19pandemicandwhatif
manycompaniesdonotfulfilltheworkers'rightsintheCOVID-19pandemic.
3.Method/Approach
Toanswerlegalproblemsinthisstudy,alegalresearchwasconducted..Theresearch
methodusedinthisresearchisnormativejuridicalresearchmethod.9Theapproach
used is the Statute Approach, Conceptual Approach, and Case Approach. To obtain
researchresultsthatcanbeaccountedforscientifically,theauthorsusethetheoryof
legalprotectionandthetheoryofcriminalliability.
Theresearchbeginsbyfirstassessingandanalyzingwhat ismeantbyCOVID-19so
thatWHOcallsitapandemic.Furthermore,ananalysisiscarriedoutonwhetheror
nottheworkers'rightsarefulfilledbythecompany.Thenthisresearchiscontinued
byanalyzingtheformofcorporateresponsibilitythatdoesnotprovidetherightsof
workers as referred to by law and several related regulations. In analyzing the
problem,theresearcherusedacaseapproach,relatedtothesizeofthecompanythat
hadfulfilledtherightsofworkersduringtheCOVID-19pandemiccomparedtothose
thathadnotfulfilledit,thenanalyzeditwithastatutoryapproachandstrengthened
bytheexistenceofaconceptualapproachwhichincludeddoctrine.fromseverallegal
experts.
4.ResultsandDiscussion
Asa ruleof law, Indonesiaguarantees respect,protectionand fulfillmentofhuman
rights (HAM). The state has an obligation (duty bearer) in ensuringwelfare for the
survivalofeverycitizenof itscountry.Oneof theseobligations ismanifested inthe
formofguaranteeingtherighttoworkandadecentlivingtoeverycitizen,whichis
9Peter,MahmudMarzuki.(2013).PenelitianHukum.EdisiRevisi.Jakarta:KencanaPrenadaMedia.p.83.
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also a right inherent in every individual in society.10 This provision has been
regulatedinthe1945ConstitutionoftheRepublicofIndonesia(hereinafterreferred
toasUUDNRI1945),LawNumber39of1999concerningHumanRights(hereinafter
referred to as the Human Rights Law), Law Number 13 of 2003 concerning
Manpower (hereinafter referred to as the Manpower Act) and Law Number 11 of
2005concerningtheInternationalCovenantonEconomic,SocialandCulturalRights.
Healthisoneofthebasichumanneeds,whoserightshaverecentlybeenguaranteed
constitutionally. The ConstitutionWorld Health Organization 1948 (WHO) has also
emphasized that "obtaining the highest degree of health is a human right for
everyone" (the enjoyment of the highest attainable standard of health is one of the
fundamental rights of every human being). Article 28H paragraph (1) states, that:
"Everyonehastherighttoliveinphysicalandspiritualprosperity,tohaveaplaceto
live,andtohaveagoodandhealthylivingenvironmentandtherighttoobtainhealth
services."Theinclusionoftheseprovisionsintothe1945ConstitutionoftheRepublic
ofIndonesiaillustratesanextraordinaryparadigmshift.Healthisseennolongerjust
apersonalmatterrelatedtoluckorthegraceofGodthathasnothingtodowiththe
responsibilitiesofthestate,butratheralegalrightwhichmustbeguaranteedbythe
state.Therighttohealthisfundamentalinhumanrightsonthehumansideofhuman
dignity, theStatemustbeagoodplacewithequalityandrespectbythose inhealth
care and protection. Meanwhile, the economic right will also be for the efforts of
humandignitywhilewithoutanyabilityintheeconomicfield,peoplewillnotbeable
toliveandbesidebysidewithotherhumanbeings.Fromthisviewcan,effortstothe
right to health and the right to the economy what became unity become the
responsibilityofthestateandsocietyatthesametime.11
