Keabsahan Permohonan Pailit dan PKPU oleh Pekerja sebagai Alternatif Penyelesaian Kegagalan Pembayaran Upah
DOI:
Abstract Views:
20 times
PDF Downloads:
23 times
Abstract
The increase in bankruptcy and The Suspension of Debt Payment Obligations (PKPU) cases in Indonesia occurs due to the failure to pay by the company, such as non-payment of debts to creditors or non-payment of workers' rights due to the company's declining financial situation. In addition, the increase in bankruptcy and The Suspension of Debt Payment Obligations cases is also supported by the requirements for filing bankruptcy applications which are very easy to fulfill. In the event that the debtor is a company, the applications for bankruptcy declaration can also be filed by workers because workers can be referred to as preferred creditors because wages and rights that have not been received by workers are debts that take precedence in payment. However, in relation to the failure to make payments by employers for wages or workers' rights, the applications for bankruptcy declaration by workers should be used as an ultimum remedium(the last resort), namely as a last resort for resolving the problem because if there is an industrial relations dispute between workers and company related to non-payment of wages or workers' rights, the state has provided legal remedies through the mechanism of Industrial Relations Dispute Settlement (PPHI). Based on this, the purpose of this paper is to find out whether the failure or inability of the company to make payments of wages or workers' rights can be resolved through the bankruptcy or The Suspension of Debt Payment Obligations instrument whereas as we know that rights disputes in labor disputes should be resolved through the Industrial Relations Dispute Resolution mechanism as stipulated in Law Number 2 of 2004 concerning Industrial Relations Dispute Resolution.
Downloads
References
Kartasapoetra, Gunawi et al (1990). Hukum Perburuhan Bidang Hubungan Kerja. Bandung: Armnico.
Shubhan, M. Hadi (2008). Hukum Kepailitan, Prinsip, Norma, dan Praktik di Peradilan. Jakarta: Kencana.
Shubhan, M. Hadi (2019). Fenomena Hukum Pengajuan Kepailitan Terhadap Pengusahaa Oleh Pekerja Karena Hak Pekerja Yang Tidak Dibayar Pengusaha. Jurnal Hukum dan Pembangunan.
Sjahdeini, Sutan Remy (2009). Hukum kepailitan : memahami Undang-Undang Nomor 37 Tahun 2004 tentang Kepailitan. Jakarta: Pustaka Utama Grafiti.
Sjahdeini, Sutan Remy (2018). Sejarah, Asas, dan Teori Hukum Kepailitan. Jakarta: Prenadamedia Group.
Soepomo, Imam (1983). Hukum Perburuhan Bidang Hubungan Kerja. Jakarta: Djambatan.
Suryana, Martin (2021). Potensi dan Resiko Kepailitan Dalam Penyelesaian Sengketa Ketenagakerjaan. Webinar Himpunan Konsultan Hukum Ketenagakerjaan Indonesia (HKHKI): Tantangan Praktisi Hukum Dalam Meningkatkan Kompetensi Pasca Omnibus Law.
Peraturan Perundang-Undangan
Kitab Undang-Undang Hukum Perdata
Undang-Undang Nomor 13 tahun 2003 tentang Ketenagakerjaan yang telah diubah oleh Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 tahun 2022 tentang Cipta Kerja
Undang-Undang Nomor 37 tahun 2004 tentang Kepailitan dan Penundaan Kewajiban Pembayaran Utang
Undang-Undang Nomor 40 tahun 2007 tentang Perseroan Terbatas
Peraturan Menteri Tenaga Kerja Nomor 33 tahun 2016 tentang Tata Cara Pengawasan Ketenagakerjaan
Surat Edaran Mahkamah Agung Nomor 2 tahun 2019 tentang Pemberlakuan Rumusan Hasil Rapat Pleno Kamar Mahkamah Agung Tahun 2019 Sebagai Pedoman Pelaksanaan Tugas Bagi Pengadilan
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
All articles published in YUSTIKA are licensed under a Creative Commons Attribution-ShareAlike 4.0 International (CC BY-SA) license. This means anyone is free to copy, transform, or redistribute articles for any lawful purpose in any medium, provided they give appropriate attribution to the original author(s) and YUSTIKA, link to the license, indicate if changes were made, and redistribute any derivative work under the same license.
Copyright on articles is retained by the respective author(s), without restrictions. A non-exclusive license is granted to YUSTIKA to publish the article and identify itself as its original publisher, along with the commercial right to include the article in a hardcopy issue for sale to libraries and individuals.
Although the conditions of the CC BY-SA license don't apply to authors (as the copyright holder of your article, you have no restrictions on your rights), by submitting to YUSTIKA, authors recognize the rights of readers, and must grant any third party the right to use their article to the extent provided by the license.
.jpg)