10LembagaBantuanHukumMakassar.(ed.April20,2020)."NegaraHarusMemastikanPerlindunganDanPemenuhanHak-HakBuruh SelamaMasa Pandemi Covid-19". Retrieved from lbhmakassar.org.accessedJuly13,2021.11 Mei, Susanto & Teguh Tresna PA. (2020). "EKONOMI VERSUS HAK ASASI MANUSIA DALAMPENANGANAN COVID-19: DIKOTOMI ATAU HARMONISASI (The Economy versus Human Rights InHandling Covid-19: Dichotomy or Harmonization)". Jurnal HAM, 11 (2): 301–317. doi.10.30641/ham.2020.11.301-317
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Barriers to fulfilling the right to high health standards have occurred in various
COVID-19referralhospitalswhichhaveanumberofproblemssuchasminimalaccess
toinformation,shortagesofmedicalpersonnel,lackoffacilitiesandinfrastructureto
supporthealthservices,andtherearenospecialproceduresforpatientswhowantto
dotestsCOVID-19.12Theminimalpreparationandhandlingofthestatehasresulted
inuncontrollednumbersofthespread,transmissionandhandlingofCOVID-19inthe
community.Anumberofcasesthatendangerhealthandviolationsofhumanrights
thatresultfromnotfulfillingtherighttoinformationincludeproceduresfortheuse
ofdisinfectants,useofdrugsandsupplementsthatarenotrecommended,violations
ofprivacy todiscriminatorypractices suchas refusing toburya corpseexposed to
COVID-19.
TheglobalpandemicCOVID-19cannotandcannotbeanexcuseforeverycountryto
makepoliciesthatarerepressiveandviolatehumanrights.Instead,thisshouldbean
evaluationtore-seetheCOVID-19incidentasapublichealthissuethathasanimpact
onsocialwelfareissues.Moreover,inissuingpolicies,thestatemustthinklong-term
about the long-term impact on civil liberties in society after the pandemic is over
becausetherealthreatisthevirus,notcitizens.
IndealingwiththeCOVID-19pandemic, it isnotonlydonebythegovernment.The
role of the community to maintain distance and stay at home is a determinant of
success in ending COVID-19 in Indonesia. So that the PSBB status is expected to
reduce thenumberofpositiveCOVID-19.Theroleof thecompany in thiscase is to
enforce the WFH, namely working from home. The WFH work system has high
flexibility. This is to support employee balance between work and life. This is to
reduce the risk of corona virus transmission and the safety of workers/ laborers.
However, not all WFH workers/ laborers, even many workers/ laborers have
experienced layoffs. Because of the establishment of Presidential Decree No. 12 of
2020,theCompanyrelentedinitspositionintheWorkingRelationship,bymeansof
severancemoney,worktimemoney,andmoneyatanytimewhichrightsshouldbe.
12 Kontras. (ed. May 11, 2020). “Wabah COVID-19 Bukan Alasan Untuk Mengorbankan HAM DanDemokrasi".Retrievedfromkontras.org.accessedJuly12,2021.
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In thisWorkingRelationship articlewhich article canwhichArticle 164paragraph
(3)oftheLaborLawwithefficiencyreasons.13
One of the characteristics of labor law is the existence of a source of law from the
parties, namely work agreements, collective labor agreements and company
regulations.Workagreements,collectivelaboragreementsandcompanyregulations
can also be considered as the legal basis for the working relationship between
workers/laborersandentrepreneurs.AftertheenactmentoftheManpowerAct,this
is known as industrial relations. Thus, the work relationship basically includes
mattersconcerning:
1. Makingaworkagreement(astartingpointfortheexistenceofanemploymentrelationship);
2. Worker'sobligations(i.e.doingwork);3. Obligationsofentrepreneurs;4. Terminationofemploymentrelationship;5. Howtoresolvedisputesbetweenthepartiesconcerned.
Article 1 point 14 of the Manpower Act, it states that a work agreement is an
agreement between a worker / laborer and an entrepreneur or employer that
containstheconditionsofwork,rightsandobligationsoftheparties."Itisclearthat
therelationshipbetweenworkersandcompaniesmustthenbeconsideredregarding
thethingsthataredoneinordertofulfillworkers'rightsintheCOVID-19pandemic.
Thestatemustensure thatcompaniesdonotmakepolicies thatcanharmworkers
duringtheCOVID-19Pandemic.IftheGovernmentisnotfirm,thenthissituationwill
beverydangerousforthecommunityatlarge,whichofcoursewillbedetrimentalto
the State in terms of finance to overcome the economic impact of its citizens, the
situationandthepotentialthreatofhungertosocio-politicalturmoilmayoccurifthe
companyisallowedtomakepoliciesthataredetrimentalWorkers.
Theworkers' rightsseem ignoredby the laborofficeso that the laborofficeduring
thepandemicperiodworkswithout thebasisof statutory regulations, even though
theManpowerOfficehastheauthoritytocarryoutsupervision,evenasacivilservant
investigator in the labor sector, the labor office can carry out investigative and
13 Herman., et.al. (2020). "Tinjauan Yuridis Mengenai Dampak COVID-19 Terhadap PemutusanHubunganKerja".HaluOleoLawReview,4(2):157-176.doi:10.33561/holrev.v4i2.1428.
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investigative actions against labor crimes.14 However, this authority was not
exercisedatallonthegroundsthatemployersarecurrentlylosingmoney,whilethe
ManpowerLawstipulatesthatthereasonforlayoffsonthegroundsthatthecompany
is losing money can only be done on the grounds that the company has lost two
consecutiveyearsbyshowingtheresultsoftheauditfromanindependentauditor.
To be able to analyze and answer the problems that exist,weneed to knowabout
Workers'RightsforPandemicCOVID-19ofthemare:
1.WorkFromHome(HereinafterreferredtoWFH)
WFH problem in the midst of an outbreak of COVID-19 can be attributed to the
provisionof"Article86paragraph(1) letteraof theManpowerAct, inwhichevery
worker / laborer has the right to obtain protection for occupational safety and
health." Several provinces, one example is the DKI Jakarta Provincial Manpower,
Transmigration and Energy Office itself has issued a Circular of the DKI Jakarta
Provincial Manpower, Transmigration and Energy Office Number 14/SE/2020 of
2020concerning theAppeal toWorkatHomewhich followsupon theDKI Jakarta
ProvincialGovernor'sInstructionNumber16of2020concerningIncreasedAlertness
Against the Risk of Transmission of COVID-19 Infection. According to the SE
DisnakertransandEnergiDKIJakarta14/SE/2020,companyleadersareexpectedto
beabletotakepreventivestepsrelatedtotheriskoftransmittingCOVID-19infection,
bydoingworkathome.Thepreventivemeasuresthatcanbetakenaregroupedinto
threecategories15:
a.Thecompanycantemporarilysuspendallofitsbusinessactivities.b.Thecompanycantemporarilyreducesomeofitsbusinessactivities(partofitsemployees,timeandoperationalfacilities).
c. Companies that cannot stop their business activities, given their directinterestsrelatedtohealthservices, theneedforbasicnecessities,andfueloil.
14 Kanyaka, Prajnaparamitha &Mahendra RG., (2020). "Perlindungan Status Kerja Dan PengupahanTenaga Kerja Dalam Situasi Pandemi COVID-19 Berdasarkan Perspektif Pembaharuan Hukum".AdministrativeLaw&GovernanceJournal,3(2):314–328.doi:https://doi.org/10.14710/alj.v3i2.314-32815 Dinas Tenaga Kerja Transmigrasi & Energi. "SURAT EDARAN KEPALA DINAS TENAGA KERJA,TRANSMIGRASI DAN ENERGI PROVINSI DKI JAKARTA Nomor 14/SE/2020 Tahun 2020 HimbauanBekerjaDiRumah(WorkFromHome)".
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AftertheimplementationofLarge-ScaleSocialRestrictions(PSBB),especially inthe
DKI Jakarta area, the company's business activities in the PSBB area were then
formally restricted. However, this provision is exempted for companies engaged in
the defense and security sector, public order, food needs, fuel oil and gas, health
services, economy, finance, communications, industry, export and import,
distribution,logisticsandotherbasicnecessities.
Sobyconsideringthecontinuityofthebusiness,changesintheamountandmethod
of payment of workers' wages are carried out in accordance with the agreement
betweentheentrepreneurandtheworker.Thisisinaccordancewiththemeaningof
wages in Article 1 number 1 of Government Regulation Number 36 of 2021
concerningWageswhichreads:
“Wagesareworkers/laborers'rightsreceivedandexpressedintheformofmoneyas compensation fromemployersor employers todesignatedworkers/laborersandpaidaccordingtoaworkagreement,agreement,or statutory regulations, including allowances for workers / labor andtheir families for a job and / or service that has been or will beperformed."16
The issuanceofregulations in thecontextofhandling thespreadofCOVID-19 isan
effort to support the existence of Law Number 24 of 2007 concerning Disaster
Managementwhichdefinesdiseaseoutbreaksasoneofthenon-naturaldisastersthat
need to be managed with potential threats.17 For these regulations, the efforts
currentlybeingcarriedoutare:
a) PolicySocialDistancing/PhysicalDistancingTheexistenceofSocialDistancinghassofarbeenveryeffectiveinpreventing
the spreadof viruses / diseases, namely bypreventing sickpeople frommaking
close contactwith people for prevent transmission.However, seeing the current
phenomenon,infactsocialdistancingisstillintheformofanappealthatifitisnot
helpedtogoviralonsocialmedia,therewillbefewerpeoplewhowillknowabout
it. Therefore, the policy should social distancing be included in government
regulations in lieuof laws regardingefforts todealwith theCOVID-19outbreak,
16 Pasal 1 angka 1 Peraturan Pemerintah Republik Indonesia Nomor 36 Tahun 2021 TentangPengupahan. 17 Pasal 1 angka 3 Undang-Undang Republik Indonesia Nomor 24 Tahun 2007 TentangPenanggulanganBencana.
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one ofwhich regulates social distancing is an obligation, if necessary there is an
affirmation in the formofsanctionsaccording topositive law,so thatpeopleare
notonlyawareoftheimportanceofsocialdistancingbutalsoapplyingthepractice.
It is deemed necessary to limit individual rights in social distancingbecause the
conditionthatoccursisanemergencythatthreatenspublichealth.
The termsocialdistancing thenchanges tophysicaldistancing inaccordance
withthetermusedbyWHObecausetheuseofthetermsocialdistancingseemsto
stop social interaction in society while what is actually wanted is to maintain
physicaldistance.Fromthis,variousactivitiesthatwereinitiallycarriedoutwitha
close physical distancewere then converted into activities that created physical
distance, among others, learning online (method online), use of themechanism
(WFH),closingshoppingplacesandefforts.othersthatcanpreventthespreadof
COVID-19.
b)ProtectionforHealthWorkersas
FrontlineHealthworkersstandattheforefrontinpreventinganincreasein
the number of infections so that the government needs to guarantee protection
andworksafetyformedicalpersonnel inanefforttodealwithCOVID-19sothat
working hours are regulated, increasing the number of referral hospitals, and
compliance.primaryneedsofeachhealthworker,provisionofPersonalProtective
Equipment(PPE),thendeterminingthepriorityscalefortheprovisionofPPE.
c)Large-scalesocialrestrictionsScale Social Restrictions The authority for large-scale social restrictions
based on Law Number 6 of 2018 concerning Health Quarantine is the absolute
authority of the Central Government. Article 1 Number 1 states that "health
quarantineiscarriedouttopreventandpreventtheexitorentryofdiseasesand/
or public health risk factors that have the potential to cause a public health
emergency." Then for the emergency condition of the spread of COVID-19, the
government then issuedGovernmentRegulationNumber21 of 2020 concerning
Large-Scale Social Restrictions in the context of the Acceleration of Handling
CoronaVirusDisease(COVID-19).
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d)GovernmenttransparencyinhandlingtheCOVID-19pandemic.InformationdisclosureaboutCOVID-19isamustatthistime.Thedisclosure
of information regarding COVID-19 basically refers to Law Number 14 of 2008
concerning Public Informationwhich demands that the Government as a public
agencytotransparentlyopenthiscasefromthestart.
Referring to Law No. 14 of 2008, the COVID-19 pandemic is not public
informationthatisexemptedbylaw,asinformationthatcouldendangerthestate,
because in fact the informationon thepandemichasbeenknown to the general
publicsincethefirstdayoftheoutbreakinWuhan,China,andhasbeeninformed
by theworldhealth agency,WHO. Furthermore, there areprovisions that oblige
theGovernmentandRegionalGovernmentsoutsideofLawNumber14Year2008
toprovideinformationasclearlyaspossibleandopenaccessforthepublictofind
outinformationabouthealthorinfectiousdiseases,namelyArticle17,Article154
and155ofLawNumber36of2009.Inaddition,Article79andArticle80ofLaw
Number6of2018concerningHealthQuarantineprovideabasisforauthorityfor
thecentralandlocalgovernmentstoconveyinformationonhealthquarantineas
part of the prevention and eradication of public health risks that can cause
emergency.
Based on the conditions above, it can be said that from a legal aspect, various
regulationshavebeenissuedtopreventthespreadofCOVID-19buttherealitysofar
showsthattherehasbeennosignificantchangeinthehandlingofCOVID-19casesin
Indonesia,thenumberofpatientsisincreasing,thedeathrateisalsoincreasing.The
existence of existing regulations will not be effective if they are not supported by
firmer but polite efforts in society. The existence and extra attention of all related
partiesisveryurgenttoprovideunderstandingtothepublicregardingthespreadof
this virus. So that many workers find it difficult and this creates a new problem.
Unemployed can seek settlement of industrial relations disputes, according to the
proceduresintheprevailinglawsandregulations.
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Legal Due To Companies That Do Not Meet Workers Rights In The Covid-19PandemicPeriod
Workers/ laborers' rightsduring theCOVID-19pandemic include the fulfillmentof
workers' wages, the Wage Protection Convention, 1949 (Number 95) states that
wagesmustbepaidregularly.Uponterminationoftheemploymentcontract,thefinal
settlementofallwagesduewillapplyasdetermined,or ifnotdetermined,withina
reasonable timeframe. In the event of bankruptcyor legal liquidationof a business
(including the resultof the impactofCOVID-19), theWagesProtectionConvention,
1949 (Number 95) states that employedworkerswill be treated as creditorswith
specialprivilegesforunpaidwagesprotectedbyapplicablenationallaws.
Meanwhile, regarding thewagesofworkers/ laborerswhoare temporarily laidoff
due to the COVID-19 outbreak, stick to the Circular of the Minister of Manpower
Number M / 3 / HK.04 / III / 2020 of 2020 concerning Protection of Workers /
Laborers and Business Continuity in the Context of Preventing and Overcoming
COVID-19.(SEMenakerM/3/HK.04/III/2020).Wageprotectionforemployees
who are temporarily laid off due to the COVID-19 outbreak is regulated with the
followingconditions:18
a. Implementing wage protection for workers / laborers related to theCOVID-19pandemic;
b. Forworkers / laborerswhoare categorized asPeopleUnderMonitoring(ODP) for COVID-19 based on a doctor's statement so that they cannotcometoworkforamaximumof14daysoraccordingtoMinistryofHealthstandards,theirwagesarepaidinfull;
c. Forworkers/laborerswhoarecategorizedassuspectedcasesofCOVID-19 and quarantined / isolated according to a doctor's statement, theirwagesarepaidinfullduringthequarantine/isolationperiod;
d. Forworkers/ laborerswhodonot come toworkdue tobeing sickwithCOVID-19 and proven by a doctor's statement, their wages are paidaccordingtostatutoryregulations;
e. Forcompaniesthatlimittheirbusinessactivitiesasaresultofgovernmentpolicies in their respective regions for the prevention and control ofCOVID-19,causingsomeorallof theirworkers/ laborersnot tocometowork,takingintoaccountbusinesscontinuity,changesintheamountandmethodofpaymentofworkers / laborers'wages aremade. according totheagreementbetweentheentrepreneurandtheworker/laborer.
18SuratEdaranMenteriKetenagakerjaanNomor M/3/HK.04/III/2020 TAHUN 2020tentangPelindunganPekerja/BuruhDanKelangsunganUsahaDalamRangkaPencegahanDanPenanggulanganCOVID-19.
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Wagesforworkers/laborerswhoweretemporarilylaidoffduetotheCOVID-
19 outbreak, taking into account the continuity of the business, changes in the
amountandmethodofpaymentofwagesarecarriedoutaccordingtotheagreement
betweentheentrepreneurandtheworker/laborer,sothatthechangeisnotcarried
outunilaterallybytheentrepreneur.Forexample,basedonthiscircular,employers
canreducetheamountofwagesthatmustbepaidtoworkers/laborerssothatthey
haveenoughcapitaltocontinuetheirbusinessinthemidstoftheCOVID-19outbreak
aslongasitisbasedonanagreementbetweentheemployerandtheemployee.
If employers do not carry out the above provisions and change the amount and
method of paying wages unilaterally, this has the potential to lead to industrial
relationsdisputes,namelyrightsdisputesthatmustberesolved inaccordancewith
the mechanism of Law Number 2 of 2004 concerning Settlement of Industrial
RelationsDisputes.Meanwhile,regardingthereasonsforlegaldeductionofwages,it
isnecessarytofirstunderstandthedefinitionofwagesaccordingtoArticle1number
30oftheManpowerAct,whichare:
Wages are the rights of workers / laborers that are received andexpressed in the form of money as compensation from employers oremployerstoworkers/laborerswhodeterminedandpaidaccordingtoawork agreement, agreement, or statutory regulations, includingallowances forworkers / laborers and their families for a job and / orservicethathasbeenorwillbeperformed.
Furthermore,thewagecomponentaccordingtoArticle5paragraph(1)Government
Regulation Number 78 of 2015 concerning Wages consists of: (a) Wages without
allowances; (b) Basic wages and fixed allowances; or (c) Basic wages, fixed
allowances and non-permanent allowances. As for the deduction of wages by
employerscarriedoutinaccordancewiththeworkagreement,companyregulations,
orcollective laborregulationsfor:(a) fines;(b)compensation;and/or(c)advance
wages.Inaddition,therearewagedeductionsbyemployersforthirdpartiesthatcan
onlybedoneifthereisapowerofattorneyfromtheworker/laborerwhichcanbe
withdrawnatanytime.
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Discussion
Cutting wages of employees due to the company losing money as a result of an
outbreakofCOVID-19isnotbasedonlawandcangiverisetoindustrialdisputes,ie
disputesoverrights.Inaddition,iftheemployerisunabletopaythewageaccording
totheminimumwage, itwillbemoreappropriateforthecompanytopostponethe
payment ofwages as permitted in Article 90 paragraph (2) of theManpower Law
which states that employers who are unable to pay the minimum wage can be
postponed. .The procedure for deferring minimum wages is then regulated in the
DecreeoftheMinisterofManpowerandTransmigrationNumberKEP-231/MEN/
2003of2003concerningProceduresforPostponingtheImplementationofMinimum
Wages (Kepmenakertrans231/2003).What shouldbenoted is that entrepreneurs
who are unable to pay the minimum wage can apply for a postponement of the
minimum wage to the governor through the provincial agency responsible for
manpower affairs no later than10days before the date theminimumwage comes
into effect. The application is the result of a written agreement between the
entrepreneurandtheregisteredworker/laborerortrade/laborunion.
Due to the COVID-19 outbreak and has not been able to pay its workers' wages
accordingtotheminimumwage,thecompanycanpostponewagepaymentsbyfirst
conducting negotiationswithworkers / laborers or trade / labor unions regarding
the suspension.However, thepostponementof thepaymentofminimumwagesby
employers toworkers / laborersdoesnot automatically eliminate theobligationof
employerstopaythedifferenceinminimumwagesduringthesuspensionperiod.
Theimpositionoffinesdoesnoteliminatetheobligationofemployerstocontinueto
paywages toworkers / laborers.Wages are an important andbasic component in
industrialrelations,sotheManpowerLawandGovernmentRegulationNumber78of
2015 concerningWages provide protection for wages. Efforts that can be made if
wagesarenotpaidaretotaketherouteormethodsasregulatedinLawNumber2of
2004concerningSettlementofIndustrialRelationsDisputes.
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ThepathsthatcanbetakenbasedontheprovisionsoftheLawontheSettlementof
Industrial RelationsDisputes in an effort to resolve disputes regarding the right to
wagesinclude:
1. BipartitePathA negotiation between workers and employers to resolve industrial
relations disputes, which are disputes over rights between workers andemployers. Dispute resolution through bipartitemust be resolvedwithin30days.19Ifasettlementagreementisreachedinbipartitenegotiations,aCollective Agreement is made signed by the parties. If the bipartitenegotiationfailsortheemployerrefusestonegotiate,thenthesettlementwill then be pursued through the tripartite route, namely by registeringwith the sub-office or the Manpower and Transmigration Office in theregencyormunicipalityoftheareawhereyouwork.20
2. IndustrialRelationsMediationPathAsettlementofdisputesbetweenworkersandemployers,mediatedby
a mediator from theManpower and Transmigration Office. For disputesoverrights,whatcanbedoneistomediate.IndustrialRelationsMediationis thesettlementofdisputesoverrights,disputesover interests,disputesover termination of employment, and disputes between trade unions /laborunionswithinone companyonly throughdeliberationmediatedbyoneormoreneutralmediators.21 If themediation is successful, then theresultof theagreement is stated inaCollectiveAgreement signedby theparties and witnessed by the mediator and registered at the IndustrialRelationsCourtat theDistrictCourt in the jurisdictionof theparties thatentered into the Collective Agreement to obtain a proof of registrationdeed. If there is no common ground, theMediator shall write down theresultsof thenegotiations inawrittenrecommendationand ifoneof theparties rejects the recommendation, then one of the parties can file adisputeovertheIndustrialRelationsCourt.
3. IndustrialRelationsConciliationIs the settlement of disputes of interest, disputes over termination ofemployment or disputes between trade unions/labor unions in only onecompany through deliberation mediated by one or more neutralconciliators.
4. Industrial Relations Arbitration Is the settlement of a dispute of interest, and a dispute between tradeunions/laborunionsinonlyonecompany,outsidetheIndustrialRelationsCourt through awritten agreement from the disputing parties to submitdisputeresolutiontoanarbitratorwhosedecisionisbindingonthepartiesandisfinal.
19 Pasal 3 ayat 2 Undang-Undang Republik Indonesia Nomor 2 Tahun 2004 Tentang PenyelesaianPerselisihanHubunganIndustrial.20 Pasal 4 ayat 1 Undang-Undang Republik Indonesia Nomor 2 Tahun 2004 Tentang PenyelesaianPerselisihanHubunganIndustrial. 21 Pasal1angka11Undang-UndangRepublik IndonesiaNomor2Tahun2004TentangPenyelesaianPerselisihanHubunganIndustrial.
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5. IndustrialRelationsCourtIsa special court formedwithin thedistrict courtauthorized toexamine,hearandgivedecisionsagainstindustrialrelationsdisputes.
Every industrial relations dispute must be resolved first through deliberative
bipartite negotiations to reach a consensus which must be resolved within 30
working days from the date the negotiations began. If within 30 days, one of the
parties refuses to negotiate or has conducted negotiations but does not reach an
agreement, then thebipartite negotiation is deemeda failure. In the event that the
bipartitenegotiationsfail,thenoneorbothpartiesshallregisterthedisputewiththe
local manpower agency responsible for attaching evidence that the bipartite
negotiationshavetakenplace.Thedisputesoverrightsthathavebeenrecordedmust
thenberesolvedthroughmediationbeforebeingsubmittedtotheindustrialrelations
court. If the mediation does not reach an agreement as stated in the collective
agreement,thenoneofthepartiescanfilealawsuitattheindustrialrelationscourt.
Parallel to the provision of incentive packages for employers and workers, in this
difficult situation the governmentmust also be the party capable ofmediating the
dialoguebetween employers andworkers and tradeunions to prevent layoffs. The
roleofthegovernmentcanbepursuedasamediatortofindsolutionsagreeduponby
both parties, especially regarding the fulfillment of workers' rights, if layoffs are
unavoidable.Inthiscase,thegovernmentcanformaTaskForceforHandlingLayoffs
so that a better response to the problems of employers and workers during this
pandemiccanbeanticipatedandresolvedearlyon.
5.Conclusion
Policiesmustbeimplementedtoprotectworkers/laborers'rightsduringtheCOVID-
19pandemic, so that theGovernmentandEmployersmust respond toanychanges
thatoccurduetotheCOVID-19pandemicontheworksystemofworkers/laborers.
Thesechangesincludetheapplicationofaworkfromhomesystem,socialdistancing,
andrestrictionsonpublictransportation,whicharecurrentlybeingimplementedby
several local governments. The government, in this case theMinistry ofManpower
mustbeactiveinprovidingpolicyinformationforworkandconductingregularpolicy
reviews. Policies that can be implemented include the policy of reducing working
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daysandhours,dismissingworkers/ layingoffworkers,andsoon.Inaddition,the
governmentalsoneeds tocarryoutanemploymentmitigationplan in the faceofa
worsening work situation due to the economic crisis as a result of the COVID-19
pandemic.Thiscanbedonebyimplementinggovernmentprogramsthatcanabsorba
largeworkforce and skills development support programs such as those that have
beenimplemented,namelytheprovisionofpre-employmentcardsandtheprovision
of direct cash assistance (BLT). The government has issued incentive packages for
entrepreneurssuchasexemptionorreductionintaxpaymentsandbudgetgrantsfor
thesmallbusinesssector.ThegovernmentitselfplanstoprovideastimulusofRp.2
trillion to increase the purchasing power of cooperatives and Micro, Small and
MediumEnterprises(MSMEs).Inaddition,socialincentivesarealsoprovidedbythe
governmentforworkerswhoarelaidofforunabletowork,suchasnon-formalsector
workers. This incentive is in the form of direct assistance and fee discounts for
facilities provided by the government (electricity and water). This policy needs to
ensurerealizationandmonitorsothatitisrightontarget.
Employersandworkers togetherwithtradeunionsneedtocarryouta transparent
dialogue from an early age in anticipating labor conditions due to the COVID-19
pandemic.Companiesthatbecauseoftheirindustrialnaturerequirethepresenceof
workersmustregulateworksystemsbyprioritizingoccupationalsafetyandhealth.It
is necessary to discuss the anticipation of the worst conditions of work relations
among them, such as efficiency, working hours arrangements and the division of
labor.Thisdialogueisthemaindoortobuildacommonunderstandinginfacingthe
impactoftheCOVID-19pandemicforboth.
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